Managing Change | Case Study About Lakeland Wonders

Running head: MANAGING CHANGE
Managing Change
Name of the Student
Name of the University
Author Note

MANAGING CHANGE1
To: Cheryl Hailstrom, CEO, Lakeland Wonders
From: (Your name), Change Consultant
Date:
Subject: Managing Change
In this particular case study about Lakeland Wonders, the change that is supported for
coping with the development in the market is not a right approach in the beginning. This is to
acknowledge the fact that Cheryl is perceived as an outsider but trying to initiate change in
just 6 months within the organisation. The approach is somewhat dictating and the
transactional analysis does not support the fact of the changes that are about to be brought
within the organisation (Chung, 2018). There are several negative points found When the
changes is propose to be brought about as it seems a bit pushing and too quick as for the
lighting of the others. The quick compliance action is sometimes not approachable to the
other people a man including the contacts where there is a requirement of hiring others
(Beech et al., 2018). Since there was no support on the change request, this is where the
inclusion of hiring new people came in that would support the situation. However getting
ahead of the market and with the proper planning is falling short of a proper communication
within the employees (Barnlund, 2017). This is why there is a possibility of an interpersonal
conflict within the team members. This is why following would be a development of
transactional analysis system and their relevance to change communication so that the change
that is proposed to be included within the organisation would have a proper initiation and
communication to all the members within the organisation rather than sounding like an order
to them.

MANAGING CHANGE2
Overview of transactional analysis and relevance to change communication
In simple terms, the transactional analysis is a process by which a person becomes
more aware of the behaviour of self and understand where ego is represented while
communicating. A more constructive transaction can be identified when a person utilizes
transactional analysis in the way of communicating with other people.
Change within an organisation is an important aspect where a model should be
developed so that every person within an organisation understand the requirement of change
(Loan & Hai, 2017). It is not sure that every person within the organisation would agree to a
probable change that would be brought about as decided by the executive it must be
communicated in such a way that it each of the people would agree to the initiation of change
within the organisation and what accordingly as a team understanding the benefits and the
requirement of change (Kim, Bang & Ko, 2016). When people communicate with each other
and transact or exchange ideas and information, the other work under are communicable and
comfortable setting or they are other uncomfortable in communicating with each other. Since
change is such a delicate topic to talk about within an organisation the executive also must
have an idea that the vision of bringing about change can either be rejected or be accepted by
the other employees.
This is why the transactional analysis technique needs to be understood in such a way
that people who are thinking about bring change within the organisation can understand if
there is a tone of ego for a proper communication. If it sounds like in order there would be a
development of agitation and interpersonal conflict (Hargaden & Cornell, 2019). This is why
transactional analysis technique in case of change communication needs to be acknowledged
so that this agitation is eradicated from the discussion and it sounds more like a discussion
that would include the insights of other employees as well.