The purpose of this paper is to demonstrate your ability to apply what you have learned so far to the Disney case covered in week
Disney Change Strategy Case Put yourselves into the shoes of Geibel and Johnson. Your workforce has an average tenure of 15 to 40 years and has been conditioned to a top-down culture. Although you have made progress, you still have a way to go to achieve an autonomous culture within the larger organization with a long-standing hierarchical culture.
Assume that you are in their position as described on page 14 of the case. Write a five to six-page paper that includes the following:
Describe how the notion of a complex adaptive system and emergence can help Geibel and Johnson understand the situation within the larger Disney organization and their systems group and help inform a change strategy. Draw a CAS map that illustrates the system.
Discuss how effective Geibel and Johnson were in using the metaphor of the scientific method and experimentation to describe their approach. How might they seed the conversations to ensure that employees are moving toward the change and that resistors are swayed?
Develop a change strategy that outlines how they should approach the change, i.e., instill autonomy in the new teams and accept working in a shared environment. Consider the experiments that they proposed on pp. 13-14 and the issues that arose. (Hint: Apply all that we have covered so far and especially the article on dialogic OD).
Discuss how effective Geibel and Johnson were in using the metaphor of the scientific method and experimentation to describe their approach. How might they seed the conversations to ensure that employees are moving toward the change and that resistors are swayed?
Based on the change strategy you have developed, compose a script for Geibel and Johnson to use in a meeting with the primary and secondary team leads to encourage them to effectively lead this change—write out word for word what these leaders could say to ensure adoption, using an “executive level voice.” Use the scientific metaphor or another one that you think will be more effective.
Include an email for Geibel and Johnson to send out to all of Disney Animation encouraging them to adapt to the new autonomous team structure. Write this as if you were Geibel and Johnson. If you draw on material from our reading, paraphrase in your own words. Include a metaphor that you think will resonate with the non-management workforce.
Include a summary that includes what you have learned about leading change from this case and what is required of change leaders.
Submission Guidelines
Narrative style throughout. Bullet points are not acceptable in an academic paper
Use and refer to relevant readings or lectures to support your thinking. Use additional articles, books, and other sources if useful (Wikipedia is not a source)
Write out the script and email in your own words. There is no need to cite sources in a script or email.
Correctly cite all sources in APA format in the text of your paper and on your reference page
Heifetz, R., & Linsky, M. (2017). Leadership on The Line: Staying Alive Through the Dangers of Changes. Boston: Harvard Business Publishing ISBN-13: 9781633692831
Pasmore, B. (2015) Leading Continuous Change: Navigating Churn in the Real World. Oakland, CA: Berrett-Koehler Publishers. ISBN-13: 9781626564411
Alavi, S. B. & Gill, C. (2016). Leading Change Authentically: How Authentic Leaders Influence Follower Responses to Complex Change. Journal of Leadership Organizational Studies, 24 (2), 157-171.
A.T. Kearney Global Business Policy Council (2018). Competition, Disruption, and Deception: Global Trends 2018-2023.
Bushe, G. R. & Marshak, R. J. (2018). The Dialogic Mindset for Generative Change.
Cavanagh, M. (2006). Coaching from a systemic perspective: A complex adaptive conversation.
R. Stober & A. D. Grant (Eds.), Evidence based coaching handbook (pp. 313-354). Hoboken, N.J.: John Wiley & Sons.
EY Center for Board Matters (2018). Anticipating and planning for geopolitical and regulatory changes.
Franken, A., Edwards, C., & Lambert, R. (2009). Executing Strategic Change: Understanding the Critical Management Elements that Lead to Success. California Management Review, 51(3), 49–73.
Issah, M. (2018). Change leadership the role of emotional intelligence. SAGE Open. 8(3), 1-6.
Johansen, B. (2017). The New Leadership Literacies. AMA Quarterly.3(3), 3-5.
Johnson, B. (1998). Polarity management: A summary introduction. Polarity Management Association. Retrieved from http://www.uuce.org/assets/McKandersHandout.pdf
Kim, D. H. (1999) Introduction to systems thinking. Pegasus Communications. Retrieved from https://thesystemsthinker.com/introduction-to-systems-thinking/
May, M. E. (2012). The Neuroscience of Change: How to Reset Your Brain. Rotman Magazine.
McKinsey Global Institute (2013). Disruptive technologies: Advances that will transform life, business, and the global economy.
Mitchinson, A. & Morris, R. (2014). Learning about learning agility. Center for Creative Leadership, retrieved from https://cclinnovation.org/wpcontent/uploads/2020/02/learningagility.pdf
McKanders, C. (2009). Polarity management: Identifying and managing unsolvable problems. Handout for presentation by Center for Adaptive Schools. Retrieved from https://www.nesacenter.org/uploaded/conferences/SEC/2010/spkr_handouts/McKan dersHandout.doc
Stolzoff, S. (2019). How do you turn around the culture of a 130,000-person company? Ask Satya Nadella. Quartz at work. Retrieved from https://qz.com/work/1539071/howmicrosoft-ceo-satya-nadella-rebuilt-the-company-culture/
Stouten, Rousseau, Creamer (2018). Successful Organizational Change, Integrating the Management Practices and Scholarly Literature. Academy of Management Annals, V12; No.2

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