This article discusses the alignment of change with the company's strategic direction, the role of change agent, triggers for change, success of the change process, and instances of worker resistance to change.
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Running head:STRATEGY AND CORPORATE CHANGE Topic 6: Strategy and Corporate Change
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STRATEGY AND CORPORATE CHANGE1 Table of Contents The change aligned with the company’s strategic direction........................................................................2 Change agent...............................................................................................................................................2 My role........................................................................................................................................................2 How the change was triggered.....................................................................................................................2 Whether it was successful or not.................................................................................................................3 Possible instances of worker resistance to change.......................................................................................3 References...................................................................................................................................................4
STRATEGY AND CORPORATE CHANGE2 The change aligned with the company’s strategic direction One of the changed management efforts was for aligning the performance of each of the employees associated with the firm. It was crucial to understanding the efforts put forward by the employees to boost their performance along with the overall performance of the organization. The firm’s strategic direction was to increase the efficiency of the work processes of the firm by evaluating the employee’s performance. It can be done by redesigning the organizational structure of the firm and allocating the desired tasks to each of the employees as per their experience and expertise (Abratt & Mingione, 2017). Change agent The senior manager from the management team was the change agent as he retains the power and authority to redesign the work roles and duties of each of the employees associated with the firm. My role My role was to cooperate with the manager as per his direction and to provide him relevant information regarding the expertise of each of the employees and their preferred domain (area) in they are interested in working. Moreover, I was also responsible for monitoring that the change initiatives are appropriately implemented and they are executed as directed within the firm. How the change was triggered The change was triggered externally with the help of latest and innovative technologies that included the latest software, new materials, changes required by the customers, legislation and governmental policies(Rao & Tilt, 2016). On the other hand, the change was triggered internally with the help of designing of the duties and roles of each of the employees associated with the firm(Yun, Won & Park, 2016). There was an appointment of a supervisor for a group of employees to monitor the execution of work and resource allocation to each of the employees, and it was done as per the change management process. Moreover, one of the internal triggers was collecting and appreciating new and innovative ideas from the employees regarding the execution and evaluation of the work procedures.
STRATEGY AND CORPORATE CHANGE3 Whether it was successful or not Yes, the process was found to be successful as with the help of this procedure each of the employees was receiving feedback regarding the gap in their performances which then helped to boost the overall growth of the firm effectively. The cooperation and collaboration were required from each of the members associated with the organization for achieving the goals and for successful implementation of the change. The employees contributed effectively with their own designated roles to make the overall change management process successful. Possible instances of worker resistance to change There were few of the instances witnessed regarding the resistance from the workers towards change. It was seen that there were few employees those were not very happy regarding thechange,andtheyshowedanxietyanduncertaintyintheirbehaviortowardsthe implementation of the change. One of the reasons found was the lack of effective communication that creates the resistance to change from the employees. One of the other instances was lack of trust was seen within some of the employees regarding the execution of their assigned duties (Hornstein, 2015).
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STRATEGY AND CORPORATE CHANGE4 References Abratt, R., & Mingione, M. (2017). Corporate identity, strategy, and change.Journal of Brand Management,24(2), 129-139. Hornstein, H. A. (2015). The integration of project management and organizational change management is now a necessity.International Journal of Project Management,33(2), 291-298. Rao, K., & Tilt, C. (2016). Board composition and corporate social responsibility: The role of diversity, gender, strategy and decision making.Journal of Business Ethics,138(2), 327- 347. Yun,J.,Won,D.,&Park,K.(2016).Dynamicsfromopeninnovationtoevolutionary change.Journal of Open Innovation: Technology, Market, and Complexity,2(2), 7.