Imagine that you are an organizational change consultant

F‌‍‍‍‌‍‍‍‍‌‍‍‌‌‌‌‍‍‍‌or this assignment, imagine that you are an organizational change consultant who has been asked to propose intrinsic and extrinsic reward plans to an organization (of your choice).

Imagine that you are an organizational change consultant

F‌‍‍‍‌‍‍‍‍‌‍‍‌‌‌‌‍‍‍‌or this assignment, imagine that you are an organizational change consultant who has been asked to propose intrinsic and extrinsic reward plans to an organization (of your choice). In your proposal, you will not only formulate the plans but also analyze their worth to the organization as part of the firm’s implementation of a new social responsibility change plan. That change plan will task employees with new or additional duties; thus the reward plans should aim to support employee attitude a‌‍‍‍‌‍‍‍‍‌‍‍‌‌‌‌‍‍‍‌nd behavior including increasing creativity and problem-solving skills.

Spector (2013) says this about reward plans:

“Incentive pay, regardless of the specific design, is an extrinsic reward: a reward external to the individual and provided by the organization. Money is the most obvious and prevalent example of an extrinsic reward. Motivational theory tells us that extrinsic rewards, although powerful, may not be terribly effective in driving long?term behavioral change” (p. 142)‌‍‍‍‌‍‍‍‍‌‍‍‌‌‌‌‍‍‍‌.

More details;

What is change management?

In modern IT, change management has many different guises.

Project managers view change management as the process used to obtain

Firstly, approval for changes to the scope, timeline, or budget of a project.

Infrastructure professionals consider change management to be the process for approving, testing, and installing a new piece of equipment. Also, a cloud instance, or a new release of an application. ITIL, ISO20000, PMP, Prince2, as well as other methodologies and standards, prescribe the process to gain approval and make changes to a project or operating environment.

The Association of Change Management Professionals (ACMP), PROSCI, the Innovation and Organizational Change Management Institute (IOCMI), and others view change management from an organizational perspective.

While each group has its own approaches, frameworks and language. These groups all address the human side of change in organizational contexts.

 

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