Running head: WEEK 3 ASSIGNMENT

Week 3 Assignment
David A. Keith
MGT 438 Organizational Change
Instructor Laird Livingston
May 3, 2016

WEEK 3 ASSIGNMENT

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Week3 Assignment

Organizations need plans and change models for leading and managing big organizational
change in effective ways. Leaders use the five dimensions to Cumming and Worley to lead and
manage changes as tools to guide organizational changes. These dimensional tools include
motivation changes, vision creations, developmental political support, to manage transitions, and
to sustain momentums. The entire motivational changes are created to changes of readiness and
overcoming resistance. Through communication with individuals help leaders create signs of
readiness and avoids unwanted resistance. According to Weiss, leaders need to identity the
specific reasons why change is resisted and respond accordingly (Weiss, 2012). Actions of
counteractive activities should take place with leaders wherever resistance is needed.
During dimensions of creativities, visions of seeing things in a big way and being able to
outline these visions into coming in reality so goals are reached and sources are evaluated from
past, recent, and future occurrences are focused on being done. An example of this is the mission
statement of an organizations, their overall outcome of values, conditions of values, and midway
goals becoming parts of their big picture in reaching these goals. Through dimensions of
developmental political supports comes into play when leaders partake info account (the)
companys political environment in relation to change and respond accordingly (Weiss, 2012,
section 3.2). Other ways of putting this is to say that leaders identify these key stakeholders
which includes executives in supporting these certain changes within organizations. These
dimensions to managing transitions are to be planned activities through leaders in commitment
and creating sense of importance.
Activities can be combined with planning in some instances, and leaders must be careful
not to incur misdirected or unnecessary efforts at any level of the organization (Weiss, 2012,

WEEK 3 ASSIGNMENT

section 3.2). It is crucial to makes plans and gives constant feedback when organizations
motivate and manage changes within their base that leads them to greater knowledge. To all the
different organizations throughout the world we live in comes with many changes that has to do
with furthering the overall growth of that business. In present times, I think of GIANT
supermarket that constantly goes for change because they deal directly with customer satisfaction
through selling of their different products and services. Managers have a big job (shoes to fill),
because of other competitors throughout the world; so they branch out with more stores in
different parts of the world that comes with more savings and low prices so they continue to
stand at number 1 spot. Their changes must be done in proper order within appropriate changed
models they use to achieve great results in timely manner and for future outcomes.
They seem to hire on a constant base because of the rationale to changed models and
impacts of employees not lasting over a period of time at that jobsite for whatever reason being
which management takes into consideration. GIANT Inc is a retail chain who sells all types of
foods, such like organic, natural, and koshered items; as well as household and beauty items and
supplies. I believe they are reaching countries outside of the USA as their long-term plan, which
will give them a greater advantage. Organizations seem to use several types of change models
within that business that is directed towards management of that organization. GIANT gears
toward a short-term and long-term base because of their organization tending as a job career base
and not just a job hired base alone.
An organizations life cycle includes a five phase growth cycle within organizations in
changing there forms, which has to do with delegations, understandable directions,
coordinations, and collaborations. In reaching their franchises in other countries will give them
greater advantage over all which brings new experiences for all managements involved. Having

WEEK 3 ASSIGNMENT

crisis is bound to happen within any organization just getting started, and the greatest
achievements are when higher authority is able to address and fix these issues in a professional
manner. If I had the opportunity to be a manager of an organization, I would work diligently in
bringing full success to GIANT so it would be very hard for other stores to keep up. The
creativity added would give way to all other GIANT stores throughout the world would be as
successful and known. In getting other members in other countries to know of GIANT in my
town I would make it hard for others to stay in competition with me by getting others to know
about my business though what I create and advertise.
The first stage is to give customers time with reading their feedback and styles of
leaders and people are individualistic; creative, and entrepreneurial (Weiss, 2012, section 2.2).
Hearing responses from the market is crucial to a company because it lets them know what
matters to address and change from consumers. Employees and managers will always feel the
negative affects when starting a new business. Complaints that usually are said by employees
includes, not have enough hours, having to many hours, hours that are to long with their pay
staying the same as more efforts are put on complaints than trying to fix them. Direction phase is
the second phase that comes in play of more structural leaderships and managements of style that
comes into play. All formats are put together in proper order for manufactures, accountings,
finances, inventories, shippings, and human resources. These two stages of communications
remain official while management holds a lot of power from making strategic decisions. The last
phase has to do with delegations occurring as more responsibility is given to manager and
employees to accomplish organizational goals and their work (Weiss, 2012).

WEEK 3 ASSIGNMENT

Hiatt, J. & Creasey, T., (2003). A Thirst for Change Leadership. Retrieved from:
http://www.change-management.com/tutorial-change-leadership-mod2.htm
Katarzyna Twarowska & Magdalena Kakol, (2013). International Business strategy: Reasons and
forms of Expansion into Foreign Markets. Retrieved from:
http://www.toknowpress.net/ISBN/978-961-6914-02-4/papers/ML13-349.pdf