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2Task 1: A short report on the theories and principles of successful change managementChange is said to be one of the most integral and basic part of the working life at the strategiclevel, both in terms of dealing with and making most of the alterations in the company’s operating environment with regards to an individual’s own decisions for making changes in the firm for bringing closer to the aspirations and goals. Fictitious company has been selectedfor carrying out this task namely “XYZ Company”Main theories for managing change in the companiesLewin’s change theory- Kurt Lewin the social scientist developed a well-known model for the organizational change. It mainly consists of the 3 steps: Unfreeze, change and refreeze that must be followed by the companies (W. Warner Burke, 2011). Stage 1 unfreeze: companies like people more or less are quite resistant towards the change. However, it is vital for them to realize that change is required for functioning in an excellent way. For warming up the idea regarding change it is quite vital for explaining why the status quo is failing the company or why it will fail in the future. It mainly involves challenging the behaviours as well as beliefs of a company (Linda Ackerman Anderson & Dean Anderson, 2010).Stage 2 changes: Once the companies understand that change is approaching some way or theother, then they are more motivated for searching out and adapting to the changes that will bebenefitting to them.
3Stage 3 refreeze: Once a company has embraced the change along with the new policies, behaviour and attitudes have begun to take hold it is ready for refreezing. This is the stage when the company tends to know that changes have taken place and it is for good. Another well-known theory for helping out a company for managing change is David Garvin’s model for change. Stage one: Preparing the company for the change- It is quite same to the unfreezing stage of Lewin’s. However, it is recommended by Garvin that 5 particular steps managers must take in order to prepare a company: Giving the company a sense of direction, creating dissatisfaction quo should be the first step, a coalition must be built for leading change in the company, creating a brand new vision and planning to lead the firm there, and conveying the vision of the future in a way that is compelling as well as quite believable (Bernard Burnes, 1996). Stage 2: changing how a company does its business- It is the second stage and it will be involving the worker’s behaviour along with making changes to business systems, structure, processes and strategies. The individual in the company must be encouraged for suggesting alterations in their own processes that will be enhancing the productivity (Ad Esse Consulting, 2008). Stage 3: making sure that the changes stick to the firm- The manager of the firm must monitor new controls, structure, incentives and systems of the company for making sure that the workers do not revert to their old attitudes and behaviours. The theory and impact on the sales of performance/change curveIt can be said that like a lot of models mapping the emotional-psychological journey via the acceptance of change. The model of Bryson has its roots in the work of Kubler-Ross with
4regards to the grieving process. An individual might see a lot of variations on the diagram in terms of the literature of change management where it is known as the change-performance curve or even a change curve as the various authorities tends to stress various features as per to their own experience, context and insight (R.J. Bullock and Donde Batten, 1985). Analysing the forces for the sales-related change It is believed by Drucker that it is fundamental in terms of anticipating the change. Furthermore, he also stated that a modern company needs the following: policies for making the future, policies for balancing the continuity as well as change, and the right methods for looking for and also to anticipate the change. It can be said that the change forces can be over-powering or even constant. There are some of the firms that experience a lot of turbulence and are also impacted by a lot of change drivers that is needed by them proactivelyand constantly reinventing themselves. However, the main forces for the sales-related sales are: Aggressive and new competitors, new and faster technological advancements, enhanced legislative demands, as well as economic decline or growth (H. Igor Ansoff, 1975). Considering how individuals resist and accept changesSome people accept changes simply by planning. Furthermore, they also feel that change not always means loss. If the organizational culture is positive then also people accept the changes without even questioning it for once. Furthermore, some of the people also accept that change is a part of their normal life so makes it easier for them to accept it. However, sometimes they need to see the evidence in terms of accepting the change. On the contrary, there are people who knows that change might be for best still it is hard for them to accept it as they are comfortable working as per the previous rules and regulations. There are a lot of reasons why people resist changes but some of the common reasons for it are as follows: It is a political strategy for some people for proving that other’s decision is
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