A Case Study: Microsoft's Organizational Change and Management

This report presents a case study analyzing Microsoft's approach to organizational change management. It explores the application of a change model, likely the eight-step process, to understand how Microsoft implements and manages changes within its structure. The report discusses key elements such as creating urgency, building a coalition, establishing a clear vision, effective communication, addressing obstacles, achieving short-term wins, consolidating gains, and sustaining changes. The analysis likely highlights how these steps are applied to Microsoft's specific context, including employee engagement, overcoming resistance, and ensuring the long-term success of the changes. The report aims to provide a comprehensive overview of Microsoft's change management strategies, offering insights into the challenges and successes of the process.

Value and Contribution to Organizational Success
Organizational design and
change management
relationship
Change model was developed by
June quarter, the whole process is
divided into eight different sequence
of steps. The steps are as follows:
Create urgency: it is very much
essential that company have clear
picture about the success and
advantages that these changes will
bring in the business. Does it is
equally important that organization
have environment in which employs
are totally aware about the changes
that are implementing in the
organization and they don't have any
resistance towards it. It can be done
by engaging them in finding ideas to
implement the changes so that they
feel empowered to introduce changes
in the organization. In this step
Microsoft Corporation will create an
environment in which managers and
employees will support each other by
coming up with creative solutions to
bring changes in the operations.
Continue
Short wins: change process is a
lengthy activities there is a need that
it should be divided into small task.
There should be smaller targets for
the employees and management so
that after achieving it they feel
motivated and more dedicated.
Build changes: there are many
examples where the process has failed
because they are not Consistent.
There is a need that after the change
process has been implemented in the
Microsoft Corporation management
makes sure that it sustain for long in
the environment. This can be done
with continuous improvement and
controlling action to see
sustainability.
Coalition: it is very hard to
implement the whole complex change
process at a one go and with
effectiveness. Does there is a need of
some expertise and professionals who
take this Process step-by-step by
communicating, delegating authority,
decreasing resistance and introducing
gradual changes. With the help of
these expertise Microsoft Corporation
can easily implement changes and
success can be seen.
To overcome this challenge Microsoft
Corporation need to create a clear
vision which will help organization to
implement and communicate about
the benefits to the employees. This
communication and vision will help
workforce to work in direction of
implementing changes by setting
personal and professional objectives.
Communication: this is one of the
important step in the whole change
process theory. This helps in
minimizing the resistance from the
employees by communicating
continuously about the changes and
the execution part by making them
understand about the benefits it will
have.
Obstacles: change being a complex
process defines there are a number of
obstacles while implementing it. This
can be reduced by strengthening the
power of factors that drive changes
present internally and externally in
Microsoft Corporation.
Creating vision: change is defined as
one of the complicated process to
implement in an organization and it is
more complex to understand it.