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C721_Writing_Template_Final_11_20202_1_.docx C721 Change Management Performance Asse

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C721_Writing_Template_Final_11_2020__2___1_.docx C721 Change Management Performance Assessment Western Governors University A.Discuss the need for change for the company in the scenario using either the systems conti ...

C721_Writing_Template_Final_11_2020__2___1_.docx C721 Change Management Performance Assessment 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. Change is something that is unstoppable. Change may be avoidable for a period of time but when it comes down to it you can not out run change. For as long as we can remember change has been inevitable. For insistence over the last 30 year the way we work, communicate, and even shop have drastically changed due to technology and globalization. At first the change may have been avoidable but in todays time avoiding these advancements is nearly impossible. For your business to thrive and gain a competitive advantage your company should be able to identify the changes that are needed and be able to decide when they need to be implemented.From there your business should be able to decide how to execute these changes in an effective way. To be able to identify and answer these issues there are a variety of business models to use. The systems contingency model also referred to as congruence model is a very popular model to use. This model suggests there is not one single strategy for change. It suggest that organizations differ in their structure, process and values. The systems contingency models work to ensure that strategy, cultural of an organization, and structure all fit together to improve the organization efficiency and effective. The systems conting. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. .. . . . . . . . . . . . . . . . . . .. . . . .

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