Organizational Change Management Theories and Implications: A Case Study of Desklib

This report discusses organizational change management theories and their implications in a case study of Desklib, an online library for study material. It includes recommendations for Mr. Jacobs, obstacles he may face, and actions he can take to implement change. The report also covers change management models such as Lewin's, McKinsey's, Kotter's, and ADKAR, and how they can be applied in an organization.

CHANGE
AND
TRANSFORMATION

Contents
INTRODUCTION.................................................................................................................................3
MAIN BODY........................................................................................................................................3
Imagine abou the consultant..............................................................................................................3
What would their recommendations be as to how Mr Jacobs should proceed?..............................3
What obstacles expect that Mr Jacobs to meet in implementing their recommendations and how
they overcome from this................................................................................................................5
Imagine that Mr Jacobs have just received the consultant’s report....................................................7
What action would they take and why?.........................................................................................7
What obstacles would they expect Mr Jacobs to meet in implementing their recommendations
and how should these be overcome?..............................................................................................8
The Managing Director of JI (India) and Mr Jacobs has just informed about the contents of the
consultant’s report. He has asked that to produce an action plan for turning the situation round
within six months and preparing the ground for the introduction of the Australian and North
American business...........................................................................................................................10
What actions would they propose and why?................................................................................10
What obstacles would they expect to meet and how would they overcome them?......................11
CONCLUSION...................................................................................................................................13
REFERENCES....................................................................................................................................14

INTRODUCTION
CHANGE influence stand minor and measured, or enormous and difficult. It is, still,
something that requirement be constantly observed and maintained. Reflect all of an IT
organization's transformation management processes and techniques. They do not just set up
them and hope for the best. Every one of these procedures has a individual in control, as well
as KPIs and a plan for constant development. Change is frequently a more immediate reply to
new external variables or altering assumptions (Burk, 2019). This report includes information
and serious accepting of organizational Change Management Theories by answering all
questions of case study in related to this and this report also includes critical analysis of
implications of organizational change analysis in this also answer all questions of case study
in reference to this case study. This report also includes relevant organizational change
management theory to practices and solves problem application and in this all questions have
to be answered in reference to this change management models.
MAIN BODY
Imagine abou the consultant
What would their recommendations be as to how Mr Jacobs should proceed?
According to this case study, Mr. Jacob must proceed by making some change in their
organization and Mr. Jacobs should apply and implement change management theories which
help Mr. Jacobs to run their London office smoothly (Cardellino and Woolner, 2020). Let’s
discuss all change management theories in brief so that it helps Mr. Jacobs to understand
which one is best and suitable for their organization.
LEWIN’S CHANGE MANAGEMENT
This version is called after Kurt Lewin’s, its maker, who established it in the 1950s. In this
three step procedure involved in this Change Management.
Unfreeze: This is the stage of planning. Examine how effects are currently employed to
regulate anything has to be different to achieve the chosen effects. You also make your case
to supervise and define what to expect at this period so that everyone affected is arranged.
Change: This is the period of operation. It is a Position to extrade into action, and remains to
interconnect and make available assistance to all supervise involved (Chlopczyk, 2019).

Refreeze: To escape progressive to the ancient way of doing things, plan a scheme for testing
in and confirming that the fresh method sticks. Observe how well the new methods are
working and how well you have met your objectives.
The McKinsey Change Management Theory
Developed through the support of using McKinsey & Company experts this type contains
breaking substitute software into seven extracts to attentiveness on:
 They have to change strategy in their organization.
 In organization they have to change structure of their company.
 Management have to shared company values and culture in their organization.
 Management also have to make changes in their style of working in organization so
that they able to manage and compete their competitors in market (Christensen and
Jones, 2020).
 Management have to make their staff involved in every activity of their organization
so that their employees can improve their skills and developed.
 In organization their employees must have skills and ability to perform new task in
most effective way so that management can achieve their organization objectives.
Kotter’s Change Management Theory
John Kotter and other control expert established a model fixing on the individuals involved in
a changed technique and their thinking in general. It’s breakdowns it down into eight steps:
 Create an impression of urgency to encourage people.
 Build their variation team with their leaders and change managers of various skills
and their all departments of organization.
 Define their strategic idea for whatever you want to accomplish.
 Toward certify that everybody contributing in the Change Management process is on
boarding and recognizes their occupation, interconnect with them.
 Recognize several uncertain hurdles and report any problems which are rise.
 Create short-time period dreams to disturb their change control plan into possible
steps.
 Sustain momentum throughout the implementation stage.
 Maintain the modifications after the initial task is complete.

ADKAR Change Management Model
The ADKAR model, produced by Prosci's maker Jeff Hiatt, sets out five major ambition
aimed at your transformation management method. This help management to know that
which types skills, knowledge and experienced are required in their organization to operate
their activities so that they accomplish organization goals (Genco, 2019).
Awareness: In organization everyone knows change and it is important to know change for it
operations.
Desire: Make a case aimed at the change so that everyone remains on boarding.
Knowledge: In organization management have responsibility that all employees have skills
and knowledge so that employees have to accomplish their assign task.
Ability: Employees must have skills and training to perform their assign task successfully in
their organization.
Reinforcement: In organization employees must have continue their operation activity to run
their business smoothly with adopting new changes in organization.
This is all change management model have to adopt in their organization by Mr Jacobs so
that they able to established their organization and run their business operations activities.
This all very important also for organization that they have to implement this in organization
to run their business smoothly in market.
What obstacles expect that Mr Jacobs to meet in implementing their recommendations
and how they overcome from this.
The problems which have to face by Mr Jacobs while they are implementing change
management theories in their organization, when they have to operate their business in
London, U.K. Let’s discuss all obstacles in brief which are raised when a change of
management theories applies in an organization.
Lack of executive support and active protection: Many executives do not know their
situation in Change Management, the assets essential, or objective of the modification,
allowing to participants in the greatest performs in Modification Administration training.
Because of this misunderstanding, the administration's communication, visibility, and
transparency are everything tilted (Herrero, 2021). Management support also donates to

reducing support after liveliness live, an overall deficiency of good deal in for the
modification, and irregular communication.
Lack of effective communication led to misalignment: Using preferred senders is the first
stage in the direction of current communication throughout periods of change. Employees
desire to receive commercial level messaging about the transformation from the business's
top administrators. Workers want their immediate manager to interconnect with them almost
individual communications almost the modification, such as responses to What is in it for
me? queries.
Lack of variation to buy in and solution support created opposition: Those that show
little engagement and a unwillingness to implement new processes because they do not hold
the modification and are afraid of the unidentified are best likely to struggle it. Workers in
this situation are content with their present systems and have little motivation to modification.
Limited knowledge and resources for Change Management: Members at all levels of the
corporate recognized a lack of thoughtful of what transformation organization is and in what
way they assistances their organisation. This makes attaining the required resources and
budget more challenging. For they fix not rise the value in transformation administration,
leadership and front-line executives stay uncertain towards distribute finance or man-power
to a transformation organization project (Jackson, 2019).
Change-resistant culture and attitude: Lesser performance, belief, and participation
classified the organisation are the effect of a past of ineffective changes, the frequency of
grain storage, and resistant performances. Different aims, difficult thoughtful, and struggle to
modification are completely refreshed by a nation occupied with corrupt approaches and
interior policies. Unstable the organization's whole values and heaven would essential a
change in worker viewpoints.
This will help Mr Jacobs to setup their business with more effective way in U.K., when they
follow all this major points which may affect their organization process. This all obstacles
help Mr Jacobs to know about their future hurdles which may create problems in their
organization process, so by this Mr Jacobs reduce and minimise their risk factors which may
affect their business operation and they can generate more revenue and profits in their
organization which may help Mr Jacobs to expand their business (Lisein, 2020). In this all
change management theories which help their management to solve problems which is arise

and that will affects, So managements must should have ability to tackle this problems and
make their organization in safe position in market.
This all important changes which Mr Jacobs have to do so that their organization
performance level will increase in their organization, if they do not make that changes then it
is not possible for Mr Jacobs to improve their performance level of their organization in
market and they will not able to sustain their organization for long-term in market.
Imagine that Mr Jacobs have just received the consultant’s report
What action would they take and why?
If I was Mr Jacobs and when i received the consultant report’s then after examine the report
carefully then it is very important action that would take because these Mr Jacobs in their
organization that they can change that and improve that drawbacks which help to improve
their organization operations. This modification in an organisation takes several helpful
values, together with sustaining a reasonable advantage and outstanding appropriate in your
commercial area. Transformation adopts invention take in skill growth, look after work
progress, leads to better commercial opportunities, and improvements worker confidence (Lo
and Salih, 2019). There different changes which are essential required to make changes in
organization are:
Change Planning: This is wherever the variation roadmap is formed. Persons here ensure
not to live in the coming; rather, they will be present flooring the way to develop here.
Whoever is in control of this stage of modification strategies creates then explains the way
plan of variation, its aims, goals, and accomplishment capacity for effective transformation
execution. A established of procedures, actions, tools, technologies, organisational
constructions, everyday jobs, and job roles will be present to describe how work is presently
done. The existing state of an organisation describes whatever it prepares and in what way it
does it.
Change Leadership: When conversion is on the possibility, entirely judgements will turn to
the management group for way, provision and strong point. Because for this change will be
present essentially unsettling aimed at people at all stages of these organisations, when
transformation is on the possibility, everything discriminations will turn to the leadership
group for direction, provision, and strength. Management essential intentionally build an
organisational planning that participates all essentials of organisational change from the start

to safeguard successful change implementation. They recognize why modification is
compulsory, have the subsidiary data, and recognize the reasonable benefit that modification
will take along. Then management analysis all changes and the procedures that go through
them in, they exist, observable, and offer support also provide assistance.
Change Management: Change is both an organized and an specific journey for employees.
Change management is the core phase of overseeing the people involved, systems, resources,
and other related moving parts or activities that change have need of to achieve its end goals
in organisations. This phase insistently manages and drives change transition to ensure that
change remains on track and is sustainable and successful.
Change Maintenance: This phase ensures that change is kept as a top priority. This is where
change is reinforced and maintained until it is measured, declared successful, transferred, and
embedded (Maimon, 2018). This phase takes care of an organization's maintenance once it
sees that change is occurring as planned. This is the stage at which lessons learned are
recorded in order to understand what can be done to improve the success of future change
initiatives.
What obstacles would they expect Mr Jacobs to meet in implementing their
recommendations and how should these be overcome?
The obstacles which are faced by Mr Jacobs while them implementing new changes in their
organization. These changes is very important for their organization but when they doing
changes then they have to face obstacles which would expect to arise in organization (Manley
and Jackson, 2020). Let’s discussed in brief of all obstacles and how they overcome from this
so that they make their organization performance effectively and smoothly.
Observed lack of time
 The several times, individuals are aware of and need to implement modification in
their service home-based, but they have faith in they do not have the period to do so.
 The representativeness is that several type of modification can and must be combined
into their business proposal and day to day processes.
 In additional arguments, it does not be necessary to be viewed as improve on to their
existing workload. Consider in what way a well-planned change management
creativity can (and should) be fully combined with their operations.

No milestones
 Clarify and document the expected outcomes.
 Simplify and document what resolve modification for every individual.
 Construct check-ins /or progress updates and always follow through on them.
 Proceeds stages to establish and measure growth, smooth if it is not at a prearranged
breakthrough or else check-in point.
 Never stop communicating and holding physically responsible no omissions.
 Objective for a primary milestone to accomplish and have a good time as a team.
The Register
I don't know them to believe it resolve unpleasant additional work for them, particularly at
the start of the changeover before feasibly they are amazed that there are implementing a
innovative tool or procedure because they were doing things the similar way from many years
(Paavola and Cuthbertson, 2018). Maybe they took a negative knowledge the last phase they
applied a new expertise or tools.
 They believe it will result in more work.
 They believe they are incompetent with technology and are therefore concerned about
the planned transformation.
 They do not recognize why the modification is taking place.
 They have seen added thoughts arise and spirit short of ever being implemented.
 There were not involved in supervisory process then believe they must have existed.
From these all Mr Jacobs have to take precaution and be careful because these will indirectly
impact on their operation activities of their organization so it becomes important for Mr
Jacobs to prepare a strategy and prepare themselves for this hurdles so that when they arise in
future then it will not affect that much and they will able control situations.
The Managing Director of JI (India) and Mr Jacobs has just informed about the
contents of the consultant’s report. He has asked that to produce an action plan for
turning the situation round within six months and preparing the ground for the
introduction of the Australian and North American business
What actions would they propose and why?
The accomplishment which is required by Managing Directors of JI (India) when Mr Jacob
informed when they informed their contents of the consultant’s report, then it would require

doing some relevant change management theories practices in organization. Let’s discuss all
changing practices which would require to do change in their organization.
Mobilize active and visible executive sponsorship:
 Supportive the modification by concentrating on the transformation and the
requirement for variation organization on a consistent base.
 Important and motivating others in organisation to supporter the conversion.
 Making effective and influential judgments about the change, including make parallel
significances with additional organisational privileged.
Apply structured Change Management Approach:
A deliberate and well-defined method to modification management will be responsible for the
building required toward stay on pathway. This one allots enough periods for important
actions and agrees for gaps on the way to be identified then addressed all the way through the
development and growth (Prideaux, Thompson and Pabel, 2020). Taking a prescribed method
also makes procedures repeatable, allowing intended used for the reliable claim of
modification organization on more creativity across their organisation. The following key
words developed when members described this best practise:
 Recognized
 Customizable
 Accessible
 Easy to implement tools and through multiple modifications.
 Easy to apply at every level of the plan.
Communicate frequently and openly:
General practitioner of modification management are commonly challenged through the
misunderstanding that modification organization is impartial infrastructures. Even though
transformation organization is greatly more then, effective communication is critical to
positively leading change. Separately after regularity, observers mentioned the subsequent
factors as serious to accomplishment:
 Reliability

 Clearness
 Leveraging multiple communications channels
What obstacles would they expect to meet and how would they overcome them?
The obstacles which may remain face by Mr Jacobs and JI (India) in their organization while
they operating their activities in India and London UK. For which they both have to prepare
themselves for those obstacles and minimise those hurdles so that it will not impact on their
organizational performance (Rye, 2018). Let’s discuss in brief about their obstacles which
may be faced by Mr Jacobs and JI (India) are:
Conflicts:
 Change can produce sentiments such as improbability and anxiety, causing workers to
opening their preventions on one another.
 Conflict is a mutual unplanned significance, so it is their concern as a leader to
contribution staffs in overwhelming experiments.
 Conflicts will disturb your schedule, so they must interfere and resolve issues
whenever potential.
 Be on the lookout for ways to proactively address the source of the problem and find a
solution that incorporates staff input.
Planning:
 Without proper planning, change will fall by the wayside.
 They will help from a regular procedure that emphasises the precise nature of changes
and what needs to happen for these changes to stick.
 For example, if they are introducing a new system, they will need to consider whether
it is well-matched with the old system and how they will transfer critical information
during the conversion (Stewart, 2018). Allocation is required for successful planning
in order to maximise work potential and ultimately, increase efficiency.
Lack of Communications:
 Failure to communicate intended changes can lead to your downfall. Speculation and
rumours will spread throughout their organisation, and a lack of trust will make it
difficult for employees to embrace change, especially if they are unaware of what is
expected of them (Trost, 2020).

 Employees must be aware of what is going on, as uncertainty will disrupt their
workforce. It is better for them to understand strategic keep informed; otherwise, they
will be less aligned with your goals and will feel disconnected.
 Whether they organise regular meetings or brainstorming sessions, keep employees
informed. Communication should be two-way, because employees can provide
valuable ideas to help them to change procedures (Ungar, 2021).

CONCLUSION
From this above report it has been concluded that how transform and change will occur in
organization and Mr Jacobs have to apply and implement change management theories in
their organization so that they able make their organization more successful in UK. This
report also concludes that all obstacles which is faced by Mr Jacobs in their organization
when they apply change management theories in their organization and how they can reduce
those obstacles. This report also conclude that all implications of change management
theories in their organization and what action they would take and why it is necessary and it
also conclude that they how they overcome with their obstacles. This report also concludes
that apply related organizational Change Management Theory to practices and problem-
solving application then it also conclude that what action would you propose and why they
have to take this actions and what could obstacles to expect their meets and how would they
overcome from this all obstacles.

REFERENCES
Books & Journals:
Burk, J.E., 2019. The Only Constant is Change: Developing a Compelling Story to Enable
Organizational Transformation. International Journal of Knowledge, Culture &
Change in Organizations: Annual Review, 19(1).
Cardellino, P. and Woolner, P., 2020. Designing for transformation–a case study of open
learning spaces and educational change. Pedagogy, Culture & Society, 28(3),
pp.383-402.
Chlopczyk, J., 2019. Change and transformation in the storytelling organization.
In Transforming Organizations (pp. 21-34). Springer, Cham.
Christensen, J. and Jones, R., 2020. World Heritage and local change: Conflict,
transformation and scale at Shark Bay, Western Australia. Journal of Rural
Studies, 74, pp.235-243.
Genco, S.J., 2019. Integration theory and system change in Western Europe: The neglected
role of systems transformation episodes. In Change in the international system (pp.
55-80). Routledge.
Herrero, D., 2021. Disentangling the transformation of the German model: The role of firms’
strategic decisions and structural change. Competition & Change,
p.10245294211015479.
Jackson, N.C., 2019. Managing for competency with innovation change in higher education:
Examining the pitfalls and pivots of digital transformation. Business
Horizons, 62(6), pp.761-772.
Lisein, O., 2020. Change Management for Project Managers. Driving change and
transformation with project.
Lo, F.C. and Salih, K., 2019. Structural Change and Spatial Transformation: Review of
Urbanization in Asia, 1960-80. Urbanization and Urban Policies in Pacific Asia,
pp.38-64.
Maimon, E.P., 2018. Leading academic change: Vision, strategy, transformation. Stylus
Publishing, LLC.
Manley, K. and Jackson, C., 2020. The Venus model for integrating practitioner‐led
workforce transformation and complex change across the health care system. Journal
of Evaluation in Clinical Practice, 26(2), pp.622-634.
Paavola, L.J. and Cuthbertson, R., 2018, July. Routines as drivers of adaptation, incremental
change and transformation. In Academy of Management Proceedings (Vol. 2018,
No. 1, p. 15686). Briarcliff Manor, NY 10510: Academy of Management.
Prideaux, B., Thompson, M. and Pabel, A., 2020. Lessons from COVID-19 can prepare
global tourism for the economic transformation needed to combat climate
change. Tourism Geographies, 22(3), pp.667-678.

Rye, J.F., 2018. Labour migrants and rural change: The “mobility transformation” of
Hitra/Frøya, Norway, 2005–2015. Journal of Rural Studies, 64, pp.189-199.
Stewart, D.L., 2018. Minding the gap between diversity and institutional transformation:
Eight proposals for enacting institutional change. Teachers College Record, 120(14),
pp.1-16.
Trost, A., 2020. Managing change and transformation. In Human Resources Strategies (pp.
329-347). Springer, Cham.
Ungar, M. ed., 2021. Multisystemic resilience: Adaptation and transformation in contexts of
change. Oxford University Press, USA.