C721-Change Management Task.docx C721—Change Management Western Governors University

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C721-Change Management Task.docx C721—Change Management Western Governors University A.  Discuss the need for change for the company in the scenario using either the systems contin... gency model or the organizational life cycle model. As the change management consultant brought on by the Biggest Little City Manufacturing Company, I have evaluated the companys current state and determined that the Organizational Life Cycle Model is the most appropriate method to discuss their need for change. The Organizational Life Cycle Model is an approach used to identify crisis and challenges a company can face as they advance in their age as an organization. It is used to help one understand the development needs of the organization and its leadership in order for their organization to grow and progress. The model consists of five phases or stages of growth of a company as they are maturing and evolving. Each stage is considered a period of stability that has a ‘crisis which occurs within the company, towards the end of the stage. These crises must be solved before growth can happen or risk falling to failure. The stages are Creativity, Clear Direction, Delegation, Coordination, and Collaboration. In stage one, Growth through Creativity, the company is in their infancy stages of their organization. They tend to be creative, fun and responsive to customers and the market as they work to establish their footing in the industry. It is considered informal since they are developing their business from the. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. .. . . . . . . . . . . . . . . . . . .. . . . . [Show More]

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