Change Management

Running Head: Change Management 0
Change
Manage
ment
Assignment 2
Student’s Name

Change Management 1
Contents
Introduction................................................................................................................................2
Force Field Analysis..................................................................................................................2
Barriers to Change......................................................................................................................3
Influence on leadership and decision making............................................................................4
The success of change................................................................................................................4
Leadership approaches to implement change............................................................................5
Conclusion..................................................................................................................................7
References..................................................................................................................................8
Bibliography.............................................................................................................................10
Additional readings..............................................................................................................10

Change Management 2
Introduction
Starbucks is an American coffee company that was formed in the year 1971 at Seattle
Washington. The organization focuses on delivering the best customer experience by
providing high-quality coffee and deliver the best coffee experience. The company focuses
on creating a soothing environment and strives for innovation to sustain the competitive
advantage of the company and fulfil the diverging needs of the customers. The company
focuses on attaining high-quality beans and provides a rich taste of culture. It charges
premium prices for its products and focuses on implementing organizational changes to
survive in the complex business environment (Starbucks, 2019)
The report covers the impact and the success of the change and the barriers faced by the
company in implementing change. It also includes the leadership approaches and change
management model adopted by the company to successfully implement change in the
business.
Force Field Analysis
Force Field Analysis is the strategic management instrument that is used in order to analyse
the obstacles that can hinder the change. It analyses the restraining forces that can create
difficulty in implementing change. It aims to strengthen the driving forces so that the change
can be implemented successfully. It shifts the equilibrium to the position of disequilibrium
(Harrington, 2016).
The driving forces that developed the need to implement change at Starbucks include the
changes in the tastes and the preferences of the customers, the pressure of the government to

Change Management 3
reduce the waste and the development of the new technologies. The restricting forces are the
negative forces that oppose the application of change. In the execution of change, the main
preventive forces were increased in the cost of raw material and labour, fear of complexity in
the job. Through the use of force field analysis, the company can focus upon strengthening
the driving powers and reducing the restraining powers (Harrington, 2016).
In accordance with the Lewin’s three-step model, the company will focus upon unfreezing
the motivating and the preventive forces that embrace it in a state of quasi-equilibrium. After
analysis of the power of both the forces, the company will focus upon implementing change
by reducing the power of restraining forces and successfully implementing change in the
organization. The last step involves refreezing the change under which when the change is
widespread, the forces are took back to quasi-equilibrium and the state is refrozen (Hussain et
al, 2018).
From this model, it was analysed that the restraining forces for the development of an
innovation lab include the fear of failure among the employees and the complexity in the job
roles created dissatisfaction. It also includes the involvement of high labour and raw material
cost which made the products expensive. On the other hand, the driving forces included
changes in the tastes and the preferences of the customers and advancement in the technology
(Goransson and Fagerholm, 2018)
Barriers to Change
It is analysed that the resistance of the employees and their negative attitudes towards the
adoption of the change is the biggest barrier of successful implementation of change. The
employees resist the adoption of change because they have a fear of failure and do not desire
to undertake complex job roles. Another barrier to implementation of change includes a lack
of communication and difficulty in understanding the need towards the change (Akingbola,