| Course | HRMG 4202 Human Resource Development and Change |
|---|---|
| Week | Week 9 |
| Paper type | Change communication memo |
| Length | About 690 words, 4 pages |
| Format | Memo, APA 7 citations |
| School | Walden University |
| Program | BS in Business Administration |
| Updated | October 2026 |
Free sample paper for HRMG 4202 Week 9
Memorandum
To: All Guest Hosts, Larkfield Hotels
From: Director of Operations
Date: July 6, 2026
Re: Kiosk and mobile-key practice sessions start the week of July 13
What Is Changing
Starting the week of July 13, each of you will attend four short practice sessions at your own hotel, between 1:15 and 2 p.m., on the kiosks and tablets you already use. The sessions cover three fixes, for a card the kiosk will not read, a key card that fails to encode and a phone key that will not open a door, plus a simple way to offer help to a guest who is stuck at a kiosk. Your general manager will post the schedule by Thursday. Each session lasts 45 minutes and counts as paid work time.
What Stays the Same
Most of your job does not change. You will still answer the phone and take reservations, handle complaints in person, arrange late checkouts and room moves and look after the breakfast area. The sessions add skills; they do not replace anything you already do well.
What Session One Involves
The first session starts with a short video of a guest stuck at one of our kiosks on a Friday night, and asks what you did at the old desk in situations like it. You will not be asked to use the kiosk in the first session. Two hosts from our Dublin and Westerville hotels, who have used these fixes since March, will lead every session.
What This Is Not
These sessions are not performance reviews. Coaches will score practice attempts so they can give you feedback, but those scores stay with the coaches and are not shared with your manager or placed in your file. In addition, each hotel will keep its current number of guest host positions for a minimum of eighteen months from today. Any changes after that will be made through normal turnover, not layoffs.
Who to Talk To
Questions about your schedule go to your general manager. Questions about the sessions go to the coaches, Dana Whitfield and Ray Benson, by text or in person. If you have a concern you would rather raise with me directly, my door and my phone are open.
Why the Message Is Written This Way
The message above stops at awareness and desire in the ADKAR sequence described by Hiatt (2006). It tells hosts what is happening and gives them reasons to engage, but it does not try to teach the fixes, which belong to the sessions; a pre-training message that teaches tends to be skimmed and forgotten. The headings follow the order of questions hosts asked in interviews: what is changing, what stays the same, what will happen first, what this is not and who to ask.
The "What Stays the Same" section answers a gap the change account found: the rollout memo listed retired duties but never said what continued, which led some hosts to say the job was gone. The "What This Is Not" section answers the two strongest strands of the resistance analysis: fear that practice scores would be used against hosts and fear that the kiosks would lead to cuts. The staffing commitment is the one thing training could not supply, and the operations director has agreed to make it in writing. Armenakis et al. (1993) argue that employees become ready for change when they hear both why it is needed and that they can manage it, and that the message's source must be credible; naming the peer coaches and putting the director's name on the commitment are meant to supply that credibility.
Two Sentences Cut
An earlier draft promised that "no schedules will change" and that "the sessions will make check-in faster for guests." Both were removed. General managers may need to move some host shifts to cover the evening peak, which the needs evidence showed is often uncovered, and the training is meant to reduce guests leaving unhelped, not to speed up check-ins that already work. A promise that might be broken would repeat the pattern of the two abandoned rollouts that hosts already distrust (Kotter & Schlesinger, 1979).
References
Armenakis, A. A., Harris, S. G., & Mossholder, K. W. (1993). Creating readiness for organizational change. Human Relations, 46(6), 681-703. https://doi.org/10.1177/001872679304600601
Hiatt, J. M. (2006). ADKAR: A model for change in business, government and our community. Prosci Learning Center Publications.
Kotter, J. P., & Schlesinger, L. A. (1979). Choosing strategies for change. Harvard Business Review, 57(2), 106-114.
Reading the HRMG 4202 Week 9 instructions
Week 9 asks you to write the communication employees will receive before training and to explain your choices. Put the message first, exactly as employees would read it, then the rationale. Order the message by the questions employees will ask, not by the organization's priorities. Say plainly what stays the same. Address the fear most likely to stop people from engaging, under its own heading. Use a change model, such as ADKAR, to decide what the message should and should not try to do; a pre-training message rarely needs to teach. Show any sentences you cut and why, especially promises you could not keep.
Inside the HRMG 4202 Week 9 example
The memo carries a standard header and four short sections for hosts: the change and schedule, what stays the same, what the first session involves and the commitments on scores and staffing, followed by contacts. A separate section explains the reasoning: the message stops at awareness and desire in Hiatt's ADKAR, the headings follow interview questions, the stays-the-same section answers the Week 2 change account and the what-this-is-not section answers the two strongest resistance strands. Armenakis and colleagues support the choice to name credible messengers. A final section shows two cut sentences, a promise of no schedule changes and a claim of faster check-ins, and explains that breaking either would repeat the abandoned rollouts.
Reading the HRMG 4202 Week 9 rubric
What an employee takes from one reading decides most of this grade. A message that opens with a vision statement has spent its first lines on what readers care about least. The message is scored first for plainness, order and length; then the rationale is scored for linking each choice to earlier evidence. The stays-the-same and what-this-is-not headings draw particular credit because they answer documented concerns. Correct use of a change model to limit what the message attempts shows understanding of sequence. Showing cut sentences with reasons demonstrates restraint and honesty. Memo format, a header and accurate citations in the rationale complete the expectations for the week.
HRMG 4202 Week 9 help from the desk
Write down the five questions an employee will ask when they hear about the training, in the order they will ask them, and use those as your headings. Answer each in two or three plain sentences. Read the message as the most skeptical person on the team would read it, and remove anything that sounds like a slogan or a promise you cannot keep. Name a person they can talk to. Then write the rationale separately, tying each heading to something your earlier analysis found. The commonest weakness is a message that tries to teach the skill before the sessions. Another is leaving out what stays the same. If your announcement goes to clinical staff or a union workforce, we can help you adjust the tone and order.
Get a HRMG 4202 Week 9 example written to your instructions
Share the change, the audience and any commitments the organization has made, plus the prompt and rubric; the draft writes the message people read before the first session. The first custom sample is on us, arriving in 24 to 48 hours. The branch manager's voice and the staffing commitment are fictional, written only for this draft.
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HRMG 4202 Week 9 questions, answered
Where can I find a free HRMG 4202 Week 9 sample paper?
The communication memo, its rationale and the two cut sentences are available below at no charge.
What headings does the HRMG 4202 Week 9 memo use?
What is changing, what stays the same, what session one involves, what this is not and who to talk to.
Why does the memo not teach the kiosk fixes?
Under ADKAR, a message before training aims at awareness and desire; knowledge and ability belong to the sessions.
What commitments does the memo make?
Practice scores stay with the coaches, and host positions will not be reduced for at least eighteen months.
Which sentences were cut?
A promise that no schedules would change and a claim that training would make check-in faster.