Mc Kinney Change Management Model

This assignment delves into the McKinsey 7S model, a framework widely used in organizational change management. It examines how this model helps organizations adapt to change by analyzing seven key interlinked aspects: strategy, structure, systems, shared values, skills, style, and staff. The analysis focuses on its application in the Indian and Chinese markets, highlighting its effectiveness in driving successful transformations.

Strategic Change Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Enclosed in power point presentation.....................................................................................1
TASK 2............................................................................................................................................1
Presented in PPT.....................................................................................................................1
TASK 3............................................................................................................................................1
a. Developing stakeholder analysis and creating strategy to involve stakeholders on the
planning of change at FP plc..................................................................................................1
Strategy to involve stakeholders in planing of change...........................................................2
b. Stating ways to involve stakeholders in change management with the development of
change strategy.......................................................................................................................3
c. Evaluating system to involve stakeholders in the planning of change...............................3
d. Creating an strategy for overcoming and managing resistance to change.........................4
TASK 4............................................................................................................................................4
a. Developing suitable model for management of change.....................................................4
b. Stating plan to implement change management model......................................................5
c. Developing measures to monitor the progress of change model and strategies.................6
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................8

INTRODUCTION
Strategic change management may be defined as a process which supports organization
in managing change in a structured manner. In the dynamic business environment, company can
survive only when they make alterations in accordance with the business situation or aspects
(Anderson and Anderson, 2010). Change management strategies and leadership styles are the
most essential elements which helps business entities in introducing and managing change in an
effective manner. This project report is based upon Framligton Property (FP) plc co. which is the
property developer. This company makes focus upon the purchasing and development of the land
for the use of residential and business purpose. The present report will discuss the system which
helps organization in involving the stakeholders while planning for the change. It also shed light
on the ways or aspects through which manager of the firm can prevent the resistance of
employees towards the change. Besides this, it also depicts the measures through which
corporation can monitor their progress after the implementation of required transformation.
TASK 1
Enclosed in power point presentation
TASK 2
Presented in PPT
TASK 3
a. Developing stakeholder analysis and creating strategy to involve stakeholders on the planning
of change at FP plc.
Organizati
on
Role Interest Influence Unique
facts
Expectation
s
James hardy Framlington
property plc
MD and
owner
High Very high Wants to
expand
business in
India and
China
Wants
business
expansion
by reducing
structure.
Atif
Mehmood
Framlington
property plc
Finance
director
High High Wants to
break
organization
Wants to
complete his
desire to
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structure. break
organization
structure.
Jeniffer
Gardner
Framlington
property plc
Project
director
High High Does not
want to
break
organization
structure
To boost
growth of an
organization
by
simplifying
organization
structure.
Strategy to involve stakeholders in planing of change
Under this, firm needs to prepare sound business strategy that will be related with the
stakeholders. In this business planning, firm will identify those stakeholders who are playing a
key role in the growth of an organization. The main stakeholders of the firm are James hardy,
Atif Mehmood and Jeniffer Gardner. Apart from this, there are also some of the employees who
are playing crucial role in the success of the company. Hence, their importance cannot be
ignored in an organization. In this regard, all the three directors of firm will propose names of the
employees whom they think must be included in the planning for change process (Hayes, 2014).
After that in the second stage of the strategy, a document will be prepared in which there will be
information about the topics on which discussion will be carried out in the meeting. This will
help employees in doing some preparation regarding giving valuable ideas to the directors of the
firm. In the third and last stage, a meeting will be conducted in which directors and employees
will prose some changes. These changes will be discussed in detail and the changes that must be
implemented in an organization will be determined. Here, strategy for involvement of
stakeholders in the firm would be crafted.
b. Stating ways to involve stakeholders in change management with the development of change
strategy Forming teams and carrying out discussion among them- As a way to involve
stakeholders in the change management process, directors of the firm can form a team of
the employees (Change management, 2016). In every team, there will one leader and
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some subordinates. Team leader will carry out discussion with the subordinates and will
ask them to propose some of the changes that must be required at the workplace (Pohl,
2010). After that, specific team leader will communicate ideas to the top managers. In
this way, every employee will be involved in the change management process of FP Plc. Carrying out meeting with business friends who are also creditor of the firm- Firm can
also approach to external stakeholders in order to bring good changes. Experience of
every firm varies and due to this reason other organizations can also give good
suggestions to them (Cameron and Green, 2015). In respect to this, firm can take advice
from its creditors who are also their business friends. By doing so, external stakeholders
can be included in the change management process.
 Carrying out discussion with team leaders- In this, change management process will be
simplified and in respect to this, suggestions will be taken only from team leaders. It
signifies that employees will not be involved in that process. Suggestions will be invited
only from the team leaders (McMurray and et.al, 2010). Hence, involvement process of
stakeholders will be simplified in an organization.
c. Evaluating system to involve stakeholders in the planning of change
Communication is the only system that can be used to promote stakeholder involvement
in an organization. In this regard, there are many issues and top management needs to address
on time. Many times communication is not good and employees and other stakeholder’s
involvement do not take place in proper manner at the workplace. Hence, top managers must
ensure that they are in interaction with the team leaders and are in contact with the employees
(Kocar and Akgunduz, 2010). While communicating with team leaders, managers must make
sure that they explain the message related to the change management in detail to the employees.
Top managers in their message must clear their vision and direction for change to the respective
employees. If same will not be done, then team leaders will propose suggestions in different
areas in which top management does not actually wants to pay attention. This leads to lots of
time wastage and misunderstandings between top managers and team leaders. By clearly
mentioning about the direction in which team leaders want their subordinates to work prevent the
existence of unnecessary mismanagement (Raineri, 2011). Team managers must also provide
information about the changes suggestions that are expected by the top management. By doing
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this, valuable suggestions can be received from the employees and change management can be
done in proper manner.
d. Creating an strategy for overcoming and managing resistance to change
In order to overcome and mange resistance to change, it is necessary to include
employees in the decision making process. Many times when organization intends to bring any
change, it does not consult with the employees. It further leads to misunderstanding among them
regarding changes that organization intends to bring. This leads to conflict between management
and employees. Hence, if before implementing any change, employees will be consulted then
confidence will be developed among them for the management (Gerth, 2013). Moreover, they
will also participate in the management’s strategy related to change very carefully. In this way,
changes will be implemented in proper manner in an organization and resistance level of the
employees will also reduce to large extent. Hence, resistance to change can be managed in
proper manner. In many organizations, union leaders play a politics and create a hindrance in
implementation of the change in firm in order to fulfill their interest. In order to handle that
situation, management must maintain cordial relations with the workers. By doing so, resistance
from side of union leader can be eliminated completely. Therefore, resistance can be managed in
an organization.
TASK 4
a. Developing suitable model for management of change
Managing director of FP Plc undertakes Kurt Lewin as well Mc Kinsey 7's framework for
managing the change within the business firm in the following manner:
Kurt Lewin model for managing the situation of slowdown:
 Unfreeze: In this stage, manager represents the aspects in front of the personnel in
relation to change which is required to implement within the firm. On the basis of the
cited case scenario, managing director communicates with their personnel about the
expansion of business in Indian and Chinese market.
 Change: Thereafter, manager needs to encourage their human resources to find out the
alternative ways through which company is able to take high level of benefits from the
market in which they wants to enter.
 Refreeze: At the last stage of change management, Company makes review of the effect
of change upon the growth and success of firm (Seddon, Calvert and Yang, 2010).
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Mc Kinsey's framework for implementing the delayering strategy in the structure of the
firm is enumerated as below:
 Strategy: On the basis of the cited case scenario, Atif suggested to director regarding the
removal of hierarchical level at workplace. This strategy ensures effective
communication and decision making within the business enterprise.
 Structure: In this, manager makes personnel clear about the hierarchical level which
provides information about the authority to which they needs to contact. It prevents
confusion and facilitates timely achievement of the organizational goals.
 System: By introducing de-layering system, staff members are able to perform their work
more effectively and efficiently.
 Style: In order to manage the change, FP Plc follows participative leadership style. Thus,
by involving employees in the decision making aspect, Company can easily manage the
change and thereby get benefits from it (Pyšek and Richardson, 2010).
 Staff: Company can also build and sustain competitive advantage in the changing
business area by recruiting and selecting efficient personnel.
 Skills: At the last step, manager of the firm also needs to make focus upon the actual
skills and knowledge of the staff members while implementing the change.
b. Stating plan to implement change management model
Mc Kinsey’s framework is a model that provides an input about the changes that needs to
bring in an organization. This model covers all aspects on which an organization works in order
to go in the specific direction. On analyzing the results of application of this model, managers
identify the areas in which they need to bring big changes in order to boost growth of an
organization. In order to implement this change management model, FP plc can evaluate its past
strategies and on the basis of evaluation of same, it can determine the way in which it needs to
work in terms of strategy formulation. After that, it will evaluate its organization structure which
will determine whether it is complicated in nature or not. In this regard, 360 degree feedback can
be taken from the employees. This method can also be used to improve value system in an
organization. Leadership style is an important part of the top management and it plays decisive
role in growth of an organization (Thompson and Martin, 2010). Hence, it is necessary to
improve leadership style in an organization. In order to do this, top managers can collect data
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from the employees by distributing questionnaire. By doing so, valuable suggestions can be
received from the employees. In this way, changes will be implemented in an organization.
c. Developing measures to monitor the progress of change model and strategies
In order to monitor progress of the change model and strategies, implementation steps
will be evaluated. The implementation process is divided into several parts in respect to change
model and strategies. When any step will come to an end, evaluation will be done and on the
basis of same, it will be determined whether firm implement stages in proper manner or not. On
the basis of results, domains in which firm is not performing well will be identified. After that
managers will take corrective action in order to make sure that mistakes that are committed in
this stage will not be repeated in the next stage of the implementation of the change model and
strategies. There may be common mistake like lack of coordination (Booth, 2015). This is
required to be assessed in every stage of the strategy implementation. Hence, if coordination is
not improved at one stage then weak coordination will remain in the second stage as well.
Thereby, next implementation stage will also not perform well. Due to this reason, it is necessary
to eliminate weak point in one stage of implementation. So that next stage can perform in a
proper manner.
CONCLUSION
From the above report, it can be concluded that FP Plc employ effectual communication
strategy to involve stakeholders in the decision making process. By conveying the benefits which
are associated with the change, company can attain success in the competitive business arena.
Further, it has been concluded that Framligton property plc needs to undertake Kurt Lewin
model while they plan to move in Indian and Chinese market. Besides this, it can be inferred that
Mc Knisey model also helps organization making change in their structure. In addition to this, by
evaluating each stage of implementation, company can easily assess the deviation which occurs
in plan. Through this, company is able to take effective measures within the suitable time frame
and thereby helps in getting desired outcome or profit.
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REFERENCES
Books and Journals
Anderson, D. and Anderson, L. A., 2010. Beyond change management: How to achieve
breakthrough results through conscious change leadership. John Wiley & Sons.
Booth, S. A., 2015. Crisis management strategy: Competition and change in modern enterprises.
Routledge.
Cameron, E. and Green, M., 2015. Making sense of change management: a complete guide to the
models, tools and techniques of organizational change. Kogan Page Publishers.
Gerth, C., 2013. Introduction. In Business Process Models, Change ManagementSpringer Berlin
Heidelberg.
Hayes, J., 2014. The theory and practice of change management. Palgrave Macmillan.
Kocar, V. and Akgunduz, A., 2010. ADVICE: a virtual environment for engineering change
management. Computers in Industry. 61(1). pp.15-28.
McMurray, A and et.al., 2010. Implementing bedside handover: strategies for change
management. Journal of Clinical Nursing. 19(17‐18). pp.2580-2589.
Pohl, K., 2010. Requirements engineering: fundamentals, principles, and techniques. Springer
Publishing Company, Incorporated.
Pyšek, P. and Richardson, D. M., 2010. Invasive species, environmental change and
management, and health. Annual Review of Environment and Resources. 35. pp.25-55.
Raineri, A. B., 2011. Change management practices: Impact on perceived change results.
Journal of Business Research. 64(3). pp.266-272.
Seddon, P. B., Calvert, C. and Yang, S., 2010. A multi-project model of key factors affecting
organizational benefits from enterprise systems. MIS quarterly. 34(2). pp.305-328.
Thompson, J. L. and Martin, F., 2010. Strategic management: awareness & change. Cengage
Learning EMEA.
Online
Change management. 2016. [Online]. Available through: <
http://searchcio.techtarget.com/definition/change-management>. [Accessed on 19th
February, 2016].
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