Management of Change

Running Header: MANAGEMENT
Management of Change
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Management
Management of Change
Two principles of ethical change management.
To start with, for change to be effected, communication is key. Stakeholders, business
partners, and other employees have to be informed about the new changes being
anticipated. This gives them an opportunity to raise their concerns and also appreciate
inclusivity in the business. Secondly, a good team should be created so that the new
changes can be affected by individuals of the same mind and passion, (Martinuuo &
Hoverfalt, 2018, 135). A team of open-minded and passion-driven employees will help a
leader achieve his or her dreams.
1. Whether Mark Dawson is resisting change that Cheryl Hailstorm is seeking to make
From the first instance, it is evident that Mark is resisting the new business idea of
offshore manufacturing being advocated for by Cheryl. It is his view that venturing into off-
shore manufacturing is beyond the company’s means and as such, the plan is bound to fail.
He is also reluctant to discuss the details- a fact that Cheryl is aware of especially when she
reminds him about their past in business and to top it all, she ‘bribes’ him with a smile. The
second instance of resistance can be noted by the manner in which he approaches the
former Chief Executive Officer- Walter Swensen. This is a clear indicator that Mark is not
willing to accept the changes being proposed by Chery. Old companies like this are known to
stick to their cultures and forms of operations. New changes face a lot of challenges which
such as debates and disagreements by board members as well as stakeholders, (Vantrappen
& Writz, 2018, 178). During the board meeting, Mark asked Cheryl about her past view of

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Management
having the company’s manufacturing business based in Lakeland U.S. Cheryl strongly
believed that manufacturing the goods locally was a good idea. However, Cheryl opines that
the cost of manufacturing has increased hence the need for outsourcing the service. Basing
on Lewin’s model of change, Cheryl should adopt the un-freeze, change and refreeze tactic.
Here, she should sensitize all employees, managers, and stakeholders about the need to
adopt new changes, the importance of offshore manufacturing so that instill the change
through good leadership. Lastly, refreezing the new changes that have been adopted should
be done leading to a stable leadership and production of company products.
On the other hand, resistance can be thwarted by using Kotter’s ‘change management
theory’. In this case, Cheryl should show urgency by explaining the need to take up the new
contract and outsourcing the service or manufacturing process to other partners. Secondly,
she has to get the right people who share her views hence building a good and vibrant team.
Thirdly, the vision of the company should be embraced by all so that the emotional
connection, creativity and attaining objectives are achieved, (Olins, 2017, 13). Fourthly,
communication is key and for these changes to be understood well, Cheryl has to
communicate effectively to all parties involved. Fifth, action should be taken and this
includes drafting agreements, outsourcing the services as agreed and delivering the end
product to the clients. By incorporating these changes, Cheryl is bound to maintain her
leadership streak as before. As a result, Mark’s resistance will be defeated, (Hayes, 2018,
12).
2. Cheryl Hallstrom's Response to towards Mark Dawson
Cheryl does not give Mark sufficient time to expound on his resistance to the deal. A
good leader should be able to allow good communication between her and a manager. First,