Unit 3:
Learning outcome: Understand the background to organizational strategic change
AC: 1.1 Discuss models of strategic change
Every day, companies face changes, such introduce a new product, or restructuring the organization. Strategic change management allows companies to carefully and responsibly make need changes. Change is necessary for organization to continue to thrive and meet and exceed the competition of industry competitors.
There are many models for managing a change process. Now we have understanding strategic change management are: Mckinsey’s 7s change model and kurt Lewin’s change model.
Mckinsey’s 7s factors:
Strategy:
Strategy is top level plan top create competitive advantage. Strategy is a method or plan chosen
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This is the employee base, staffing plans and talent management.
Style:
The overarching style of leadership adopted within the organization. Cultural style of the organization and how key managers behave in achieving the organizations goals.
Shared value:
The interconnecting centre of Mckinsey’s Model is shared value . what the organization stands for and what it believes in. central to behave in the wider context of the community. This would include the organization mission and vision.
Kurt Lewin:
Kurt Lewin change theory and Lewin’s three step model are very much a significant part of change management strategies. Kurt Lewin’s change management model is a fantastic change model for understanding the basic concepts of a straight forward change management process. The first step is known as “unfreeze,” meaning to accept to change that is taking place and breaking down the current state. The second stage is known as “change,” where people are finally able to work with uncertainty and move to a new direction of doing things. And the final stage is known as “Refreeze,” where people of comfortable with the unfreeze and change that have taken place and start to embrace the new and improved way of doing
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Unfreezing is most fundamental stage in this theory. It is about helping, stakeholder, administrator, government, employees and board understand that change is required. When this stage is implemented successfully, most members in each stakeholder group evaluate in what talking those actions. Unfreezing means getting people to gain perspective on their day-to-day activities, unlearn their bad habits, and open up to new ways of reaching their objectives.
Change:
Once team members have opened up their minds, change can start. Changing mean exactly that is replacing the old actions with actions that are consistent with the goal. A change process has to be viewed as an investment, both in terms of time and the allocation of resources. The process of change is not only done physically, it requires mental alternations. The longer the change process takes, the more employees are inclined to relapse into old habits and rituals. The employees will become aware of the important of this change more
The purpose of this paper will be to compare and contrast Lippitt’s and Kotter change theories as well as provide similarities and differences amongst the two. Change is vital in the medical field and especially in nursing, relating to implementation of these changes. The need for effective and efficient communication and appropriate leadership allows for easier implementation and interventions to occur. Change in nursing needs to be purposeful, have direction and have the capability to achieve desired goals. (Kotter 2008)
Strategy means the approach, plan and knowledge that is used to move in the direction that will allow the company to satisfy the customer’s wants and needs, and obtain their goal, while reaching and maintaining an economical benefit over the competition (Defining Your Business Strategy, 2016). It can further be defined as a means of evaluating at what success level they are currently sustaining, and what success level they desire to obtain and the means they will need to use to get to their desired level (Bryson p. 11). A practical understanding of the value that strategy brings to an organization, is the course that the company is to take and the positioning that the company has for the future, and very possibly survival in a very competitive
This is experienced as a result of the desire to maintain status quo. In some organizations, a minor change to the responsibilities of the organizations requires much time and resources (Want, 2006). Change can lead to conflict. Individuals become attached to things they consider as the norm of their workplace. When change occurs the employees have difficulty of letting go of the status qou.
In a HIMSS article by Claire McCarthy, the Director of Organizational Effectiveness for Kaiser, she talks more about the actual thinking and application of Kaiser’s change management strategies. She breaks it down into three steps. First is understanding what change management is for the organization and informing staff (Change Management 101 - Getting Started, 2011). Secondly is ensuring the leaders of the organization are held responsible for facilitating the staff and the outcomes they produce (Change Management 101 - Getting Started, 2011). Lastly, is to engage the stake holders and establish a clear reinforcement plan for bring the change into fruition (Change Management
Change is driven by the economy, social and environmental factors and most importantly the trend of business. According to The Society for Human Resource Management’s 2007 change Management Survey Report, 82 percent of Human Resource professionals reported the company planned and implement major organizational
Phase 4 is the planning stage. During this phase, the change is fully identified, and the final draft of the plan is developed. Each member of the change process has been assigned their responsibilities. During phase 5, the role of the change agent is identified. Communication, feedback on progress, teamwork and motivation is emphasized in phase 6.
Powered by Research paper on models of change management 1 Research paper on models of change management Shireesha Muthaluru Under the guidance of Prof. Antala atul Course Period:-01/13/2015 to 02/24/2015 Submission Date: 02/03/2015 Wilmington University Research paper on models of change management 2 Abstract The research paper presents importance of models change in change management and an alternative way of thinking about technological change in organizations. The Information technology is the process of planning, developing, implementing or managing computer or electronic based applications.
“The secret of change is to focus all of your energy, not on fighting the old, but on building the new” (Socrates) . Everyone encounters change; it is not an if, rather than a when. People believe that they can change their path or what is happening around them. But, most of the time one cannot. So, they end up with a realization of what is truly important; what they should be doing or how they should be acting..
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.
Abstract The strategic change cycle is one of the processes within strategic planning. This cycle is a ten-step process created to assist organizations in meeting their mandates, satisfying their missions, and constructing public value. “Strategic planning is intended to enhance an organization’s ability to think, act, and learn strategically” (Bryson & Alston, 2011). Introduction Strategic planning is “a deliberate, disciplined effort to produce fundamental decisions and actions that shape and guide what an organization (or other Entity) is, what it does, and why it does it” (Bryson & Alston, 2011).
Hence, leaders need to be prepared and manage readiness to the alteration by making an environment of honesty and transparency for their team as a successful implementation of the change is unlikely. Employees must be part of the change hence, they must to be told about the requirement of the change and be given a reward to motivate to embrace the change. If change be accepted by all recipients it can be implemented quickly and effectively. The leaders’ attitudes and behaviors have both positive and negative alterations on the change success. Therefore, leaders of organizations need to try and develop a more framing and shaping behavior, adding skills on themselves to change and motivate the subordinates towards the embracing the change.
ANALYSIS OF LEADERSHIP STYLES AND MUSKS’ LEADERSHIP STYLE 2.1 Introduction to leadership An effective leader is someone who knows how to inspire and relate to subordinates, knows how to increase the employees’ motivation and make employees loyal to the organization. (Alkahtani, 2015) Leadership style is the approach an individual use to steer people in the direction that they are going in. Analysis has identified a range of leadership styles based on the number of followers. the most applicable leadership style depends on the operate of the leader, the followers and also the situation.
The post office was experiencing serious economic turmoil and overall poor performance and as a result, the change generators ventured into a process of change management. Change management according to Lewin's Change Management Model states “Change Management is a broad discipline that involves ensuring change is implemented smoothly and with lasting benefits, by considering its wider impact on the organization and people within it. Each change initiative you manage, or encounter will have its own unique set of objectives and activities, all of which must be coordinated.” This model is divided into three (03) phases unfreezing, changing, and freezing. In the case these phases were adapted as Generating change, Implementation and Adoption.
My experience in Change Management is very limited. The theoretical knowledge I have acquired during the first four weeks of this module has made me realize that transforming organizations is a difficult and complex task. I have read case studies mentioning the unique contribution of change leaders whose role is to talk to people’s hearts and minds. I have also understood how important is to reconcile conflicting interests and emergent tensions between top-down transformation initiatives and functional operations. Despite the widespread belief that managing change is tough, there is little agreement regarding the factors which influence change the most.
The most prominent and influential studies regarding the dimensions of the organizational culture have shown that a healthy organization leadership culture have a greater impact on the way the leaders transact the business of the organization. The four dimensions to consider while dealing with leadership culture are the individualism versus collectivism, feminine versus masculine, long term versus short term orientation and finally the power distance (Conner & Armitage, 2008). 3.2.1 Individualism versus Collectivism Leadership Culture The leadership culture which supports individualists is least likely to enhance the ability of leaders to engage in their workplace environment and drive forward the development of the new startup company.