Change Management Systematic Approach

CHANGE MANAGEMENT INTRODUCTION 1 MAIN BODY1 DEFINE CHANGE 1 IMPLEMENTATION PROCESS 2 GET MANAGEMENT SUPPORT 4 IDENTIFY KEY STAKEHOLDERS 4 ACTION PLAN 5 COMMUNICATION 6 CONCLUSION 7 REFERENCES 9 INTRODUCTION Change management is the systematic approach which dealswiththe transformation of firm's objective, technologies, and procedure.The purpose of change management is to apply strategies for change in the controlling and helps the employees to adapt such change in organisation. Change management consider such changes in the

CHANGE MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
DEFINE CHANGE.....................................................................................................................1
IMPLEMENTATION PROCESS...............................................................................................2
GET MANAGEMENT SUPPORT ............................................................................................4
IDENTIFY KEY STAKEHOLDERS ........................................................................................4
ACTION PLAN..........................................................................................................................5
COMMUNICATION..................................................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9

INTRODUCTION
Change management is the systematic approach which deals with the transformation of firm's
objective, technologies, and procedure. The purpose of change management is to apply strategies
for change in the controlling and helps the employees to adapt such change in organisation.
Change management consider such changes in the business are organisation restructuring,
merger, acquisitions, technological changes and so on. It is the process tool or techniques
through which the firm can manage the individual side change to achieve the required business
outcome. This report is based on the Marks and Spencer firm, this firm is UK based company
which deal with retail chain store which sells high quality cloths, food and home products. It was
founded in 1884 by Michael marks and Thomas Spencer. This report were summarised about the
definitions of change and its formalised implementation of the process. Report consider the
management supports and commitments and identification of key stakeholders in the
organisation. Further there is an brief dissuasion on the action plan communication ways and
implementation of change plan in the Marks and Spencer.
MAIN BODY
DEFINE CHANGE
Change Management is a approach to set up, assist and help individuals, teams and organization
in bringing change (Morin and et.al., 2016). The change drivers involves technological
evolution, change in consumer tastes and preferences, competition, mergers and acquisitions and
restructuring. Organizational change consider the whole organization and the needed change.
Change usually occur in the response to, or as result of some external and internal pressure. It
refers to the alteration in work environment. It is important for the organization to implement
change. Businesses should adapt change else will be swept away or left out by the change.
Modern firms are highly changing, varied and adaptive to multiplicity of changes. It refers to
changes in structural relationships and relation of individuals in the organization (Donnelly and
Kirk, 2015). Change can be brought because of external pressures such as technological
advancement, dynamic market situations and social and political changes. Internal pressures like
change is managerial personnel and inadequacy in the prevailing organization.
Marks and Spencer needed to bring change in their management as well as bring new
technological changes. As it was analyzed through the studies that Marks and Spencer is closing
their 22 stores and in coming 2022 they are going to close the rest 200 stores and are planning to
1

develop everything online. As they were lacking behind in this phase and the company was
suffering losses (Steigenberger, 2015). So they analyzed that the modern customers focus more
on buying things online and this is becoming the trend that the whole world is following so why
shouldn't they try it. So they have started planning to design their app online and increase their
sales through that. The company is also planning to brought change is inventory management, as
they evaluated that the stock was not properly handled and that was causing an issue for the
company. It resulted in stocks lying in the stores that are not yet demanded. The company
applied Kotter's approach to manage change in the organization.
IMPLEMENTATION PROCESS
Step 1: Develop a sense of urgency
The first step in the change model means to making aware the employees about the need and
urgency for change in the organization. This need open, direct and credible dialogue with the
employees of the company. This will help in convincing the employees about the significance of
the actions with potential threats and opportunities by discussing possible alternatives (Verhulst
and Lambrechts, 2015). The employees of Marks and Spencer should know about the
opportunities that are coming in the market with the upgrading technology.
Step 2 : Create a guiding coalition
A team will be established to bring the changes in the organization who are focused to
implement the change. This group manages all efforts and boost the employees to cooperate and
take a creative approach. Marks and Spencer should make a team of such employees who are
working in various jobs and positions that will let employees rely on the team and relate
themselves with the group.
Step 3 : Creating a vision for change
Developing a vision will help the employees to understand what an organization wants to
achieve and within the given time frame (Morin and et.al., 2016). It creates support of the
employees to implement the change. Marks and Spencer should involve the employees in
creating the vision so they can accept the change faster and their opinions can be involved in the
decision-making.
Step 4 : Communicate the vision : This is the most important part of the change process, the
vision to be created and supported and accepted by the employees. It can only be possible when
their opinions are considered, they will be changed according to it. Marks and Spencer should let
2

their employees open up with their thought process about the vision to be successful in
achieving it.
Step 5 : Remove Obstacles : Before the change is accepted at every level in the organization, it
is necessary to remove possible obstacles that can be in the way to undermine the visio
(Altamony and et.al., 2016)n. Marks and Spencer should communicate the vision to employees
and incorporate and implement those changes that are told by the employees.
Step 6 : Create short term goals : To obtain the vision company should make short term goals
o win the bigger picture. When these short goals are achieved this will motivate the employees to
accept and expand the change. Marks and Spencer should also create the short term plans to
attain the goals that will lead their employees towards achieving the desired vision.
Step 7 : Consolidate Improvement : The company should brings continuous improvement. So,
Marks and Spencer should focus on achieving the final vision and should keep on improving the
process.
Step 8 : Anchor the changes : The change will become the part of the organization culture only
when it becomes a part of the core of the company (Donnelly and Kirk, 2015). Marks and
Spencer should motivate their employees to continue to support the change that is brought in the
organization and keep evaluating it and monitor the change.
GET MANAGEMENT SUPPORT
Marks and Spencer can get the support of management when they let the employees
know about the need for change. After properly evaluating the environment the company
analyses that they need change in technology (Donnelly and Kirk, 2015). So, the employees
should be communicated the change that is going to be brought in the organization. They should
be made clear about the change process and the management should be involved in the decision-
making. As due to this they will feel that they are involved in the process, they will become the
part of the change and the other thing is possibility they is that they have some opinions about
the changes made, so they can give their opinions and be open about their thinking. This will
motivate them and build confidence in them and they will be happy to accept the change
(Doppelt, 2017). If Marks and Spencer communicates the vision to the management, they will
know what exactly organization seeks. So they will be happy to become a part of the process that
will support as they know that the company is talking about some realistic goals and nothing
3

imaginary. And by making short goals and successfully achieving them will attract the
management towards change and will lead to their commitment towards the change.
IDENTIFY KEY STAKEHOLDERS
Customers: Customers are the one's who influence change or can say who drives change.
Because customers tastes and preferences are changing in this dynamic world. So this impact the
organization decisions and lead them to bring change (Hayes, 2018). As the company's are
competing with each other only to satisfy customer needs and wants so they are key focus of all
the organizations. Their demands keep on modifying with changing technology. So Marks and
Spencer has to evaluate the market and their needs.
Suppliers: Suppliers are the one who are going to promote the change in the market. The
distribution channel of the organization should be effective and efficient that leads to bring
change in the market (Hornstein, 2015). As Marks and Spencer is bringing technological changes
in the organization and will market everything online so this will reduce the workload of the
suppliers for distributing. But still they can be of use to the company as they can advance the
sales by promoting it's products.
Competitors: Strategies implemented by the competitors should be evaluated. And it can
provide guidance to the organisation to make changes in their methods and plan new strategies.
Because it is possible that the techniques used by rival firms can be more effective and by
implying it in one's organisation can help in increasing the sales (Lozano, Nummert and
Ceulemans, 2016). Marks and Spencer also realized seeing to other firms that they should
develop the online system to market their products.
Investors: Investors are the one's who arrange the funds for the organisation.. They influence the
change as they are the providers of the funds. Marks and Spencer should let the investors know
about the need of change and the it's importance. They should involve the investors in the change
planing and should communicate the vision, as this will be easy for the investors to know about
the need for change.
ACTION PLAN
Action plan is a plan which consider the sufficient details to meets with the organisational
goal or objectives (Verhulst and Lambrechts, 2015). It provides the brief outline to action stages
and its responsibilities for each and every step. An action plan consist with the change about the
organisation, resources that are require for the change implementation and how long the process
4

of change will takes time. Marks and Spencer required change in the organisation regarding its
technology. Following is the brief Action plan of such changes in the organisation.
Action change required Resources required Time duration
Marks and Spencer requires
technological changes in the
firm. Organization have a high
need to implements the new
software in firm which needs
training to the employees
(Steigenberger, 2015). The
change is required for
generates more effective data
record of the company.
For making such technological
changes in the organization the
firm has required management
support as well as they have to
provides training to
employees. For such
implementation organization
needs money for such plan and
needs the trainer for worker to
teach new technology in the
organization.
This technological changes
implementation process were
takes time to making such
huge change. It will takes two
months, where one month is
for proper training to the
employers of the organization
and one for making an
adaptation of such technical
software in the company.
COMMUNICATION
Communication is most essential for making change in the organisation. A healthy
communication strategies ensures the change in organisation are going smooth implementation
and facilitates the outcome of a change by shoeing the reaction of employees after getting know
about changes (Morin and et.al., 2016). For an technological changes Marks and Spencer
adapting the following ways of communication for a better employees experiences.
Consider an emotional impact of change:
It is an old marketing philosophy in which management of Marks and Spencer
communicates with the employees by influencing them the benefits of such changes (Altamony
and et.al., 2016). Through telling the good face and influence the employees on the basis of
working relationship, it will be more easy and effective way to giving the information to the
employees about the upcoming change in the organisation.
Considers the source and channels:
5

Change communication is always flow in the top to bottom
direction. Changing idea is generally starts with the CEO of the company to encourage the
managers to having a brief discussion on the change in the detail among management team
(Cameron and Green, 2015). The management of Marks and Spencer make it sure that there is an
use of good communicational channels such as communicational apps of the firm, mails, etc.
which creates an open way through which employees may also involves in the conversation.
Being clear and honest:
While adaptation a change in the organisation, management should communicate with
honesty and clearly to the employees that what kind of change were implemented in the
organisation and how it will impacts ion the working era in the firm and should be explain them
that why such changes are adapting in firm (Donnelly and Kirk, 2015). By using simple and
straightforward language are helps to gaining the trust of workers on management. Employees
are respond well to the honest communication.
Implement change plan:
Every business needs changes for better growth of firm, leader has to takes risk of change
to making an organisation more capable and productive. Following are process through which
the firm adapting changes in the organisation.
Discovery and planning:
In this stage Marks and Spencer needs to design the change plan. While making plan for
change the firm has to make sure that it will be more productive (Doppelt, 2017). Organisation's
management team has to evaluates the change to and its effectiveness to the organisation and
creates the plan for making ways to adapts such change in business.
Communication clearly:
After the identification of way of change there is need to communicate about the
technological change adaptation to the workers of Marks and Spencer (Hayes, 2018). The firm
management has to communicates very clear and with honesty that what kind if changes are a
firm going through and hoe it can be implemented in the organisation. Through the
communication the employees were also involved in the changing process and give there ideas to
make change more effective in the organisation.
Delegation of tasks:
6

While performing change in the organisation, the leader can not implement the change
alone (Hornstein, 2015). Task were delegated to the individual of the organisation which makes
implementation process more easy. Through giving worker responsibility facilitates more
effective change implementation in the organisation.
Manage expectation and control:
After the successful implementation there is need to make control over the new change
and make sure that the change go in the correct direction. When the leading department through
the change, managing the expectation is more critical for the leader (Lozano, Nummert and
Ceulemans, 2016). The management of Marks and Spencer need so meets the expectation of
individual and control over the activities performed by an individual in the organisation.
CONCLUSION
In this file it has been concluded that in any organisation change plays an essential role to
meeting the estimated vision or objective in an effective and efficient manner. Change
management facilitates the transformation of things in the organisation. Change management is
the implementation of the required changes in the organisation. There is the brief discussion on
the implementation process of Kotter's change model in which there are eight steps which are
create, build, form, enlist, enable, generate, sustain and institute. It has been also summarised
about the management and support commitments and the stakeholders. This report provides the
brief action plan of technological changes in Marks and Spencer in which it has been considers
the requirements of changes and the time that were consumes in the change process. Further the
report has been consider about the communication ways for change management in which it is
define that how Marks and Spencer were communicate their change to their employees and after
this a brief of implement change plan in which it has been identify the stages like creates
planning, task delegation, control and making expectation of the employees were concluded in
the above study.
7

REFERENCES
Books and Journals
Altamony, H., and et.al., 2016. The relationship between change management strategy and
successful enterprise resource planning (ERP) implementations: A theoretical
perspective. International Journal of Business Management and Economic Research.
7(4), pp.690-703.
Cameron, E. and Green, M., 2015. Making sense of change management: A complete guide to
the models, tools and techniques of organizational change. Kogan Page Publishers.
Donnelly, P. and Kirk, P., 2015. Use the PDSA model for effective change
management. Education for Primary Care. 26(4), pp.279-281.
Doppelt, B., 2017. Leading change toward sustainability: A change-management guide for
business, government and civil society. Routledge.
8

Hayes, J., 2018. The theory and practice of change management. Palgrave.
Hornstein, H.A., 2015. The integration of project management and organizational change
management is now a necessity. International Journal of Project Management. 33(2),
pp.291-298.
Lozano, R., Nummert, B. and Ceulemans, K., 2016. Elucidating the relationship between
sustainability reporting and organisational change management for
sustainability. Journal of cleaner production. 125, pp.168-188.
Morin, A.J., and et.al., 2016. Longitudinal associations between employees’ beliefs about the
quality of the change management process, affective commitment to change and
psychological empowerment. Human Relations. 69(3), pp.839-867.
Steigenberger, N., 2015. Emotions in sensemaking: a change management perspective. Journal
of Organizational Change Management. 28(3), pp.432-451.
Verhulst, E. and Lambrechts, W., 2015. Fostering the incorporation of sustainable development
in higher education. Lessons learned from a change management perspective. Journal of
Cleaner Production. 106, pp.189-204.
9