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Katrice, Overall, you did a very nice job on this assignment. The content, flow and organization were excellent. You addressed each of the seven numbered questions/topics in a thorough and complete manner. The references you used did a very nice job supporting your work. Your paper was also nicely written. There were two areas for improvement. Your paper did not have an opening introductory paragraph that contained a thesis statement. This is an APA format requirement. The second is references. The references you used were good and supported the content. However, the Kotter & Cohen textbook is the primary source of information for this course. Therefore, in addition to the sources you used, using information from the Kotter text would have strengthened the paper. Otherwise, nice work! As a side note, although your paper was submitted after the Wednesday deadline, I did not deduct any points this time since it was the first written assignment. Please be sure to adhere to future submission deadlines.Katrice bottomsRobert BiskingLDR-615Grand CanyonStructure and descriptive overview of my organization (Aon Plc. Inc.)AON is a Gaelic word that means solidarity and unity. To AON’s customers, the name implies uniting imaginative experts from around the world into a solitary, bound together association made to give top notch administration and earth shattering business arrangements. The core mandate of AON is to act as a broking company for all Insurance Companies whatever the risks faced, it provides cover for Health and medication, Pension, automotive, risks in mining and industries, risks in specialties, financial risks among others.AON’s MissionAON’s vision and values guide the staff on how to serve their clients and how the staff works together with their colleagues around the world. AON’s vision sets the course for their strategic direction, and the values serve as guiding principles in helping to achieve that vision.AON’s Mission – Aon must be the leading global provider of a wide range of relevant products and services to individuals, commercial and industrial organizations, affinity groups, financial institutions and insurance underwriters.AON has a variety of stakeholders whose loyalty is deeply rooted to the firm’s management and operation technics. This collaboration with various business stakeholders has engaged AON’s broking leadership so as to understand and capture new business opportunities. The various stakeholders are project planners and executants, data surveyors, external system analysts and various internal stakeholders including the different departmental employees.External and internal forces driving organizational change in my field.In regard to my field as an IT consultant and officer, there are various forces that are experienced from all angles. These forces require professionals to respond to them which possibility brings about organizational change. These forces are always experienced both internally and externally, that’s why there’s always a huge distinction between the two.To clarify on the internal forces, they are factors, events, systems, people, conditions and structures that affect an organization or a docket from the inside although they typically are under the company’s control. When these forces evade containment and control, they then can influence an organization’s decisions and activities and also employee’s attitudes and behaviors. It also can affect style of leadership, the mission and culture organization, bringing an immense impact on an organization.For the External forces, their effects are always felt from outside the firm therefore bringing about change within the firm which are largely beyond control by the firm. To most organizations, these factors are common. Issues like competition, political, technological and economical changes. All these influence organizations in great ways (Sengupta, 2006).For the IT department, most of the forces are internal. They mainly focus on the internal personnel and the demands required by different departments in accordance to their objectives. These forces are: Sustainability and scale, lack of knowledge, pace of change, Change of norms and roles, implementation of new technology, virtualization and interconnectivity, interoperability, user system transitions, big data analytics and cloud computing (Khosrowpour, 2000, pp. 371-377).The above named challenges emanate mostly from requirements of change by AON as a whole, some changes requested for different departments and meeting and earning competitive advantages in comparison to other organizations who share similar objectives and work-lines. These forces directly affect the viability of AON when not addressed and contained through failures to meet set targets by the organization as a whole and the different departments inside the firm. They also affect courage and sustainability of all personnel working under the firm. Transitions of change are also affected which results to premature decisions that affect operability and implementations of plans required for improvements (Khosrow-Pour & Conference., 2003, pp. 353-361).Interoperability as a driving force.Literally, in computing, interoperability can be defined as the ability to use and exchange information normally in a broad heterogeneous kind of a network that is madeup of several LANs (localareanetworks). Interoperability affects or rather creates very many issues. If well managed, it creates a very convenient platform for smooth internal operations and secure workflows. It enables easy communication and updates of current trends that lengthen to all stakeholders affected with this internal force. This makes sure that demands are made in regard to current improved ways of operations. Targets and objectives are clearly set and easily approachable because of a clear mode of understanding that’s facilitated by this force.Systems that are used should be compatible in all platforms so that data send can easily and conveniently be understood and demands and tasks easily executed. To facilitate interoperability, designed systems should be developed in an easy-to-use manner with improved user-interfaces that encourage users to work more and produce much results.The steps needed for the IT department to respond to interoperability are simple although trickier in approach. It requires professional knowledge since much work is for the developers, administrators and facilitators. In the beginning of system development, developers should focus on creating systems that have optimized interactivity. The key issue is designing interactive platforms. After implementation, users and internal stakeholders should be given a transition period to where they adapt to the newly implemented system. During this time, IT facilitators at AON should make it their primary objectives to walk all departments through their implemented systems and what is required of them. The primary issue at this period shouldn’t be productivity but adaptability. After this period all departments should be subjected to a probation period subsequent to the teaching and acquaintance transition period. At this period, productivity should be a by-consideration, although its key, but operability should be the primary focus. Monitoring shouldn’t be halted at this level because it will be the one to determine the level of adaptability by the users and concerned parties. After this period is over, the internal stakeholder’s adaptability is rated and evaluated to determine the level of effectiveness expected from them. This primarily will affect interoperability in a huge way hence improving effectiveness and convenience to work (Simoneau, 2016).In regard to the proposed change initiative, given ample time to switch, employees will highly appreciate the initiative since it probably will facilitate their convenience to work. Users at first find it difficult switching from old models of operations to new ones. They become reluctant in result productions unless given ample time to adapt with new set standards and rules. All departments, after the change, will be effectively communicating with each other, their external stakeholders, clients and interested parties, their different branches everywhere. This will make sure that results are easily approachable and their requests at wherever they are located are easily addressed.My vision of change would be to seek to be universally recognized as the premier global risk and human capital management advisory entity. In relation to the organization’s mission, the vision encourages and improves tactical strategies needed to be implemented to make it easy to deliver quality insurance and consulting services around the world. This solution is expected to be of tangible impact on AON’s client business that should be integrated globally. I’d present this vision on the basis of teamwork, since its approach expects internal stakeholder relation, presenting it on that basis will facilitate its acceptance and positive views from all associated parties whether external and internal.Since it also encourages and entrepreneurial spirit, I’d clarify to them that the vision catapults an interest to go beyond today’s answers and develop a foresight to anticipate tomorrow’s answers and create the products and services to deliver them efficiently. It also encourages partnership with AON’s clients which depicts the skills, creativity, resources and authority to deliver world class and worldwide solutions.This vision will basically assist all internal stakeholders by improving their professionalism, which is the adherence to best practices, professional standards and ethics to continuously improve service delivery. It will also facilitate accountability and transparency which is the adoption of a governance structure that promotes and supports accountability and transparency. This shall encourage all stakeholders to provide feedback and proposals on improvement of service delivery, and also to the public, a timely and accurate information.Potential considerations by the stakeholders might be the set structures and approaches expected to be laid down towards reaching the vision, the activities and concerns that might be expected of them to the organization as a whole. To this, I’d respond with more requests to benchmark on the various amazing corporations that deal with our shared lines of services. This will expound greatly on change to tactics on how services can be delivered much better.References.Khosrowpour, M. (2000). Challenges of information technology management in the 21st century : 2000 Information Resources Management Association International Conference, Anchorage, Alaska, USA, May 21-24, 2000. Hershey, Pa. [u.a.] : Idea Group Publishing, 2000.Khosrow-Pour, M., & Conference., I. R. (2003). Information technology & organizations : trends, issues, challenges & solutions. . Harrisburg, Pa.: Harrisburg, Pa., U.S.A. : Idea Group Pub., 2003.Sengupta, N. (2006). Managing change in organizations. [Place of publication not identified] : Prentice-Hall Of India, 2006.Simoneau, P. (2016). 12 Challenges Facing IT Professionals (and some ways to deal with them). Retrieved from globalknowledge: