Change Management Performance Assessment
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Western Governors University
, A. Discuss the need for change for the company in the scenario
using either the systems contingency model or the
organizational life cycle model.
The Systems Contingency Model outlines how an organization’s internal
design must be suited to its external environment to operate efficiently.
This framework is appropriate for understanding why the company in the
scenario must update its technology without delay. The most significant
external driver is the advancement of digital tools, especially in inventory
control and operational software. These technological shifts have made
the company’s current systems outdated and less competitive. Internally,
the company lacks alignment with industry trends and peer
organizations. To respond to this mismatch, leadership needs to invest in
newer, more capable systems. This may involve purchasing new
software solutions, acquiring licenses, and providing employee training
to ensure smooth implementation. These upgrades would lead to better
outcomes at every level, improving task accuracy, speeding up
workflows, and strengthening productivity overall. For instance,
transitioning to a modern inventory platform could reduce input mistakes
and improve tracking efficiency. The Systems Contingency Model
clarifies how internal transformation is necessary to meet external
pressures and stay effective in a fast-changing business environment.
B. Describe the differences (at least two) between a learning
organization and a traditional organization.
Two major distinctions exist between traditional organizations and learning
organizations: their support for innovation and the way communication is
handled.
Traditional organizations often limit creativity by focusing on rules and
hierarchical control. This can prevent employees from offering new ideas
and restrict their growth within the company. Learning organizations, in
contrast, promote development by encouraging experimentation and
continuous learning. This allows employees to adapt to new challenges
and contributes to the company’s progress.
Another key difference lies in communication. Traditional organizations
typically rely on slow, top-down communication, which reduces
responsiveness and makes it harder to solve problems quickly. Learning
organizations promote open, two-way communication. Employees are
encouraged to voice suggestions and take initiative, leading to faster
adaptation, greater innovation, and more effective teamwork.
Enter Your Name Here
Western Governors University
, A. Discuss the need for change for the company in the scenario
using either the systems contingency model or the
organizational life cycle model.
The Systems Contingency Model outlines how an organization’s internal
design must be suited to its external environment to operate efficiently.
This framework is appropriate for understanding why the company in the
scenario must update its technology without delay. The most significant
external driver is the advancement of digital tools, especially in inventory
control and operational software. These technological shifts have made
the company’s current systems outdated and less competitive. Internally,
the company lacks alignment with industry trends and peer
organizations. To respond to this mismatch, leadership needs to invest in
newer, more capable systems. This may involve purchasing new
software solutions, acquiring licenses, and providing employee training
to ensure smooth implementation. These upgrades would lead to better
outcomes at every level, improving task accuracy, speeding up
workflows, and strengthening productivity overall. For instance,
transitioning to a modern inventory platform could reduce input mistakes
and improve tracking efficiency. The Systems Contingency Model
clarifies how internal transformation is necessary to meet external
pressures and stay effective in a fast-changing business environment.
B. Describe the differences (at least two) between a learning
organization and a traditional organization.
Two major distinctions exist between traditional organizations and learning
organizations: their support for innovation and the way communication is
handled.
Traditional organizations often limit creativity by focusing on rules and
hierarchical control. This can prevent employees from offering new ideas
and restrict their growth within the company. Learning organizations, in
contrast, promote development by encouraging experimentation and
continuous learning. This allows employees to adapt to new challenges
and contributes to the company’s progress.
Another key difference lies in communication. Traditional organizations
typically rely on slow, top-down communication, which reduces
responsiveness and makes it harder to solve problems quickly. Learning
organizations promote open, two-way communication. Employees are
encouraged to voice suggestions and take initiative, leading to faster
adaptation, greater innovation, and more effective teamwork.
