Change Management: Planning, Cultural Differences, and Organizational Change

This article discusses the importance of planning in an organizational context, managing cultural differences, and implementing organizational change. It includes case studies and models such as Lewin's change management model, the positive model of organizational change, and the action research model. The article also highlights the resistances that may arise during the change management process. Subject: Change Management. Course Code: N/A. Course Name: N/A. College/University: N/A.

Running head: CHANGE MANAGEMENT
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Name of the student
Name of the university
Author note

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Part A: Elevator pitches
Elevator Pitches
Elevator pitch for topic 6
Question: How is planning helpful in an organizational context?
My response Posted on (date): Planning will be helping the management in analysing the
different capabilities and competencies of the business while operating in the diverse
markets. Key changes in the structure of the organization are supported through suitable
planning measures that are undertaken by the business. Moreover, suitable planning will be
helping organization in allocating resources like workforce, plant, raw materials and
machinery for the smooth functioning of the processes. Planning helps the management in
understanding the feasibility and potential of their offering as per the market needs. Efficient
planning of the functions helps the organization in preventing situations like cost and
schedule overruns that helps in enhancing the business position in the operating markets.
Suitable planning of the organization helps in maintaining the efficacy of the functions as per
the objectives through optimization of the varied resources and utilization of the same in
order to meet the sustainable approach.
Elevator pitch for Topic 8
Question: How to act in cultural differences and how can it be managed?
My response Posted on (date): Corporate culture plays an important role in maintaining
the efficacy of the workforce. Building on positive corporate culture helps organizations in
mitigating the issues that are faced by the workforce due to cross- cultural conflicts between
the employees and the management. I believe that the management must induce a mutual

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collaborative approach with the employees in order to ascertain the smooth functioning of
the business processes. Moreover, suitable communication with the employees will be
helping the management in maintaining the efficacy of change in the organizational
structure.
Part B: Case discussion activity
Case discussion activity for Topic 11
Case name: Organizational change [adapt or perish]
A case is being enumerated of Cheryl Hailstrom, the CEO of Lakeland Wonders, where the
change that is proposed by her is negotiated on the basis of its appropriateness in the
organizational structure. Cheryl desired to outsource different processes in order to enhance
the efficacy of the deliverables that are proposed by the business. However, the decision
lacked assessment on the capabilities of the business that would have affected the proper
functioning of the systems as per the objectives (Rusly, Corner & Sun, 2012). Suitable
management of the change helps the organizations in maintaining the proficiency of the
functions while operating in the diverse markets. Continuous innovations that are undertaken
by the businesses are dependent on the analysis of the needs of the business and the
capabilities of the same relating to costs, resources and workforce. The issue that are faced
while outsourcing the products and services by Cheryl are dependent on the outsiders’ lack
of adaptation to the model of the business. It has affected the idea of Cheryl to bring forth
radical changes in the organizational functioning and processes. On the other hand, the
induction of the change in the organization would also affect the manufacturing process of

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the same. On the other hand, the change, if implemented on the organizational structure,
might bring forth different market risks.
Lewin’s change management model exemplifies the necessary steps that might be
undertaken by organizations in order to enhance the operations while operating in diverse
scenario. The three steps of the model- unfreeze, change and freeze helps in enhancing the
operations of the business while implementing the change more effectively.
The positive model of the organizational change exemplifies the different stages that might
be undertaken by the firms in order to enhance the operations through proper planning and
designing the innovative approach and thereby inquire about the best practices. The different
stages that are out lined in the model helps the organization in maintaining the efficacy of the
change through impairing suitable knowledge of the outcomes and thereby aligning the
interests of the enterprise with the needs of the same.
The action research model helps the organizations in undertaking changes through the
suitable understanding of the urgency that is faced by the business for modifying in order to
comply with the ever changing business environment (de Waal, 2016). The diagnosis of the
changes that are required by the organization and planning helps the same in maintaining the
efficacy of the modifications. The implementation of the planned action helps the
organization in adhering to the needs of the same related to the sustainable objective.
Resistances form a major part of the change that is planned by the organizational
management (Matos Marques Simoes & Esposito, 2014). As per the case of Cheryl, the
long term vision that was adopted by her to outsource their products to the offshore
organization in order to maintain the proficiency of the same was resisted by the managers of

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the business. The managers had definite reasons for turning down the vision that was offered
by Cheryl as the managers thought that the CEO was missing the necessary steps that were
required to be taken in order to implement the change naturally in the organizational
structure.
My response to questions. Posted on (date):
I believe that Cheryl concentrated on the utilization of the Lewin’s change management
model, which clearly exemplified the different aspects of change in the organizational
structure. However, the model that Cheryl chose lacks in the proper definition of steps that
might affect the change management process that is being planned by the CEO. The
utilization of the model limited her Cheryl’s actions through lack of proper inquiry of the
different implications of the change that is planned by her. It has affected the long term
vision for change that is adopted by Cheryl in the organizational context.
The radical changes that are planned by the CEO, Cheryl, are affected due to the resistances
that are offered by the managers. The change that was envisioned by Cheryl was to enhance
the capabilities of the firm through outsourcing its functions. The proper functioning of the
business systems is based on suitable planning and implementations per the needs of the
organization. The conflict in the values between the management of the organization and
Cheryl is dependent on the maintenance of the sustainable approach of business through the
change. Cheryl should have encouraged the involvement of the managers in the change and
thereby consulted with the same in order to analyze the pros and cons for the organizational
change management.
Cheryl might have taken steps to bring forth changes in the organizational structure through

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proper planning and thereby encouraging the involvement of the employees. The key
elements of change in the organizational context are facilitated through the involvement of
the employees in the change processes. It helps in facilitating change readiness among the
workforce, which assists the organization in undertaking its smooth functioning. Change in
the 21st century is restricted due to lack of proper planning and coordination among the
workforce. The identification of the different issues that are faced by the organization and
analysis of the capabilities and competencies of the business might affect the proper
functioning of the business systems (Hechanova & Cementina-Olpoc, 2013).
Case discussion activity for Topic 9
Case name: Managing people [hands, hearts and minds]
The CEO of Typware AG, Renate Schmidt is looking forward to recruit Anne Prevost in
the organization in order to enhance their operations while operating in the diverse objectives
of the business. However, the compensation that is offered by the organization is insufficient
to satisfy the needs of Anne, which has affected the recruitment process. Moreover, the
organization never undertook overseas recruitments, which has affected the knowledge
capabilities of the business. The case highlights the different aspects of cultural shifts and
behaviours that are associated with the strategic management process. The different issues
that are faced by the organization while recruiting the candidate is based on the proper
functioning of the business systems in order to enhance the functioning of the same.
The proper management of people is based on the concept of understanding the needs of the
same and thereby mitigates the issues as per the concerns of the organization. Changes in the

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organizational context are specifically undertaken by the management to enhance the
structure, systems, processes and staffing needs. Analysis of the capabilities and
competencies that are faced by organizations helps the management in maintaining the
efficacy of the functions as per the objectives. Change in the organizations helps the same in
establishing effective equilibrium between different components like technology, work force,
processes and different other proponents (Rosemann & vom Brocke, 2015). The
organization has aimed at undertaking the change in the processes through undertaking
recruitment of skilled workforce in the organizational structure.
The competency that is faced by the organization is based on lack of adherence to the global
compensation policies. The global compensation policies helps the recruiters in setting a
benchmark for the organizations while operating in the diverse markets. On the other hand,
the perception of the leaders and the long- term vision of the same help in understanding the
needs of the business to bring forth modifications. Efficiency of change in the processes,
structure, technology and the like is enhanced through the identification of the urgency for
the organizational change. It has assisted the manner in which they might be implemented in
order to enhance the business position in the market.
Application of the Logical Framework of HRM will be helping the organization in
adhering to the standards of the compensation policy in order to enhance the operations. The
organization might undertake recruitments through suitable analysis of the needs of the staff
members and the new candidates in order to enhance the involvement of the candidates in
the processes. On the other hand, the adherence to the different global HRM compensation
standards will be helping the organization in maintaining their standards as per the
expectations of the staff members. Proper planning and strategizing would have helped the

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CEO in maintaining the efficacy of the functions as per the objectives of the business. The
changes in the structure, without suitable planning and analysis, might affect the
performance of the business. Therefore, the resistances that were created by the managers
and the workforce affected the idea of the change.
My response to questions. Posted on (date):
I believe Renate should have taken steps to adhere to the global HRM standards relating to
compensation of the employees. It would have helped the organization in framing the
compensation structure in order to cope with the expectations of the candidates while
recruiting candidates from the overseas markets. Compensation is one of the major ways
through which the management of the organizations upholds the smooth functioning of the
workforce through continuous motivation. On the other hand, the adherence to the
international HRM standards would have helped Renate in encouraging the potential
employees to get involved in the processes that are planned by the organization.

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