Analysis of Change Triggers

Running head: ANALYSIS OF CHANGE TRIGGERS
Analysis of change triggers
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1ANALYSIS OF CHANGE TRIGGERS
Table of Contents
Introduction................................................................................................................................2
Purpose.......................................................................................................................................2
Methods......................................................................................................................................3
Kotter’s eight step change model...........................................................................................3
Results........................................................................................................................................7
Diagram......................................................................................................................................8
Recommendation........................................................................................................................8
Conclusion..................................................................................................................................9
References................................................................................................................................10

2ANALYSIS OF CHANGE TRIGGERS
Introduction
This report has aimed to examine a strategic change initiative in the given
organization in the case study. In this given report, Algorithm Sal has been chosen as the
organization, which is a regional distributor of pharmaceutical products in Middle East, Near
East, east Europe and North Africa. The organization had acquired Merck& Co. in an attempt
to become the manufacture of products by establishing manufacturing units in Lebanon. The
company is one of the largest regional pharmaceutical manufacturer and has gone through
series of changes throughout the years. The company restructured the organization in the year
of 2017 which was focused on agility and growth of the business entity. The restructuring
started at the senior level and moved down to the bottom levels. The organization wanted to
segregate the operations into five franchises where different managers would head operations
in different countries. The decentralization of the overall operation has proved to be one of
the major challenges for the managers. The first phase of the overall structure has been
completed and the next phase will develop processes to match up the new structure.
Purpose
The organization has grown substantially in the past decades and this new change
initiatives were taken to improve the agility and growth. The organization has been aiming to
transform their business so that they can compete more effectively in the global market. The
company had expanded their business by acquiring smaller companies and forming
partnerships with various other global brands. This has provided them with the knowledge,
expertise and resources to enter into the territory of complementary products. The company
had become one of the top local companies. However, in order to make their mark in the
global context, a significant change in the structure of the organizations is required. The
business entity has started the restructuring process which started at the managerial level and

3ANALYSIS OF CHANGE TRIGGERS
moved down to the lower levels. The company has been successful in decentralising the
operations in different countries by developing franchises. However, transformation of the
overall organization procedure is a step by step process. The major change that would be
carried out in the current project is development of transformational teams that would
develop communication plan, reform organizational processes, articulate objective and vision
of the franchise. It is essential to develop organizational processes that would meet the new
structure of the organization. The operations of all the processes will run out smoothly, only
if all processes are effectively supported and developed.
Methods
In order to develop processes and support the execution of the franchise processes in
different countries, Kotter’s eight step change model had been used. The eight step model
developed by Kotter facilitates in evaluating the methods and approach that needs to be taken
in order to successful achieve the change objectives of organizations.
Kotter’s eight step change model
The eight step change model developed by Kotter has provided the effective methods
used to successfully implement the change within the organization (Chappell et al. 2016).
The eight step for successful implementation of decentralization of the franchise and
developing suitable processes have been explained in the research. The eight step model is as
follows:
 Creating Urgency within the organization is the first step towards effective change
implementation. The change can be driven in a better way, only if the overall
company feels the same way about the change. This will help in providing motivation
to the workforce so that things get moving with pace (Calegari, Sibley and Turner
2015). In order to achieve change, the transformational team will have to