Change management - Assignment PDF

CHANGE MANAGEMENT

Table of Contents
Introduction 3
Task 1: Change management models. 3
Option 1 3
Option 2 4
Task 2: Working through the change 5
2.1. Risks associated with both the options 5
2.2a. Business risk management plan 6
Task 3: Strategies for innovation and organisational changes 7
3.1. Strategic process for driving innovation 7
3.2. Implementation of change management plan 7
3.3. Developing business relationship with external stakeholders 8
3.4. Maintaining business relationship with external stakeholders 8
Conclusion 8
References 9

Introduction
Change management refers to the systematic approach of dealing with a change, transition or
transformation of a company's goals, technologies and processes. Change management is needed
for the implementation of strategies that effect and control change and help people to adapt to
those changes (Belias,, & Koustelios, 2014). Methodologies of these kind more often than not
requires an organized technique which demands for a change and components for reacting to
those solicitations and following up the equivalent. A successful change administration process
must think about the effect of a modification or substitution on procedures, frameworks and the
representatives inside the association.
Task 1: Change management models
Hiring new employees is crucial for ensuring the success of a company. Considering the case
being analyzed, the company, ABC requires to increase its production rate by 100%. In order to
do the same the organization will require to either double the number of employees or
automatize the present production processes and fire any staffs that are unnecessary.
Option 1
The recruitment processes can be divided into two main types. These are external and internal.
External recruitment processes create opportunities for the acquisition of new talents into the
organization. Moreover, it provides the organization the essential opportunity to form diverse
teams of employees (Groves, Jacobsen, Dutta, & Trewin, 2014). Additionally, it provides the
opportunity to apply innovative strategies for management that that can create positive
opportunities for organizational advancement and sustainable growth.
However, internal employment also has many advantages. This type of employment concerns the
hiring of people that already have acquired significant levels of knowledge, skills and experience
in the same organization. This makes them more effective towards managing their newer
responsibilities in the organization with greater morale and newer perspectives (Ramos, et al.
2015).

There are 2 models of change management that can be implemented by the organization for the
transition. The Lewin’s model for change management and the 7-S model proposed by
McKinsey.
There are three stages in the Lewin’s model and they are unfreezing, making changes and lastly
re-freezing. Unfreezing is the essential understanding of each steps and human interactions for
potential of improvement. Through this process, any bias or mistakes that are commonly
occurring within the organizational framework. The process of hiring or deploying new
employees gets smoother due to this with the additional benefit of easing the process for
internally hiring employees in newer positions. The changes have to be made as the next step
when the team is ready to adapt to the changes. The new status-quo need to be refrozen once the
changes have been effectively applied (Al-Haddad, & Kotnour, 2015). This becomes much
important as there is a vital need for the new model to stick to the entire exercise. The 7-S model
proposed by McKinsley analyzes the holistic nature of the aspects in view of the company. The
changes that are most important are highlighted and a unified approach towards business is
formed. The 7-S are strategy, systems, shared value, style, skills and staffs.
Option 2
Workflow automation helps to reduce and occasionally even eliminates the amount of time that
is spent towards repetitive processes (Thiry, 2016). This creates the scope for fewer errors with
lesser risks. Productivity efficiency is also increased greatly and the developments are also easily
assessable. As per the case of the ABC manufacturing corporation, the automation can help to
optimize the functionalities of the manufacturing as well as all the other essential departments.
The legal department can make sales contracts that are automated, the financial department can
automate the pto requests and the HR departments can automate the aspects of employee on
boarding.
There are two models that can effectively support the organization in this case. The 8-step model
of Kotter and the Transition model of Bridges are two effective models.
In the model of Kotter the primary focus is on people that can be behind the change. In relation
to the same the model considers a top down point of view rather than the change. There are 5
essential steps that make the theory work. The steps involve building a desperation feel, making
crucial central alliances, making key visions, getting every important work force on board,
evacuation of obstructions and grindings if any, the creation of present oriented winning