Change doesn’t have any starting and ending points. Change is always evolutionary and revolutionary. Each and everyone is interested in managing change. Many people, organisations think that there will be no need of any change in the present system, and they also think that, if change is required they can act according to that current situation. But many authors say that, to bring change in the organisation, lots of planning is required, lots of strategies are to be formulated, and they are to be checked against the present and past scenarios, so that they create value to the organisation and the customers when implemented.
Authors of this book majorly concentrated on the change management model which is built on Kurt Lewin’s model. This model
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Kotter’s eight step model demonstrates eight steps for the effective change management. They are
1. Create urgency: For the change to happen, a sense of urgency is to be created so that it acts as initial motivation for the change to happen
2. Form a powerful coalition: In order to convince people for bringing the change, strong support and strong leadership of key people within the organisation is required.
3. Create a vision for change: A proper vision is to be created so that it gives idea for all the employees in the organisation.
4. Communicate the vision: Use each and every minute chance to communicate the vision powerfully to bring in the change
5. Remove obstacles: There will be always some sort of resistance for the change to happen. So, in order to remove that resistance, leaders should clearly identify what is the reason for the barrier and they should deliver the change
6. Create short term wins: Reward people who meet the target. That means success acts as an motivator for the change to happen
7. Build on the change: After every win, identify which aspect went wrong and which went
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All these ideas are explained with the help of examples drawn from various industries.
This chapter mainly concentrated in explaining readers how the industry can be analysed in which the corresponding organisation is located. This chapter helps in identifying various forces and pressures on the organisation.
The two factors that bring out changes in organisations by impacting their performance are business cycles and industry cycles.
A Business cycle refers to alternating periods of contraction and expansion in the economic activity. The main essence of quoting business cycle in this context is to say that business cycles will not damage the organisation if they are predicted with some reliability.
While business cycles affect all industries, each industry also undergoes specific types of changes. The author(s) tried to explain other forces like competition, technology and institutional rules, the joint impact of all those forces are to be carefully
Indeed, current change models having certain limitation on implementing changes and current models only helpful when the change known and outcomes are expected. But change is an inevitable process we cont suspect when will new problems arises and all technology related changes need an alternative model for implementing change. So, in this paper I am going to explain process of
This requires both a hopeful optimism and tenacity. One who is willing to work hard may expect ideal results, while one who exerts minimal force may anticipate a desolate outcome. With a goal in mind, a leader must execute his or her plan with persistence, patience, and punctuality. As a team leader, I would introduce the goal, then express the requirements to employ the plan. I would then listen and consider all suggestions given to me.
Unlike Lippitt’s change theory, Lewin emphasised on teams or work groups to bring about change. The reason being people in an organisation work in groups, and that individual behaviour will have to be conformed to the groups’ norms and fundamental practices (Burnes, 2009). “Unfreezing” is the stage to destabilize the current equilibrium so as to initiate change. According to Kurt Lewin’s Force Field Analysis (Lewin 1951), behaviour is a force in equilibrium and change will only occur when there is a disequilibrium in the force. The most important step for this stage is to identify the change focus, which in this case is the implementation of eIMR in the ED.
The GIG economy is defined as the labour market characterised by the prevalence of short-term contracts or freelance work, as opposed to permanent jobs1. According to a recent report by McKinsey Global Institute2, it was reported that 20 to 30% of the working age population in America and EU-15 perform independent work, which constitutes up to 162 million people. Notably, close to half of this population of workers rely on such freelance work for their primary income. This changing nature of employment presents benefits for both workers and businesses. From a company lens, the ability to capitalize on such a workforce provides a lower set of business operating costs.
Transformational Approach Transformational leadership style work towards high levels of communication from a management to meet goals. Leaders are meant to motivate employees and augment productivity and efficiency through communication and high visibility. This style of leadership really does need the involvement of management to meet goals. Leaders focus on the big picture within an organization and delegate smaller tasks to the team to accomplish goals. Transformational leadership proves to be efficient not only in business, but in all other sectors where it is used.
Application of John Kotter’s theory on Borders In the 1990’s, Borders was a top bookselling company that was dominating the market with its competitor, together holding more than 40% of the market share. However, the company soon embarked on an unbelievable series of missteps that led to its collapse. In this paper, the different factors that caused Borders to liquidate 511 stores in the US before going out of business will be discussed. Then, solutions that could have been implemented to prevent this catastrophe will be proposed.
The framework is designed to identify the opportunities and threats within an industry. The five forces are mainly the threat of new entry, supplier power, buyer power, threat of substitution and lastly, competitive rivalry. Apple portrays a significant role in four major businesses, more specifically, the “communication equipment industry, the music and video industry, the mobile phones industry and the personal computer industry” (UKEssays). In terms of
The Economic factors are determinants of an economy’s performance that directly impacts a company. These factors include inflation rates, interest rates, exchange rates and economic growth. These affect how businesses operate and make decisions. The economic climate in the country is of major concern to every company as it has impacts on the business and consumer spending. For example, the exchange rates can affect the costs of the supply and price of imported goods and exporting goods in an economy.
POLITICAL Political factors can often give a big impact on the business of a company. Often this factor is not in the hand of the organization. Several aspects of government policies can make a huge difference. However, all firls are required to follow the law. It is the responsibility of the organization to find how upcoming legislations can affect their activities.
The program can proceed if all agents pivotal to the success of the change are engaged and a clear and concise vision for the future has been developed. Once the change model is in place, it is time to define the structure of change. Senior leaders should provide a clear path for communications and responsibility at each level. At this point I have realised that Change management is not an alternative to project management.
They should also improve their current skills and grow with the company. 14. • Institute an action plan, and put everybody in the company to work to accomplish the transformation. That the organizations should work with commitment to implement the change.
Introduction In this marketing assignment, we choose Apple as the company to analyze the marketing environment that affect the Apple Company’s ability to serve its consumer market and the major factors that influence consumer buyer behaviour. Apple became a computer company started in 1976. In the last decade, Apple had broaden into a complicated and intricate company.
Organisations have long struggled to retain employees without pouring in too many resources into incentives, however there are many other factors that influence the motivation for an employee to work for an organisation. The following factors are very important to retaining employees: ➔ Vision and Mission: Each organisation has a vision set by its leaders, a ground basis on which it stands for. This vision is the key for driving innovation, research and development for the company. Vision is also the driving force and motivation for its employees, to push their limits and to outperform the competition.
Emergent strategy When change happens, an organization changes its strategy, which in turn, changes its structure, organizational culture, recruitment standards and etc. It indicates that strategy process is part of change process. As mentioned before, most change initiatives fail, no least because not engaging all employees in the process towards change (Stanleigh, 2008). We suggest that emergent strategy is a central part of successful change. One reason for this being that the foundation of emergent strategy is to involve more people in strategy making process (Mintzberg et al., 1988).
To conceptualize these forces, it is appropriate to present them in a chart and this will be actualized in the next topic below. You may want to do this using a visual aid, like a chart. Having identified the Five Forces above, it is essential to use a visual aid, and specifically, a Flow Chart to present them here. Pick any organization you are familiar with and describe its overall competitive environment using each of the forces.