Applied Degree

Concept Paper
Template

The Graduate School

Version: January 2013
© Northcentral University, 2013

Dear Ms. Johnson,

Overall, this is merely an adequate concept paper as (in general) it addresses the
requirements of the final assignment. However, I think it requires substantial
improvement. Specifically, its organization leaves much to be desired & needs to
become more conceptually coherent; the logical flow between elements parts is
seriously flawed (see my comments throughout the text of the paper) should become
more consistent.

In its current form but with substantial necessary extensions and additions (e.g.
more thorough & more complete review & analysis of the existing literature on the
proposed research topic, deeper & more extended abstract & abstract treatment of
the assumed relationships, more specific identification of the gap in existing
research, more reasonably consistent justification of research methodology, etc.) this
paper can provide a basis for a future dissertation proposal/prospectus.

I was surprised to discover that the annotated bibliography contains only 3 entries,
this is way below the reasonable amount for a doctoral research course.

Dmitry Eremin; PhD B/B- June 9, 2013

 Change Management

Concept Paper

Submitted to Northcentral University

Graduate Faculty of the School of XXXXXXXXXXX

in Partial Fulfillment of the
Requirements for the Degree of

DOCTOR OF XXXXXXXXX

by

Kim S Johnson

Prescott Valley, Arizona

June 2013
 Table of Contents

Introduction ......................................................................................................................... 1
Statement of the Problem .............................................................................................. 1
Purpose of the Study ..................................................................................................... 1
Research Questions ....................................................................................................... 3
Hypotheses .................................................................................................................... 3
Definition of Key Terms ..................................................................................................... 4
Brief Review of the Literature ............................................................................................ 4
Summary ....................................................................................................................... 5
Research Method ................................................................................................................ 5
Operational Definition of Variables.............................Error! Bookmark not defined.
Measurement ................................................................................................................. 6
Summary ....................................................................................................................... 7
References ......................................................................................................................... 10
Appendix A: Annotated Bibliography .............................................................................. 11
 1

Introduction

One of the most difficult analyses organizations meet at present is managing

change. While firm changes facing various amounts of alteration and growth can and

have to transpire incessantly .Each worker, association, and situation is manipulated by of

variables that pressure the achievement of each attempt at change. Some employees

appear to hunt for an out and support change and then can productively amend and

expand their job appearance as rapidly as the change event is resulted or the change

command is made. Others might be reluctant and may need time and education to

become equipped to carry and effectively supplied in the suggested changes.

Statement of the Problem

According to Johnson 2012 Fathi & Wilson, 2009 Kramezel 2002 stated

the problem was a lack of a competitive-advantage model for online and traditional

education to assist university leadership in strategic decision making (Fathi & Wilson,

2009 Kramezel, 2002). According to Johnson 2012 they also stated the main reason for

strategic planning is to attain a competitive advantage (Fathi & Wilson, 2009) “There is

currently no clarity on the major determinants of success for strategic planning in

 2

universities” (Fathi & Wilson, 2009, p.97) The higher education environment is

experiencing rapid change with the growth of online curse offerings and enrollment, an

increasing proportion of older working students, and declining government financial

support for public institutions. As college and university administrators attempt to

maintain financial stability and growth in their institutions while addressing expanded

competition, the need for strategic planning increases. According to Johnson as stated in

2012 Fathi & Wilson, Fugazzotto stated most business tools available for strategic

decision making are not designed for use in the changing environment of higher

education (Fathi & Wilson, 2009; Fugazzotto, 2009) a competitive- advantage model is a

tool that university leadership could use to help develop a successful strategy for the

changing external environment in higher education.

According to Johnson 2012 Allen & Seaman the number of students enrolled in

at least one online class per year increased to 5.6 million in the fall of 2009, which was a

21% increase over the fall of 208( Allen & Seaman, 2010a). The competition for

students among traditional universities is growing because of the increased number of

online programs (Allen & Seaman, 2008). According to Johnson 2012 Parsad & Lewis

stated that administrators at commuter universities in rural areas, particularly, may lose

students to universities with online courses (Parsad & Lewis, 2008). According to

Johnson 2012 Khalifa says the growth of the internet, declining government support, and

changing student demographics are making it imperative for administrators to reexamine

higher education operations (Khalifa, 2010).

 3

The objective of this research is to ascertain if the resistance to change is

owed to a worker’s personality or how management performs their new strategic plan of

management. To answer the question a mixture of both qualitative and quantitative

research will be done. One qualitative approach for example is Ethnography; this

technique will be used to discover the meaning, principle of behavior of workers, and

their ways of thinking during the change process. Ethnographers’ indispensable

undertaking is to scrutinize learning topics in their normal surroundings. Quantitative

research will be used to create and use hypotheses linking ordinary phenomena.

Research Questions

Q1. What competencies are vital of higher management in firms? Commented [A1]: OK

Q2. Can the expected change organization mold inspiring change, increasing

and distribute a suggestion of the change. Commented [A2]: Restate, too unclear

Hypotheses

H10. There is an optimistic connection between consciousness of managers’

ability to inspirational for change and renewal in place of work.

 4

H1a. There is an optimistic connection amongst consciousness of managers’

ability to increasing and distributing a picture of the renewal and change in the workplace

Definition of Key Terms

Ethnographers; qualitative investigate design intended at exploring educational

phenomena. The ensuing field revision or a case account mirrors the information and the

scheme of significances in the lives of a cultural faction

Brief Review of the Literature

The literature review supported that renewal tin to be fit understood or described in

appearance of four dimensions: (a) inter-efficient organization, (b) managerial option

making (c) work association, and (d) apprehension for people. Given the combined

strength and quantity of investigate communicated to the performance described in the

Cummings and Worley (1993) model “motivating change; making a vision; rising

political support; organization the change; and sustaining momentum. Though, not all of

Cummings and Worley’s adjustments are suitable predictors. Consequently, the plan of

creating a thought for change missing the path of disseminating the vision to the

employees is not a full process; consequently, this variable will be alternated by rising

and distributing a picture of the change. Additionally, given that restoration does not blot

a precise executive change, the plans of following administration and support the change

control some modification. Following support counsels a process of accepting and

recognizing meticulous adversaries to a single characteristic change. At this instant, the

scope of restitution is open theoretically than what is in the future in both of these

designs. The matching topic of distress in forecasting renewal is the configuration of a

mood that endorses version or change. Consequently, these variables are linked into a
 5

single variable called setting a circumstance for steady innovation (Strauss & Frost, 2009;

Hayden, 1998; Katter, 1996/1995). Therefore, this example implies a new change

managing model, associates of renewal consisting of four major variables suggestive of

an organization’s ability to change have to be forecasted by four factors that symbolize a

executive’s abilities virtual to: (1) inspiring change, (2) increasing and disseminating a

idea of the change, (3) setting surroundings for incessant innovation, (4) sustaining drive.

This recently projected change management mold is also sound supported and has

numerous characteristics in ordinary with other change management models such as

Judson’s” (1991), Kantar, Stein and Jack’s, (1992), Gal pin’s (1996), Nadler’s (1998),

Katter’s (1996/1995), Kantar’s (1983) and Cummings and Worley’s (1993). Commented [A3]: This section is poorly written & lack
logical coherence.

Theme/Sub-Topic Change/Resistance

Summary

Change produces can create employees doubt. Employees may no longer be secure. They Commented [A4]: Syntax

may support their current way of operation. The range of reactions, when change is

instituted, is enormous and unpredictable. No worker is left without a scratch in the

majority changes. As a result, resistance to change frequently occurs when change is

initiated.

The elements of this study was all the executives and divisions. At this

point, managers were specific, such as general manager and president, deputy general

manager and deputy, president, and vice president, state manager, senior manager branch
 6

manager. (Ahmad, Jamaludin, 2012). Following each independent variable in the recently

planned model it is explained in terms of its connection to change as a renewal.

Normally, institute experiences problems in dealing with change. Nevertheless,

presenting and handling change is unavoidable in today’s international competition. Any

organizational change may meet numerous problems and tests, especially while the

change is being implemented. One of the trials is when the employees’ resistance. Certain

resistance is rational and supported with normal reasons; nevertheless some additional

cases change is rejection with illogical reasoning’s.

Construct/Variable 1. Description/Operational Definition.

There are three topics that could be talk to further develop the conceptualization

of the probable form: originally, defining the section of study by segment or separation

inside a relationship, then it is likely that there would be extra dissimilarities in the

dependent variable and independent variables. Secondly, by increasing the quantity of

organizations plan would have enlarged the potential of creating more dissimilarity and

better information. Lastly, the future study must inspect the formation of renewal by

taking into reflection the impact of technology sources as a measure of decision-making

ability to become familiar with constant change.

In order to conceptualize a system after the subjects have been chosen, they must

be characterized in terms of behavior. This will require the thought of objects of a

specific group that will reflect a starting point and will be change during further study.
 7

There are three simple types that may exist among the objectives which are aggregation,

containment, and application specific.

Groups may be connected to one another by inheritance. Inheritance is an

original section in the organization. A primitive relationship is implemented from some

feature of programming language. Inheritance is a device constructed into a

programming language. Aggregation composition is the relationship that happens when a

group comprises another group.

Measurement

Questionnaires are most thought of when it comes to mail survey. There are many

benefits to mail surveys. They are comparatively inexpensive to manage. You can send

the same tool to an extensive amount of people. They permit the respondent to plug it out

at their individual convenience. Nonetheless there are some difficulties as well. Reply

amounts from mail surveys are frequently low. And, mail surveys are not the best ways to

ask for full written replies.

Survey research is one of the most important areas of measurement in applied

social research. The broad area of survey research encompasses any measurement

procedures that involve asking questions of respondents. A survey can form a short

response form to a concentrated interview.

Mail study was used because it is an economical and efficient technique of

statistics set and it reaches all the respondents concerned countrywide at a definite time. Commented [A5]: What study are you writing about?

A grand total of 156 replies were expected (74 questionnaires from Bank A and 82

questionnaires from Bank B) and this was measured satisfactory on the foundation that
 8

this is a standard rate of reply in Malaysia, where surveys dispersed are inclined to gain Commented [A6]: Malaysia?

an answer between 15 to 25 percent.

Summary

This study was completed by quantitative and qualitative research methods. The Commented [A7]: ???
Completed?

data made use in finding special kinds of change methods and strategies that may be used

by senior supervision. The qualitative method entails examination of data like words and

the quantitative method entails study of numerical data. Both methods have their

strengths and weaknesses however this has be a debate especially in social sciences on

which would be the best method to be used. For my purposes both were good for the

study from case study, grounded theory, phenomenology, ethnography, and historical,

and Qualitative Data which was used for interactive interviewing, observation, and

observation.

Researchers use inferential statistics to regulate the rationality of the null

hypothesis. Once relating inferential statistics, researchers need reflect numerous factors.

One of the most significant of these issues is the control of the statistic (McCotter, 2013).

The power is the aptitude to practice the measurement to reject appropriately the null

hypothesis. Issues that are connected to the control of a figure are the alpha level, model

size, and result size. The power of an arithmetical test is linked to the probability of a

Type II error. Alpha level is likewise standard as the implication level of a statistic.

Alpha level is the probability that the significance detected by the agent is due to chance

(McCotter, 2013). Example size is the amount of issues used in the study. One approach
 9

to determining the sample size of a study is based upon the desired probability of

correctly rejecting the null hypothesis; in other words, the sample size is based upon the

power of the statistic. Effect size is the unit to which the operation of an investigator’s

independent variable changes the worth of the researcher’s dependent variable. Effect

size is used to recognize the power of the decisions drawn by the investigator about the

assembly changes or about the connection amongst the changes being studied (McCotter,

2013).
 10

References

Reference 1 Ahmad,Jamaludin, A. (2012, June). Organizational revitalization in the

management of change: a comparative study in Malaysian public and private financial
institutions. Retrieved from
http://www.ijbssnet.com/journals/Vol_3_No_12_Special_Issue_June_2012/16.pdf

Reference 2 Allen, I. E., & Seaman, J. (2010a, November). Class differences: Online
education in the United States, 2010. Babson Park, MA: Babson Survey Research Group.
Retrieved from http://www.usdla.org/assets/pdf_files/2010%20Sloan-
C%20Report%20on%20Online%20Education%20Enrollment.pdf

Reference n… Cummings, T.G., & Worley, C.G. (1993). Organizational Development

and Change.Minneapolis, MN: West.

Reference 21Fathi, Wilson, M. (2009). External factors that could impact American
higher
education. Retrieved from http://ecoggins.hubpages.com/hub/External-Factors-That-
Could-Impact-American-Higher-Education

Johnson, K (2012) Problem Statement Northcentral University

Parsad, B., & Lewis, L. (2008). Distance Education at Degree-Granting Postsecondary

Institutions: 2006-07. National Center for Education Statistics, U.S. Department of
Education.

McCotter, S. (2013). Qualitative versus quantitative research:. Retrieved from

http://www.wilderdom.com/research/QualitativeVersusQuantitativeResearch.html
 11

Appendix A

Annotated Bibliography

Reference 11Compiled by Cheryl Kisunzu – July 6, 2010 Commented [A8]: ???

Annotation 1 The procedure of systematic change (Mar/Apr 2006). TechTrends(50).2,

41-51.
In this segment 5 of Tech Trends, many authors appraise the logistics of guiding change
in school regions. Phases for accomplishing educational change are recognize, the
strength of developments to preserve or break off the achievement of change is evaluated.
The idea of achieving grave masses to move the change forward is know as a vital for
managers.

Reference 2 Boyd, N. & Bright, D. (2007). Appreciative inquiry as a mode of action

research for community psychology. Journal of Community Psychology(35) 8,
1019-1036

Annotation 2 The possibility of excited query as positive strengths hold theory for
straight change is in attending and difference beside Lewin’ range for guiding change the
contrast is pursued by a case appearance which displays how approving investigation was
productively use by a civilization to plan its aims and reach its reasons. This article too
comprises impending from Kotter’s attempt to guiding change. The author makes a
credible demand for the power and the possible of the four steps for leading tochange that
are to decided, ideas, aim and to finale attain destiny.

Reference n… Kotter, J (2006). Leading change: Why alteration efforts fail. Harvard
Business Review.1-17

Annotation n… Based on Dr. Kotter’s investigation of change plans at over 100

companies, such as Eastern Airlines, he concludes that the bulk of change efforts fail. In
this editorial the eight reasons that emerge from his study, for these failed efforts are
familiar. These errors are then distorted into his well known was on an eight step copy for
directing change. Strategies for productively executing this duplicate are judged.
Managerial leaders are encouraged to uphold and perform the wish change. Commented [A9]: Only 3 entries in the entire annotated
bibliography?