Strategies and Techniques for Organizational Change

The article discusses the effectiveness and specificity of change management in a public organization with a bureaucratic organizational structure. It highlights the importance of transformational leadership in driving organizational change, as well as the need for a tailored approach to address the unique challenges faced by public organizations. The authors also emphasize the role of organizational culture and employee engagement in successful change management.

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Change Management
Wal-Mart

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Table of Contents
EXECUTIVE SUMMARY ............................................................................................................3
Role of Leadership in Relation to Managing change at Walmart....................................................3
Definition of change....................................................................................................................3
Overcoming Resistance...............................................................................................................6
Strategic change at Walmart and the Role of Leadership and the Appropriate KPI's used to
measure their success.......................................................................................................................8
Leadership Development at Walmart .............................................................................................9
CONCLUSION..............................................................................................................................10
RECOMMENDATION.................................................................................................................10
REFERENCES..............................................................................................................................11

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Change Management
EXECUTIVE SUMMARY
In the present report of change management, we analyse of leadership styles to the
modifying market trends that occur at Walmart. This are related to globalisation, technology,
strategies and organisation development. Analyse research on the role of leadership to mange
change in company. Identifying leadership capabilities and strategies and develop in an
organisation. Find out the issues occur at Walmart and make recommendation to overcome from
these issues.
INTRODUCTION
Change management is a systematic approach to deal with change in an organisation and
individuals. It can be manage by adopt, control and make effective change. It requires to
implementation of procedures and latest technology in the workplace. It occur due to change in
the government policy, rules and regulations and monetary and fiscal policy etc.
Wal-Mart, built up by Sam Walton in 1962, is one of the world greatest associations by market
capitalization and number of people used and touching a colossal number of customers common.
There are more than 7,800 Wal-Mart stores and Sam's Club ranges in 16 markets worldwide and
there are more than 2 million accomplices serving more than 100 million customers for
consistently. It is the greatest fundamental supply retailer in the United States with a normal bit
of the pie of around 20% of the retail essential need and consumables business. To have the
ability to capably work such a brain boggling operation at such a generous and do it dependably
would simply be possible by the giant effort by Wal-Mart's "accomplices" as its agents are called
(Hayes, 2014)
Role of Leadership in Relation to Managing change at Walmart
Marketing Strategy of Wal-Mart
Definition of change
Change means modify and alter the business policy , procedures and strategies in an
organisation due to the modifying trends of the market that meets them to correspond with the
altering business environment. Wal-Mart, built up by Sam Walton in 1962, is one of the world
greatest associations by market capitalization and number of people used and touching a colossal
number of customers common. There are more than 7,800 Wal-Mart stores and Sam's Club
ranges in 16 markets worldwide and there are more than 2 million accomplices serving more

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than 100 million customers for consistently. It is the greatest fundamental supply retailer in the
United States with a normal bit of the pie of around 20% of the retail essential need and
consumables business. To have the ability to capably work such a brain boggling operation at
such a generous and do it dependably would simply be possible by the giant effort by Wal-Mart's
"accomplices" as its agents are called
Change Process In The Organization
Change is a mind boggling methodology, besides included with a time of apprehension
and powerlessness for the workforce. Affiliations need to clearly express the advantages of
advance and present an unmistakable method for fulfilling change, in case they are to win the
devotion and energy of people. Wide commitment in and correspondence of the change wander
can help with laborer perception of the "what" and "how" of advance. (Smith, 2011)
Organization Life Cycle
Before orchestrating an organization technique is basic to finish definitive life cycle to
recognized in which sorts out the affiliation are. In the wake of researching it if perceived that
Wal-Mart are in Elaboration of structure stage since it ensures. Boss search for ways to deal with
streamline any plenitude association that has sprung up in the midst of the past stage.
Decisionmaking gets the chance to be de-united, allowing solitary divisions to get created along
specific thing/organizations lines or assignments. Routinely the need at this stage is to resuscitate
the affiliation (Pope and Pope, 2015).
Change Management. Reasons For Resistance
Any modification in the work of agents associated with the ascending out of them some
resistance, since changes in yield of a pleasing and stable state, to which they are normal. Quality
structure execution accomplishment will logically depend on upon the ability to fathom and
vanquish the resistance than on the "weight" on staff with new strategies and work rules (Pope
and Pope, 2015).
The main causes of resistance on the part of employees in the implementation of the quality
system, as a rule, the following:
▪ The loss of his position in the association. Representatives expect that the presentation of
the quality framework may decline their working conditions, decreased wages, increment
the heap, and so on.

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▪ Doubts about the requirement for change. In the event that representatives don't
comprehend what is being actualized quality framework, they will be viewed as the work
futile, and the current circumstance in which they work - ordinary, no progressions are
required. (Seidl, Rammer and Lexer,2011)
▪ Dissatisfaction impedance in their work. As a rule, when representatives play out their
work, they trust that it performed well. This is particularly genuine specialists with
expansive experience. A quality system pros assault the hover of their master
development. Ordinarily, this causes resistance.
▪ The suddenness of the progressions. Generally speaking, in the association there is
dependably a specific measure of staff (infrequently an extensive number) who know
nothing about the execution of the quality framework, so when they are informed that
they now need to chip away at the new guidelines they start to oppose such changes.
(Khan and Lund-Thomsen, 2011)
▪ Numbness of staff change goals. At the point when representatives don't comprehend the
motivation behind change of solid activities in its work, it causes dismissal of changes.
▪ Latency in taking care of existing issues. This is additionally a standout amongst the most
continuous reasons for resistance. Representatives essentially would prefer not to handle
the issues in their work. (Liu, Liu, and Zeng, 2011)
▪ Question in their ability. A great many people oppose the execution of value frameworks,
since they question whether they will have the capacity to learn new aptitudes.
▪ Hesitance to change the current relationship. The quality framework is changing
connections in the group. Not all workers need it, particularly when the relationship they
are fulfilled and they are agreeable for them. (Cowan-Sahadath,2010)
▪ Questions about the ability of the general population leading the execution of value
frameworks. Individuals are suspicious of progress, offered those whom they don't regard
or who don't trust. Consequently, the presentation of the QMS is imperative piece of
senior administration and regulatory support of the progressions (Cameron and Green,
2015).
Change or die

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The leaders of today's most successful organizations recognize that internal changes must
comply with the dynamics of the environment. Jack Welch, for a long time held the post of chief
executive officer of General Electric, said on this occasion: "When the rate of change outside
exceeds the rate of internal organization ceases to exist." Many companies do not even have to
carry out the transformation for prosperity, but just in order to survive in the current
environment. Rapid technological and market change, economic globalization, e-business growth
is created not only new opportunities but also threats to the leaders. (Trkman,2010)
Serious problems caused by the failure of modern organizations adaptation to
environmental changes. And the main role here is played by the leaders, because they have to
lead by example and motivate their employees, so that they sought to change. (Kira, Eijnatten
and Balkin,2010. )
Overcoming Resistance
Most often change (irrespective of whether they are large or not) personnel encounter
resistance. The leaders believe that changes can strengthen the organization. However, many
employees see them as a threat. It is important to understand that resistance is a very natural and
sometimes justified response (Anderson, 2010).
Why do people resist change
The main reason for this is that the changes are destroying the social contract. The social
contract - a mutual obligations and agreements defining the relationship between the employee
and the organization. It also includes a description of work tasks, labor standards, assessment
procedures and compensation package. These items have clear definitions and can be fixed in
writing. There are less clear aspects, these include mutual trust, interdependence and common
values (Aladwani, 2001). Employees believe that change can destroy the social contract for
several reasons.
• The threat to personal interests . People tend to resist change, because we are convinced
that they are deprived of some of their values. Changes in work tasks, structure,
technology may lead to the loss of power, prestige, lower salaries, restriction of privileges
and even loss of employment.
• Uncertainty . Uncertainty - it's a lack of information about future events. It gives rise to
fear of the unknown. People often do not understand how the coming changes may affect
them, so try to preserve the status quo, even if it does not bode well for the

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future. Consider the difficulties faced heads public housing programs, when the
permanent inhabitants of the emergency, infested with rats and cockroaches houses
refused to leave them (Cameron and Green, 2015).
• The difference of views and objectives . Other transformations resistance reason stems
from the fact that the initiators of changes and those to whom these changes will affect
quite a different view of the situation. And sometimes, by the latter criticism is fully
justified.Employees of different departments have different purposes, and carried out the
changes may distract some of them from the direct action and the achievement of
objectives. (Lin,2011.)
These causes of resistance to change are well-founded and realistic. Leaders must not ignore
them.Therefore, we must find out the causes of resistance and try to convince the employees of
the need for transformation (Pope and Pope, 2015).
Ways of overcoming resistance
To overcome resistance to change, leaders can use the 8-stage model and the strategy
described above. Great benefit can also bring instructive stories, metaphors, humor, personal
contacts on an emotional level. Emotions play an important role when the leader is trying to
convince others of the correctness and influence people's behavior; it must not be forgotten when
making changes.
Leaders can also use a number of techniques to facilitate the process of change (Richter et.al,
2013).
• Communication and training . Perhaps, open and honest communication - one of the
most effective ways to overcome resistance to change. It helps to eliminate uncertainty,
to create an atmosphere of confidence, stress the importance of the changes and give
employees feel that they can control the situation (Quinn et.al, 2012).
• Participation and involvement . Participation of employees in the changes - is the
provision of assistance in planning transformations. Although this method takes a lot of
time in the end it pays off, as it allows employees to feel they control the process. People
are increasingly aware of the changes and are committed to their success.
• Compelling . As a last resort, leaders can use coercion, threatening employees with
dismissal, demotion or transfer to lower-paying jobs. By resorting to coercion in crisis
situations where quick action is needed (Quinn et.al, 2012).

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Strategic change at Walmart and the Role of Leadership and the Appropriate
KPI's used to measure their success
Retail chain Walmart is trying another arranging arrangement of work of representatives
of general stores. It will tell the staff ahead of time about forthcoming movements. In this way,
the retailer needs to decrease the disappointment of representatives capricious calendars and
don't build the wage subsidize. Walmart is the biggest private boss in the United States - 1.5
million individuals work in the organization. New working time administration framework will
be tried in around 650 grocery stores and, if effective, actualized in each of the 4,600 stores of
the retailer in the United States, said the VP of Walmart Mark Ibbotson (Quinn et.al, 2012).
The new framework - a product that gives chiefs and data staff accessible, unmanned
moves and calendar changes continuously. With the new framework, a few workers of shops
(both full and low maintenance) will be the timetable for the following six months. Most of the
representatives of the retailer will keep on being advised of the timetable movements for three
weeks. As indicated by Ibbotson, discussing what number of representatives will be exchanged
to the semi-yearly work arrange, it is untimely. The reason for the new framework - to give
representatives more chance to impact your own work routine, and chiefs give more solid data
about who and when can get supplanted. Along these lines the adequacy of the control store staff
increments, said Ibbotson (Quinn et.al, 2012).
Various leveled Change Management wraps all activities went for helping an affiliation
successfully recognize and grasp new progressions and better ways to deal with serve its
customers. Fruitful change organization engages the change of technique, systems, advancement,
and people to update execution and assurance incessant change in a continually developing
environment. A broad and composed approach to manage definitive change organization is
essential to the achievement of any wander that will accomplish significant change. "Definitive
change is a reality of the bleeding edge world, and that the fact of the matter isn't likely going to
change anytime sooner rather than later Organizational change is the execution of new strategies
or advancements proposed to realign a relationship with the changing solicitations of its business
environment or to benefit by business openings. (Pyšek and Richardson,2010.) Definitive change
regularly consolidates the presentation of new and possibly new techniques, procedures, and
advances, which address a departure from what affected individuals all things considered view as
the developed, sensible, and surely understood strategies for doing their work. Thus, at the
individual level, change can prompt emotions and reactions that range from positive deduction to
fear, including anxiety, challenge, resistance, vulnerability, avoidance, frailty, dread, motivation,

Running Head: CHANGE MANAGEMENT 9
and antagonism. Definitive change organization is the path toward seeing, controlling, and
managing these human emotions and reactions in a way that minimizes the unpreventable drop in
productivity that runs with change (Cameron and Green, 2015).
Leadership Development at Walmart
Leadership development means conducting a training program for leadership. So leaders
becomes active to accept the changes and challenges that occur in the environment. A leadership
frameworks is designed to improve a potential leader's skills. Leadership development is an
important when there is any change in the environment. This help in conflict management,
problem solving among team members and find solution for new challenges. Walmart conduct
training programs for their leaders to develop their skills of leadership in context to their adopted
process of leadership development. It help in developing talented leaders so they can lead entire
team members. They encourage the group mates to adopt the newer set of challenges.
CONCLUSION
Wal-Mart's most trying issue incorporates general society's disdain. Wal-Mart has wiped
out different retail establishments (an immense number) and will continue doing as such unless
ended. Along these lines, some "gigantic box" foes have kept Wal-Mart from specific
improvements however Wal-Mart is absolutely fighting back. From Wal-Mart's point of view, I
think more fixation should be spent on overall advancement. In case specific reaches are so
against having a Wal-Mart that they pass laws to keep Wal-Mart from working in their general
region, I think Wal-Mart should stay away. For example, Wal-Mart would have a horrendous
time wandering into Oakland. I would acknowledge that with the laws that were passed, a ton of
negative press furthermore happened. The time and push to get a Wal-Mart worked in Oakland
may not be defended paying little mind to the bother. This is one reason I feel Wal-Mart should
focus on overall expansion. There were 1,355 all inclusive Wal-Marts in 2004. I certainly feel
that expanding this number sounds like it could be astoundingly lucrative.
Another issue confronting Wal-Mart is the government claim with respect to sex
separation. From the numbers cited for the situation consider, it seems as if Wal-Mart is
obviously victimizing females. This is to some degree astounding however will ideally be
settled. Wal-Mart is exceptionally careful in their technique, perhaps they should be more
intensive as well as point by point in their remuneration and motivating force arrangements.
Wal-Mart certainly needs to end the segregation. Keeping in mind the end goal to stay away

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from future segregation, observing of wages and compensations ought to be built up. This is
particularly valid for upper administration workers, where females are paid fundamentally not as
much as guys in comparable positions.
RECOMMENDATION
In the above conclusion, we find out that Walmart should consider legal laws of that
country where it locate. Another issue is that employee resist change for this reason they should
adopt motivational techniques. The strategies that are used in Walmart to motivate are reward,
bonus, incentive plans and various benefits schemes etc. They encourage their team members to
participate in a decision-making process. For this they should use democratic and participate
leadership styles to change management. They accept employee's ideas , opinions and views they
expressed in decision-making process.

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learning. Australasian Journal of Educational Technology, 28(1), 16-29.

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