Value and Contribution to Organisational

Value and Contribution to Organization
Current situation McKinsey 7S Model
Change management
Introduction
Value and contribution to an organisation is vital
concept mainly deals with human level in the
business entity. Values are stated norms or rules
play's out its necessary role to brings out harmony
among organisational structures.
Change management is an ongoing process which
deals with transition or transformation of an
organization goal's, processes or technologies. The
major purpose of the change is to led an
implementation strategies for effecting change,
controlling change and helping to adapt to change.
Change is vital for every people, an individual or
business, if they looking to implements changes with
the purpose to gather their own respective.
Change management is necessary, when any firm is
undertaking process of restructuring such as
implementation of the defined policies or procedure,
which would be helpful to generates long term or
performance in context of business.
In the Amazon, working is formal and casual at
both side. Currently, hierarchical organizational
structure is under-process, in which functional OD
is he vital part. In functional OD, higher is given to
main functions such as HR, finance, operation,
marketing, R&D etc., whose role of these function
is vital to brings out positive alteration in both
external and internal environment. As, this leading
e-commerce is looking for shifting from functional
to line design, under which authority is directly and
vertically from the top of the managerial
hierarchical which is down to different level of the
managers and subordinates and also down to
operative level of the worker's.
This model tends to show the link between seven separate
elements of an organization to enhance its overall
effectiveness.
Lewin’s change model
A change model developed by Kurt Lewin consists three steps
known as unfree, change and refreeze. This is very simple and
practical model that could be implement by companies for
better understand the change process.
Unfreezing: According to Lewin before implement a change at
workplace it is essential to first unfreeze.
Change: After unfreezing now employees are ready to move to
new. According to Lewin change is the procedure that
organisation must go through in order to being in the new state.
Refreeze: This is the final step off change model this consists
stabilizing the new change after its implementation.