代写论文：计划变革模式
代写论文：计划变革模式
从以上两种计划变革模式的讨论中，TR有限公司应该使用Kotter的8步骤模型来实现他们的变革需求。由于人力资源总监认为，在线员工中存在一些抵制变革的可能性，所以利用这种模式，变革的积极点可以传达给员工。
第一步：由于管理层强烈认为需要重新组织线路工作人员，所以在第一步中，如果变革未得到落实，可以查找未来可能发生的潜在威胁。此外，可以检查并列出机会向员工展示。
第二步：为了传达需要改变的东西，以及企业和工人的机会主义，必须确定领导者进行有效的沟通。领导人将为工作人员提供强有力的信息，表明需要改变。
第三步：这个模型的第三步对于TR有很大的好处，因为它有助于从可能的变化中确定愿景的价值。这将有助于员工将他们的工作与公司的未来联系起来。
第四步：由于TR有限公司的董事会希望在组织中发生一个有计划的变革，所以可以面对阻力。模型的这一步将通过向每个部门传达愿景，让他们更多地了解他们通过采用变革所能获得的好处而受益。
第五步：在下一步，这将有助于限制TR去除重组过程中可能遇到的所有障碍。在这一步中，可以根据愿景组织结构，角色和责任，表现和奖励，以便抗拒变革的人开始接触变革的需要。
代写论文：计划变革模式
From the above discussions on two models of planned change, TR limited should use Kotter’s 8 Step Chang Model to implement their need for change. As HR director sees some possibilities of resistance to change within the line workers, using this model, positive points of the change can be conveyed to workers.
Step 1: As management strongly sees a need of reorganizing the line workers, in the very first step, it can look for identification of potential threats that can occur in future if the change is not implemented. In addition, opportunities can be examined and listed down to showcase it to employees.
Step 2: In order to communicate what needs to be change and how opportunistic it is for the firm and workers, leaders must be identified for effective communication. Leaders would provide strong message to the workers for the need of change.
Step 3: Third step of this model has very good advantage for TR limited as it would help to determine value of the vision from the possible change. It would help employees to connect their working with the future of the firm.
Step 4: As MD of TR limited wants a force planned change to happen in the organization, it can face the resistance. This step of the model would benefit the firm by communicating vision to each and every department and let them know more about the benefits they can receive by adopting change.
Step 5: In the next step, it would help TR limited to remove all the possible hurdles coming in the way of reorganizing process. In this step, structure, roles & responsibilities, performance and rewards can be organized in line with the vision so that people who are resisting the change, start connecting with the need for change.
