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The Change In A Nonprofit Organization. History Assignment Help Is It Legit


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Phase 1 (3-months):  Prepare for Start-Up

The board of directors and the organization’s top leadership are learning about implementing diversity policies. They are then informed of all the resources that would be needed to pivot the process. In this phase, they are determining how the change would affect the organization and whether it is worth the risk. It is important as it would help deal with the resistance that could emerge. The major participants are the board of directors and the organization’s diversity committee. The budget for the initiative is figured out and the roles of each participant written down.

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Phase 2 (3-months): Establish a Framework

In this phase, a framework is developed that would build and uphold the commitments of the initiative and deal with the resistance from both internal and external factors. The initiative is aligned with the organization’s mission, vision and goals. The leadership create a ground whereby everyone feels that they are part of the change and contribute their thoughts and ideas. The organization’s culture is defined and the impact the change would bring onto it. In this phase, the diversity committee sets their meeting time and begins scheduling seminars and workshops to teach the employees and other stakeholders.

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Phase 3 (6-months): Begin Implementation

In this phase, the initiative begins to roll out and it starts becoming more visible. The committee continues learning and also teaching the stakeholders through ethnic audits and needs assessments. They identify strengths and factors that would help in bringing about the change. The committee develops diversity plans and it’s the role of the heads of departments to communicate to their respective employees. Goals are set to guide the organization to navigate its way into attaining the change.  More time is needed in this phase so as to ensure that the planning process is accorded sufficient time.

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Phase 4 (6-months): Integrate Diversity and Organizational Goals.

This is the most important stage in the initiative. It involves training and teaching everyone in the organization as the diversity committee and top leadership reviews the existing

policies and how to diversify them. Experts are consulted to offer advice on how the organization can adapt and integrate the initiative into its culture. Communication is the primary entity during this phase as the committee gathers reactions from the stakeholders.

Phase 5 (6-months): Evaluate Progress

The Progress is evaluated to determine the overall effect the change has on the organization and determine the impacts of the efforts.  It is in this phase that the committee will determine whether there is Progress or not; in some situations, they receive unexpected change.  Measures should be put in place to deal with whatever outcome they get. The major participant, in this case, is the consultant as they are equipped with the expertise and skill to determine the Progress. They identify factors that cause resistance or slows down the initiative.