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There are two person’s opinion about the discussion board questions. i have to reply them separately.just give your opinion based on their post.example:reply for person 1 (michael) post……reply for person 2 (shafaqat) post….Person 1 post: Michael Topic: Agile OCM and the PMO Agile and Organizational Change Management Change management (CM) in an organization is the steps taken from the way certain things are done previously and up to the current time with a step in the right direction to a better way of doing it, while causing as little disruption as possible to the firm and its projects. The purpose of change management is to implement strategies for effecting change, controlling change, and helping people to adapt to change. Traditional software development life-cycle approach occurs in discrete phases, has defined documentation, and phase gate reviews. Whereas agile life-cycle approach work in small iteration with drastically reduced documentation. Agile thrives on fast feedback primarily from the review of working increment or minimum viable products. Moving from traditional spiral software development to agile method will meet resistance and is near impossible without a plan. This resistance may be due to the inertia generated by the long-standing use and acculturation of the traditional method into so many facets of the development process. Lack of leadership and strategic vision, change plan, stakeholder engagement, communication, and absence of objectives and key results are some of the barriers to change identified (Agilest LLC, 2020). One economic importance of CM is the reality that the old ways of doing things will go. New tools and processes may take the place of the old process and tools. Some knowledge workers will embrace this new shift, while others will not like it. For example, automation is vital for modern IT, as it enables IT teams to accomplish common workflows and repetitive tasks with high fidelity, contrasted to manual entry. In addition, there are personalities that do not work well in a group or team environment either by the virtue of being an extrovert or an introvert (Cherry & Morin, 2020). My experience with organizational change was in the move from Waterfall software development life cycle to the agile method (Scrum). I was involved in the migration of project documents from DOORS to Atlassian JIRA confluence. The benefits realized include a more lite weight document, and a total change in the way requirements are written. Requirement generation became more socialized and less dependent on requirement analysts. For example, scientists can now directly add user story which will then be refined further. References Agilest LLC. (2020). What Is Change Management? Retrieved from www.agilest.org: https://www.agilest.org/agile-project-management/o… Cherry, K., & Morin, A. (2020, September 17). An overview of the Myers Briggs Type Indicator. Retrieved from www.verywellmind.com: https://www.verywellmind.com/the-myers-briggs-type… Person 2: Shafqat: Topic: Agile OCM and the PMO Agile and Organizational Change Management Organizational Change management is one of the key and fundamental areas of learning and practice in today’s business world, change management is the process of brining change to how organizations think, plan, mobilize resources and implement its operations. Many organizations are successful in implementing change management and thrive as a result, whereas others are unable to bring changes to their process and management techniques, hence are left behind in the race. Human resource plays an integral role in embracing change, some organizations might see a strong resistance from their employees towards change management and that is primarily because of securing and safeguarding their position and vested interests. Some of the key elements of change management covered in article are described below. 1)Change Management: Is the process of transition from an old-fashioned process, software or management information system to a more flexible and agile software product, this change might affect working of current employees and require a change in behavior, skill set and aptitude towards the job function. People often resist change as it comes at a cost and is not easy to adopt. Change management is one of the core elements of success in today’s digital, changing and competitive time. A change product and software offer a competitive advance and edge over competitors which could be exploited to the best of organization. 2)Barriers to Change: There are numerous barriers to change such as lack of leadership will to bring change, failing to create established guidelines and plan to adopt change, a successful change plan would always take into consideration factors which will resist change and how to handle these factors. 3)Non-Engagement of key stakeholders: A successful Change management has all the stakeholders involved and agree to the plan, if the stakeholders are not involved in process of product development the implementation of the new system might see a lot of resistance from the stakeholders who were not taken into confidence. 4)Advantages of Change: There are multiple benefits of bringing a change product however the benefits must be visible and tangible and visible at the same time. Agile manifesto also encourages changes to the status quo and is one of the four pillars of agile manifesto (agile manifesto) Stakeholders are as fundamental as the development of a change management plan itself; change is always introduced from within and stakeholders are the sole element and factor of change management success, they are agent of the change. To me stakeholders are one of the important topics of this article, if change is conceived from within and stakeholders are committed to make a difference, it is a guaranteed success, even if the change management plan is little bit weak and if stakeholders are not part of the change even a very well thought change management plan could not guarantee results. The least important topic in my opinion was the objectives of change management as these are the most obvious and visible, change management outcome is obvious and the value it creates fir organization is certain the rest of the topic was more about the process and dos and don’ts of the journey of change management. In one of the developing countries attendance of public health workers was a big issue , employees would manually mark themselves present the other day despite being absent from the job , this issue could be easily resolved by putting a biometric system in place where every employee have to put a finger print when they turn in to work , this agile system will see a lot of resistance from the employees as it is against their habits and status quo but with their continuous motivation and involvement , they will embrace the change eventually and adopt this new system which will be the first step of public sector towards agility. References: https://agilemanifesto.org/ https://www.agilest.org/agile-project-management/o…

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