Organizational Change Management - A Hypothetical Company

Running head: ORGANIZATIONAL CHANGE MANAGEMENT
Organizational Change Management
[A Hypothetical Company]
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1ORGANIZATIONAL CHANGE MANAGEMENT
Executive summary
The main purpose of this study is to understand the needs for change, ways to plan it and factors
to consider to implement this. The study is being constructed and proceeded with the help of the
case scenario. Different change management strategies are being used in this report to understand
how a change process should be conducted.

2ORGANIZATIONAL CHANGE MANAGEMENT
Table of Contents
A. Addressed need for change and Systems Contingency or Organizational Life Cycle Models. .3
B. Learning vs. Traditional Organization........................................................................................3
B1. Woolner’s 5 Stages...............................................................................................................4
B1a. Woolner’s 5 Stage Explanation.......................................................................................4
B2. Senge’s 5-Disciplines............................................................................................................4
C. End Result and Nature of Change...............................................................................................6
C1. Explanation of End Result and Nature of Change................................................................6
D. Action Research Model..............................................................................................................6
E. Innovative Strategies...................................................................................................................7
E1. Explanation of Innovative Strategies....................................................................................7
F. Kotter’s 8-Step Change Process..................................................................................................7
G. Five Pillars of Sustainable Change.............................................................................................9
Conclusion.............................................................................................................................10
References......................................................................................................................................11

3ORGANIZATIONAL CHANGE MANAGEMENT
A. Addressed need for change and Systems Contingency or Organizational Life Cycle
Models
Based on the case scenario, it can be said that the case study company has many positive
attributes like sales and its recent expansion to the international market. However, it lacks many
other attributes like a creative workforce where it needs to consider a change to make it much
more effective than before. Systems Contingency Model helps to evaluate the areas of
improvement and indicates that the company is already into the pressure from negative impacts.
The company seems like have successfully been through the input and transformation phase of
this model; however, it is the output level where the improvement is required at both the
individual and group level. The growth and expansion of the company suggest that customers are
satisfied with its product portfolio; however, a lack of innovation in employees indicates that
they do not have sufficient motivating factor to perform out of the box. In addition, the model
helps to identify that the company faces the challenge for its outdated inventory management and
an incapable organizational structure (Cameron & Green, 2015). These issues if persisted could
become problematic for both the current and future business.
B. Learning vs. Traditional Organization
Learning and traditional organizations despite having the same vision they evidently
differ from each other. A traditional organization lacks a flexible approach and is more often
satisfied with employees fulfilling their organizational roles and responsibilities. On the other
hand, a learning organization is very flexible with its action and decision-making. It also wishes
to attain the vision as a traditional organization does; however, it believes to nurture the mission
into every single employee by promoting and encouraging a learning environment. In a learning