Identify potential areas of resistance that may occur and at least one strategy to respond to each.

Diagnosing the change in those companies and their barriers and resistors. (4 new references) PLEASE SEE ALL ATTACHMENTS Item/Total points A comprehensive review of the Change Diagnostic model chosen that details the components included as well as some background about the model itself through research from the author(s).====20 POINTS Your rationale defending why you chose that particular model. You can utilize a review of internal/external pressures that have affected the companies chosen.====20 POINTS A SWOT analysis that you created based on the above.=====20 POINTS Potential areas of resistance that were encountered or that you anticipate may be encountered and possible actions to minimize the negative effects of such resistance.===20 PTS Recommendations for further actions within the organizations and the rationale chosen for these recommendations. ===20 POINTS Use of 4 new references, properly cited. ===10 POINTS Total Points===110

Part 3: Diagnosing the Change (Due Week 4)
Select a Diagnostic Model (see Chapter Five) that you utilize to review aspects of change activities and actions that have been taken by the companies chosen. Here we are looking at the “parts” of the companies as well as their strategies, as surmised by your research in Part 1. It is acknowledged that this information will not be complete, as you are looking at these companies as an outsider; but a thoroughly researched paper will give enough data to allow some (well-defended) assumptions on your part.
Here’s what to do:
1. Choose one Diagnostic Model (i.e. 6-box, 7S, congruence, or etc.) to apply to the two chosen companies. Choose the model which you feel best identifies and measures the relevant aspects of the organization’s performance and therefore the diagnostic choices made will affect your findings.
2. Apply the data obtained in your research through an analysis of the appropriate chosen model. This will allow you to create a diagnosis of where each company is today (as per the criteria of the model).
3. Create a SWOT Analysis for each of the two chosen companies change plans/programs, utilizing information obtained in the diagnosis. (Strengths, Weaknesses, Opportunities, Threats.)
4. Compare the two company analyses to each other and offer your perspective (value judgment) of the effectiveness of the changes made to date in each case.
5. Identify potential areas of resistance that may occur and at least one strategy to respond to each. (This will most likely come from your Weaknesses/Threats section of your SWOT. If not, take another look at your SWOT.)
6. Write your paper including each of the above sections, and analyses
Grading rubric for paper #3 – Diagnosing the Change:
Item Total points
A comprehensive review of the Change Diagnostic model chosen that details the components included as well as some background about the model itself through research from the author(s). 20
Your rationale defending why you chose that particular model. You can utilize a review of internal/external pressures that have affected the companies chosen. 20
A SWOT analysis that you created based on the above. 20
Potential areas of resistance that were encountered or that you anticipate may be encountered and possible actions to minimize the negative effects of such resistance. 20
Recommendations for further actions within the organizations and the rationale chosen for these recommendations. 20
Use of 4 new references, properly cited. 10
Total Points 110

Microsoft and Apple Project Proposal
LaToya Bruns
HRM-587: Managing Organization Change
Professor Luckett
September 4, 2016

Overview of Organizations
Microsoft and Apple have revealed various upgrades to their affiliation that could possibly have been for the best of the business. Since both associations started in the 1970s, various movements have struck better both these associations. The latest couple of years, there has been various conformities in the affiliation that has both benefitted and hurt both associations.
Microsoft now has another CEO, Satya Nadella, he ensured to take off enhancements to the affiliation that will shake up the lifestyle. Nadella sent a letter to his laborers starting late communicating social changes are coming. At this moment, the lifestyle is fun, snappy paced and testing; Nadella communicated, “Nothing is off the table by the way we consider moving our lifestyle to pass on this one framework (Perez, 2014).” An alteration in the public arena is an imperative one so Microsoft can toward the day’s end transform into the primary PC association. Diminishing the association down is a conventional likelihood unless the pros can get a handle on the new culture.
At apple, the whimsical association kindred supporter, who wandered down as Apple’s CEO last Aug. 24, six weeks before his passing, now and again stooped to meet with money related experts. That was one of Tim Cook’s errands as head working officer. It’s a subtle however vital change — examiners now have the CEO’s ear unprecedented for a considerable length of time — and it’s one of various Cook has built up at Apple as he systems his one-year point in control. Taken together — his liking with Wall Street and what’s more government powers, his decision to surrender a benefit to shareholders, the making of a framework to match specialist blessings to generosity — Tim Cook’s stewardship of Apple is beginning to come into center interest. (Fortune,2012)

REFERENCES
Fortune, 2012.How Tim Cook Is Changing Apple.http://fortune.com/2012/05/24/how-tim-cook-is-changing-apple/. retrieved September 5, 2016.
Perez, Juan. 2014.Nadella on Microsoft’s culture change: ‘Nothing is off the table’. http://www.computerworld.com/article/2489795/it-management/nadella-on-microsoft-s-culture-change—nothing-is-off-the-table-.html.retreived September 5, 2016.

Microsoft and Apple Change Images
LaToya Bruns
HRM-587: Managing Organization Change
Professor Luckett
September 11, 2016

CHANGE IMAGES
The images that were broke down were Navigator, Director, Coach, and Caretaker. There are two overwhelming images of administration; administration as control and administration as molding. The Director picture speaks to the administrator of control. The Coach and Interpreter picture speaks to the director of forming. All images have own part and influence in an association. As a Director and Caretaker the exercises that are included are; controlling, arranging, association, organizing, and ordering. The Coach and Interpreter picture shape an association and what happens in it.
Microsoft as I would see it can be sorted into those three diverse change images. The Director Change permits Nadellla to have more control over what happens with the efficiency. The past society for Microsoft was quick paced and fun. Nadella sent an email to the workers of Microsoft and expressed that nothing is off the table concerning changes to come. The Coach Change permits Nadella to boost the representative’s abilities and learning to help the organization get to the result Nadella needs; which is profitability. The Caretaker change permits Nadella to screen the generation of the gadgets to be utilized for both work and individual use. The innovation today takes into consideration gadgets to be both, so Nadella is exploiting the innovation to expand profitability for their gadgets so purchasers need to purchase he items that can do both individual and business.

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