(PDF) Organizational planning and policy analysis

Report
on
organisational planning

Table of Contents
EXECUTIVE SUMMARY.............................................................................................................3
INTRODUCTION ..........................................................................................................................4
MAIN BODY...................................................................................................................................4
TASK 1............................................................................................................................................4
Critical analysis of Lewis change theory model.........................................................................4
TASK 2............................................................................................................................................8
Evaluating and identifying practical steps by using Prosci Adkar model...................................8
CONCLUSION .............................................................................................................................12
RECOMMANDATION ................................................................................................................12
REFERENCES..............................................................................................................................13

EXECUTIVE SUMMARY
The present report had been based on the Apple company because their manager decided
to update the IT system for systematic work in organisation. It had been included by the Lewis
changes management theory and model which has helped to organisation in order to making
proper changes in organisation by IT system. The IT system has update then it makes various
changes in organisation in their work process. With the help of this model manager had able to
make changes as per unfreezing, changes and refreezing techniques. On the other side, it had
been also covered a ADKAR model for manage changes in the proper manner. With the help of
this, manager had been able to make proper changes in company by providing proper knowledge,
increase awareness, desire, build new skills and ability of employees and reinforcement of each
employee. Here, has also mentioned some recommendation for company to use principles for
software for further development process in company.

INTRODUCTION
Organisational planning is the effective process in order to identify an organisation
immediate and long term objectives, formulating and monitoring specific strategies to achieve
the organisations aims and objectives in proper manner. It is also entail staffing and resource
allocation is in the proper format or not and is one of the most important responsibilities of the
management team. This involves a developing objectives and goals for a company, an in the
final then outlining the steps in order to achieve them in proper manner. The present report is
based on a “ Apple Inc.” which is an American multinational technology company. The company
have 133000 numbers of employees at different location and country. The report will critically
analysis by the application of Lewin change theories and its change management strategy for
this implementation. The report will also use by the Adkar model in order to evaluate and
identify appropriate steps for effective management. This will also highlight recommendations
for company.
MAIN BODY
TASK 1
Critical analysis of Lewis change theory model
The organisation is planning for upgrade a IT system in their organisation for better work
within the three months. This is very important for organisation to upgrade their IT system for
higher quality system, better performance, better integration of company and lower IT cost. With
the help of manager of Apple Inc. company is able to perform better and higher user productivity
with higher process (Al-Haddad and Kotnour, 2015). This is effective and valuable for company
to perform well by making some changes. Changes are highly important for company inn order
to improve market performance and productivity. In order to make proper changes through
upgrading IT system, here is show a critical analysis of Lewis change theory which is help to
make proper changes in Apple company. Here is select Lewis change management model for
making proper and effective changes in company. The applicability of this model is shows
below:
Lewis Change theory model
This theory model is base4d on 3 steps like Unfreeze – Change – Freeze which is provide
a high level approach to change. This gives a manager or other members to change the

framework to implement a changes in proper manner and effective efforts. This is very sensitive
and must be made as seamless as possible. According to Lewis, change for any individual or an
organisation is complicated journey which may not be simple and moslty involves several
process and steps of transitions or misunderstandings before addressing the stage of equilibrium
and stability.
Those are three stages of Lewis change theory model is in the proper manner which is
help to Apple Inc. manager for upgrading IT system with some changes (Wolf and Floyd, 2017).
The company have macOS Catalina It system which is new and smart software and feature in
mobile phone apps.
Stage 1: Unfreezing:
This is the first stage of transition and one of the most critical stages in the entire process
of change management. It involves improving readiness as well as willingness of people to
change by fostering a realization for moving form existing comfort zone. During this stage it is
important to communicate properly because communication plays an vital role in order to get
the desired support and involvement of the people in the changes process. Here is manager of
Apple company is take decision to make changes by upgrading IT system is proper manner. At
this stage manager unfreeze the existing It system and check where is needs of changes or which
software is requires changes for market performance (Alvesson and Sveningsson, 2015).
A manager is decide to take upgrade their MacOS system. This is system and feature
which is use by Apply company for produce their smart phones in proper manner. Manager is
Unfreeze this IT system for update for better market performance or adding new feature for
attract more customers towards company. This represents a effectiveness of work and its
effectiveness at works is presented. Basically the current practices and process have to be
Illustration 1: Lewis change model
(Source: Kurt Lewin’s Change Management Model: The Planned Approach to
Organizational Change, 2019)

reassessed in order to make effective changes in organisation by upgrading IT system and
software.
Stage 2: Change:
At this stage, manager make changes as per requirements by unfreezing system. This
pays effective role in implementing proper changes for work. As per the sets changes in
unfreezing stage. The changes are IT system requires upgraded in the Apple company. The some
changes are face by company through IT upgrade system which is to CRM software, custom
integrations are created using APLs system in proper format in order to implement properly.
Changes like new features are adding in system and process. For example: manager unfreeze a
process and take decision to upgrade system. By this having some changes like new features,
process and work process or style (Bolden, 2016). By updating IT system, it is very difficult to
understand by manager because work on changes is takes more time to adjust company
members. Those are the changes which are make by system upgrading in proper manner. After
whole process manager make changes as per requirements.
Stage 3: Freeze (Refreezing):
After both stage unfreezing and changes, the stage is freeze or refreezing the changes in
organisation is come. Refreezing involves solidifying and stabling change in the same way. This
takes proper and effective time for manage changes. Here is manager freeze those changes like
they are add new features in software and leads work on its. For example: the IT system is use by
CRM manager for work, in this manager work on this updated software with higher quality of
work and process in proper manner. The Apply manager take decision to make changes in
MacOS which is feature in phone. Company is upgrade this feature in phone through that phone
take new place in customers mind and updated feature workers proper and with higher quality of
performance in proper manner. Here is company manager freeze changes in proper manner in
the organisation.
Those are the stages of build changes in organization in proper manner. This process is
help to Apple company to check the all process and where is exactly requires some changes.
After the make changes in their software through upgrading IT system and refreezing those
changes. This theory model is highly help to manage those changes which are come through
updating IT system MacOS system (Kurt Lewin’s Change Management Model: The Planned
Approach to Organizational Change, 2019). This plays an important role in organisation for

effective changes in order to attract more customers towards company. This model is effective
strategy for implementing changes in organisation efficiently and on time. Those changes are
highly beneficial for Apple manager for improve their market performance. This help to manage
whole changes which are made by management in organisation through updating system. This
creates different benefits for company like higher quality system, higher user productivity,
process, better integration in company or other software. This provides more satisfaction to
customers through products and services of company.
The critically analysis of this model, according to the Bryson, (2018) by implementing
updating IT system manager can bring down linguistic and some cultural boundaries. This
improve globalisation and culture gap. This helps to promote more efficient operation of the
company and improve the supply of information to taking better decision making process. On the
other side Church and Waclawski, (2017) stated that it can gives unemployment and lack of job
security. A implementing updating IT technology can save a great deal of time but its is very
difficult task tom maintain it is in the proper manner by staff members. It is very important to
work on IT system in proper manner otherwise it create a unemployment and lack of job
security. This model is help to increase in productivity of company with the help of delegate
tasks efficiently, they help to increase worker productivity in proper manner. It is the key of a
force field analysis is that it provides a visual ads.
On the other side its not give full participation in organisation and its result and outcome
is not in favour. This method is easily and simply understood model of changes. But, at the time
of refreezing phases, many of the employees are worried that another changes is coming.
Through this employees to not be as efficient regarding their jobs. The main advantage of this
model applicability is done through steps and thus may be considered as an efficient model
which is used within the field of change management. On the other side, there is some criticism
regarding the refreeze phases (Vasu, Stewart and Garson, 2017). The organisational changes is
continuous and change may occur within various weeks. Through this, there is thus have not
proper and efficient time to settle down into the comfortable routines. This is best model is take
and make changes in company for growth factors. With the help of this, manager is able to make
changes effectively.

TASK 2
Evaluating and identifying practical steps by using Prosci Adkar model.
The above discussion is based on the changes management strategy for the
implementation by using Lewis change theory and model. This is effectively helps to manager
for make effective changes in proper manner. Now, it is important to use changes effectively
manage the implementation of the major changes describe in proper manner. For the proper
implementation of changes here is using Adkar model.
Prosci ADKAR model:
This model is based on the goal of change management which can be used to guide both
individual and organisational changes. This is different form many other changes management
model because it is make focus on guiding changes at the individual level (Douglas, 2019). This
is mainly determine those factors in whether a change is successful is people.
This model is allows leaders and changes manager to focus their efforts on driving
individual changes in Apple Inc. company in effective manner. This have five different steps
which are as follows:
Step 1: Awareness:
Illustration 2: ADKAR model
(Source: ADKAR Model of Change, 2019)

The outcome of this step is to every staff members are aware and understand about the
needs to change. Each individual needs to be aware the changes is happing in the company and
why it is necessary. The changes are very important and effective for Apple company in order to
better performance in market place in effective manner (Sahebjamnia, Torabi and Mansouri,
2015). The key role of this stage is to ensure everyone understand the need for changes like why
MacOS is important for phone and why IT system updating is important for company. This is
important because it increase productivity and quality of employee performance at workplace. It
is very important to understand by all staff members about the changes which is creates by
upgrading IT system.
Step 2: Desire:
At this stage, every staff members are desire to take part in changes and support to
changes in proper manner in order to achieve aims of organisation. For that, manager of Apple is
describe the negative effects of current methods then provide needs of changes and final they
want staff members are support to those changes in proper manner. Here, changes are accepted
by staff members by knowing its benefits to company and customers growth factors because help
to employee by giving proper job satisfaction (Lewis, Cantore and Passmore, 2016). Like when
employees are accepts all the changes in proper then it increase the chance of job security. The
staff members are accepts upgraded IT systems and software by belonging to a team, career
advancement or financial incentives.
Step 3: Knowledge:
This step is represent the outcome is the individual having the proper knowledge of the
changes required with its importance in proper manner. Staff member of Apple Inc. company
need to know about the changes and also what to do once the changes has happened in
organisation. The knowledge of required changes are most important part for proper
implementation of changes in Apple company (Riggio, 2017). For example: Apple manager is
upgrade the IT system which is use by them in production process, by this come up some
changes in producing phones. Through that production department are not able to address those
changes in proper manner. For that manager have to organize training and development program
for giving proper knowledge of changes and updating IT system in production and CRM
department. With the help of this, employees have knowledge of changes and address those in
their work process.

Step 4: Ability:
The main outcome of this step is to individual has the ability to show new skills and
behaviours in proper manner because of changes (McDonald and Wilson, 2016). Like changes
are create different process of work in that employees have build and build new skills in their
own for better performing in changes. A great ability of the ADKAR model is its distinction
between the theory and practices. Here is important for individual needs to be supported during
the actual performance. In order to support new ways of working include providing a safe
environment like model office or by continuing to provide coaching and training. After providing
knowledge to employees about changes through training program then they are highly able to
perform task with changes. Here, is they shows their ability to perform with changes.
Step 5: Reinforcement:
This is the final stage where individual are accepts changes or behaviour is reinforced
within the each individual. This very necessary an important stage to sustain the changes in many
ways. Here is employees and workers are ready to implement those major changes in proper
manner by including taking corrective action quickly, positive reinforcement, feedback, rewards
to employees for performing well and good in particular task (ADKAR Model of Change, 2019).
Those are the important steps of ADKAR model which is help to implement changes in
Apple Inc. company in proper manner. The implementation of this model in effective way which
is shows below with the help of diagram.
Implementation of ADKAR in practices
ADKAR outcome Who How
Awareness of about the
changes like IT upgrade
system.
Apple manager and its leaders Communication and training
Desire to support and take part
in the changes through IT
system
Project team and IT team Resistance management
Proper knowledge of new
updates
IT and project team as well as
Human Resource manager
Organize training and
development

Ability to implement the
changes
Apple IT manager and project
team
Feedback and Training &
coaching
Reinforcement to sustain the
changes
Manager Corrective actions for
feedbacks, positive
reinforcement, rewards
system.
In the following diagram is help to Apple manager to implement major changes as per
work requirements thorough proper use of feedbacks and methods.
This model help to Apple manager in order to make focus on outcomes rather than tasks
by achieving aims and objectives of company. It is also used to measure the well changes is in
the processing or not. Through that Apple manager is able to find the changes are in progressing
at workplace or not if not then they give proper training for addressing change in proper manner.
Illustration 3: ADKAR model in context
(Source: ADKAR model in context of company as per
implementation, 2018)

This provide the clear check list of things which need to be done to manage changes in proper
manner. On the other side, it can ignore the proper program management to address changes and
the need to provide clarity of direction and the steps that are needed to get the final destination. It
is better suited to smaller changes, only make focusing on people dimension which is not enough
to make large scale changes in Apple company (ADKAR model in context of company as per
implementation, 2018). This model is best for Apple in order to make major changes in
organisation for proper uses in order to make an organisational changes successful.
CONCLUSION
From the above study it had been concluded that the changes played an important role in
organisation in order to higher attraction customer as well as higher quality of market
performance. The report had been covered by the Lewis change management model and theory
for implementing best changes for growth of company. By using three effective stages like
unfreezing, changes and refreezing the required changes in proper manner. The changes has
strategic important and company cannot exist without it. Their ability to change and adapt
quickly ample number of advantage to company. With the help of this model, manager has able
to make proper and successful changes in management including planning, leadership, informed
stakeholders, aligned workforce and defined governance in effective manner. That provide a new
combination quadrant and the entrepreneurship of the adaptive cycle. This model has the fewer
steps which has followed for changes. It had been also concluded that the ADKAR change model
has effective for making changes in organisation by providing proper knowledge, develop skills
and reinforcing employees to each other in organisation. This has provide the complete focus on
the individual changes in organisation is in the proper manner.
RECOMMANDATION
From the above conclusion it had been concluded that the company has decided to
upgrade their IT system for effective changes and work in organisation. For the better work is
includes some suggestion for company for make it is in proper manner. Here is recommended for
company to use ADKAR model and its proper stages for addressing proper changes by giving
knowledge and information by training and development program to company in effective
manner (Namada, 2018). This is effective way to make effective and proper changes. Also,
recommended the most relevant items to the particular user and follow principles for software

development in proper manner in effective manner. The principles are help to make changes
effectively in proper manner of work and growth factors.

REFERENCES
Books and Journals
Al-Haddad, S. and Kotnour, T., 2015. Integrating the organizational change literature: a model
for successful change. Journal of Organizational Change Management. 28(2). pp.234-
262.
Alvesson, M. and Sveningsson, S., 2015. Changing organizational culture: Cultural change
work in progress. Routledge.
Bolden, R., 2016. Leadership, management and organisational development. In Gower handbook
of leadership and management development (pp. 143-158). Routledge.
Bryson, J. M., 2018. Strategic planning for public and nonprofit organizations: A guide to
strengthening and sustaining organizational achievement. John Wiley & Sons.
Church, A. H. and Waclawski, J., 2017. Designing and using organizational surveys. Routledge.
Douglas, J. E., 2019. Successful seed programs: A planning and management guide. CRC Press.
Lewis, S., Cantore, S. and Passmore, J., 2016. Appreciative inquiry for change management:
Using AI to facilitate organizational development. Kogan Page Publishers.
McDonald, M. and Wilson, H., 2016. Marketing Plans: How to prepare them, how to profit from
them. John Wiley & Sons.
Namada, J. M., 2018. Organizational learning and competitive advantage. In Handbook of
Research on Knowledge Management for Contemporary Business Environments (pp.
86-104). IGI Global.
Riggio, R. E., 2017. Introduction to industrial/organizational psychology. Routledge.
Sahebjamnia, N., Torabi, S. A. and Mansouri, S. A., 2015. Integrated business continuity and
disaster recovery planning: Towards organizational resilience. European Journal of
Operational Research. 242(1). pp.261-273.
Vasu, M. L., Stewart, D. W. and Garson, G. D., 2017. Organizational Behavior and Public
Management, Revised and Expanded. Routledge.
Wolf, C. and Floyd, S. W., 2017. Strategic planning research: Toward a theory-driven agenda.
Journal of Management. 43(6). pp.1754-1788.
Online
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