Organizational Change Management

Running Head: ORGANIZATIONAL CHANGE MANAGEMENT 1
ORGANIZATION CHANGE MANAGEMENT
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Institution
Date

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Contents
Introduction.................................................................................................................................................3
Clear analysis of the problem and opportunities relevant to the change strategy.........................................3
Change models that the University may apply............................................................................................4
Kurt Lewin’s Change Model...................................................................................................................5
Unfreeze..............................................................................................................................................5
Make changes......................................................................................................................................5
Refreeze...............................................................................................................................................6
McKinsey 7S model................................................................................................................................6
Justification for organizational change........................................................................................................7
Communication strategy for change............................................................................................................8
Issues and barriers that can be experienced.................................................................................................9
Ethical issues.............................................................................................................................................10
Summary...................................................................................................................................................11
References.................................................................................................................................................12

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Introduction
The University of Hard Knocks is an organization of transition in education and it need to
change to adapt to the current environment. Change in the institution is necessary and important
to help it to adapt and develop new innovations so as to make the institution to be updated
(Waddell, Creed, Cummings, and Worley, 2016). Changes in an organization are inevitable as
long as the organization needs to adapt to the competition in the market (Hayes, 2018).
Currently, education institute needs to be highly versatile, dynamic and adaptive to the
multiplicity of changes.
Clear analysis of the problem and opportunities relevant to the change
strategy
The University of Hard Knocks have wide opportunities for change in order to achieve the
desired goals and objectives. Therefore, there is a need to use the available resources to change
its operations so as to create efficiency and effectiveness in service delivery to the students. The
greatest opportunity of the University of Hard Knocks is amalgamating of the Regional Institute
of Technology and College of Advanced Education to create a stronger organization which will
be able to compete with other organizations (Waddell, Creed, Cummings, and Worley, 2016).
Below are other opportunities that The University of Hard Knocks that implement on so as to
acceptable to the local and international members moreso, the students.
To recruit overseas students to the university so as to diversify the country, this will enable them
to admit more students worldwide. Through this, there is a need for the university to change its
current marketing strategy which limits them from creating awareness of its existence. Marketing

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strategy In an organization is a pillar in an organization since it is the body that ensures that the
reputation of the organization is maintained or improved.
To restructure the faculty in order to include Health and Regional Medical Science and to
combine the education courses. In order to achieve this, the university needs to change the
structure of its operations so as to be in a position to achieve this. Restructuring the faculty will
also lead to the change in management, therefore, the university need to be aware (Jabri, 2017).
Coming up with associate degrees that will encourage and increase the proportion of the local
students who are the holder of degrees. This opportunity will enable the University to gain the
loyalty from the people from the locality (Waddell, Creed, Cummings, and Worley, 2016).
Having the opportunities there are also problems that are facing the University of Hard Knocks
that in one way or another is limiting its operations. They include public allegation that arises
claiming that the international students are being favored to graduate despite failing in exams.
This challenge makes the local people lose confidence with the university for not delivering
quality grades (Jabri, 2017). Another problem facing the University is the declining number of
students as a result of demographic and local students preferring the universities in the cities.
This may arise as a result of a lack of trust with the university activities which increases its level
of a bad reputation. Finally, different structures and the management style is another problem
that faces the university. However, as a result of these problems and opportunities there is a need
for change in an organization so as to solve the existing challenges and take advantage of the
opportunities arising within the organization frequently. The following change models can be
applied: