Management of Change: Principles and Analysis for Effective Organizational Transformation

In this document we will discuss about Management of Change and below are the summary points of this document:- Analysis of behavior: Examining two principles of ethical change management applicable to the management of change. Leading the way towards innovative thinking: Encouraging managers to embrace new approaches and address market demands. Guiding with culture: Highlighting the importance of organizational culture in enacting effective change management.

Running head: MANAGEMENT OF CHANGE
MANAGEMENT OF CHANGE
Name of the Student
Name of the University
Author Note

1MANAGEMENT OF CHANGE
Table of Contents
Analysis of Behaviour................................................................................................................2
Two principles of ethical change management that should be applied to the management of
change........................................................................................................................................2
1. Identify whether the manager is resisting the change that Cheryl Hailstrom is seeking to
make...........................................................................................................................................3
2. Critique the response/s of Cheryl Hailstrom towards the manager....................................3
3. Recommend no more than three measures that can be taken by Cheryl for management. 4

2MANAGEMENT OF CHANGE
Analysis of Behaviour
Two of the principles of the ethical change management that should be
applicable to the change management
The principles in connection to the change management related to the ethics that is required
for getting applicable for the changes regarding the management as per the following (Pugh,
2016). Two of the most denoted factor that applies to the major changes of the situation that
are generally implemented by the institutions manager for required development and the
illustration of the literature of the management of the change.
Leading of the ways towards the innovative and new thinking – The initiatives of the change
assumes that the individual tends for moving the natural tendencies in the case of the formal
incentives and the formal elements like the directives that had been kept in places (Hayes,
2018). In the aim of the success of the organization in the critical level, the managers and the
head of the manufacturers of the globe acted for innovative and new way together with the
effect or enforcement of the dramatic and full of scale together with the issues and the
challenges relate to the demands and the issues of the market.
Guiding with the culture – The organizational culture has been one of the widespread topic of
debate in the current era. The company culture is generally viewed as the legacy regarding
past (Salman & Broten, 2017). It is furthermore essential to aim on the details of the structure
example the rights related to the decision, the lies of the report and the formal procedures that
are connected to the cultures that have the chance to enact the alteration (Lines et al., 2015).
Thus qualified leaders in the company must be alert regarding the changes in the management
of the company in the aim of initiating major of cultures of organization.

3MANAGEMENT OF CHANGE
Recognize if the manager is withstanding the alteration that Cheryl
Hailstrom wants to make.
Cheryl was being employed as the CEO of one of the biggest company with
customers. She was employed for growth and prosperity for some of the bestselling of
products of the organization (Verhulst & Lambrechts, 2015). She was being chosen
by the previous manager of the organization due to her ability and the qualities to
generate revenues for the company which helped the company to go to the next level
by her immense enthusiasm (Morin et al., 2016). Furthermore she had been intending
to target the aims of the growth as per the board with the effective reaching which is
beyond the Lakeland’s upscale market together with the introduction of the
midmarket together with some of the contract that are exclusive of the toy and the
customers who are new (Hornstein, 2015). Most of the leaders who are the seniors are
majorly resisting this particular change as proposed by Cheryl is because they fear
that the offshore outsourcing may be dangerous to the brand marketing for the reason
of some of the tricky terms of the negotiation of the union (Maylor, Blackmon &
Huemann, 2016). According to some of the managers, Cheryl, The CEO of the
company was forcing too much regarding the expected or thee wanted alteration or
the changes and her decisiveness regarding the introduction of foreigners in the in the
aim of the adoption of the speedy change tends to overhaul the culture of corporate
structure of the company.
Explanation of the response by Cheryl Hailstrom to the manager.
Cheryl, the company’s CEO targets for enlargement of the manufacturing firm to the
overseas from the domestic market (McNulty, 2002). In order to deal regarding the
manufacturing which are pretty expensive on United States, it is thus essential to meet

4MANAGEMENT OF CHANGE
the arrangements of the costs regarding which head of the organization are worried.
According to quiet a few response of Cheryl to the managers regarding some of the
fruitful strategies for hiring of the Cecil and Pat s that the company can benefit from
gaining of the support and the trust of the organization. The response of Cheryl
furthermore highlighted that most of the managers have been acting being agreeable
in front of her face but they are tending to be moving slowly deliberately on her back
and raising critics of her decisions. Together with the initiation of the conversation
with the VP of the operations and the managers of the company, Mark Dawson
illustrated how is unaware and is un knowledgeable regarding the decision that Cheryl
tool that thus do not have any interest or intent for implementing the strategy as
proposed by Cheryl (Carnall, 2018). Besides these, there had been an increasing level
regarding the absence of the trust, the barriers of communication which had been
raising and the dependency of Cheryl towards the members of the team of the
organization where Cheryl felt that these factors has been contributing towards the
change resistance that Cheryl wanted to introduce visioning the benefit of the
organization.
Recommendation of three measures that can be taken by Cheryl for
management.
For the effective management of the organization, the recommended measures that
can be taken up by Cheryl for effective management of the organization are the
following.
 Development of strong and effective relation and the relationship with the employees
of the organization - Implementation of chances for some of the connection and the
strategies for the organization of the events that will eventually bring the employees

5MANAGEMENT OF CHANGE
of the organization to interact together (Burchell, Kennedy & Murray, 2015). The
practise will make the employees feel valued
 Implementation of the traits of the leadership varying from transformational and
transaction - Some of the recommended structures and the strategies that Cheryl
needs to introduce are the inspirational motivation and the gaining of the effective
knowledge regarding the resources and the capabilities.
 Kotter’s 8 step change model for the organizational change - It is important for
Cheryl to create an urgency regarding the implementation of the strategies related to
effective communication which is one of the greatest chances and the opportunities
for all the stake holders(Nankervis et al., 2016).

6MANAGEMENT OF CHANGE
Reference
Burchell, J., Kennedy, S., & Murray, A. (2015). Responsible management education in UK
business schools: Critically examining the role of the United Nations Principles for
Responsible Management Education as a driver for change. Management
Learning, 46(4), 479-497.
Cameron, E., & Green, M. (2015). Making sense of change management: A complete guide to
the models, tools and techniques of organizational change. Kogan Page Publishers.
Carnall, C. (2018). Managing change. Routledge.
Hayes, J. (2018). The theory and practice of change management.
Hornstein, H. A. (2015). The integration of project management and organizational change
management is now a necessity. International Journal of Project Management, 33(2),
291-298.
Lines, B. C., Sullivan, K. T., Smithwick, J. B., & Mischung, J. (2015). Overcoming
resistance to change in engineering and construction: Change management factors for
owner organizations. International Journal of Project Management, 33(5), 1170-
1179.
Maylor, H., Blackmon, K., & Huemann, M. (2016). Researching business and management.
Macmillan International Higher Education.
McNulty, E. (2002). Welcome aboard (but don't change a thing). Harvard business
review, 80(10), 32-5.
Morin, A. J., Meyer, J. P., Bélanger, É., Boudrias, J. S., Gagné, M., & Parker, P. D. (2016).
Longitudinal associations between employees’ beliefs about the quality of the change

7MANAGEMENT OF CHANGE
management process, affective commitment to change and psychological
empowerment. Human Relations, 69(3), 839-867.
Nankervis, A. R., Baird, M., Coffey, J., & Shields, J. (2016). Human resource management:
strategy and practice. Cengage AU.
Pugh, L. (2016). Change management in information services. Routledge.
Salman, Y., & Broten, N. (2017). Leading Change. Macat Library.
Slater, M. J., Evans, A. L., & Turner, M. J. (2016). Implementing a social identity approach
for effective change management. Journal of Change Management, 16(1), 18-37.
Teal, D. M., Miller, W. G., Castagnoli, C., Jennings, T., Schell, T., & Teal, R. S. (2015). U.S.
Patent No. 8,950,007. Washington, DC: U.S. Patent and Trademark Office.
Thiry, M. (2016). Program management. Routledge.
Verhulst, E., & Lambrechts, W. (2015). Fostering the incorporation of sustainable
development in higher education. Lessons learned from a change management
perspective. Journal of Cleaner Production, 106, 189-204.