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Change Management - Unilever

   

Added on  2021-02-21

12 Pages3504 Words1634 Views
Leadership ManagementProfessional Development
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Change Management
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Table of ContentsINTRODUCTION...........................................................................................................................1MAIN BODY...................................................................................................................................1What was the Change And Why Change Occurs?......................................................................2Was change transformational or Incremental?............................................................................2Kurt Lewin's Model of Change...................................................................................................2Kotter's 8 Step Change Model.....................................................................................................3The driving forces of change-.....................................................................................................4Role of leadership in change- .....................................................................................................6Positive effects of change in Unilever-.......................................................................................6CONCLUSION................................................................................................................................7REFERENCES................................................................................................................................8
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INTRODUCTIONChange management refers to organising and controlling change which are happening inorganisation. It is important because through it organisation can implement changes properly andget positive outcome from it. Structural change refers to change in working style of organisation.With change in organisational structure, there is difference in working style which assist inunderstanding external market and getting positive impact on overall performance of association(Bargal and Schmid, 2012). There are different factors such as employee's perception, teamwork, leadership, etc. which has to be considered in order to implement changes properly. Thisreport is based on Unilever which is one of the leading brand in consumable goods havingheadquarter in London. This deals in personal care, beauty products, cleaning agents, etc. In thisreport, there is discussion about change in structure of organisation considering innovation. Thisovers Kottler model, Lewis change model, factors which assist to implement change andresistance to change. At last, it describes PDCA cycle and role of leadership in implementingchange. MAIN BODY1
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What was the Change And Why Change Occurs?Unilever's has changed their hierarchical organizational structure to divisionalorganizational structure as Unilever is rapidly innovating the products in the firm's internationalbusiness. As in hierarchical organizational structure, every department focuses on each productthat company produces for example Purchasing Department of Unilever has to focus on eachpurchases related to any of their products. And now they are transforming it in divisionalorganizational structure where in they can divide every product activities to a separate divisionwherein for example Product 1 has its separate research & development , manufacturing ,accounting , marketing and customer service etc. which can reduce the workload of otherdepartments. This organizational structure will also helps Unilever to innovate more productsand make a separate division which can bring more innovative ideas. Change is in organisationalstructure of Unilever which is important and relevant because this association cones with newand innovative ideas in terms of new product. This change occurs in organisation becausemanagers wants to innovate products, hence divisional organisation perform innovation withproper research and analysis of market. Was change transformational or Incremental?Transformational Change implies radical changes in internal functions, culture,company's organizational structures and also a change in values and norms. Incremental Changeis involves small modification in the existing system (Borrego and Henderson, 2014). Thechange in organizational structure from hierarchical organization structure to divisional structureis transformational change in Unilever as company continuously innovate new products in themarket so for maintaining the smooth functioning in the organization they had rethink theorganizational structure. Transformational refers to some change in current environment. WhenUnilever is coming with new and innovative products, with transformation change, it is clear thatthere is proper change in working style of whole organisation. Hence there is synchronisation inactivities of different departments. Kurt Lewin's Model of ChangeKurt Lewin has developed a change model which involves 3 steps : 2
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