M3D2: Change Readiness A photograph of managers discussing the various images of change in Photograph showing four thumbs-up gestures from business managersThe degree of attention managers pay to the process of managing change is a reflection of the fraught nature of the process. In this regard, successful change strategies occur when the organization is most prepared for the modifications that impact its basic operations and organizational culture. In short, knowing when to change is as important as knowing what to change. Respond to the following: • Discuss how an organization assesses its readiness for change, including any tools or strategies it can utilize to determine the most opportune time to change itself. Post your primary response. Read any postings already provided by your instructor or fellow students. Remember to read the feedback to your own major postings and reply to it throughout the module. Each post should be 250 – 300 words and written in your own words. All quoted text must be cited using APA format (6th edition). See the Course Calendar for due dates for posts and responses. Compose your work using a word processor and save it, as a Plain Text or an .rtf, to your computer. When you’re ready to make your initial posting, please click on the “Create Thread” button and copy/paste the text from your document into the message field. Be sure to check your work and correct any spelling or grammatical errors before you post it. Evaluation Criteria Review the SBT Discussion Rubric located in the “Start Here” section of the course for more information on grading criteria. Together, all discussions comprise 20% of the total course grade.


M3D2: Change Readiness

Student’s Name





Discuss how an organization assesses its readiness for change, including any tools or strategies it can utilize to determine the most opportune time to change itself.

M3D2: Change Readiness

The essence of change readiness in an organization entails the enhancement of the company to assess its preparedness of the conditions, resources, capabilities, and attitudes, at all levels of the organization to implement change successfully. The enhancement of change readiness is a crucial entity in an organization to determine when the change should be implemented and how to go about the process.

In the determination of change readiness, an organization to be able to define the scope of the proposed change effectively. This is to determine the preparedness of the key stakeholders in the organization in bracing and gearing to implement the change in the organization (Hallgrimsson, 2008). As well, an organization must select the tools and resources required to initiate, sustain, and successfully implement the change process. Also, a thorough analysis of the assessment of relevant dimensions of the context of change is essential to correctly determine the degree of preparedness at every aspect of an organization. Lastly, an organization must give an analysis summary of the readiness to engage in a change process (Weiner, 2009). The analysis summary should be simple, e.g., Not ready at all; Partially ready, or Fully ready, and, in turn, put in place measures required to implement change successfully.

The best tool or strategy for the assessment of the most opportune time to introduce change to enhance the organization’s readiness and preparedness entails the use of Survey Questionnaire on employees (Lehman, et al., 2002). The workers respond to a Survey Questionnaire in the process of determining their attitude and readiness to induce a change in an organization. The Survey Questionnaire helps the organization to identify its weaknesses and vulnerabilities, hence, allocate resources to advance its capacity to improve change readiness.



Hallgrimsson, T. (2008). Organizational change and readiness: Employees attitudes during times of proposed mergers. Unpublished independent dissertation, Universite et I Troso, Norwey, retrived from www. munin. uit. no.

Lehman, W. E., Greener, J. M., & Simpson, D. D. (2002). Assessing organizational readiness for change. Journal of substance abuse treatment, 22(4), 197-209.

Weiner, B. J. (2009). A theory of organizational readiness for change. Implementation science, 4(1),


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