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Change Management Case Study: Aquafina Company

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Change Management Task Timeline & Checklist
To apply the change more successfully and to understand the employee’s reaction, Aquafina Company conducted survey a year before applying the change. As discussed earlier change needs time to take place, eliminate the employees’ resistance and experience success; therefore, Aquafina developed a timeline and checklist to apply the change. Employees think that if they adopt change they will lose their jobs due to lack of capability that is why Aquafina applied ADKAR Model to motivate employees and enhance their readiness. Furthermore, the company provided training to its employees thus; it created the environment that bringing change is not meaning of losing their employees. It is for the purpose to …show more content…

The company’s strategy and its structure and task orientation cannot respond forever. For achieving the objectives and good result, the business needs to apply change.
Aquafina Pure Drinking Water manufacturing Limited has used the ADKAR model to welcome response for change more successfully. The ADKAR Model® indicates with the business’s objectives and it discusses the change in two dimensions: the business side and the people side of change. Jeff Hiatt the founder of Prosci Company introduced this model. ADKAR model represents the five outcomes for individuals and organization’s side helping the change implementation and improves its effect successfully.
In both individual and organizational successful journey through change, each step of the model naturally fits into the typical …show more content…

In AKDAR model, the change is subject mostly to individual level; to manage the organization or business, but successful change is a result of efforts from both dimensions. "Effective change management with employees" outlines the success factors for Aquafina. To make the change successful and manage it effectively with the people; Aquafina must know how to facilitate and affect change at individual level. Aquafina must develop a tangible and concrete plan to achieve the five key goals of ADKAR with the people who need to change because of the business change in its structure. Aquafina requires changing all the individuals working area and requirements. The good management, clear vision or solution does not lead the change and the result in to success. Individual change can be ambiguous for Aquafina; the ADKAR model clear directions and structures make it simple and help the company in achieving the organizational change.
Change in people Dimension for Aquafina Company
In order to realize the model, people in business must determine the features and areas they need to bring change personally. A regular exercise can be good example practicing it. Many people attempt to apply the change but their struggle due to their inability sustains it. The most common reasons for business failure lie with problems in people side

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