Leading Organisation: CEO Report on Change Management Strategies

This report provides a comprehensive analysis of change management strategies within a leading organization, addressing the challenges of stiff competition and rapid technological advancements. The report begins with an executive summary, followed by an introduction that emphasizes the importance of adapting to global changes and the need for innovation. It identifies key changes, including operational, cultural, strategic, and political changes, and discusses the impact of these changes on maintaining a competitive edge. The report then delves into various change models, such as developmental, transitional, and transformational changes, along with Lewin's Three-Step Model and Kotter's 8-step model, outlining their practical applications. Furthermore, it defines the vision for change, emphasizing the need for rapid technological innovation, increased market share, and sustained profitability. The report also highlights the importance of aligning the vision with the organization's mission, objectives, and goals, and it identifies key stakeholders and strategies to maintain commitment. The report examines the gap between the current state and the desired future, and the challenges that need to be addressed. The report concludes with an analysis of the stakeholders involved in change initiatives and strategies for successful implementation, providing a roadmap for the CEO to spearhead the change initiatives and enhance the organization's competitiveness and profitability.

Running Head: Managing organization 0
Managing organization and leading people
12/21/2018

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Executive Summary
The globalization of the new and emerging world tends to the influence on the organization.
As a developing organization, they need to increase the system and digital technology along
with customer demands and preferences. So, the organization needs to adapt to the change
and innovation which in turn leads to organization success and development. In the
following, an effort has been made to discuss the key changes and changes model need to
manage progressively, vision for change, key stakeholders and strategies in maintaining
commitment.

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Introduction
The global changing dynamics are now predictable every moment with technology
advancement. The organization strives to achieve for the development with continuous
change of the international business environment. It is to be noted that the organization has
embraced for the objective of developing responsibility for the implementation and
establishing a flexible environment. They are looking for enhancement in the delegation of
responsibility, decision-making, and supervisory function to carry out operations effectively
in the organization. They need to embrace the change process, maintain the leadership style,
and enhance strategy to execute in the organization to adapt effectively (Dick et al., 2018).
The background of the research stated that the influence of climate change and technology
improvement cannot be ignored. The individuals desire to take advantage of new things and
adapt the change effectively and efficiently. They need to react to the continuous change of
new technology for developing the growth of the company from a long-term perspective. The
interest of global customers on digital technology is increasing day-by-day, as they need to
adapt the change effectively. It is seen that several companies fail to build change initiatives
and lose focus to implement change in the organization. There is general responsibility for
the desire to manage change successfully and generate stability in the organization (Yoder-
Wise, 2014).
The types of change involved are operational change, which influences the operation
conducted in the organization. The cultural change influences the philosophies of the
organization. The strategic change influences strategic business activities of the organization.
Political change occurs fundamentally for implementing strategies, which gives a
comparative advantage to the organization. The influence of political change is mainly at
various levels of the organization. This increasing pace of change in the organization has led
to a great emphasis on maintaining competitive edge and development of technology
(Charlwood and Hoque, 2017) In the following, an effort has been made to discuss the model
of change, vision for change, and strategies to manage change effectively.
Key changes and change models
The developmental changes which occur when an organization makes advancement to their
on-going businesses. It is stated that an organization decides to develop their methods,
processes and performance expectations. It can cause stress to personnel as they are educating

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about new technologies and adapt effectively. The employees are more probable to adapt the
change if the organization implements developmental change. Transitional change is more
unpleasant than developmental change as it replaces the current procedure or processes that
are new to the organization. It might not need a substantial shift in culture but it is more
inspiring to execute than developmental change. The transformational change may
incorporate both transitional and developmental change, as they need to change themselves
for generating profitability. When organizations are faced with the development of
technologies and a substantial change in supply and demand, lack of revenue, or other
developmental change (Eyring et al., 2016).
Change Models
The organizations will need to execute the strategic change model to the organization for
better productivity and more competitiveness. It is to be stated that the organization will have
to identify the people nature, behaviour and saturation point so that they can take immediate
steps to execute the change in the organization. The innovation and change will never happen
without dedicated human aspect in the organization. The organization needs to implement a
change initiative, which is the biggest factor for the whole system and processes. They need
to get involve everyone so that they can achieve better productivity and success (Cummings,
Bridgman and Brown, 2016).
The Lewin’s Three-Step Model established a change model, which represents a very easy and
practical model for understanding the process and system of change. It creates the perception
and moves a step towards the desired phase of behaviour and eventually setting the norms
and principles. It involves a process of three steps: Unfreeze, move and refreeze (Rosenbaum,
More and Steane, 2018).
Stage 1: Unfreeze
It is stated that before a change can be executed, it must carry out with the initial stage of
unfreezing. The communication is a significant part to implement the change process, which
will deliver the change process to all the employees on the organization. It also informed
employees about the change processes. It may generate a positive and negative reaction in the
institution and have to deal with the resistance from employees who are comfortable with
Unfreeze Move Refreeze

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processes and system. It prepares the companies to adopt innovation and change. It is
necessary to educate them for a better understanding of change (Mahmood et al., 2017).
Stage 2: Move
This stage is where individuals initiate to resolve their uncertainty and prospect for
developing new ways of change. It is stated that after they become aware of the system
change, they need to make sure that all personnel is taking advantage to make a better
environment. They need to act upon the ways, develop the new direction, and proactively
participating in the development of change (Bartunek and Woodman, 2015).
Stage 3: Refreeze
It is the final stage of the change model to recognize the change and barriers to sustaining
change. It is an important stage to retain the momentum of the business to achieve success by
offering the constant support to progress with the changing procedure. It symbolizes the act
of stabilizing, solidifying, and reinforcing the new state of change (Hornstein, 2015).
Kotter’s 8 step Model of change
The Kotter’s step model of change is an 8-step model, which is easy to implement in the
organization. It is the best-known model comprise 8 steps: -

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(Pollack and Pollack, 2015)
 Developing a sense of Urgency-It discusses the current financial situation and
maintains the need for innovation. It may help in carrying a convincing and honest
understanding of the organization. It is stated that if several people talk about the
change, they can develop the urgency and synchronize the change in the
organization.
 Creating a guiding coalition - It is stated that a sense of urgency is developed, the
next step is to form a strong leadership and assistance from key people in the
organization. They have to lead effective change in the organization and for that
need to cooperate with influential people and continue to strive for change.
 Creation a vision for change- The organization should develop a clear vision and
develop new ideas and solutions so that change can be implemented.
 Communicating a vision for change- The organization needs to communicate it in
a frequent manner and utilize the vision in effective decision-making.
 Remove Obstacles- The personnel in the organization constantly encourage people,
achieve the vision, assist in removing hurdles, and achieve the benefits.
 Generate short-term gains- It is to be stated that the organization should generate
short-term gains in order to attain the target in a short-term period.

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 Develop the change- The organization should develop the change and sustain
acceleration for improvements and success can be gained.
 Anchor the changes- The organization should make sure that the change is
introduced in every part and maintain the changes in the corporate culture.
Vision for change
The vision for change is to maintain a rapid innovation of new technology and people desire
for developing the organization’s growth and success for a long time. They need to build the
vision that encourages them in order to attain their objectives and ability to carry out the
organization on a right track as to move progressively towards the future. It is to be stated
that they have to path and assist in attaining to reach its desired goal. Their main vision is to
increase market share, expand the business, increase the competition, and maintain the
profitability for the long-term perspective. They have to continuously move towards the
common vision by participating cooperatively and motivating the team to adopt the
innovation in a positive way. It is stated that organizations are now turning towards
competitiveness and thinking upon various factors in respect of bringing change and
formulate strategies in achieving the goal (Verganti and Shani, 2016).
In respect of bringing change and innovation in the organization, they have to see that today’s
environment is full of marketing challenges, social, political & economic pressure,
uncertainty, workforce, and despite all technological development is one of the constant
change. The technological innovation is rapidly changing and attracting the employees and
customers and lead towards enhanced workforce, expansion and diversification of
organization. The organization in respect to changing innovation can improve the workforce
and generate a return on investment. It can also get healthy investment and maximize
competitive benefits, which in turn attain the best talent and productivity in the organization.
It can also result in new production, new collaboration, and challenge to the status quo. In
bringing innovation into the organization, it increases flexibility and efficiency to the
changing demands of the customers. It is stated that the legacy automated workflows generate
innovative business models will enhance the productivity and efficiency, which leads to
better results in maintaining specific expectations of the customer (Doten-Snitker et al.,
2018).

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It will also lead to the development of processes and infrastructure with cutting-edge
innovation that can progressively incorporate with the framework with the assistance of
digital transformation. It can streamline the work processes, which thus enhanced the
capability to make better-informed decisions. The organization can also attain maximum
customer satisfaction through efforts made in digital transformation. The agile method to the
organization inspires management, customer, and prospective stakeholder helps in
maintaining feedback and communication. It has been stated that in bringing change and
innovation in the organization allows employees to cooperate to adapt to the innovation
effectively and efficiently. The organizations can offer innovative and advanced outcomes by
emerging processes, business models, solutions, and services in a dynamic environment.
With a streamlined method of innovation in an organization, they can reduce the risk of
failure as transformation can eliminate bottlenecks and positioned to offer development
towards the digital competitive environment. They can attain a workforce, IT, as well as
security transformation, in the era of the digital environment to direct the way and develop a
competitive advantage. It is to be stated that emerging technology and innovation can
strengthen capabilities into prominent cloud platforms to the modernization of enterprises
(Van der Voet, Groeneveld and Kuipers, 2014).
They should align the vision of change to the organization vision, mission, objectives, and
goals in the proper direction. The vision of change is to innovate new technologies and
develop the skills of every employee in the organizations. Therefore, in respect of the
organization, they should recognize the stakeholders and delivers strategic direction through
maintaining the values and philosophies, which should be aligned with the capabilities of the
employees. They should maintain a clear sense of mission and vision and capacity to
integrate the focus on key success factors for the organization. They should directly support
in providing a sense of direction and communicate to relate it directly to the vision of the
organization. It is stated that organizations should generate a definite strategy that is projected
to align the strategies and actions of all people, team and businesses to attain corporate goals
and strategies. These environments can make employees valued and appreciated and greater
commitment and inspired, which turn out into employees’ retention, reduces conflicts and
grievances. It can also maintain profitability, productivity, and seek to maintain contacts
among people to generate to adapt to the innovation, which facilitates to success and growth
of the organization (Hamilton, 2016).

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Identify the gap to overcome the barriers
It is to be stated that the administration seeks to implement change in the organization as it is
the belief in the minds of the management that it will progressively influence the organization
in a positive manner. The main objective is to maintain a successful strategy and
implementation of change, they need to maintain a progressive approach to overcome the
barriers and motivate changes in the organization. It has been identified that presently
employees are less aware of the outcomes of the necessary change and innovation in the
organization. In addition, the organizations also face difficulty in retaining the customers as
employees feel that organization is not adapting to the innovation and they choose to leave
the organization, which in turn leads to a barrier in attaining success and growth and needs to
be overcome. There are external factors, which can drive motivation and change, which
ensure to adapt to new skills and capabilities (Bouzon et al., 2016).
The barriers to change will maintain a gap in adapting to the change and innovation in the
organization. The barriers which are identified as lack of involvement of employees which is
to be overcome. It is stated that organizations find it difficult in engaging employees in the
change management and lack of desire to embrace a prospective culture to overcome the
barrier of change. The gaps which are analyzed as delivering sufficient and appropriate skills
and capabilities to introduce the change in the organization, which is essential in maintaining
the drive towards embracing the change and coping with the new developments in the
organization. They have also identified that several organizations have no efficient and
effective communication strategy and direction. In fact, leaders in the organization assume
that once they introduce the change, employees will have to adapt to the change and
innovation and prepare for the new development in the strategic goals of the organization.
This is the silliest method to adapt to the change, which assists in resisting to the change
effectively and efficiently. It is to be stated that employees have not only aware about the
change and innovation but also the impact of change and how it will affect in future. The
companies have to safeguard from deep resentments, which commonly occur because of
misrecognition of traditions and values at the workplace. As, they have to concentrate on
objective analysis and critical understanding, which is significant to understand the
convictions and feelings in an extraordinary way to overcome the barriers that normally
hamper organizational changes (Kabisch et al., 2016).
It is to be stated that change and innovation are always difficult for companies that lack the
conviction to recognize and implement innovation without directing an understanding about

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the plan of the organization. They have to make sure that failure in identifying the plan of the
organization will cause a barrier of embracing a change and innovation. The organizations
also start to maintain dynamic processes and methods, which make the planning and
implementing change more difficult. The difficulties involve dynamic framework, systems,
and processes, which contribute to the implementation of change as it is quite hard to
understand (Lee, 2015).
It is essential to overcome the barrier of change by adapting to the skillful and keen approach
to handle companies’ quick growth, success, as well as density. The organization should
break the barrier by involving highly dedicated, diligent, and effective change management
strategy. It is quite complex for the organization to handle the change and innovation
effectively and efficiently and if still lacks need to be overcome. So, it is necessary to deal
with the resistance of change and innovation and for that employees should cooperate in
making the change aware and proper understanding should be developed (Aldridge et al.,
2016).
In a practical sense, it is believed that participation is a motivation drive, which actually
understands the employees to attain cooperatively and collaboratively, which actually helps
in resist the change effectively and efficiently. The management should take immediate steps
in concentrating on new standards of performance for motivating them in order to direct
towards technical and social change (Szulanski, Ringov and Jensen, 2016).
Key stakeholders
The stakeholders are a significant discipline that successful people utilized to gain support
from other people. They assist in maintaining that initiatives for change will be successful or
not. They are the important people which help in developing the change programmes and
initiatives effectively and efficiently. The organizations can utilize the opinion, ideas, and
views of the experienced and powerful stakeholders to build change initiatives and
programmes. It is more likely that they can assist in improving the quality, reliability, and
productivity of every aspect of organization development. They also assist in attaining
support, which can utilize the resources in a most feasible and attractive manner. It should be
stated that by communicating with stakeholders early and quickly would ensure the operation
conducted in the organization and needs to be done. They can also anticipate the reaction of

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people and accordingly build and develop the plan and policies of the organization with the
full support of them (Hueske and Guenther, 2015).
The stakeholders which are identified as: -
 Employees-It has been stated that staff and personnel in various level of management
impacts negatively as well as positively. In a positive side, it encourages various
levels and maintains a more dynamic sense of direction and matrix, more delegation
of responsibilities and accountability, which leads in high commitment and
motivation. This can be profitable and beneficial for the organization. In a negative
side, it affects the personnel and higher level of management who well-maintained
decision-making responsibilities and powers. As the turning of accountability and
responsibilities can be reduced through the assignment of power and duties. But the
responsibilities will remain the same as it is observed by the management. It also
impacts the morale and motivation, which in turn affects growth and innovation
(Parasuraman et al., 2018).
 Government- It is to be stated that the implementation of change initiatives and
beneficiary sector in the extents of maintaining the capacity of counter trafficking,
migration management framework, labour migration initiatives, management training,
and assistance to internally misbalanced people and refugee. As the donations of
most of the beneficiary are generally channeled to several host societies. It is to
understand that the intergovernmental companies should maintain the relationship of
several government sectors (Hauck, Schmidt and Werner, 2016).
 Donors-It is to be understood that major donors of the organization, which helps in
maintaining the change and innovation are governments and cluster of nations like
European commission of humanitarian office, European Union, and other private
beneficiaries. These areas are very much concentrated on the execution of change
initiatives on the matter of fund allocation in an efficient way without waste of assets
and resources for the correct purpose. It is ensured that there is no overfeeding of
resources with respect to change initiatives and development of strategy (Speller,
2016).
 Host communities- The societies should be also benefited by the change and
innovation and after executing the change initiatives, there is the development of
organization strategy and capacity building (Cheng et al., 2014).

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It should be noted that both people and organization should finally communicate and
collaborate with all the employees in the organization to generate the effort to satisfy the need
and preferences of the employee. They should also create the understanding and informed
people to safeguard that stakeholder will ultimately resolve the problem occur in the
organization and make sure that no major issues will be arrived to disrupt the change and
innovation in the organization. As the stakeholders can be beneficial with every initiative
which is to be taken in the development of the organization. They are very helpful in
monitoring the people and cooperate with understanding and communication of ideas and
conviction of new technologies and innovation (Naglie, Sanford and Rapoport, 2018).
They assist in providing support to people and able to accomplish the change initiatives for
the organization. It is to be stated that stakeholders directly cooperate, communicate, and very
open about their ideas, opinions, and convictions to build a positive and cordial relationship
with all in the organization. They should also have gained the understanding and improves
the ability and capability of the workforce in an efficient and effective way to achieve the
desired target. They should cooperate and communicate in a proper way and maintain
involvement as strong as possible. It can develop their plan and policies in adequate
attainable measurable targets (Matuleviciene and Stravinskiene, 2015).
Steps in safeguarding engagement and commitment
The steps which should be taken in building engagement and commitment so as to develop
effective and efficient management of change. It is to be stated that managing and
maintaining organizational change will attain measurable outcomes, which will be more
successful and powerful (Curran et al., 2016).
 They should involve sensitive execution and overall planning along with the
involvement of the employees affected by the innovation and change.
 It should make sure that if organization forced to adapt the change to employees
them the problem can arise as change should be achievable, measurable, and
realistic.
 It is to understand that change and innovation need to be interpreted and managed in
such a way so that individual can deal with them effectively and efficiently.
 The organization should not take a decision regarding quick change and innovation
as it prevents from involvement and consultation, which tends to more difficulties
that take more time to solve.