Please edit this paper correctly and help me to state my thesis statement. Pleas
ID: 370869 • Letter: P
Question
Please edit this paper correctly and help me to state my thesis statement. Please update my APA format correctly.
Change Agent Report
Audrey R. Brown
Today’s rapid environmental changes require communication and collaboration within organizations. Companies are looking to expand in the trending markets. Therefore, for them to be competitive with evolving customer needs they must be prepared to engage with the emerging new technologies. Organizations that develop and implement new technologies increase their internal and external customer communication channels and advance their business processes. However, these changes cannot successfully be achieved if there is not a change agent leading the change.
“A Change Leader or Change Agent is the person who leads the change. They may play any or all of the initiator, implementer, or facilitator roles. (Cawsey, Deszca, & Ingols 2016), P. 26). Change Agents are usually in place to make sure the organization understands the need for change. They are there to ensure the team understands the change, and why the change is necessary. They must prove to the team the real need for change and why it is crucial to the organization. A change agent is a direct lead between the stakeholders and the project team members. A change agent is usually someone that is highly respected by the employees. Change agents primary focus is to create and implement new process improvements within the organization. They are great thinkers, and they communicate well throughout the organization. The Change agent motivates, supports, and ensures continuous learning is taking place within the organization.
“Organizational change is a collective effort and, more often than not, involves people with multiple perspectives on organizational life and multiple definitions of reality.” (Caluwe and Vermaak, 2003). There is a meta-theoretical concept called (the colors) that were developed and known as the five different ways of thinking about change. It is a five colors model chart that is used as a communication and diagnostic tool that can provide a map of possible change strategies to be used within the organization. ((Caluwe and Vermaak, 2004). Caluwe and Vermaak label the beliefs on the model chart by five colors: yellow, blue, red, green, and white print thinking. Each color represents different theories about how change works, and how to change people. Each color represents a different quality that an organization needs to survive.
There are five different color types of change agents. The Color Test for Blue print change agent report is described as an agent that plans, designs, and implements change rationally. The Blueprint agent thinks first, plan and act accordingly to a project plan. They don’t get caught up in an individual’s opinion. Blue print thinkers believe that people or things will change if the desired change is defined and they understand the expected result. These thinkers think that they can control the change by following a step by step plan. They believe as long as there are defined tasks or set goals in place that can provide measurable results. They also believe in a civil argumentative discussion. The objective is their key focus, and they believe that internal managers should be able to develop a relationship with their team and enforce change with a strong emphasis on the result. In any large organization, the transition can be challenging especially when trying to transform team members. Therefore, it is essential to work internally on transforming oneself before attempting to change others.
The success of a change agent knows the organization's strengths and weaknesses. A change agent has unique skills that allow them to build communication with its team members. Team members often find it difficult to determine how they fit into the change process, or how the change will be beneficial to them. Therefore, by utilizing one of the five colors of change in the organization strategy approach, an organization can quickly define the underlying issues and changes needed. Even though the different colors may conflict they all make a difference in the long run of the change strategy, and they will ultimately influence the change in a positive manner.
The bible speaks about change and transformation and how we as servant leaders should not be transformed in the world. Do not be conformed to this world, but be transformed by the renewal of your mind, that by testing you may discern what is the will of God, what is good and acceptable and perfect. (Romans 12:2)
Explanation / Answer
Change Agent Report
Today’s rapid environmental changes require communication and collaboration within organizations. Companies are looking to expand in the trending markets. Therefore, for them to be competitive with evolving customer needs they must be prepared to engage with the emerging new technologies. Organizations that develop and implement new technologies increase their internal and external customer communication channels and advance their business processes. However, these changes cannot be successfully achieved if the change agent is not there to lead the change.
“A Change Leader or Change Agent is the person who leads the change. They play any or all of the initiator, implementer, or facilitator roles by focusing on the improvement and development of the organization. (Cawsey, Deszca, & Ingols 2016), P. 26). Change Agents make sure the organization understands the need for change. They ensure the team understands the change, and why the change is necessary. They must prove to the team the real requirement for change and why it is crucial to the organization. A change agent is a direct lead between the stakeholders and the project team members and is highly respected by the employees. Change agents primary focus is to generate and implement new process improvements within the organization. They are great thinkers, and they communicate well throughout the organization. The Change agent motivates, supports, and ensures that continuous learning is taking place within the organization.
“Organizational change is a collective effort which involves people with multiple perspectives on organizational life and multiple definitions of reality.” (Caluwe and Vermaak, 2003). There is a meta-theoretical concept called Thinking in Colors that were developed to understand the five different ways of thinking about change. It is a five colors model chart that is used as a communication and diagnostic tool which provides a detailed information of possible change strategies to be used within the organization. ((Caluwe and Vermaak, 2004). Caluwe and Vermaak label the beliefs on the model chart by five colors: yellow, blue, red, green, and white print thinking. Each color represent different theories about how change works, and how to change people and also depicts the different qualities an organization needs to survive.
In the Color Test for Blue print change agent report, the agent plans, designs, and implements change logically. The Blueprint agent thinks first, plan and act accordingly to a project plan. They don’t get caught up in an individual’s opinion. Blue print thinkers believe that people or things will change if the desired change and its result is defined beforehand. These thinkers think that they can control the change by following a step by step plan. They believe as long as there are defined tasks or set goals in place can provide measurable results. They also believe in a civil argumentative discussion. The objective is their key focus, and they believe that internal managers should be able to develop a relationship with their team and enforce change with a strong emphasis on the result. In any large organization, the transition can be challenging especially when trying to transform team members. Therefore, it is essential to work internally on transforming oneself before attempting to change others.
The success of a change agent depends on their knowledge on the organization's strengths and weaknesses. A change agent has unique skills to build communication with the team members. Team members often find it difficult to determine how they fit into the change process, or how the change will be beneficial to them. Therefore, by utilizing one of the five colors of change in the organization strategy approach, an organization can quickly define the underlying issues and changes needed. Even though the different colors may conflict they all make a difference in the long run of the change strategy, and they will ultimately influence the change in a positive manner.
The bible speaks about change and transformation and how we as servant leaders should not be transformed in the world. Do not be conformed to this world, but be transformed by the renewal of your mind, that by testing you may discern what is the will of God, what is good and acceptable and perfect. (Romans 12:2). God is the change agent who changes the way of thinking inside you which is good and pleasing.