Quantitative And Qualitative Analysis Paper
Qualitative and Quantitative Analysis for Change
Natasha R. Spears
Grand Canyon University: RES-850 – Foundations for Research
June 2, 2015
Introduction
Using quantitative and qualitative data, Data Imports, Inc. CEO, David Long seeks to ascertain if the corporation is equipped for change, employee perceptions related to the change process, employee experiences with organizational change, and employee perceptions of leaders in the implementation of change. What follows is a review and analysis of the data including the manner in which it does or does not support the decision to make sweeping organizational changes.
Descriptive Data
The sample population included eight respondents, including four females and four males ranging in age …show more content…
One respondent stated, “They identify the most troublesome resistors and either convert them or eliminate them.” Another respondent shared, “If all this fails, an organization must work with the resistant ones to convert them, relocate them, or fire them.” Changing the systems, structures, or people that seriously undermine the change vision is critical to success.
The sixth step in Kotter’s Change Model is planning for and creating short-term wins being certain to reward and recognize those who made these wins possible. The data did not support this step in the change model; however, it is apparent that the respondents clearly understand the change process, the importance of successful implementation, and the need for incremental success.
The seventh step requires change agents to consolidate gains and produce more change, (Kotter, 1997). This step also requires change agents to “use increased credibility to change all systems, structures, and policies that do not fit together and do not fit the transformation …show more content…
is a company located in San Antonio, Texas. Organizational leaders recently decided to consider a sweeping change initiative that will significantly change daily operations at the company. In order to determine whether the time is right for this change, the company’s CEO, David Long, collected qualitative and quantitative data to support the change initiative. Although employees admitted to sharing their discontent with potential change efforts, they also acknowledge that they would support such efforts. Additionally, the respondents were candid about being heard, respected, and empowered throughout the process. Finally, the qualitative and quantitative data demonstrates a clear relationship with Kotter’s 8-Step Change Model, which is a critical tool when implementing change. Data Imports, Inc. is poised for change but must commit to the process to realize short-term wins that lead to long-term
Natasha R. Spears
Grand Canyon University: RES-850 – Foundations for Research
June 2, 2015
Introduction
Using quantitative and qualitative data, Data Imports, Inc. CEO, David Long seeks to ascertain if the corporation is equipped for change, employee perceptions related to the change process, employee experiences with organizational change, and employee perceptions of leaders in the implementation of change. What follows is a review and analysis of the data including the manner in which it does or does not support the decision to make sweeping organizational changes.
Descriptive Data
The sample population included eight respondents, including four females and four males ranging in age …show more content…
One respondent stated, “They identify the most troublesome resistors and either convert them or eliminate them.” Another respondent shared, “If all this fails, an organization must work with the resistant ones to convert them, relocate them, or fire them.” Changing the systems, structures, or people that seriously undermine the change vision is critical to success.
The sixth step in Kotter’s Change Model is planning for and creating short-term wins being certain to reward and recognize those who made these wins possible. The data did not support this step in the change model; however, it is apparent that the respondents clearly understand the change process, the importance of successful implementation, and the need for incremental success.
The seventh step requires change agents to consolidate gains and produce more change, (Kotter, 1997). This step also requires change agents to “use increased credibility to change all systems, structures, and policies that do not fit together and do not fit the transformation …show more content…
is a company located in San Antonio, Texas. Organizational leaders recently decided to consider a sweeping change initiative that will significantly change daily operations at the company. In order to determine whether the time is right for this change, the company’s CEO, David Long, collected qualitative and quantitative data to support the change initiative. Although employees admitted to sharing their discontent with potential change efforts, they also acknowledge that they would support such efforts. Additionally, the respondents were candid about being heard, respected, and empowered throughout the process. Finally, the qualitative and quantitative data demonstrates a clear relationship with Kotter’s 8-Step Change Model, which is a critical tool when implementing change. Data Imports, Inc. is poised for change but must commit to the process to realize short-term wins that lead to long-term