Organizational Change and Effectiveness

This assignment explores the influence of organizational change on an organization's effectiveness. It highlights how external factors necessitate adjustments and emphasizes the importance of a responsive approach to maintain balanced performance and revenue. The report suggests using Kotter's 8-Step Change Model for successful implementation, drawing upon various academic sources and research findings.

LEADERSHIP AND
CHANGE

Table of Contents
INTRODUCTION...........................................................................................................................1
Case study........................................................................................................................................1
Model...............................................................................................................................................3
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
In the present world to ensure innovation or change in the existing working styles has
become a crucial part. It is due the reason that competition has raised to a great level which
demand more and more effective outcomes that is capable of providing better results to the
organisation and also ensure the advantage of competitive advantage. It is necessary that the
present working employees are provided with effective leadership as those who will be effected
by change always resist the same (Wagner and et.al., 2012). In the given following report a study
on Where to whatever is done which is magazine that comes every month. It talks about the
trends in the hospitality industries. Lighthouse press is its publisher which ensured that it
contains all the quality information related to various hotels and food joints. Referred company
had a very good image in its starting thirty years as it was effective in providing quality data to
its users but gradually it started facing different challenges. The given text will discuss the
situations with which “where to whatever” went through and how it started implementing the
various strategies to change so that their organisational objectives can be achieved.
Case study
Lighthouse press published magazine in Lemchester which helped the citizens of that
place to get knowledge regarding the new hotels that are opening there and also remain updated
with the changes that are made in the existing restaurants. It helps the interested individuals in
taking their decisions regarding the famous tourists destinations and other recreational places.
Youth is the target customer of this brand as they are the one which uses this information and act
accordingly. The given organisation was doing good business before but later with the
availability of better options and increase in demand customers shifted to other brands which
created problem for the given organisation (Battilana and et.al., 2010). Their revenue get highly
effected for which it is important for the given organisation to bring change in their code of
conduct so that they can regain their previous position and can cover greater market. For this the
foremost step adopted by the management was of analysing their own capacities for which they
took assistance from a marketing counselling firm. From them they asked to point out those areas
on which the given organisation needs to work upon. After going through its past results and
performances following barriers or drawbacks were put in front which are given below:
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 Growth in the online services – digitalisation has developed at a very fast speed and has
the capacity to full fill the needs of customer with more level of satisfaction. It can reach
to a number of user which further acted as a challenge for the refereed organisation. This
change in business brings pressure on the discussed association too to adopt the online
services so that it can increase its share in the market.
 Change in market trends – The external environment is dynamic and keeps on
changing. In order to compete with the same it is necessary that whatever is new and
more developed is adopted so that customer satisfaction is maintained. Where to
whatever faced immense challenge from those which were providing the latest
technology services to costumers (Esterberg and Wooding, 2013).
 Lack of full information – this was one of the major factor that lead to the downfall in
the profitability of refereed organisation. In its publications it includes less information as
knowledge of bar restaurants was not included in the text which has greatest demand by
the young generations.
All the above text shows that the given organisation faced various challenges which
restricted its growth and affected its profitability to a very high extent. This build pressure on the
management to work on its strengths so that a positive growth can be observed for which new
creative ideas were adopted among which the most aggressive one are as follows:
 Company started providing free online services to its users which was known as W2W
 Updates were provided to the market on continue basis
 It added a new feature in the existing magazines in which users were given a different
space where they could write their own reviews and mark quality comments.
All the above taken steps aims at increasing the total share of the company in the market so that
they can regain the previous level of income and can grow in future. This will further help them
in establishing a better brand image in the market which is possible only if the existing customers
receives a greater amount of satisfaction (Harris and et.al., 2013). If they are successful in
implementing the change the company can earn competitive advantage in the industry. Apart
from above there are various models which can also be utilised by the administration of where to
whatever organisation among which the most effective ones are kotter's eight step and the other
is lewis change model.
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Model
Kotter's 8 step change model is an effective tool that can be utilised in the given context.
Under this system proper set of steps is being followed which assists in implementing the change
at work place in its best effective manner (Kotter's 8-Step Change Model, 2017). Given below is
the series of steps that are followed under this system.
Create a sense of urgency - This is the first and most important step given by John Kotter. In
the organisation we often see change in beginning there is detailed analyses, sometimes energy
is wasted to convey the message and make very little to move organization into transformation.
There is assumption that management approval is mandatory to make a change. If many people
start talking about the change we will build the urgency in the organisation (Edginton and et.al.,
2011).
What can be done to see the urgency
1. - Organisation have to identify the threats and make a scenario for them, what could be
happen in the future
2. -Analyse the opportunities that may be used
3. -Request may done from customers stakeholders and industry people to make our
decision strong.
 Form a powerful coalition
In this step we have to convince the people that change is necessary. Usually strong
management people are used to support the favour of change inthe organisation. To lead change
we may properly use or influence and make a strong team or bring together. Use of expertise is
also there in the coalition. We may do the following to form a powerful coalition:
 identify the true leader in the organisation
 work on team building
 checking team weak areas
 we may also ask for emotional commitment from leader who have strong influence.
Create a vision for change - As we think about the change we have many ideas and
solution which are around our mind (Kenney and et.al., 2013). At the same time we have to think
that concept which we are looking for people must be easy and easily understood by them. By
formulating a clear vision it may help everyone to understand that what company is trying to
achieve in the particular time frame.
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 What we may do to have change
 Understood the change values that central to change
 Make understand people by slogan how organisation see future
The best way to take more concrete and stable idea or organisation vision is through
incorporating the ideas from employees in vision, so they can grab vision faster.
Communicate the vision - After creating the vision it will determine the success of
organisation. Companies message will probably more tough and strong as per other days of
communication within the company, so it must done frequently and with full energy, this is the
fourth and the most important step to create acceptance in the employees. As management every
time special meetings for the communication of vision must not be done instead same can be
shared whenever the management get chance to share to it with others. Use the vision daily to
make decisions regarding how to problems can be resolved. As the management continues
telling companies vision people will remember it for long and respond to it as soon as possible.
For the full communication enterprise must use the strategy walk the talk, for great vision
demonstrate the kind of behaviour that the commercial enterprise want from employees (Davis,
2012).
What can be done
-Always share about vision to the employees
-Be honest about our views
Remove Obstacles: By using these steps and to reach to this stages at the point in the
modified process. Most of them are talking about company vision and other building various
level of an organisation. However, the staffs need to involve in getting busy and to attain the
advantages that are essential for the company. Put in right place the necessary structure for
making any new changes and start checking regularly for removing barriers. Removing obstacle
can help them to execute company vision and make the changes to move forward in the
sustainable environment.
Formulate short term wins: It has been noticed that success varies with the motivation.
The current company would be able to perform the work in more appropriate manner by using
correct strategies and plan. Within a limited time the company would be able to receive a good
results. Because of critic and negative thinkers they might create more difficult issues in
completing the plan. Creation of short term targets which is used to attain its long term aims and
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objectives. With the attainment of small target the long objectives can automatically achieved
(Harding, 2010).
Build on some specific changes: According to Kotter statements, that many changes in
the project will make the project more complex and sometime it failed before reaching to the
targets. The real changes are getting more in deep. Small target or wins are only ways by which
company can plan their long term goals to attain more effective results. A product get success by
lunching it by using new technology. But, if company is developing more than 10 products at a
time. It means that the system is working in more effective manner. The capacity of producing
more outcome with the use of such system are more crucial. In order to keep proper
improvements they need to reach at 10th position in the market. Each success is providing a great
opportunities to develop on what is going correct in the process of making more productive
process and determine what they need to improve to get more accurate and reliable outcome.
Anchor the changes in corporate culture: At last, to make stick with the plan, it would
be become an important part of core business in an organisation. The corporate culture often
identified what gets done in order to gain maximum value for the company. Continuous efforts is
required to make the necessary changes which are important for the company. This may included
existing staffs members and leaders who are associated with the corporate culture. If the
company is not having proper support of team not any objectives can be attain in near future. It is
necessary to have more capable staffs which are effective enough to attain their overall goals and
objectives (Nevarez and Wood, 2010).
CONCLUSION
From the above discussed report this has been summarised that in an organisation
changes keep on taking place which can have a positive or negative impact on the results. It is
important that with modifications that take place in the surroundings accordingly response to
same is given so that the performance and revenues can be balanced. To implement changes at
the work place companies can use the model of Koters as it is successful in achieving the desired
changes.
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REFERENCES
Books and Journals
Wagner, T. and et.al., 2012. Change leadership: A practical guide to transforming our schools.
John Wiley & Sons.
Battilana, J. and et.al., 2010. Leadership competencies for implementing planned organizational
change. The Leadership Quarterly, 21(3), pp.422-438.
Esterberg, K.G. and Wooding, J., 2013. Divided conversations: Identities, leadership, and
change in public higher education. Vanderbilt University Press.
Harris, A. and et.al., 2013. Effective leadership for school improvement. Routledge.
Edginton, C.R. And et.al., 2011. Leadership for recreation, parks, and leisure services.
Sagamore Publishing LLC. 804 North Neil Street, Champaign, IL 61820.
Kenney, M. and et.al., 2013. Organisational adaptation in an activist network: Social networks,
leadership, and change in al-Muhajiroun. Applied ergonomics, 44(5), pp.739-747.
Davis, G., 2012. A documentary analysis of the use of leadership and change theory in changing
practice in early years settings. Early Years, 32(3), pp.266-276.Davis, G., 2012. A
documentary analysis of the use of leadership and change theory in changing practice in
early years settings. Early Years, 32(3), pp.266-276.
Harding, T., 2010. Fostering creativity for leadership and leading change. Arts Education Policy
Review, 111(2), pp.51-53.
Nevarez, C. and Wood, J.L., 2010. Community college leadership and administration: Theory,
practice, and change (Vol. 3). Peter Lang.
Online
Kotter's 8-Step Change Model.2017. [Online] Available through
<https://www.mindtools.com/pages/article/newPPM_82.htm>. [Accessed on 31st
October 2017].
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