Organizational Change Management Theories

This assignment delves into the realm of organizational change management, requiring students to examine prominent theories and models. It necessitates a critical analysis of these frameworks, evaluating their practical applications in real-world scenarios and exploring their impact on successful change implementation within organizations. Students are expected to demonstrate a comprehensive understanding of various change management approaches and their effectiveness in driving organizational transformation.

Short answer question

Table of Contents
INTRODUCTION...........................................................................................................................1
1. ......................................................................................................................................................1
Organisation change and theoretical Perspectives.................................................................1
2 .......................................................................................................................................................2
a) Introduction of an Organisation.........................................................................................2
b) Identify and describe changes happening in an organisation.............................................3
c) Definition is relevant to the change occurred in the organization......................................4
3 .......................................................................................................................................................4
a) Swot Analysis for organisation change..............................................................................4
b) Benefits and drawbacks of using SWOT analysis.............................................................5
4........................................................................................................................................................6
The key conceptualization of role of the change agent..........................................................6
5. ......................................................................................................................................................7
Problem centric and dialogic approach to change. Drawbacks and benefits of each approach..7
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Organizational change can be determined as process in which firm aim at identifying a
issue that is affecting the management negatively. As per the identified problem steps are taken
so that firm will be able to make improvement in their business operation (Benn, Dunphy and
Griffiths, 2014). There are both negative and positive aspects of change and there are also cases
in which it causes major issues. However, plans are implemented with all the barriers are
identified and proper steps are taken so that all can be involved in the organizational change.
Present report is about Marriott hotel which aims at providing their customers with high quality
services. There are issue like employee motivation and in order to solve it, management is
panning to implement democratic leadership style. This report covers the changes that has taken
place within the organization. Further, it includes different type of approaches which can be
implemented by the firm in order to make the changes implement in the organization.
1.
Organisation change and theoretical Perspectives
Change which occurs in an organisation and that consider impact on entire performance
that define as major factor leading change. Change management identifies theoretical approaches
which would be applied on organisation to resolve large number of issues (Benn, Dunphy and
Griffiths, 2014). Structure of an organisation consider specific culture and list of strategies are
established according to trends. Major factors which runs for change in an organisation structure
that effect on rules and regulation. Changes may take place in marketing plan, technology or any
other related issues which effect on the position of an organisation. There are sequence of steps
that organisation follow to align operational and managerial programmes that can be
implemented.
Implementation is used for new techniques where training is provided to new employees
so that they get more skilled (Cameron, and Green, 2015). Firstly, risk management and
investigation sector examine various weakness and risk that outcomes of an organisation go slow
in process. Secondly, they aim to help and navigate changes for development of the firm.
Strength and weakness determine impact on company due to change management.
Organisation change refer as “competitive environment and modification of
management”. Changes determine the impact for an organisation may be in positive or negative
1

in which strategies are followed. Organisational change means an activity where large companies
make changes to develop and discuss with new situation in market (Cameron and Green, 2015).
Informing and involving people also creates an opportunity for others to take part in
implementing in changes for development. Implementing works for lightning burden which work
that is distributed in different department.
Kurt Lewin's change model is owned strategies of change management. They determine
three level which align changes consider such as freezing, changing, unfreezing. Unfreezing
stands for preparing ourself to plan strategies for development. Changes states it learns about
changes and to understand till depth of issue and what is its limit. It supports in organisation
which in the form of training, coaching and learning by mistakes. Freezing is most important
phase of process in change management where company analyses to make changes in structure
(Oreg, Vakola and Armenakis, 2011). Therefore, move forward in flow which design criteria of
behaviour which cited firm adopted while making changes. At the end work on rules and
programmes which plan in respect of strategies, process and trends.
Stage of theory in organisation change formulate new techniques which align
requirement of an organisation considering stage theory of organisational change. They include
awareness of issue and possible solution. By using both perspective's, organisation moves from
one stage to next stage (Engeström and Sannino, 2011). Changes in firm structure forms change
in society or environment is supportive or may not. Training is most important where learning
never ends and clear communication always achieve success in business.
2
a) Introduction of an Organisation
Marriott International is world leading lodging company which controls internal
environment of business. Headquarters of an organisation are located at Washington, United
Kingdom. It successfully achieved a prestigious position in consumer service and productivity in
hospitality sector. Cited firm considering a wide range of facilities including breakfast, sports
facilities, swimming pool, GYM, parlours in almost countries. After a period when globalisation
occurred, diversification forms in range of products and service entire the world (Thomas,
Sargent and Hardy, 2011). This group consider management services like education, health care
and living services for senior citizens. They started their business only with soft and cold drinks
in the market of hospitality. Marriott creates strong business with brand name which provide
2

facilities of food products and drinks. They began their business with providing drink and food
facility by which they got famous and then they expand their business with lodging system. The
cited firm accelerated their growth with place according to trends and culture. Company
diversified into three parts such as flight service, food service and lodging services (Shin, Taylor
and Seo, 2012). The organisation commonly catered to upgrade travellers to pay extra for quality
of facilities in hospitality sector. Marriott organise very sincerely and result out ahead in
atmosphere of economic.
b) Identify and describe changes happening in an organisation
International Business environment and factors which prevail there to provide broader
base for expanding business in cited firm. Work to sustain in market and maintain a unique
position in market (Battilana and Casciaro, 2012). Organisation has to face various number of
weakness and challenges which originates from hospitality sector. Organisation decide to align
business with customs and withstand against competition. There is major change which take
place which align with new orientation adopted by Hotel Marriott.
Employees are demotivated – As demotivation describe minimizing their work effort
which it feels or act in an organisation. Demotivation refer an engagement to unacceptable way.
It occurs lack of motivation, lack of satisfaction and lots of energies were hampered which
discourage. Marriott follow autocratic leadership style (Battilana, Gilmartin and Alexander,
2010). There are few ways to manage demotivate employees such as Employees generally
receive reward for their performance. It helps to criticize poor performance and praise them for
good work. Performance of an employee is to be superior which they include attitude and high
level of loyalty to customer. Whereas, lack of motivation affect on productivity and service.
Brand name and image of hospitality is necessary to country's tourism. Environment of working
in an organisation get affected and they doesn't match satisfaction of customer. By these
employees never work honestly and even they want to leave organisation. It directly affects
competitive against other company (Carter, Armenakis and Mossholder, 2013). Therefore, to
resolve this issue leadership style is to be change in an organisation. Encouragement make
employees satisfaction and enjoy with their job. Money is regarded as major target of most
worker. Research in work with leadership style focus on monetary rewards which inspire
employee of an organisation. They have to diversify from autocratic to democratic leadership
style. In democratic style they encourage efficient and motivated staff to work together. It
3

considers positive impact on performance of an organisation. Manager should work with high
commitment and positive attitude which it leads well in hospitality sector. They must regard by
encourage their morale as involving spirit of work as well as creates willingness.
c) Definition is relevant to the change occurred in the organization
As mentioned in above about Hotel Marriott, it is very clear that it is slightly difficult to
maintain the way for achieving success and make position in market. The entity of cited firm
which undergo on changes that directly or indirectly impact on the activities of firm. It is to be
carried out in every department (Oswick, Grant and Wolfram, 2010). Demotivated employee
play role in hospitality industry which affect external factor. Organisation structure lead to
adverse effect which mean to fail organisation. This section includes identification of changes is
relevant which management theories is mentioned. After that changes are to be listed with
various benefits. New policies were designed for implementation which develop business in
hospitality sector.
3
a) Swot Analysis for organisation change
SWOT is an abbreviation for strength, weakness, Opportunities and threats. This
analysis is an instrument which is used in concept of management. Hotel Marriott is an
organisation which consider wide scope of activities which is divided in functional department.
In this report cited firm has required a unique position (Rooney, Paulsen and Jones, 2010).
Company has divided its structure into food, lodging, sports facilities and beauty care. There are
some factors affecting each segments which is mentioned as:
Strength  Cited firm consider very strong position in market which expand
their business all over world.
 Organisation is leading in whole market with strong financial grade.
 They consider wider range due to increasing large number of
customers loyalty.
Weakness  Despite of lots of efforts made by different department, which is not
able to pull potential of customer.
 They form decline their position in market due to high ratio of debt
in an organisation.
4

Opportunities  Organisation try to merge business and firm all over country.
 Company organise enhancement in order to grow their service.
 Marketing plans and advertisement is the step to grow and expand
business in market all over the world.
Threats  Risk of political issues creates risk for company which operates in
other countries.
 High rate of fluctuation consider in market due to high competition.
b) Benefits and drawbacks of using SWOT analysis
SWOT analysis is detailed in above section which disclose need for change that would
accept by Hotel Marriott. They expand their scope in operational department of international
business. Company increase new entrants which effect competition in market (Rolland and
Roness, 2011). The cited firm understand importance of conceptual internal factors which
prevails different managerial aspects. As observation poses different perspective with respect of
benefits and drawbacks of organisational environment. There are various list of profits and
drawback of Hotel Marriott which conducted with SWOT analysis as follows:
Objective Perspective – It is constructed to achieve goal of an organisation which leads
importance and position in market. Benefits were obtained from SWOT analysis consider to
acquire maximum market share effectively (Miller, Miller and Mor, 2010). Weakness of cited
firm must be highlighted which they face issues in applying strategies effectively. Opportunities
would state risk factor to attain various objective. Threats determine risk factor which arise issue
in future and unable to plan for risk management. There are few drawbacks of SWOT analysis
such as it doesn't consider the fact working in control of management which leads to fail to
achieve success.
Social Constructionist Perspective – List of benefits which it contains with context to
them states the importance where it promotes standards and belief in society. Weakness is
detailed under SWOT analysis is unable to build relation and positive impact with customer by
providing lots of services (Rolland and Roness, 2011). Opportunities which are listed out by
finding with areas and society which results better such as taking sponsorship of charity
campaign and of senior citizens. Threats might form in future by increasing issues in society. On
other hand, factors prevails regional area of an economy which is considered in internal analysis
and it consists incomplete information regarding factors which influence morals, values and
5

beliefs on most of the people (Ahearne, Lam and Bolander, 2010). By analysing SWOT analysis
organisation work on weakness and threats to attain objectives and benefits to society with
effective performance. Hotel Marriott should resolve the main political issues as well as high
fluctuation of prices in market which forms competitive. They have maintained their strength and
opportunities such as strong position in business of hospitality and organise enhancement growth
in their service.
4.
The key conceptualization of role of the change agent
Ultimate aim of any organization to gain maximum profit and this is only possible when
they will be able to understand their customers needs and requirements. Accordingly, services
should be provided so that more and more customers can be identified (Cameron and Green,
2015). There are conditions in which one get to identify the issues that are faced by firm and they
implement strategies that are helpful enough to make their firm achieve their goals and
objectives. There are different type of issues that are faced when changes are implemented.
Changes are very important that enables to improve the performance level. Below given are the
key conceptualization of the role of change agent:
Clear vision: When a change has to be implemented, then it requires management to set
of out clear vision. This help to develop path on which they will be able to reach them. Further, it
should be communicated to employees and others who will get affected by the change (Oreg,
Vakola and Armenakis, 2011). As per the case, Marriott hotel wants to make changes in the
leadership style and so it is important that they convey the ultimate aim for the change that they
have to achieve.
Persistent and patient: when a change is to be implemented, then it is important that all
the steps are taken as overnight changes can not be implemented. There are cases in which
people face issues or accepting the changes immediately. In this context, it is important that
management make employees experience as it helps them to understand the ultimate aim of
implementing the change (Engeström and Sannino, 2011). To make use of democratic leadership
style, it will require time and that has to be done when all understand the reasons due to which
change has been adopted.
Opinion from others: Changes are implemented according to the information and
knowledge that a person possess. Some times it also includes people from whom help is taken in
6

order to come up an effective solution. Changes are identified as per the type of issues that are
faced. As per the case, Marriott hotel was facing issue in respect to motivation. In order to
overcome this situation, management thought of making change in the leadership style (Thomas,
Sargent and Hardy, 2011). This type of leadership style enables to provide opportunity to people
for sharing their views. In this context, opinion should be taken so that changes can be
implemented effectively.
Knowledgeable and leads by example: When change has to be implemented, then it
requires effective support from the team who has planned the change. When changes take place
in the type of work which was done from past many years and suddenly changes are made, then
it creates issues. With proper information when provided to employees, it enables to develop
trust and confidence over the plan and changes that management want to develop. This is helpful
enough to get proper support from employees and they will put on their full efforts to support the
organization.
Developing relationship: Changes within the organization are not easy to implement.
There are certain things which has to be considered so that workers feel comfortable (Shin,
Taylor and Seo, 2012). All the implementation of strategies can only be made with management
of the firm has developed that trust and confidence within workers so that they can effectively
understand the situation and improvement.
5.
Problem centric and dialogic approach to change. Drawbacks and benefits of each approach
There are different type of approaches which are helpful to make sure that the change can
be implemented. In this context it includes dialogic and problem centric approach. Below given
are the explanation of problem centric approach:
Problem centric learning: This is a type of approach which enable to the learner to
develop their understanding according to real problem (Battilana and Casciaro, 2012). In order
words, it provides real time problems that help to implement strategies that are helpful to develop
knowledge and learning. It is helpful to develop problem solving skills while providing them
insight for the current knowledge which one possess. In accordance with this approach, there are
three principles which are involved and they are as follows:
7

Active learning: As per this learning, people are free to control their learning process.
These people are able to identify the set of problems and to come up with appropriate list of
solutions which are helpful to solve the problems.
Integrated learning: In this learning, people will focus over the problems that are
currently faced (Battilana and Casciaro, 2012). In this context, individual will make use of real
time experience with the help of which one will be able to solve the issues in an effective
manner.
Cumulative learning: In accordance with this learning the issue that one wants to solve
becomes more complex and challenging. This type of issues enable to support the learner to
make development as a whole. It helps to make improvement in the problem solving and
decision making skills.
Below given are the benefits of Problem centric learning:
 It enables to understand the actual issue that has been identified by the management.
They are able to solve the problem with the help of experience managing team has.
 Enables to engage other towards the change.
 Workers will to know the actual problem that are faced by management (Battilana,
Gilmartin and Alexander, 2010).
 The wastage of resources is reduced and help the management to achieve their desired
goals and objectives.
Below given are the drawbacks of this approach:
 In order to implement this approach, it requires time and involvement.
 All workers may not get involved in order make sure that the issues can be solved.
 Time is consumed to implement the change and to make other understand the actual
situation.
Dialogic approach: This is a type of approach which enables the organization to
implement change in an effective manner. It covers all the areas with the help of which changes
can be implemented. There are about four steps which are included in this approach (Rooney,
Paulsen and Jones, 2010). Employees are the face or organization as they have direct interaction
with customers. They are the one who present the services that are delivered by organization.
However, issue arise when changes are implemented and to avoid this type of problem there are
four steps which fall under dialogic approach which are as follows:
8

Exploring and engaging: This is the part in which organization identifies that issues that
they face (Rooney, Paulsen and Jones, 2010). As per the found problem, they will aim at
engaging others and try to explain the seriousness of the problem.
Building and formalizing: Different way to over the issues are listed out among which
one of the best strategy is implemented that will be helpful to resolve the problem. Then
systematic plan is developed that can help in make other understand.
Implementing and evaluation: The plan and the best strategy that has been selected is
implemented. However, the changes require time so that all can get adjusted to it. Then proper
evaluation is made so as to know whether the plan made is working as it was designed.
Developing replications: This is a type of situation in which firm get to know what all
has occurred and the other related changes which has caused (Oswick, Grant and Wolfram Cox,
2010). It also includes the behavioural and the performance level that has affected because of
plan that is adopted.
Below given are the benefits of Dialogic approach:
 Help to make every one get involved over the change.
 Easy to implement and it is also easy to explain that what strategies will be implemented
and how it will be adopted.
Below given are the drawbacks:
 It requires skilful and knowledgeable employees support.
 It is essential that a proper team is made so that they will be able to make other
understand and plan can be implemented.
As per the findings, it can be stated that among these two, Marriott hotel should make use
of Dialogic approach as it covers all the essential areas with the help of which proper plan can be
made and develop and the organizational change can be implemented in an effective manner
(Carter, Armenakis and Mossholder, 2012). Through this approach, management of Marriott
hotel will be able to implement democratic leadership style within the organization.
CONCLUSION
From this report, it can be articulated that there are many organizations which provide
their customers with similar products and services. They make sure that they implement
strategies that will help them to gain competitive advantage. As per the issues that are found by
the firm, they develop plan and make changes in the organization and issue can be solved. It is
9

important that all the changes to be communicated with workers as there are cases in which some
of them find problem in adjusting with the changes. There should be proper evaluation made so
that organization will be able to identify the understand the areas in which they lack.
Accordingly, steps should be taken with the help of which firm can make other involve and
changes can be implemented effectively. By implementing democratic leadership style, the issue
or motivation can be solved at great extent and this will improve the performance and growth of
the organization.
10

REFERENCES
Ahearne, M., Lam, S. K., & Bolander, W. (2010). Why are some salespeople better at adapting to
organizational change?. Journal of Marketing. 74(3). pp.65-79.
Battilana, J., & Casciaro, T. (2012). Change agents, networks, and institutions: A contingency
theory of organizational change. Academy of Management Journal. 55(2). pp.381-398.
Battilana, J., & Casciaro, T. (2012). Change agents, networks, and institutions: A contingency
theory of organizational change. Academy of Management Journal. 55(2). pp.381-398.
Battilana, J., Gilmartin, M., & Alexander, J. A. (2010). Leadership competencies for
implementing planned organizational change. The Leadership Quarterly. 21(3). pp.422-
438.
Benn, S., Dunphy, D., & Griffiths, A. (2014) Organizational change for corporate sustainability.
Routledge.
Cameron, E., & Green, M. (2015). Making sense of change management: a complete guide to the
models, tools and techniques of organizational change. Kogan Page Publishers.
Carter, M. Z., Armenakis, A. A., & Mossholder, K. W. (2013). Transformational leadership,
relationship quality, and employee performance during continuous incremental
organizational change. Journal of Organizational Behavior. 34(7). pp.942-958.
Engeström, Y., & Sannino, A. (2011). Discursive manifestations of contradictions in
organizational change efforts: A methodological framework. Journal of Organizational
Change Management. 24(3). pp.368-387.
Miller, S. C., Miller, E. A., & Mor, V. (2010). Nursing home organizational change: The “culture
change” movement as viewed by long-term care specialists. Medical Care Research and
Review.
Oreg, S., Vakola, M., & Armenakis, A. (2011). Change recipients’ reactions to organizational
change A 60-year review of quantitative studies. The Journal of Applied Behavioral
Science. 47(4). pp.461-524.
Oswick, C., Grant, D., & Wolfram Cox, J. (2010). Organizational discourse and change:
Positions, perspectives, progress and prospects. Journal of applied behavioral science.
46(1). pp.8-15.
Rolland, V. W., & Roness, P. G. (2011). Mapping organizational change in the state: Challenges
and classifications. International Journal of Public Administration. 34(6). pp.399-409.
11

Rooney, D., Paulsen, N., & Jones, E. (2010). A new role for place identity in managing
organizational change. Management Communication Quarterly. 24(1). pp.44-73.
Shin, J., Taylor, M. S., & Seo, M. G. (2012). Resources for change: The relationships of
organizational inducements and psychological resilience to employees' attitudes and
behaviors toward organizational change. Academy of Management journal. 55(3). pp.727-
748.
Thomas, R., Sargent, L. D., & Hardy, C. (2011). Managing organizational change: Negotiating
meaning and power-resistance relations. Organization Science. 22(1). pp.22-41.
12