Analyzing Change Management: A Report on Organizational Strategies

This report provides a comprehensive overview of change management, focusing on its importance and implementation within organizations, using Diageo Plc as a case study. It explores various change management theories and models, emphasizing the need for structured approaches to address organizational goals and technological transitions. The report details the crucial role of Human Resources in change management, highlighting their expertise in supporting change initiatives, coaching managers, and facilitating training. It categorizes different types of change, including organization-wide and transformational changes, and examines the relationship between organizational design and change management. Recommendations are provided, encouraging effective communication and consideration of employee perspectives during organizational changes. The conclusion emphasizes the significance of change for companies and the adoption of change management models for successful implementation, supported by relevant references.

Managing change

Table of contents
 Introduction
 Change management and theories
 Role of HR in change management
 Types of change
 Relationships among organizational design and change management
 Recommendation
 Conclusion
 References

Introduction
 Change management can be described as the process which involves
making a plan, implement it, and integrating change within an
organization. It refers to how a company deals with changes like
Implementing new technologies, adjusting current processes, and
changing organizational hierarchies.
 Having a change management plan will help the transition go smoothly.
One can mandate change, but without a plan for how to implement,
monitor, and report on the success of that change, it will fail.
Irrespective of the type of change, change management provides more
control over the whole process, which supports costly implementation
planning and investments.

Change management and its theories
and models
 There are many theories about change management, especially in an
era characterized by digital change and transformation. The principles,
models, and theories are very helpful in changing practitioners. These
models provide the materials change managers need to successfully
implement organizational change.
 It can be illustrated as a organized approach to addressing
organizational goals, processes, and technology transitions and
transformations.
 Diageo is one of the big organizations and in order to succeed in the
market it needs to change. There are many reasons why Diageo
managers need to make changes to their business such as changes in
customer preferences, changes in marketing trends, etc.

Role of Human resource in change
management
 HR is the only department that
requires the deepest theoretical
understanding of change. It is a
competence center in a sense.
 Given that HR has this expertise, it
can play a variety of roles in
supporting change.
 Unless there is a very large
organization, no HR person
specializes in change like an HR
person specializes in hiring or
learning. Instead, HR leadership and
some of his HRBP may be expected
in addition to other specializations.
 HR roles might be:
1. Active member of the team of
change management
2. A coach for managers who drive
change
3. Provide change management training
4. Help build the processes the
organization follows for change
management
5. HR managers must be able to lead
changes in the HR function.

Types of change
 Organization-wide change: It is a major change that
affects the overall structure of the company. This is one of
the most important changes related to resizing,
rebuilding, etc.
 Transformational Change: It is change that analyzes an
organization's strategy for coping with an environment
that requires companies to understand different social
climates, cultural trends, and technological advances.

Relationships among organizational
design and change management
 There is a powerful and complex relationship among organizational
design and enterprise change management.
 It is important for Diageo Plc directors to consider the design and
structure of the organization at the time changes are made to the
business. Communication is considered one of the most important
factors in achieving change.

Recommendation
 Diageo Plc managers are encouraged to communicate with various
members of the company about changes. It is important for business
leaders to explain the benefits of the change to business members.
 Managers are also encouraged to consider employee perspectives when
making changes to the company.

Conclusion
 From the project report above, it can be concluded that change is one of the
most important factors for companies. To effectively implement organizational
change, it is imperative that an organization adopts a change management
model.
 There are many types of change, and to implement them effectively, an
organization must effectively understand them.

References
 Holten, A.L. and Bøllingtoft, A., 2019. Studying the importance of change
leadership and change management in layoffs, mergers, and
closures. Management Decision.
 Matarazzo, M. and Quaglia, R., 2021. Digital transformation and
customer value creation in Made in Italy SMEs: A dynamic capabilities
perspective. Journal of Business Research, 123. pp.642-656.
 Kirton, G. and Greene, A.M., 2021. The Dynamics of Managing Diversity
and Inclusion: A Critical Approach. Routledge.
 Riccucci, N.M., 2021. Managing diversity in public sector workforces.
Routledge.