post is of three assignments
Leading Change
Ashland Inc. is a Fortune 500 company, ranked 307 in 2012. In 2002, the organization struggled with dips in performance and high employee turnover. Review the audio transcript to learn more about the company and their challenges with change management. Then answer the questions that follow.
PROSCI-ASHLAND-case-study-PDF-final-V5g.pdf see attachment
1. Discuss and apply one change management theory to this case on Ashland. How did they eventually use this process to implement change? What was the change?
2. Research Ashland, Inc. and find out how well the company is doing today. Do you think the changes “stuck”? Why or why not?
Case study: Building change management competency at Ashland
© Prosci 2008 www.change-management.com 1
Prosci
Case Study Series
Building change management
competency at Ashland Inc.
The following case study and associated interviews
follow Ashland’s deployment of change
management through the eyes of their key business
leaders and change practitioners.
Ashland Inc. is a FORTUNE 500 diversified
chemical company providing innovative products,
services and solutions to customers around the
globe. Ashland has sales and operations in the
United States and in more than 100 countries
worldwide. Ashland Inc divisions include: Ashland
Performance Materials, Ashland Distribution,
Valvoline and Ashland Water Technologies.
Background
In 2002, Ashland earnings were off track, operating
costs were high and redundancy was present
throughout the business groups. The net result was
lower than expected share value. Ashland’s then
Senior VP of HR believed the root cause was a
change-averse organization. “We didn’t have
capability, competency or desire. Change was not
something we did well. We would mandate that we
would do something different and call that change.”
Between 1998 and 2003, Ashland had sold their oil
exploration business, joint ventured marketing and
refining, sold their coal business, restructured resource
groups and relocated the corporate headquarters. “And
in the process,” according to Dwight King, Vice
President of HR for Ashland’s Chemical Sector, “we
left a tremendous amount of rubble along the way,
including unwanted turnover and dips in performance.
By 2003, we recognized that we did not do this
change of direction as well as we could have. In fact,
our first ERP implementation in the Distribution
Business resulted in a nearly broken organization out
there. We had a temporary shut down of west coast
operations because we had done such a poor
implementation.”
Frustrated with repeated examples of poorly managed
change, Dwight initiated a program to build change
management competency throughout Ashland.
Starting at the top, Dwight arranged an executive
briefing with the business unit presidents for Ashland.
Sponsorship gained at this meeting resulted in a series
of change management programs for HR, project
managers and the Distribution leadership team. By
mid 2005, there was momentum around basic change
management terminology and a new change
management approach for Ashland.
When the SAP implementation moved from the
testing phase into full-scale implementation, Ashland
formed its GlobalOne project team for SAP
deployment world-wide. Dwight and the leadership
team convinced the SAP project manager that he
needed to have a Change Management element
beyond what their current SAP consultant called
“change,” which primarily translated to system
training. Ashland made the decision to hire a certified
change management specialist for their GlobalOne
team.
About the same time, Ashland was implementing an
organization-wide Total Rewards initiative to redesign
compensation and incentive programs. With this
change, Ashland would migrate to a single incentive
system rather than each group having its own
incentive and compensation program. It was during
this change that Jim O’Brien, Ashland’s CEO and
Chairman of the Board, was introduced to the change
leadership tools. Jim utilized these tools to identify his
champions, and together with HR and
Communications, developed a plan targeting those
change sponsors. “It went incredibly well,” stated
Dwight, “It was fraught with potential landmines and
we missed most of them, so Jim, our CEO, became an
advocate for change competency.”
“Ashland had adopted Prosci’s ADKAR change
management methodology and had just gone through
Hammer’s one-day reengineering workshop, attended
by the top-150 people in the company via television
broadcast. Distribution managers and project leaders
were saying ‘boy this goes right along with what
?
Case study: Building change management competency at Ashland
© Prosci 2008 www.change-management.com 2
change is all about.’ And when they were talking
about change they were talking about an ADKAR
approach to change,” Dwight commented.
This marked a shift in Ashland’s deployment strategy.
Instead of applying change management one project at
a time, CEO Jim O’Brien sanctioned an enterprisewide
approach to change. He selected one of the
business unit heads, Hank Waters, to be the Ashland
Enterprise Change Management (ECM) executive
sponsor. Dwight King and Hank Waters put together
an organizational structure and identified key players
to be on the ECM deployment team.
The net result of this journey for Ashland was
substantial change between 2003 and 2008. Ashland
made significant inroads to achieve their vision and
build a platform for growth.
The following interviews shed insight on Ashland’s
journey toward change competency. Interviewees
from the leadership team include Dwight King, VP of
HR for the Chemical Sector, and Martha Johnson,
then-VP of Communications, who share their thoughts
on Ashland’s journey toward change competency.
Following these business leader interviews, members
of the change management deployment team share
their experiences related to the detailed deployment
tactics.
The interview
Interviewer: What was it like to initiate change five
years ago in Ashland?
Martha: In 2002, we did not have ‘sponsors’ for
change. Those that were charged with change
projects had to just barrel in and say, “You will do
this.” The organization’s response was, “yeah,
right.”
Interviewer: What has changed since then and how
is it going now?
Martha: A critical turning point was the realization
by our CEO and Chairman that the people side of our
changes was not going well. The strategy and vision
were present, but we were seeing a plateau and needed
to take the next step to get people on board. Our CEO
met with the leadership team and asked them, “What
are you doing to help with change management?” He
encouraged a process for change management along
with a formal review of communications – more
targeted – that answered “Why?” and that helped align
the messages from senior leadership. He became
personally involved in managing the people side of
change.
Dwight: I agree. This required the CEO. When we
reached the level of deploying change management
enterprise wide, that was a high point for us. We had
the highest level of sponsorship and great integration.
The leadership, including our CEO, attended the
workshops on change management. We had integrated
this work with our process organization so we now
had process management, project management and
change management, if not singing from the same
hymnal, at least in the same church.
We lost a little momentum when we moved a key
executive from change management deployment to
run our Water division of Ashland, but perhaps we
had embedded it far enough into the organization that
it’s now, if not part of our DNA, inoculated with
enough people that we require that all project leaders
go through at least a 2-day workshop in change
management for each project.
It’s not as embedded globally as it is in the U.S., but
we’re getting there. For the implementation of
GlobalOne in Europe and implementation of
GlobalOne in China, we had the acquisition team go
through the change management training. And we
have introduced it to all the HR shared services
centers in Europe and Asia-Pacific. All managers in
Europe also went through a one-day Coaching
Employees Through Change workshop.
Interviewer: What caused change management to
gain momentum within Ashland? Was it just the
involvement of the top-executives?
Dwight: We had to have a reason, a burning platform,
in order to get people engaged. There had been
Those that were charged with change projects
had to just barrel in and say, “You will do this.”
The organization’s response was, “yeah, right.”
Case study: Building change management competency at Ashland
© Prosci 2008 www.change-management.com 3
enough horror stories about the first failed
implementation in Distribution that we now had the
will to determine how to mitigate some of those
problems. There were plenty of people that gave lipservice
to the word “change,” including our
consultants, two of the largest consulting firms in the
world. But their idea of change was documenting the
new physical competencies of change around what
new buttons you had to push, what new levers you had
to pull, what new screens you were seeing in order to
enter or bill an order or service an account. It had
nothing to do with building an understanding about
resistance, creating a body of knowledge about
expectation, and reinforcing it once you had done the
training and had it installed.
Even when we did SAP GlobalOne in Canada, we had
a very good change plan. But the assets that we
deployed were only there for two weeks. And after
they had done their installment they pulled out and
said, “OK, you guys have got it because we’re
heading back to the states to get ready there.” We did
a post mortem as to why Canada didn’t go as well. We
were able to recognize that you need a dedicated
change management structure within the project, in
this case GlobalOne regionally, as well as people who
were embedded in the businesses responsible for the
change effort.
Interviewer: Could you outline the critical
ingredients for bringing change management into an
organization?
Dwight: It had been talked about for decades. As our
previous VP of HR would say, a lot of wreckage
results from somehow not executing our plans
correctly. He sort of labeled it as being resistant,
change averse, change incapable. So the elements in
place for us were 1) a previous failure that was fairly
visible and fairly impacting, 2) a new critical project
that was on the table and was important to the
business, and 3) an intellectual appreciation by the
leadership team that they didn’t really grasp or
understand, and therefore were not very efficient, at
being change leaders.
Interviewer: It seems like one important ingredient
was the appreciation by the leadership team that a
gap existed in change competency. Can you comment
more on that?
Dwight: I personally felt a déjà vu experience where I
was getting ready to watch another slow-motion car
accident. I used to tell the Leadership Team, “I can
speak slower and louder, but we’re not making
forward progress.” We were all nodding our heads
saying, “We understand the what and the why, but we
are missing the how — what we can do differently”
and that was the real push to go find some tools for
change management.
Interviewer: When did you start putting dollars
behind it?
Dwight: First investments were in 2004. I facilitated a
conversation with the chemical sector leadership team
and I said, “It’s five years from now … what does the
organization look like? How did we get there? What
did we have to do? What were some of the things we
had to overcome? What were some of the things we
had to learn? What are the things we had to stop
doing?” And one of the very evident themes around
that was we had to be better at trusting others and
better at leading change. So the management team
recognized that this was going to be a significant
challenge for them.
A recipe for starting the
change management competency journey
3 tsp – Visible failure of a past project with
significant impact on the organization
1 cup – Upcoming project that is critical and must
succeed.
4 tsp – Recognition by senior leaders of the need for
more change management knowledge and
tools
2 lbs – A leader with the vision and influence that
takes on the effort of building change
management competency with a personal
passion and commitment
Martha: We also started investing in training
programs. I put all of my staff through a 3-day
program, and many of the directors later followed in a
1-day executive version of the change management
program. This enabled us to become fluent in change
management at our meetings.
Case study: Building change management competency at Ashland
© Prosci 2008 www.change-management.com 4
Interviewer: Once you began using new tools for
managing change, how long did it take for you to
notice results?
Dwight: My old boss said about change “When
you’re going through Hell, don’t stop.” And I
agree. We would feel frustrated from not making
any progress, then suddenly the very next day,
the light bulb would come on and one of our
leaders would say, “You know, I really need to
address these two managers who are not
supporting and endorsing what we need.” And you
make these little incremental moves that give you at
least the energy to come back and try it again
tomorrow. It’s been a three-year journey for me and
now we have finally gotten to a point where it has
become part of our process.
Interviewer: It looks like you have experienced both
success and some missteps. What did not work?
Dwight: I think the fragmented approach to change.
With GlobalOne, while we had a change management
resource within the SAP initiative, we struggled with
the business operational groups. Different businesses
would dedicate different levels of resource within
their organization. In some places you’d have a midlevel
manager; in other places you’d have a VP. In
Distribution we had the President. It was evident that
we weren’t going about this in such a way that we
were going to be successful. Some consistency of
approach was needed for the deployment to work.
Martha: Take care not to assume that a single HR or
communication group can carry the brunt of the
change management load. This cannot be successful
without other pieces. If change management is started
without involving everyone, you can create an
adversarial relationship – us versus them. It is
important to build larger networks and to be more
aggressive at working in teams.
Interviewer: What would you say to a very passionate
HR VP or Director at another company who believes
that this is simply a training issue?
Dwight: Save your money. The analogy is like
learning a foreign language and not ever practicing it.
You need to find a way to use what you’re going to
learn. So hook it to a project in the organization, and it
doesn’t have to be a burning platform. It could be an
acquisition, a divestiture, a joint venture, a plant
expansion, or a change in the benefits. Something you
can attach it to so people can get some operational
experience using the tools.
Interviewer: What ultimately causes this type of
change leadership to take hold?
Dwight: You can really get traction when people start
recognizing that they can build their coalition by using
some rudimentary approaches. First, by doing the
assessment on who is going to sponsor the change,
who is going to resist and who is kind of in the middle
(and then going to the champions and building a
coalition with them). And finding out the resisters
who will be saboteurs and managing that through
special coaching techniques. It gave them a way to go
about doing this kind of surgery, whereas in the old
days it was kind of like, “well, we’ll just hope for the
best.”
Interviewer: What else can companies do to “hard
wire” change management into their organizations?
Dwight: Combine Project Management and Change
Management into a single project workshop so all
project managers get Change Management training.
The same for people who are doing mergers and
acquisitions.
Interviewer: Any closing comments?
Dwight: You have to be selfless to do this kind of
work. You can’t really worry about who gets the
kudos if it works. And you have to have a little bit of a
thick skin!
Interviewer: Thank you for your thoughtful and
honest reflections on Ashland’s journey toward
change competency and change leadership, and
congratulations on your success, both in terms of
internal skills and external financial performance.
I personally felt a déjà vu experience where I
was getting ready to watch another slow-motion
car accident.
Case study: Building change management competency at Ashland
© Prosci 2008 www.change-management.com 5
Ashland’s tactical deployment of
change management
Background
In 2003, Ashland was either not applying change
management on their projects, or was using a
multitude of different approaches from different
vendors with mixed success. An attempt to implement
a standard approach through an internal HR training
program was eventually abandoned after about 12
months.
In 2004, Ashland conducted an internal review and
external due diligence process, and selected the
ADKAR approach as a standard methodology.
Certification programs taught by Prosci were
delivered to mid-level and senior managers.
Executives attended sessions designed to create
awareness of the need for great executive sponsorship
and these sessions provided specific sponsorship roles
for executive leaders. The word on the street was
upbeat and positive. What was missing was a field
trial on an Ashland project.
In 2005, a trial application of the tools with the Total
Rewards program resulted in the first real traction of
change management with proven results. The
momentum gained on this trial allowed a greater
deployment of change management across other
projects and allowed for a more careful tailoring of the
training programs.
Ashland’s Enterprise Change Management (ECM)
Deployment Team, created in May of 2006, began to
drive the change management deployment effort
deeper into the organization. The team was originally
headed by Hank Waters and was comprised of a
diverse group including Pam Yost, Carol Chistobek,
Jerry Prochko, Lisa Ireland, Mark Lambeth, Stacy
Dunbar and Vonda Melton.
Having a high profile leader like Hank Waters was an
important first step in gaining momentum throughout
Ashland. Hank was a charismatic leader, and the fact
that the team reported to a leader in the business
provided additional credibility and ground cover.
Within three months, an ECM Steering Committee
was formed to provide oversight for the ECM Team.
The Steering Committee included the heads of HR,
Corporate Communications, IT, EHS and two
business unit leaders. The steering committee gave
direction and also became an important avenue for
driving change management further into the
organization.
The deployment team had three initial objectives:
1. Retro-fit projects that were already underway
with change management plans and strategies.
2. Integrate the project management and change
management practices.
3. Build competencies throughout the
organization, as the ECM Team could not be
everywhere at once.
Objective 1: Retrofitting existing projects
In June 2006, the team began retrofitting several
major initiatives to the Prosci methodology including
Global One, Supply Chain integration, major business
unit reorganizations, large Environmental, Health &
Safety initiatives and Human Resource initiatives.
Dedicated change management resources were
assigned to each of the five major initiatives in an
attempt to make an immediate impact.
Objective 2: Integrating project and change
management
In August of 2006, the team developed a workshop
that integrated project planning and change
management. This “boot camp” was used to help new
project teams evaluate the challenges they faced and
develop project and change plans at the initiation of
the project. The first workshop was conducted for the
North American implementation of the EH&S
Responsible Care project.
Objective 3: Competency building
The ECM Team developed a training curriculum for
five key audiences: Executives, Managers and
Supervisors, Practitioners, Intact Project Teams and
Employees.
Case study: Building change management competency at Ashland
© Prosci 2008 www.change-management.com 6
Two members of the ECM Team, Mark Lambeth and
Vonda Melton, became certified trainers in the Prosci
Methodology.
A key breakthrough on the competency building front
came when Peter Rijneveldshoek, a former business
unit head and member of the ECM Steering
Committee, was named president of Ashland Europe.
In preparation for the pending SAP implementation,
he requested that all 200+ managers in Europe attend
change management training.
The ECM Team also focused on the sponsorship by
the Operating Committee. In April 2007, the team
conducted a series of assessments and professional
development sessions with the 12 members of the
Operating Committee and the CEO. The assessments
helped these leaders understand what sponsorship
really meant and how well they were fulfilling the
role. The team followed up with coaching sessions
and the development of sponsorship roadmaps to help
the leadership team continue to develop their skills as
sponsors.
The change management deployment is now under a
new organization called the Enterprise Optimization
group. The change management deployment team
members that provided responses to the questions
below included Pam Yost, Mark Lambeth, Stacy
Dunbar, Jerry Prochko and Vonda Melton.
Interview
Interviewer: What motivated the selection of a
common approach and what were your criteria?
Ashland had already established a Process Office. All
projects had a process component, but not a change
component. It made sense to start thinking about the
People Side of Change.
Process centering requires a common approach, a
repeatable process. This can be applied to change
management processes as well. The criteria for a
common approach included useful tools that were
easy to use, a logical thought process behind the
approach, and a methodology based on best practices
learned through experience.
We recognized that rapid change would be common
place at Ashland Inc., and the better we could prepare
our associates, the faster we could implement changes
and minimize turnover. Selecting a common
methodology and vocabulary provided the platform
for us to develop a global competency.
Interviewer: What tactics proved to be the most
successful for deploying change management?
Without a doubt, senior level support was critical to
our deployment. Having Hank Waters as the executive
sponsor, as well as the formation of a steering
committee of business leaders, was essential to the
success of this effort. Also, having a well-designed
training program and practical tools that we could
deliver to the organization really helped raise
awareness about change management. And, of course,
the struggles we have had with past changes provided
more incentive.
In addition, having the CEO and his leadership team
go through the 3-day workshop was critical. This sent
a strong message. It was hard for others to say “they
didn’t have the time” once Jim and his team had taken
the time. Visible leadership support was critical.
Reporting directly to Hank helped make it a high
profile initiative. Now everyone wants to learn about
it, and “get some” because it has become something
that executives ask about. Phrases like “where is this
group at in the ADKAR model” are common at the
highest levels.
We also designed an entire training curriculum that
included six programs, including the Prosci Change
Management Practitioner workshop, a manager
overview program, and an ILT and on-line course that
was based on ADKAR. Within the first 12-months we
trained 774 employees, including 200 European
managers as part of the preparation plan for the SAP
implementation in Europe. The new president for
Europe at the time was a member of the ECM
Steering Committee and was committed to giving his
managers the tools they would need to make the SAP
implementation a success. And so far, the reports are
that the EMEA go-live has been the smoothest yet.
We conducted a 30-day follow-up survey of the
European managers and the results were: 69% had
shared the ADKAR model with their employees, 94%
were using the ADKAR tools on their current projects,
Case study: Building change management competency at Ashland
© Prosci 2008 www.change-management.com 7
and 95% reported that the training and tools helped
them support their employees during the SAP EMEA
implementation. In addition, since its release 12
months ago, 331 employees have taken the online
ADKAR course, 99% reported that the course met the
objectives and 96% agreed or strongly agreed that the
course had been worth the time it took to take it.
Interviewer: Your project planning workshop or
“boot camp” seemed like a key factor. What are your
thoughts on this program and what was the feedback
from participants?
This program merges both project management and
change management concepts and hands-on
application of the tools. The need for this “boot camp”
came from the Prosci PCT Model. Pam was
responsible for first identifying the need and
coordinating the resources to design the program. The
feedback has been very positive. Its appeal, like that
of the Prosci Change Management workshop, lies in
the fact that it is hands-on. We only conduct this boot
camp for project teams that have an actual project that
they need to start. This approach appeals to adult
learners in that it is practical and relevant. It focuses
the team on what’s important to success and helps
them apply these things to the actual project. They
leave having accomplished meaningful work. In fact,
several of this year’s Chairman’s Award winners credit
this workshop for their success.
The Project Management/Change Management
workshop has been so successful because people walk
out the door with most of what they need to work on a
project. It helps focus the conversation and the
thinking of the team. The facilitated discussions
around the project risks and outcomes along with the
detailed discussion about the sponsors, make people
true believers in having a process around change. It’s
not seen as a “nice to have;” it has become a “need to
have.” Participants are our biggest supporters on their
next project. I am working on one now where the team
leader says there isn’t time for the workshop. Several
of the team members had done it on another project
and said we had to make the time, that it had helped
them tremendously. The team regrouped and
scheduled the workshop.
Interviewer: What tactics did not work as well as you
hoped, and what would you do differently next time?
I fear that the sponsorship may not have lasted as long
as it should have because the team was moved into a
permanent role in a different part of the organization
with less visibility and focus on the change
management competency development. However, it
has taken hold and with some nurturing should
continue to grow. But if the ECM Team had been
given another 6-12 months, 90% of the organization
would be much more change-ready in my opinion. So,
in short, declaring victory too soon at best impedes the
maturation process that must occur for any change to
become part of the culture. But there is enough
awareness around ADKAR that it’s now part of
Ashland’s lexicon.
Mass training on the Prosci Change Management
Practitioner’s class did not produce the requisite
number of knowledgeable, competent CM consultants.
Also calling this effort Change Management has been
confusing to folks. It really should be called Leading
Change, which requires active leadership, project
management, and change management. In addition,
we needed more online options and then follow up so
that we know if anyone who took the course has done
anything with it. Would have been better to have it as
“required learning” or part of a broader curriculum. I
don’t think we’ve captured the learning needs of the
masses. People get short introductions in other arenas
but not the real meat around the whole process. They
latch onto ADKAR without really knowing the full
breadth of the capabilities.
One final thought: Even though there was a team
dedicated full time to Enterprise Change Management,
not all team members were full time to Change
Management. The team did not always seem
connected to what each other were doing.
Interviewer: What were the greatest challenges you
faced, and how did you deal with those challenges?
Retrofitting very large projects with Change
Management components after they were well
underway was a major challenge. We now require all
new projects that support Ashland strategies to follow
a structured methodology for project management,
leadership and change management.
On another front, we faced a big challenge in gaining
sufficient executive sponsorship early in the
deployment. In truth, our journey started back in 2002
Case study: Building change management competency at Ashland
© Prosci 2008 www.change-management.com 8
or 2003. It took several years for the organization to
realize that change management was a key
competency for our success. And it wasn’t until Hank
had his ah-ha and shared it with Jim before they
seriously entertained creating the Enterprise Change
Management Team. If that sponsorship had not been
there, Dwight King would still be preaching change
management to the masses. Once the larger “study
group” team was formed, then gaining consensus on
one approach was critical. Without that clarity, you
have everyone running around doing their own thing
and calling it change management. And that’s what
was happening up to that point.
Evolution of the ECM Team at Ashland
In October of 2006, Enterprise Change Management
became a formal part of the Process Office. In March
2007, the Enterprise Change Management Team
became a component of the Enterprise Optimization
group – a group that integrated change management,
project management and process centering practices
and resources. At this point, the team was staffed full
time, with three full-time employees reporting to the
VP of Enterprise Optimization (a member of the
Operating Committee).
Case study: Building change management competency at Ashland
© Prosci 2008 www.change-management.com 9
An example of sponsorship
The message below was sent by Ashland CEO Jim O’Brien to the entire Ashland Leadership Team (more than
60 leaders recognized for their ability to catalyze change) on February 22, 2006. The message is an
outstanding example of sponsorship – in particular sponsoring the need to improve change management
practices.
As I said in my January 3 letter to you, we
must focus on execution this year. One
extremely critical aspect of execution is
change management. It’ s become clear to
me that the best chance we have of
successfully implementing our GlobalOne
plans and other initiatives – such as
supply chain integration and APAC’s
Focus on Performance – is for me to
become personally involved in the
leadership of change management.
In addition to my involvement, I have
asked Hank Waters to work with me.
Hank’s role will be to improve our change
management capabilities by creating,
leading and implementing a coordinated,
integrated change management strategy in
the Chemical Sector. This will be in
addition to his responsibilities as
president of Ashland Distribution and will
not change his reporting relationship to
Gary.
I truly believe that successfully
implementing GlobalOne will be the
difference between Ashland’s long-term
success and failure. It will be very
difficult – or maybe impossible – to move
forward if we don’t do this right. There
will be no cavalry riding in to save the
day – we have to do this job ourselves.
If you look at Prosci’s ADKAR model for
managing change, each person
individually goes through stages of
awareness, desire, knowledge, ability and
reinforcement. As an organization, we are
aware of the need to change and to put
GlobalOne in place. As people understand
why the change is necessary, there is a
desire to make this change work. What we
need now is the knowledge to make it
work – the specific steps we need to take
to implement the change. In the absence
of knowledge and ability, we’ll
experience incorrect usage of new
processes and tools, reduced productivity,
and our customers and partners will
suffer.
To help affected employees advance
through the stages of change, we’ll need
to provide training and create specific
messages to explain how their jobs will be
different so they can understand what
their new jobs will be. Key influencers
across the organization have a
responsibility to help deliver these
messages, coach these employees and
lead these changes. I understand all of us
will first need to complete the two-day
Prosci change management training so we
understand how to do these things.
In leading change, Hank will play an
important role in identifying and engaging
influencers, coaching, and promoting
training for managers and supervisors. I
will be attending meetings, participating
in training, and reviewing metrics to get
real information about our progress.
I’ve been pleased with our progress to
date, but it never moves fast enough.
Focusing on the leadership of change
management and creating an Ashlandwide
process should allow us to move
faster. We’ll focus on the Chemical
Sector first. Hank, Gary and I need your
full support and engagement.
Jim O’Brien
Ashland CEO
2:Human development
Find 4 articles located in scholarly journals. Scholarly journal articles are also referred as primary source peer reviewed articles. A scholarly journal article can be found in the South University Online Library. To find more information regarding utilizing the South University Library and accessing scholarly journal articles click on Library Guide. What cannot be used for this assignment are web pages, magazines, newspapers, text books, and other books. Finally, current research for our purposes is an article that was published within the last 5 to 6 years.
Remember this is a course on human development so when looking for articles make sure they are related to the subject matter covered in the course. To help in your search here are some of the major areas we covered in this course (these are meant as a guide, not specific topics to find).
Major developmental theories across the lifespan
Nature of geographic, gender, social, cognitive, emotional, and developmental factors during each period of development
Developmental factors that impact one another.
Historical and current trends in development
Current trends which may differentially impact the future development of populations in the United States
Social, and diversity issues related to developmental psychology
With the major areas above in mind, focus on at least two of the following age groups:
Childhood
Adolescence
Adulthood
Older Adults
First, give an overview of each article, including:
Write a 2-paragraph summary for each article.
Write a 1-2 paragraph analysis and evaluation for each article found.
Make sure to integrate course material in that analysis
Then, write a summary (1-2 pages) integrating what was leaned from the articles reviewed on the chosen age groups as seen from the life-span perspective. Cover the following in that summary:
What similarities did you find in the types of research and what was being studied? What differences did you find?
Based on your course readings, what developmental theories did you find that were applicable?
Explain how the life-span perspective may provide a way of better understanding the research reviewed.
3:Superhero movies
Superhero movies appear, on the surface, to be relatively simple to
identify – they are films where one character is a superhero. However, a
superhero character alone is not a sufficient element for us to consider a
film for inclusion in the superhero genre. Examine a superhero film in
terms of its generic components. What ideas, themes, cinematic elements,
plot devices and character types are present in the film that indicates that
it is a superhero movie? What components of the film might be unusual
for the genre and what effect does this have on the film’s generic status?
If you wish, you may argue that a film that is not typically considered a
superhero film, actually is one when examined closely.
Please support your opinions with specific examples from the film. You may
compare and contrast two superhero films (but no more than two) if you would
like. If you compare two films, you must explain, in your thesis and in the body of
your essay a rationale for the comparison. Why does contrasting two films or two
heroes shed light upon the meaning of both?
