Organizational Change and Management Theories

This assignment delves into organizational change management by examining two key theories: constructivism and social constructionism. It analyzes how these theories influence employee understanding and adaptation to change within a business context. A specific case study focuses on Woolworths, utilizing a SWOT analysis to identify the factors driving the need for organizational change. The analysis explores both internal strengths and weaknesses as well as external opportunities and threats faced by Woolworths, ultimately connecting the identified issues to the implementation of organizational changes.

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Analyzing Organizational Change Management of McDonalds, Australia
Name of the Student
Student ID
Name of University
Author Note

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1) Identify the two, different, theoretical perspectives (ontologies or world-views)
used in this subject, which underpin how we understand organizational change,
and explain and critically discuss their key ideas and features, drawing from the
topic materials (overview, textbook, the required academic readings) provided
and from your wider reading. Go on to write two different definitions of
organizational change, one based upon the first theoretical perspective
(ontology) discussed above, and the second based on the other theoretical
perspective (ontology) discussed above. Briefly explain the link between each
definition and its underlying theoretical perspective.
Answer:
In an organization the change is nothing but the consistent part that addresses greater
aspects in operations management. The change is the highly effective in both business
and non-business sectors. The objective of bringing changes in an organization is to find
out the effective productivity in terms of goods and services. According to Morgan
(2013), change is operated at every layer of business activity. An organization that needs
change or that introduces change in the operational process actually focuses on the basic
level of business activity so as to find out how effective this is in terms of creating a sense
of productive approach. Change management does not only focus on one single aspect, it
rather focuses on the change in technological aspect, aspect of human resource
department, aspects of organizational behaviour, aspects of organizational structure and
so on.
In order to understand the changes incurred by an organization, three important
change management models need to be discussed, elucidated and linked with
effectiveness. These three models are as follows:

3ORGANIZATIONAL CHANGE MANAGEMENT
i) Lewin’s Change Model
ii) McKinsey’s 7-S Model
iii) Kotter’s 8-Steps Model
Lewin’s Change Model is structured in three different stages:
a) Unfreeze
b) Change
c) Refreeze
The aforementioned stages are channelized through different understanding of the
process pertaining to the effective change in an organization. According to Lewin, change
in an organization is structured through the process of unfreeze i.e. identification of the
need for change; Change i.e. the flexibility that is accepted within the organization and
refreeze i.e. reinforcement o the changes within the organization. The detailed discussion
of these three stages has been written hereunder. On the contrary McKinsey’s 7-S model
can be structured through the comprehension of the followings:
i) Strategy
ii) Structure
iii) System
iv) Shared Values
v) Skills
vi) Style
vii) Staff

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In this context it can be stated that in most of the cases the change is brought in to effect
considering the elements of the organizational need. The elements, according to McKinsey,
can be categorised into two different segments:
i) Hard elements
ii) Soft elements
Depending on Kotter’s perception and proposal of the change model it can be stated that
the change in an organization can be introduced considering 8 individual yet harmonic
stages. These are as follows:
i) Create
ii) Build
iii) Form
iv) Enlist
v) Enable
vi) Generate
vii) Sustain
viii) Institute
However, a comprehensive idea pertaining to the change model can be related with social
consideration. In this context two different social theories have been discussed. The one that
has been observed to be the apt one is the social constructionist theory and the other is the
theory of objectivism. A firm consideration and linkage to the theories would be helping in
the development of clinical analysis of the organizational change. Objectivism can be defined
as the philosophy of rational individualism proposed by Ayn Rand where she has actually
demonstrated the notion that there is no greater moral goal than achieving happiness. In this
regard, the concept of capitalism has been taken into certain consideration pertaining to the

5ORGANIZATIONAL CHANGE MANAGEMENT
effective understanding of the particular case where the change management is highly
occupied by the social concern. Fundamentality is always a general concern while discussing
about the basic concept of the case.
On the other hand, social constructivist theory is considered to be the bsic
understanding that has been taken into certain consideration pertaining to the effective
consideration of the process. As a matter of fact, this has been taken into certain
consideration pertaining to the effective consideration of the case. Social constructionist
theory is considered to be positive in nature thus positively affecting the behavioural concern
of the employees in the organization. It deals with the theory of knowledge and
communication in an organization. The overall cognitive development in a business
organization leads to the general understanding of how the organizational change is brought
in to effect. The constructivist theory comprises of the thought process of rationalism and
logical consideration of the employees in an organization.
Considering both the theories the organizational change management would be
discussed hereunder.
2) Using an organisation that you are familiar with (you may use information in the
public domain, i.e. from organisational websites and other forms of media to assist you):
In order to elucidate the theory, the organizational change management policies of
McDonalds have been taken into consideration.
a) Briefly introduce the organisation:
McDonald’s, the infamous food and beverage chain business has been performing its
business for more than the sixty years. Belonging to the USA McDonald’s has become a
flagship restaurant chain in the world creating an extensive business in the global market.

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With the production line principles McDonald’s has been creating a positive impact upon
other business organizations. Now the company has more than 36,000 outlets in 100
countries serving almost seventy million customers a day. The products that the restaurant
sells to the customers mainly comprise of hamburger, French fries, soft drinks, milk
shakes, wraps and desserts and so on. In this context, it can be stated that McDonald’s has
become an important part of restaurant chain business. The most significant and
threatening business rival of McDonald’s is KFC that has been creating threats in the
international business against McDonald’s. The other market competitors of McDonald’s
are Starbucks, Chipotle, Subway, Wendy’s and others. However, the most threatening
market competitor has always remained KFC in the international business arena. The
company has actually started its business operations in the 1954. Due to its large extent
of menu this has been a formal understanding pertaining to the effective customer
attention. This is how in most of the cases this has remained effective in the
understanding of policies with different change management system. However, there have
been some important points that were raised in recent times by the medical practitioners
that have actually affected the customer retention plan of the company. Due to its greasy
foods the consumers are reportedly suffering from high fat and cholesterol. In this case,
the health conscious customers have been waving off and have withdrawn from eating the
foods. On the other hand, it has been observed that the other competitors have already
started eradicating high fat foods thus attracting greater number of the customers who are
effectively health conscious. In this regard it can be stated that in most of the cases there
has been an effective consideration of people who have been taking into account the
changes occurred in the company. It has been observed that few years back the consumers
have started switching to the rival restaurants thus creating mass visit in KFC and
Starbucks. As a matter of fact, this has been an effective consideration pertaining to the

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effective understanding of the cases where his has been an important understanding
pertaining to the factors that was highly effective in the basic understanding of the factors
pertaining to the change. In this context it can be stated that the restaurant chain has been
facing some difficulties in regards to the effective consciousness to retain greater number
of the existing customers. McDonald’s, in this regard ought to comprehend and evaluate
the changing customer behaviour and bring the change into effectiveness depending on
that. This is how in most of the cases this has been taken into certain understanding of the
cases. The change has been observed in the integrated marketing that has been driven
through effective marketing executives and excelling their skills of marketing.
b) Identify and describe a change that is happening, or has previously happened,
within it (including what the change is, how it is implemented, who the change
agent'/s are, who is involved and how, and how employees are engaged
and affected).
Answer: The changes that have been identified while studying the change management
system in McDonald’s have been taken into certain consideration that has been taken into
certain process with those activities. In order to maximize the profit, the company has
effectively brought into effect the followings:
a) Change in social needs and driving the operations of the company depending on the
customers demand
b) With the increasing awareness among the customers the company has also proactively
introduced and eliminated several food items from its menu.
c) On the other hand, the behavioural change in the approach to the employees has been
significant for McDonald’s Australia. The change has focused on long term retention
of the employees. The present objective of the company is to retain the workers in the

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restaurants for more than four years thus facilitating them through financial and non-
financial benefits. The company has also focused, at recent times, on maintaining
positive employee-corporate-manager relationship that would constructively address
the cognitive development of the company.
d) The engagement of the workers in the restaurants is highly important for the company
as this would determine the quality of service provision. The other changes that have
been identified are as follows:
i) Change in the mode of marketing
ii) Change in the skill development program of the marketing executives
iii) Provision of balanced diet and active lifestyle
iv) Effectively coping up with obesity
v) Taking care of the health consideration of the customers
vi) Adoption of health conscious brand image
vii) Introducing low-fat food for the children
viii) Changing brand image to the customers
ix) Changing the product as per the changing behaviour of the customers
x) Developing the marketing principles among the marketing executives
Depending on the change management system, the company has effectively introduced
the basic understanding of the brand image that was proactively conveyed to the
customers. Through changing social needs and market demands of the customers the
company has developed new generation food service to the customers that stringently
focuses on the health and diet concern of the individual customers. With the growing
concern of the obesity and cholesterol among the fast food consumers this has been a
major issue that adversely affects the consumption of McDonald’s products. The
company has also felt to spread latest trend of awareness among the existing and new

9ORGANIZATIONAL CHANGE MANAGEMENT
customers in the market. Through the undertaking of the consumer into confidence the
company has ensured strong grip in the market despite regular intervention of the
effective competition from the rival companies. However, apart from the aforementioned
changes, 12 more changes have been observed and identified by Business Insider. As a
matter of fact, this has been taken into certain consideration pertaining to the effective
consideration of the entire case that has been highly effective in terms of creating an
effective consideration pertaining to the entire case. With the hiring of new CEO that
entailed in the removal of some of the existing menu from its bench marked menu card.
As a matter of fact, this has been taken into certain consideration pertaining to the
effective consideration of the cases with its different understanding of how these changes
are welcomed by the employees of the company. The other important change has been the
rejection of sandwiches from its menu. This is how this has been taken into certain
consideration pertaining to the effective understanding of the fact that this has to be the
basic case for the entire understanding of the issues. From 121 items the menu was
reduced to 85 items. In this regard it can be stated that in most of the cases, the changes
have been made in the provision of the food. This is how the basic change has been made
to the effective criteria for the entire case. The recent change in the HR practices of
McDonald’s has been significant an epoch-making in terms of considering the skills of
workforce in the company. With the establishment of the Employee Performance
management and Development series, the company ensures engagement of the greater
number of the entire case that was highly impressive with the factor analysis of the staff
development programme. There are HR professional debates held on a scheduled tie
period that involves debate and other considerations pertaining to the continuous
development of the employees. In this regard this has to be taken into certain
consideration that the human resource development plan of the company has been

10ORGANIZATIONAL CHANGE MANAGEMENT
changing the mode of employee’s engagement with the organization thus positively
impacting upon the potency and competency of them thus resulting in quality service
provision to the customers. The performance management and development events have
been working as positive guide to the employees who can effectively build their
organizational career.
On the other hand, change in the organizational structure has also provided effective
sense on the mode of effective consideration that was highly effective in the sense
creation of market change. The aim of the company has been to engage and build highly
potential workforce through contemporary talent development ad performance
management. This has been an effective consideration for the performing management
system that has been taken into certain consideration pertaining to the effective
understanding of the fact that was highly effective in terms of creating a solid workforce
thus leading the organization to a positive work culture. As a matter of fact, this has been
taken into certain consideration pertaining to the fact that in most of the cases, the change
has been positive and fruitful. In order to understand the changes incurred by an
organization, three important change management models need to be discussed,
elucidated and linked with effectiveness. These three models are as follows:
iv) Lewin’s Change Model
v) McKinsey’s 7-S Model
vi) Kotter’s 8-Steps Model
Lewin’s Change Model is structured in three different stages:
d) Unfreeze
e) Change
f) Refreeze

11ORGANIZATIONAL CHANGE MANAGEMENT
The aforementioned stages are channelized through different understanding of the
process pertaining to the effective change in an organization. According to Lewin, change
in an organization is structured through the process of unfreeze i.e. identification of the
need for change; Change i.e. the flexibility that is accepted within the organization and
refreeze i.e. reinforcement o the changes within the organization.
Unfreeze:
According to Lewin, the identification for the need of change is considered to
be at the stage of Unfreeze. It has been identified by the company that there is a need to
change the type of food. Since McDonald’s food was highly fat oriented the customers
started avoiding and skipping the foods they were offered. In order to understand the
market position and the behavioural change of the customers, there was a need of
effective market analyst.
On the contrary McKinsey’s 7-S model can be structured through the comprehension
of the followings:
viii) Strategy
ix) Structure
x) System
xi) Shared Values
xii) Skills
xiii) Style
xiv) Staff

12ORGANIZATIONAL CHANGE MANAGEMENT
In this context it can be stated that in most of the cases the change is brought in to effect
considering the elements of the organizational need. The elements, according to McKinsey,
can be categorised into two different segments:
iii) Hard elements
iv) Soft elements
Depending on Kotter’s perception and proposal of the change model it can be stated that
the change in an organization can be introduced considering 8 individual yet harmonic
stages. These are as follows: Create; Build, Form, Enlist, Enable, Generate, Sustain, and
Institute. However, a comprehensive idea pertaining to the change model can be related
with social consideration. In this context two different social theories have been
discussed. The one that has been observed to be the apt one is the social constructionist
theory and the other is the theory of objectivism. A firm consideration and linkage to the
theories would be helping in the development of clinical analysis of the organizational
change. Objectivism can be defined as the philosophy of rational individualism proposed
by Ayn Rand where she has actually demonstrated the notion that there is no greater
moral goal than achieving happiness. In this regard, the concept of capitalism has been
taken into certain consideration pertaining to the effective understanding of the particular
case where the change management is highly occupied by the social concern.
Fundamentality is always a general concern while discussing about the basic concept of
the case. On the other hand, social constructivist theory is considered to be the bsic
understanding that has been taken into certain consideration pertaining to the effective
consideration of the process. As a matter of fact, this has been taken into certain
consideration pertaining to the effective consideration of the case. Social constructionist
theory is considered to be positive in nature thus positively affecting the behavioural
concern of the employees in the organization. It deals with the theory of knowledge and

13ORGANIZATIONAL CHANGE MANAGEMENT
communication in an organization. The overall cognitive development in a business
organization leads to the general understanding of how the organizational change is
brought in to effect. The constructivist theory comprises of the thought process of
rationalism and logical consideration of the employees in an organization. In this context
this has been taken into certain consideration pertaining to the effective understanding of
the factors that were highly effective in terms of bringing the change into effect.
c) Go on to explain how your definitions (from Question 1 above) related to the
change occurring in this organisation
In order to understand the changes incurred by an organization, three important
change management models need to be discussed, elucidated and linked with
effectiveness. These three models are as follows:
vii) Lewin’s Change Model
viii) McKinsey’s 7-S Model
ix) Kotter’s 8-Steps Model
Lewin’s Change Model is structured in three different stages:
g) Unfreeze
h) Change
i) Refreeze
The aforementioned stages are channelized through different understanding of the
process pertaining to the effective change in an organization. According to Lewin, change
in an organization is structured through the process of unfreeze i.e. identification of the
need for change; Change i.e. the flexibility that is accepted within the organization and
refreeze i.e. reinforcement o the changes within the organization. The detailed discussion

14ORGANIZATIONAL CHANGE MANAGEMENT
of these three stages has been written hereunder. On the contrary McKinsey’s 7-S model
can be structured through the comprehension of the followings:
xv) Strategy
xvi) Structure
xvii) System
xviii) Shared Values
xix) Skills
xx) Style
xxi) Staff
In this context it can be stated that in most of the cases the change is brought in to effect
considering the elements of the organizational need. The elements, according to McKinsey,
can be categorised into two different segments:
v) Hard elements
vi) Soft elements
Depending on Kotter’s perception and proposal of the change model it can be stated that
the change in an organization can be introduced considering 8 individual yet harmonic
stages. These are as follows:
ix) Create
x) Build
xi) Form
xii) Enlist
xiii) Enable
xiv) Generate

15ORGANIZATIONAL CHANGE MANAGEMENT
xv) Sustain
xvi) Institute
However, a comprehensive idea pertaining to the change model can be related with social
consideration. In this context two different social theories have been discussed. The one that
has been observed to be the apt one is the social constructionist theory and the other is the
theory of objectivism. A firm consideration and linkage to the theories would be helping in
the development of clinical analysis of the organizational change. Objectivism can be defined
as the philosophy of rational individualism proposed by Ayn Rand where she has actually
demonstrated the notion that there is no greater moral goal than achieving happiness. In this
regard, the concept of capitalism has been taken into certain consideration pertaining to the
effective understanding of the particular case where the change management is highly
occupied by the social concern. Fundamentality is always a general concern while discussing
about the basic concept of the case.
On the other hand, social constructivist theory is considered to be the bsic
understanding that has been taken into certain consideration pertaining to the effective
consideration of the process. As a matter of fact, this has been taken into certain
consideration pertaining to the effective consideration of the case. Social constructionist
theory is considered to be positive in nature thus positively affecting the behavioural concern
of the employees in the organization. It deals with the theory of knowledge and
communication in an organization. The overall cognitive development in a business
organization leads to the general understanding of how the organizational change is brought
in to effect. The constructivist theory comprises of the thought process of rationalism and
logical consideration of the employees in an organization.

16ORGANIZATIONAL CHANGE MANAGEMENT
Considering both the theories the organizational change management would be
discussed hereunder.
3) a) Draw up a SWOT analysis, as a table, to assess what has caused the need for the
organisational change which you identified in question 2 above, then explain, discuss
and integrate your analysis, including a conclusion that summarise the current state of
the business and connects this to why the change was (or is being) implemented.
Strength Weakness
i) Cost Reduction
ii) Employee integrity
iii) Change in menu depending on
market need.
i) Integral change in the mode of
hr practices has led to the
effective concern among the
workers.
ii) The event has not accepted
the change of cost reduction
process thus contradicting the
goal
Opportunity Threat
The change in the human resource
department has effectively created broader
room for the organization to build a new team
accordingly
The new team shall remain responsible for
the usage of the potential of the existing
workforce
The only threat that the company would need
to be addressing in the near future is that the
new hiring should be trusted by the
organization. In this context, it can be stated
that the threat that Woolworths is right now
feeling is the reduction in the expenses
behind human resource department.

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