Change Management Report: Strategies, Challenges, and Solutions

This report examines change management strategies, focusing on transformational change, employee engagement, and the application of Lewin's change model. It emphasizes the importance of involving all stakeholders, including owners, staff, managers, and HR, to reduce resistance and improve customer service. The report highlights the need for a structured approach, starting with unfreezing the current state, implementing change through training and communication, and finally refreezing by rewarding successful adoption. It stresses the significance of proper resource allocation and communication across all organizational levels to drive successful change. The report also underscores the role of HR in analyzing staff readiness and addressing concerns related to change implementation, ultimately aiming to foster a more adaptable and motivated workforce.

Change Management
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Change Management
Student’s Name
12/17/2019

Change Management 1
Transformational Change
In consideration of the challenges faced by Red Carpet, it is required to undertake a
transformational change in the organization which involves changes in the operational
strategy as well as the culture of the company. The involvement of transformational change
will allow the change in organizational strategy and culture to further motivate the employees
and reduce the challenge of high employee turnover. The company must make changes in its
hierarchical pattern and must involve HR to improve employee relations and improve their
motivation. However, transformational change will help the company in developing the
culture that incorporates that of Sparkstar theatres (Ghasabeh, Soosay & Reaiche, 2015).
Employee Engagement
In order to drive successful change in the organization, it becomes imperative for the
company to involve all the stakeholders which include owner, staff, managers, executives,
resource team. It is recorded that engaging employees in the process of change will reduce
their resistance and will help the company in delivering excellent customer service. It drives
the motivation of employees and will make them feel valuable (Sonenshein & Dholakia,
2012). Moreover, the company must actively involve human resource manager to develop
initial communications and training programmes for successful adoption of change. The
involvement of HR will help the company in analyzing the readiness of staff and will also
address the concerns of staff in the adoption of change. Therefore, it is imperative to involve
employees, upper-level management and HR manager in the process of change (Hayes,
2018).

Change Management 2
Lewins Change management model
In consideration of the challenges faced by Red Carpet, the company must adopt
Lewin's change management model to drive change in the company. The change process
begins with an unfreezing step, under which the management must communicate the need to
adopt the change and must analyse the acceptability of employees towards the new
behaviours and process. It must develop the status quo and must communicate the need for
change. Secondly, it must begin the change and must develop training programs to reduce the
resistance of employees. In this step, the upper-level supervisors and managers must
communicate with the staff and must address their concerns to successfully adopt change in
the company (Hussain, Lei, Akram, Haider, Hussain & Ali, 2018).
The last step under this process will be refreezing; it will involve stabilizing and
solidifying the new state and will also involve rewarding the individuals for the successful
adoption of change. The company must begin the process of change through proper resource
allocation and communication among all the levels.

Change Management 3
References
Ghasabeh, M. S., Soosay, C., & Reaiche, C. (2015). The emerging role of transformational
leadership. The Journal of Developing Areas, 49(6), 459-467.
Hayes, J. (2018). The theory and practice of change management. Palgrave.
Hussain, S. T., Lei, S., Akram, T., Haider, M. J., Hussain, S. H., & Ali, M. (2018). Kurt
Lewin's change model: A critical review of the role of leadership and employee
involvement in organizational change. Journal of Innovation & Knowledge, 3(3), 123-
127.
Sonenshein, S., & Dholakia, U. (2012). Explaining employee engagement with strategic
change implementation: A meaning-making approach. Organization Science, 23(1),
1-23.