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BUS517_W2Assignment.docx Increase Urgency BUS 575: Strategy for Change Increasing t

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BUS517_W2Assignment.docx Increase Urgency BUS 575: Strategy for Change Increasing the urgency to affect the change of the United States Army Recruiting Command is no easy task. Although we have identified the reas ...

BUS517_W2Assignment.docx Increase Urgency BUS 575: Strategy for Change Increasing the urgency to affect the change of the United States Army Recruiting Command is no easy task. Although we have identified the reasons to make the appropriate changes and ultimately bring change to the assignments of recruiting personnel some people may be hesitant to make the required changes. The urgency needed to implement change must begin at the highest level of influence in the Army Recruiting Command. This level is known as the United States Army Recruiting Command Military processing division or M.P.D. This section is responsible for pinpointing individuals to an assignment and the lowest level. This includes a metropolitan headquarters and station which may be hours from the headquarters. There is no input from the individual who must live and recruit in this are for 36 months or longer depending on manning requirements. Increasing the urgency at this level will affect command wide change and provide input from the recruiting Soldier and provide the command with a motivated and properly located individual who is ready to fulfill their requirements. According to writer John P. Kotter and his eight steps to increase urgency we must increase the urgency for the change. The first step in this process for increased urgency is to look at the statistics under the current assignment model. As of today the United States Army Recruiting Command is behind on their current mission assignment authorized by Congress. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. .. . . . . . . . . . . . . . . . . . .. . . . .

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