For this assignment you will continue analyzing the Medicaid case study this time from the perspectives of the change process and types of interventions that the City in partnership with the consulting firm used to transform the NYC offices as well as the resistance to change and the leadership strategies required to overcome it.
Required Reading
Isett K. R. Glied S. A. Sparer M. S. & Brown L. D. (2013). When Change Becomes Transformation. Public Management Review 15(1) 1-17. doi:10.1080/14719037.2012.686230
Note: You will need to do additional research on the Medicaid offices in NYC to be able to complete this assignment.
Case Assignment
Drawing on the material in the required and background reading prepare a 6-7 page paper (not including cover and reference pages) in which you:
Analyze the Medicaid Case Study using Kotters model for change. Specifically what did or didnt the City in partnership with the consulting firm do that followed or went against the model.
What types of interventions were used to induce change
What types of resistance to change were present? What did or didnt the City and/or the consulting firm do that enabled them to overcome any resistance to change. .
Define the leadership strategies present to lead the change and overcome resistance.
What limitations does Kotters model have and how did they manifest in this particular situation? What should be done to ensure that when using it they do not impact your analysis / change project?
Keys to the Assignment
The key aspects of this assignment that should be covered in your paper include:
Apply the Kotter Model of Change to analyze the case study.
Thoroughly examine the eight key areas of the model.
Summarize and analyze the nature of the interventions used to transform the Medicaid offices. Which are techno-structural? Human processual? Multi-faceted? Large group?
Identify individual sources of resistance to change and their causes
Identify structural sources of resistance to change and their causes
Evaluate the City / consulting firms leadership and the impact it had on overcoming the individual and structural barriers to change at Medicaid.
What else would you recommend be done to help avoid and/or overcome resistance to change at the Medicaid offices going forward?
What are the limitations of Kotters model? How would you recommend it be changed?
Required Reading
Aguirre D. and Alpern M. (2014). 10 principles of leading change management. Organizations and People (75). Retrieved from http://www.strategy-business.com/article/00255?gko=9d35
Anderson C.S. & Zaballero A.G. (2015) Organization development and change models. In Zaballero A.G. Corn C.M. Haynes C. Rothwell W.J. Anderson C.S. & Park C.H. (eds) Organization Development Fundamentals: Managing Strategic Change. Alexandria VA: Association For Talent Development. Chapter 2: pp 13-42
Appelbaum S. H. Habashy S. Malo J. & Shafiq H. (2012). Back to the future: Revisiting Kotter’s 1996 change model. The Journal of Management Development 31(8) 764-782. doi:http://dx.doi.org/10.1108/02621711211253231
Appreciative inquiry commons (n.d.). Retrieved from http://appreciativeinquiry.case.edu
Why Implementation matters. http://www.mckinsey.com/insights/operations
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