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Organizational Change and Development: PDF

   

Added on  2021-06-14

19 Pages4253 Words99 Views
Leadership ManagementProfessional Development
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Running head: ORGANIZATIONAL CHANGE AND DEVELOPMENTOrganizational Change and DevelopmentName of the StudentName of the UniversityAuthor Note
Organizational Change and Development: PDF_1

1ORGANIZATIONAL CHANGE AND DEVELOPMENTTable of Contents1.0 Introduction......................................................................................................................................32.0 Discussion........................................................................................................................................32.1 In-depth and clear analysis of the problems and opportunities of change strategy.....................32.1.1 Problems...............................................................................................................................42.1.2 Opportunities........................................................................................................................52.1.3 Kotter’s 8 step Model of Change..........................................................................................62.1.4 The McKinsey 7-S Change Framework...............................................................................82.2 Justification for a change strategy...............................................................................................92.2.1 Leadership change strategy.................................................................................................102.2.2 Technological change strategies.........................................................................................102.2.3 Communication strategies..................................................................................................112.3 Analysis of the issues and barriers.............................................................................................122.3.1 Issues and Barriers..............................................................................................................122.3.2 Contingency plan to overcome the issues and barriers.......................................................132.4 Analysis of the ethical issues implied........................................................................................142.4.1 Missing some important aspects.........................................................................................142.4.2 Transparency of sharing organizational values..................................................................142.4.3 Representation wrong data to the stakeholders..................................................................15
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2ORGANIZATIONAL CHANGE AND DEVELOPMENT3.0 Conclusion.....................................................................................................................................154.0 Reference List and Bibliography...................................................................................................17
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3ORGANIZATIONAL CHANGE AND DEVELOPMENT1.0 Introduction This business report highlights in-depth and clear analysis of the problems andopportunities, justification for a change strategy, analysis of the issues and barriers forimplementing the proposed change management plan along with ethical issues implied from theCase Study followed with strategies to address those issues and evaluating of the planned changemanagement objectives. The two change strategy selected for the assignment are Kotter’s 8 stepModel of Change and McKinsey 7-S Change Framework, which will be help the organization tolead change for attaining competitive advantage, forecasting the process change, measuringresults, increasing confidence and reducing resistance to the existing system. 2.0 Discussion2.1 In-depth and clear analysis of the problems and opportunities of change strategy Goetsch and Davis (2014) stated that when an organization implements tools andtechniques for bringing suitable changes to the process of the organization for fulfilling therecent demand of the market and customers is known as change management. In some cases,changes are included in the company for re-structuring the managerial approaches; while, insome of the cases in order to meet the standardized methods and procedures comparative to theongoing market principles (Cameron and Green 2015). Hayes (2014) on the other hand arguedthat change management leads to the problem of adopting the implemented changes among theemployees; require more capital resources and choosing wrong change management solution.Van der Voet (2014) in this case presented a counterargument that, effective change managementresults in ease in tension and also lead to greater smooth process.
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