There are many goals of a planned change. Basically the goals are aimed to improve the ability of the organisation to adjust to changes happening in the environment. Change in employee’s behavior is expected and these changes to lead to improvement in organizational effectiveness and efficiency. In this assignment we will discuss a case study on the strategic change management in the AEGON Company. As we have discussed in the training presentation the different aspects and reasons of strategic change management and the process of strategic change management involves developing an innovative vision for where the company needs to be, and then developing an equally innovative path for achieving the goal. This can only be done through the combined effort of all the company, its employees and the stakeholders. The discussion of this case reflects the following points: Develop systems to involve stakeholders in the planning of change and develop a change management strategy with stakeholders. Evaluation of the systems used to involve stakeholders in the planning of change. Explanation of what systems and processes would need to be/have been developed to ensure involvement of the stakeholders in the change. Strategy creation for managing resistance to change Review of the effectiveness of management actions to overcome any identified instances of resistance Discussion of the most important features in the successful implementation of organizational change, drawing upon at least two organizational models Plan to implement a model for change and develop appropriate measures to monitor progress. With the changing prospects of customers, organizations persistently require to adapt to stay competitive. Managers might look for situations which are common to them when experience pressures for change. It involves civilizing the traditions in which they function, gradually. This is incremental change. But improving gradually may not be adequate. The need is to adjust to all of the main changes in the surroundings. Lack of it results in strategic drift. When a company undergoes strategic drift, it does not make tough and major decisions to deal effectively with all of the changes in its business environment. Managers within the organization have to accept the change completely to let alone strategic drift. It results in a responsive organisation. (AEGON-Embracing and pursuing change, n.d.) AEGON Group is one of the world’s largest life insurance and pensions companies. AEGON owns pensions, life insurance, asset management and adviser businesses in the UK. The AEGON Group has 27,000 employees and over 25 million customers worldwide. Its major markets are in the USA and Netherlands. Since 1994, the UK has become another major and increasingly important market. In 1994 AEGON bought a large stake in Scottish Equitable. Scottish Equitable was a strong brand with a heritage that went back to the 1830s. Since then AEGON’s UK business has grown both organically and by acquiring other businesses. As most of the acquired companies kept their existing identities, awareness of AEGON in the UK remained relatively low. AEGON realized that such low levels of awareness could impact on its ability to achieve its ambitions. Therefore, it needed to combine the global strength of its parent with the experience and reputation of the domestic company brands, like Scottish Equitable, that made up AEGON in the UK. (AEGON-Embracing and pursuing change, n.d.) In this assignment we’ll discuss the success that accepting and practicing change has brought to AEGON in the UK. This change is helping AEGON move towards its goal of becoming ‘the best long-term savings and protection business within the UK’. Kurt Lewin’s change model In early 1950s Kurt Lewin a psychologist developed a model of change management. He described the freeze model of change which suggests that change involves a shift from one still condition by means of a state of activity to a different still condition. This involves a three-stage process of managing change: unfreezing, changing and re-freezing. Source: http://www.strategies-for-managing-change.com/kurt-lewin.html Stage 1: Unfreezing This stage implies getting prepared to change. It involves getting to a point of consideration that change is compulsory and getting ready to alter from our current comfort zone. (Kurt Lewin change management model, n.d.). Stage 2: Change – or Transition The second stage of transition is known as change. Transition is the internal faction or voyage we make in response to a change. This occurs as we accept and make the changes that are required. (Kurt Lewin change management model, n.d.). Stage 3: Freezing (or Refreezing) The third stage is freezing, while many people refer to it as ‘refreezing’. As the name suggests this stage is about instituting stability when the changes have been made. The changes are acknowledged and turn into norms. People form new contacts and become contented with their routines. This will surely take some time. (Kurt Lewin change management model, n.d.). The 8 steps of John Kotter’s change model Each stage of Kotter’s change model acknowledges a key principle identified by him linking to people’s response and approach to change, and in which people see, feel and then change. For change to occur, it helps if an adequate number of people within an organisation want it. By developing a sense of urgency around the need for change it helps management to start the initial inspiration to get things moving. (John Kotter’s guiding principles for leading change, n.d.). Source: http://www.strategies-for-managing-change.com/john-kotter.html According to John Kotter the major challenge in front of leadership in a change process is just getting people to change their behavior. People modify their behavior when they are motivated to do so, and that can be done when you speak to their feelings.” (John Kotter’s guiding principles for leading change, n.d.). AEGON UK had the following driving forces for organizational change. Financial restructuring in the United Kingdom. Growth in population and changes in demographic attributes. Cultural diversification in the UK. Changes in social dimensions of the United Kingdom. Evolution of political orientation and policies. Increase in the domestic purchasing power. Institutional and policies neglect regarding the financial products. High competitiveness and consequent challenges. Deficient Management practices. Inefficiency in processes The most suitable change model fitting to AEGON UK will probably be Kotter’s Eight Step Change Model. As it fully prepares the employees of the company before even the vision is created that will eventually helps in the change in the long run. There are some disadvantages as well to this model. This model is mostly suitable for the companies because of its simplicity and applicablity as considerable change is required for the divisions. This will also facilitate in the transition because the division has a long history comparable to rest of the company and people are not as set in the ways, as they would be if the division had been around longer. (Strategic change management, n.d.). AEGON UK strategic planning implies planning for the long-term. The time frame associated with this type of planning is from three to five years into the future. Due to this timeframe, there are several challenges associated with long-range planning. These include: creating a plan that is breakthrough in its orientation rather than “more of the same,” getting all stakeholders to commit to the organization’s strategies and to follow through on implementation of critical activities, and decreasing cycle time in the planning process. This sort of orientation necessitates approaches to strategic planning that involve all employees and stakeholders in the planning process and a planning process that can occur within a shortened time frame. The researcher will prefer to adopt Large Group Interventions Technique to address the proposed change in the chosen organization AEGON. (Strategic change management, n.d.). In case of the AEGON UK there were many deriving forces that caused the background of change in AEGON UK. AEGON UK was although was bearing international repute but still it didn’t had band awareness by the name of AEGON in the United Kingdom. The philosophy of the financial services products that were being sold by AEGON UK or its competitors were quite difficult to understand by the potential customers. Life expectancy in the United Kingdom has increased in the recent years so people can expect to be retired for longer age and similarly many individual never think it worthy to plan about their retirement properly, on the other hand there was a derive from the government to reduce dependency on the state in old age so there was a need to make a social awareness among the people for the benefits of having the financial products sold by the AEGON UK to secure their future because benefit of these investments usually realized in later years. AEGON was not well recognized in the areas other than pensions. Above stated reasons are the few of those that lead management to introduce change in the corporate structure and strategy of the AEGON UK Limited. (Strategic change management, n.d.). People who are directly affected by the decisions of an organization are the stake holders. Stake holder may be internal (management, employees etc.) and they may be external (government, suppliers, banks, media, shareholders etc). Every stake holder has different expectations from the organization. In the process of change, stakeholders can be involved in a number of ways like: Involve them in problem solving. Keep them up to date of standing towards corporate objectives Take actions on feedback received by them Mobilize the correct resources at the right moment to recognize the implementation plan (Strategic change management, n.d.). Involvement of stake holders to the process of change was done by the new chief executive officer of AEGON who carried out the following actions; Simplification of Financial Services The Chief Executive Officer of AEGON adopted a customer focused approach. The CEO simplified the complex financial services in terms of their understanding and it was now made very simple to understand. The clients which know that what they are investing into and what investment they get back at the end of the contract. To date back customers have always been disturbed doing complex calculations. Now the customers are happy because they don’t need any financial interpreter to understand the ins and outs of the products offered by the AEGON. (Strategic change management, n.d.). Workforce Development The most important stake holder of the organization is the employees’. These are the people who are practically liable make the change process successful. New CEO took the employees in confidence and told them about the fact that what AEGON stands today and what AEGON wants to stand in the future. He explained the factors behind this change. The CEO introduced job rotation which involves prospects from one job to the other job. Hence it provided individual employees’ with a career path. CEO also arranged a Management Development Program in collaboration with a leading management college for the training of the workforce. (Strategic change management, n.d.). Creating Distinct Market Place To let revisit the brand identity of AEGON into the minds of the people, the CEO carried out an external promotional campaign to highlight the relationship between the locally famous Scottish Equitable and AEGON. The CEO spoke to the media stating the reasons for the change and how the change will be beneficial for the stakeholders. (Strategic change management, n.d.). As we know that the stakeholders are critical to the success of initiating change in the organization. Stakeholder Management Strategy is an important discipline that successful people use to win support from others. Stakeholder Analysis is the technique used to identify the key people who have to be won over. Stakeholder Planning is done to build the support that helps organization to succeed. (Strategic change management, n.d.). The benefits of using a stakeholder-based approach The opinions of the most strong stakeholders to shape change implementation at an early stage. They will support the company as well as their input can also improve the quality of the project Getting support from strong stakeholders can help you to win more resources There are more chance to achieve strategic goals successfully. By communicating with stakeholders early, you can ensure that they fully understand what you are doing and understand the benefits of your aim. By this they will throughout support you actively. By anticipating what people’s reaction to your project may be, and build into your plan the actions that will win people’s support. (Strategic change management, n.d.). Strategy for managing resistance to change in the organization Following strategies can be implemented for managing resistance to change in the AEGON. â€¢There will be a workflow process in order to achieve results for mutual benefits for employees and organization. â€¢There will be an Authority Process in order to direct behavior in the interests of the organization and its participants. â€¢There would be a Reward and Penalty Process to induce people to behave in away required by the interests of the organization and its participants and / or to behave in a way making associated activity possible. â€¢There will be a Perpetuation Process to maintain, replenish, and make adequate the quantity and quality of social and natural resources utilized by the organization and its participants. â€¢There must be an Identification Process to develop a concept of the wholeness, uniqueness and significance of the organization. â€¢ There will be a communication process to provide for the exchange of information, ideas, feelings and values etc utilized in all activities to the stakeholders. â€¢ There must be an evaluation process which establishes criteria for and defines levels of utility and value for people, materials, ideas, and activities and which rates them and allocates them to these levels. (Strategic change management, n.d.). Model for implementing change in the organization Model for change implies towards the overall strategy to incorporate change into the organizational culture. Model of change is usually implemented into the following steps; Access the necessity of change Forming a powerful alliance Creating an idea for change Communicate the vision Remove barriers Incorporate the change into organization. (Strategic change management, n.d.). The CEO of AEGON implemented the same model to inculcate change into the organization. The CEO realized the need for change and he came to the conclusion that the company is not doing well comparable to its competitors. The legislative restriction of price decreased the profitability Lack of brand awareness getting worst And difficulty of the customers understanding the aim of the services offered by AEGON The above mentioned were the factors that required an immediate change into the organization at a large scale. The CEO conducted a SWOT analysis of the company and decided to develop a new behavioral framework for the staff which was known as 8 behaviors framework and also arranged managerial training for the workforce. He further addressed the stakeholders of the organization to communicate his vision to them by simplifying the financial services, developing a workforce and arranging a brand awareness campaign. (Strategic change management, n.d.). The CEO also communicated to the media about this change process and the reasons for change. Hence model implemented by the CEO of AEGON UK brought about evident positive change to the organization and gave it a new line of direction towards the desired goals and objectives. (Strategic change management, n.d.). Implementation of the model in the organization, expected improvements and appropriate measures to monitor progress The plan for the change was implemented into the different stages like discovery phase to analyze where the AEGON is right now, where it wants to be and what actions are required to meet the objectives set by the head to become the best long term saving and protection business into the UK. First phase revealed the reasons for changes and weaknesses and strengths of the organization. After the discovery phase the next step was to involve the appropriate stake holders into the process of change. The head of the AEGON involved various stakeholders in different effective manner as mentioned earlier. The CEO further redeveloped the organizational behavioral framework and arranged the training of the staff members. (Strategic change management, n.d.). The outcomes of the efforts made by the CEO were extremely cheering and rewarding for the company. Before the change there was confusion among the people about the recognition of AEGON but after the strong promotion of the brand AEGON with Scottish-Equitable created a more reliable image of the AEGON into the minds of the people. Moreover the brand carried a new more powerful and prestigious look as AEGON Scottish-Equitable. (Strategic change management, n.d.). The behavior of the employees altered altogether. They behave with more customer oriented approach. Now the employees are concerned to provide beneficial services to existing and prospective customers and the organization is always doing its level best to do what is really important to their customers. (Strategic change management, n.d.). AEGON providing the levels of return guaranteed and being liable for any risks associated with doing so it reflects more probability about levels of income for the clients. As a result of the change applied by the CEO of AEGON, the company reconstructed its brand reputation, became more customer oriented, started to provide more innovative services and became more popular amongst the consumers and finally the business has grown to a huge extent. The CEO planned to develop a new organizational behavior framework to align the brand values of AEGON. (Strategic change management, n.d.). To entrench this culture, AEGON developed a behavior structure to maintain its brand values. It was intended to persuade how people at all ranks within the organisation might work and make decisions. These behaviors highlight the values of the organisation. They have assisted to build AEGON’s culture and have also impacted its performance. AEGON also introduced a Management Development Program, supported by a top Management College. The eight behaviors are: â€¢ Think customer â€¢ Embrace change â€¢ Encourage excellence â€¢ Act with integrity â€¢ Decisive action â€¢ Work together â€¢ Learn and grow â€¢ Relate and communicate. (AEGON-Embracing and pursuing change, n.d.) Conclusion There is nothing permanent except change. It is continuous. The process of change is an expedition. Business organizations will always be influenced by external factors. AEGON responded to these factors by simplifying, clarifying and strengthening its brand in the UK. As organizations change, their patterns of behavior and business culture flourish. For AEGON, this is a cycle in which the business uses its knowledge to learn from its experiences. This has assisted AEGON as an organisation to move positively towards achieving its full potential and to stay competitive in a progressively difficult market. (AEGON-Embracing and pursuing change, n.d.) AEGON recognized a need to give itself a greater market presence. The change has made the organisation much more customer focused. As a result it is more effective.
The Christian Faith Is Intrinsically Missionary Religion Essay. David Bosch in his book Transforming Mission makes the point that ‘The Christian faith, I submit, is intrinsically missionaryâ€¦ this dimension of the Christian faith is not an optional task: Christianity is missionary by its very nature or it denies its very raison d’etre’  . The author makes us understand as Christian Youth workers it is a fundamental requirement of our belief for us to engage in the mission of God by been a witness to the world. God’s mission which he gave to us in Matthew 28 known as the great commission must be the key and driving force behind the work we do with our young people. As youth workers we need to be aware that in order to fulfil the great commission we need to develop ourselves biblically and have a passion to evangelise every young people in our local community as well as the whole world. Bosch stated that ‘There is church because there is mission and not vice versa.’  Through its nature and vocation, the church is a missionary community; hence mission is intrinsic to the very life and calling of the church. Moltmann also argues in support of Bosch that ‘Mission does not come from the church; it is from mission that the church has to be understood.’  Hence our youth club or group exist due to God’s wider mission. Our youth group needs to understand that we are called to be the agent of God’s missionary task in whatever community we find ourselves and as quoted by Bosch ‘God is a missionary God, God’s people are a missionary people.’  Folmsbee also argues in support of Bosch that ‘Mission is an attribute of God that’s best understood from God’s narrative. God is a missionary God, and therefore mission must be seen as God’s movement into the world. That’s the exact opposite of how it’s often viewed, which is that mission is the primary activity of the church.’  In order to sustain their faith in the mission and in God’s work, those in the ministry believe that the mission work belongs to God and that they are simply his instruments working in the world. In order to discuss how the evangelistic task directed at young people fits into God’s wider mission, we need to have a clear understanding of what mission is using Bosch as the main reference point by unpacking his quote The Christian faith is intrinsically missionary. This essay will be looking at a variety of sources drawn from the Bible and Christian literature to establish what is God’s wider mission, how we can tailor our assignment toward the young people using Christ ministry as the model for our outreach programme in the Christian youth work. What is Mission? Bosch stated the term mission assumes ‘a sender, a person or persons sent by the sender, those to whom one is sent, and an assignment.’  In the book of John 20: 21, we see the missionary mandate of Jesus which he passed to his own disciple ‘As the Father has sent me, I am sending you.’  Christianity has always been an evangelical religion, where believer go out into the wider world and spread the message of the Gospel in order to bring all of humanity into the kingdom of Heaven. Ever since the fall, God’s mission on earth is to return a fallen mankind to his presence, fully redeemed. Thus, He sent Jesus to earth to minister to the people before being sacrificed for the sins of the world. In the word of Bosch while citing the work of Hering’s, ‘…mission is, quite simply, the participation of Christians in the liberating mission of Jesus, wagering on a future that verifiable experience seems to belie. It is the good news of God’s love, incarnated in the witness of a community, for the sake of the world.’  FrostThe Christian Faith Is Intrinsically Missionary Religion Essay
5 pages double space (MLA style)
5 pages double space (MLA style).
new essay only need five paragraph,
1introduction, 3 body paragraphs [ each body
paragraphneed 2 quote] and 1 conclusion, like:1paragraph: introduction (you can summary this essay, and answer
the reading question)–do not have quote2paragraph: body paragraph, use your viewpoint to support your
2 quotes (one from reading 1, another from reading 2)3paragraph: body
paragraph, use your viewpoint to support your thesis—– only need
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support your thesis——only need 2 quotes (one from reading 1,
another from reading 2)5 conclusion,important : do not use other
articles and authors appear in this paper ( only reading 1 and 2 could show in your writing)reading 1 is ‘ Citizens who care”reading 2 is ” from the frying pan into fire”
5 pages double space (MLA style)
Rasmussen College Mod 5 Employee Performance and Evaluation Discussion
essay writing help Rasmussen College Mod 5 Employee Performance and Evaluation Discussion.
I’m working on a writing project and need guidance to help me understand better.
ScenarioYou are the newest HR associate at a well-known corporation. An employee has contacted you with a grievance.The following information is shared during your conversation:The employee has just been discharged from their long-term job. They were not represented by a union contract, and over the past thirty (30) years, they had enjoyed a generally pleasant work environment. The employee emphasizes that a recent change in leadership has been causing significant hostility and intimidation throughout the office, and the employee is convinced these factors culminated in their termination. The employee strongly believes the action is without merit and is seeking damages/compensation from the employer.The employee wants to know what the legal rights are. You are going to consult with the in-house legal department. You will also need to review and utilize the employee’s file. Access the file below.PLA2476-Module05-Employee-File.docxInstructionsPrepare a 2-3 page memorandum prior to the meeting with the legal department addressing the next questions:What are the major issues that you have identified based on the employee’s concerns?Complete research to identify legal or regulatory information that supports the employee’s position.What are some of the possible arguments against either the employer and/or the employee?What are some of the likely outcomes in this matter?Be sure to include in-text citations and a reference page according to APA guidelines.ResourcesFor assistance writing a general memo, refer to this FAQ.For assistance with in-text citations and a reference page, refer to the APA Guide.For research assistance, use the following Reference Databases:ASP Human Resource Management OnlineGale Virtual Reference LibraryBusiness Source Complete via EBSCOBusiness via ProQuest
Rasmussen College Mod 5 Employee Performance and Evaluation Discussion
Sub-Saharan Africa International Relations Essay
Table of Contents Introduction Research Question The Issue of Dependency Political Changes Economic Relations The Changing Economic Trend Conclusion List of References Introduction The problems affecting sub-Saharan Africa in the global system could be comprehended through the understanding of colonial legacies (Taylor 2010, p. 12). The Europeans divided sub-Sahara Africa into various units for easy administration. Nigeria, Kenya, and South Africa were categorized as settler regions whereby the locals were forced to live in the suburbs while colonialists occupied the major towns. This division and application of defective policies resulted to the problems that are still haunting the sub-Saharan region even in the modern society. World systems theory states that sub-Saharan African is the periphery while the west is the core. The sub-Saharan economy relies on cheap-manufactured goods from the west yet the region has enormous resources that cannot be compared to those of any other region in the world (Fortna 2008, p. 13). Therefore, it could be easy to describe Sub-Sahara Africa as a marginalized region, yet the region plays a significant role in the global map. Sub-Sahara Africa is known for its resources hence many states in the international system have always wanted to associate themselves with the leadership of the region. World economic powerhouses such as the US, Britain, China, and Canada have always generated strong foreign policies towards states in sub-Sahara Africa such as Kenya and South Africa due to their enormous economic chances. There have been various changes in the foreign relations between the sub-Saharan region and other actors in the international system (Goldstein 2011, p. 70). These changes are brought about by the economic and political developments of the global system, especially the last part of Cold War and shift from bipolarity to unipolarity. For instance, conflicts are no longer rampant in the sub-Saharan region such as Sudan and some parts of the East African region, which have redefined the relationships between states in the sub-Saharan region and other units (Howard 2009, p. 72). This article looks at the changes that the sub-Saharan region has gone through, which have readjusted its relations with other actors in the international system. Research Question To what extent has Africa’s dependency on external actors evolved over the last decade? Get your 100% original paper on any topic done in as little as 3 hours Learn More The Issue of Dependency Dependency theory emerged to challenge modernization theory after it surfaced that the major role of global bodies such as the United Nations, World Bank, and IMF is to fulfill the wishes of the developed countries. The theory was formulated in Latin America to challenge the views of modernist theories, but it is widely applied in understanding African politics. Immanuel Wallerstein developed a closely related theory referred to as the world systems theory to support the ideas of dependency theorists. Dependency theory insists that the ongoing relationship between the south and the north is not natural or accidental, but instead it is synthetic given the fact that colonialists created it. The riches in the developed world are attributed to the imbalance of trade that takes place between the developed and the developing world. Therefore, developed countries could not be boosting of the economic achievements without the underdeveloped countries. Industrialization in Europe and North America could not have materialized were it not for the slave trade that took place between Africa and the Caribbean Islands. In fact, some scholars accuse multinational organizations such as Barclays Bank and the IMF of benefiting from slavery. Foreign direct investment and aid are the two factors that have dominated the foreign relations of sub-Saharan African states and other powers, particularly the western powers. However, the state of affairs is changing because Africans feel that they are sovereign and they should be given the chance to elect their leaders freely. The west has always influenced the outcome of elections since it seems to support friendly leaders. In other words, the western powers throw their weight behind leaders who support their policies. A number of African leaders have been forced to rely on foreign aid meaning that they cannot formulate any policy without consulting the donors. Moreover, almost all projects being implemented in the African continent are controlled by western powers. Major investments are also owned by western powers since they never relinquished industries after colonialism. This leaves the sib-Saharan region to depend on foreign aid and foreign direct investment. We will write a custom Essay on Sub-Saharan Africa International Relations specifically for you! Get your first paper with 15% OFF Learn More Political Changes In the 1990s, civil wars were very common in the sub-Sahara region, especially in the central African region such as Congo, mainly because of the presence of warlords and the effects of the Cold War. The conflicts were organized because particularly government-funded rebels carried out crimes against humanity in large-scale. Many states in the region are celebrating their fifth anniversary, but the nature of violence has changed because only post-election violence is witnessed. This is mainly evident in Kenya, Zimbabwe, Cameroon, Mali, Senegal, and Ivory Coast. Previously, the governments organized and funded violence, but currently the focus has been on elections. Even the global powers were involved in committing crimes against innocent people because they supplied weapons, especially in places such as Congo whereby there are enormous resources. Currently, conflicts are mainly internal because groups fight over governmental power and authority (Fearon
University of West Alabama How We Value Brands in Our Annual Rankings Questions
University of West Alabama How We Value Brands in Our Annual Rankings Questions.
I’m working on a marketing writing question and need an explanation to help me learn.
What is one of your favorite brands (why)? What is a brand you hate (why)?Which brand personality best describes you? Your business school? What is it about these images you like? What would you change about these images to make them even more desirable (and how would you do so)?Read the methodology of Interbrand.com for brand valuations. How might you improve their methods and the sorts of measures they use to assess brand equity?
University of West Alabama How We Value Brands in Our Annual Rankings Questions