Analysis of Change Management Strategies for KK Group

This report delves into the realm of change management, focusing on its application within the context of KK Group, a retail entity operating in Malaysia. The report begins with an executive summary, followed by an introduction that underscores the significance of change management in enhancing organizational efficiency. It then presents various change models, including Lewin's 3-Stage Model, McKinsey 7-S Framework, Kotler’s Change Model, and ADKAR Model, evaluating their suitability for KK Group's strategic shift towards website development. A detailed analysis of the change management process is provided, emphasizing the critical need for change, identification of opportunities, and strategic planning. Furthermore, the report explores the challenges associated with change management and concludes with recommendations aimed at optimizing the implementation process and improving organizational performance. The analysis considers the benefits and limitations of each approach, providing insights into effective strategies to manage change within the business. The report aims to enhance management understanding and support the effective execution of business activities.

Change management

TABLE OF CONTENTS
TASK 1............................................................................................................................................1
Executive summary ....................................................................................................................1
TASK 2............................................................................................................................................1
Introduction: ...............................................................................................................................1
The Change Model Proposed .....................................................................................................2
Change Management Process ....................................................................................................7
Change Management Challenge ..............................................................................................11
TASK 3..........................................................................................................................................12
Conclusion and recommendation .............................................................................................12
REFERENCES: ............................................................................................................................15

TASK 1
Executive summary
The effective assessment of the changes that are been taken within a business
organisation will help the firm to handle their operations and actions in an effective manner.
Changes are to be made in a firm when required in order to carry out the business activities and
actions in a very effective and significant manner. This will help in effective growth and
development of the actions and activities that will help in improving the performance of a
business activity with efficiency. The report will cover various change models that can be
proposed and implemented within a business entity. Other than this, the type and nature of
changes that are been carried within a firm and proper justification in order to select a firm will
be analysed. Other than this, the benefits and limitations of these approaches are been taken in
consideration.
Apart from this, the evaluation of change management process will be carried out and the
challenges related to it will assess the factors in order to provide suitable recommendation to
improve the performance level of organisation. Also, the effectiveness of a business change
model is been evaluated and proper outputs are been presented. This will help in improving
knowledge of the management and help the organisation to execute business activities with an
effectiveness.
TASK 2
Introduction:
Change management is a process of implementing change in organisation to improve
efficiency or way of doing business. In this, the goals and objectives are changed with respect to
process and methods. It is essential to analyse the area where change is required otherwise, it can
affect the overall organisational operations. Generally, it is a long process that requires proper
planning and management (Cameron and Green, 2015). A change can be implemented in a
department, process or entire business. It depends on the need of business and resources. Also,
implementing change can affect the business in either positive or negative way. So, it is
important that effective strategies are developed to minimise the impact. It will help business to

implement change in an effective manner. While implementing change, it must be monitored so
that measures will be taken in right time. It will ensure that change is properly implemented.
There are various models of change that can be used. It is very difficult for organisation to
implement the change as it can reduce employee’s efficiency. So, they have to ensure that
employees are ready for change. It is necessary that employees are provided with effective
training so that it will become easy for them to adopt change. For undertaking the present report,
organisation selected is KK group (Kuipers, Higgs and Van der Voet, 2014). It belongs to the
retail sector and operates in Malaysia. Company is not having online presence so, change is
implemented to develop the website. There will be also change in other methods like product
delivering, solving customer problems, etc.
The Change Model Proposed
There are various models of change that can be implemented by KK supermarket. It will
help them to develop an online website that will help in increasing presence of company in
Malaysia. The models are as follows :-
LEWIN'S 3-STAGE MODEL OF CHANGE
This 3-stage change management model has been developed by Kurt Lewin which
involves unfreezing, changing and then again refreezing. It is a step-by-step process which every
organisation must follow if they want to make a change in their current organisational climate
and environment.

Unfreezing:- This is the first step in change in which the organisation give their acceptance to
change and prepare for it. In this step, first they break down their current organisational structure
so that they can build up a new one. This could be the most difficult part of any organisation in
the change management. In this the organisation needs strong motivation to control themselves
so that they can effectively change their current organisational structure.
Change:- This is the second step where the organisation start to change themselves, this is a long
time taking process (Lozano, Ceulemans and Seatter, 2015). In this process many people face
difficulties particularly those who had benefit in the previous organisational environment and
structure. There are two things through which any organisation can effectively bring and manage
the change which are time and communication.

Refreezing:- This is the last step in change management in which all the changes have taken
place and when people are ready to cope-up with that change. Then the organisation can again
refreeze. They get their new changes in the current organisational structure, they develop the
ways to sustain all the changes. They provide help, support, training to all their employees
working with them.
McKinsey 7 Framework
This model was introduced in early 1980's by Robert Waterman and Tom Peters. This
model says that there are 7 aspects in an internal organisational structure, if they are in proper
order and alignment then that particular organisation can be successful (Cummings, Bridgman
and Brown, 2016). They can improve the productivity and performance of any organisation.
This model has 7 interdependent factors which can be categorised into hard and soft elements.
Although hard elements are easier to identify, define and manage rather soft elements are more
tough to describe because of their intangibility and culture specificness. The elements are as
follows:-

 Strategy:- It is basically a plan, a blueprint, an outline or a path on how to build a
competitive advantage over others. This is basically an action plan or a course of action
to attain the organisational objectives and goals.
 Structure:- This is basically the simple organisational structure, the way in which an
organisation works. There designation chart and reporting authorities, their general
authorities and responsibilities etc.
 System:- The job profiles and job designations of all the employees working in the
organisation. Their daily activities, their rules and regulations etc. (Van der Voet, 2014).
 Shared Values:- These are the general values, moral values, general business ethics,
work ethics, their corporate culture, Their core values etc., which any business
organisation possesses. These are also known as Super-ordinate goals of any business
organisation.
 Style:- The particular leadership style adopted by the organisation.
 Staff:- All the employees in the organisation and their abilities, capabilities, their do's &
dont's
 Skills:- All the related/unrelated skill-sets and competencies which their employees
possess.
Kotler’s change model
This model contains eight steps that help in implementing the change. It helps in leading
change from front. The steps are as follows:
Create urgency – In this a feeling to change is developed in company. A need of change is
created that helps in motivating employees to move towards change (Rasche and Rehder,
2018). In this, several things are done that include threats and opportunities that can occur in the
future. Taking suggestions from stakeholders, etc.
Form a powerful coalition – In this step, people working in organisation are convinced that
change is necessary. This helps in sharing the vision of change with them. In this, leaders and
managers play a vital role. They create team and influence them.

Create vision for change – In this, values are determined that will lead to change. For this, ideas
and concepts are taken from people. It is described that why change is necessary.
Communicate the vision – When all things are done, the vision is communicated to
stakeholders and employees. Vision must be communicated properly so that everyone will put
their efforts in it. Also, it helps in understanding what will is the main purpose of change.
Remove obstacles- In this step, all obstacles that can occur while implementing change are
removed. It is done by analysing the benefits and drawback of change at all levels of
organisation (Steigenberger, 2015).
Create short term wins – set short term goals so that it can be achieved easily. It will help in
motivating people that change is beneficial for organisation.
Build on change – In this step analyse the things that went wrong and take measures to improve
it. Also, goals are set to build momentum. Moreover, improvements are made to enhance the
efficiency.
Implement change – Finally, change is implemented in organisation in a proper plan. Also, it is
controlled and monitored.
Adkar model
It is a goal oriented model that leads to organisational change. It focuses on individual
change and thus, achieving overall goals. It states clear goals that will be done by implementing
change. Usually, this model is used to bring change in the activities of departments. This model
is described as below:-
Awareness – It is similar as that of step one in Kotler’s model. It states that an awareness must
be created about change. It must be communicated to overall organisation. This will help in
preparing them for change (Samuel, Found and Williams, 2015).
Desire- In this, employees are involved and participated in implementing change. This is done
by motivating them. The main purpose is resistance management.
Knowledge – In this, planning is done on how change will be implemented and in which area.
This is done by providing training to employees.
Ability – In this is change is implemented in area in which it is required. By this improvements
are done in those areas. The main purpose is to evaluate the performance of organisation.

Reinforcement – It is an activity in which change is measured with the goals and objectives so
that it can be recognised whether change is successfully implemented or not.
Change Management Process
Every business requires change in order to sustain in the market. For this, they identify
area that requires change and develop a proper plan. This plan is known as change management
process. It is a sequence of steps or activities that have to be undertaken in order to implement
the change. It ensures that plan is moving according to the steps mentioned in process. Also, it
gives an insight on what activities will be performed and in which area. Along with this, by
determining the process resources can be allocated and time scale can be developed. This process
is followed by the leader and manager in developing plan so that goals and objectives can be
achieved. In KK supermarket, change is implemented to develop the website (Cummings and
Brown, 2016). It will help in increasing their sales and profits KK supermarket can ensure
implementing the whole process of change management so that they can be able to maintain a
sort of balance between different operations and processes of the work place. By this means, KK
super market can ensure involving strategies for different purposes such as for satisfying
customers, making the environment more happier etc. This can help them to achieve a better
processing rate. The change management process is described below :-
Critical Need for Change- It means that why KK supermarket needs to implement change.
Developing website will help in increasing awareness among customers. Also, website is needed
as due to advancement in technology. KK supermarket need to cope up with that. The change
will create a platform for KK supermarket to grow and develop. Also, KK supermarket will
respond in positive way as it will enhance their efficiency. The employees will give their best to
communicate with customers. Moreover, stakeholders will provide suggestions in how marketing
can be done so that customers are attracted (Goldstein and Richards, CA Technologies Inc,
2017). This change is derived by identifying opportunities for growth. KK supermarket has
recognised that by providing goods and services online it can grow and develop in different
markets. Also, it will enable them to gain more market share in Malaysia. The need of change in
KK supermarket of developing website has arrived from outside the organisation. This is because

many retail companies have their own website. This has forced KK supermarket to develop their
own website.
Initiating Change- in this it is observed that whether change will be managed by company or
not. It is performed initially after recognising need of change. It helps in finding out who will be
responsible for implementing the overall change. Who will be the stakeholders and whether it is
acceptable to all everyone or not. KK supermarket must develop website by appointing an
experienced external person. The overall change process must be handed over to that person.
Furthermore, it will shown to them that how website will make it easy to sell products. What
benefit will it have on company profits (Worley and Mohrman, 2014). Moreover, if website is
not developed then KK supermarket will not be able to compete in the market. The acceptance of
members will be taken by describing them advantage of implementing change. This can also be
done by motivating so the support in implementing change. The person that is responsible for
initiating change has the responsibility to deliver the best services. The success and failure of
change implementation depends in how that person manages activities and people. How he or
she takes the consent of stakeholders to agree them. Also, how he deals with them is his role.
This process takes a lot of time as communicating with other members takes time. Also, it is not
easy for them to gain their consent as entire change management process has to be explained to
them. Besides this , advantage and why it is beneficial for KK supermarket . They also have the
clear idea and vision on how change will lead organisation to sustain for long term. How
employees and customers will be benefited with it.
Diagnosing Change - it is a process in which several theories or models are applied to diagnose
change. With this it is easy to identify what to change (Belias and Koustelios, 2014). This refers
to identify whether process, structure or method are changed. It helps in identifying the specific
area where change has to be implemented. With this it becomes easy to develop plan for that
particular area. Also, the focus remains in that. There are various models through which
diagnosis can be done. These are as follows:-
 Analytical model – it is a model that helps in analysing the change in organisation. It is
used to identify key area of issues or problems. In this there are four aspects that is taken

into consideration. These are environmental, department structure, time and organisation
goals. By this it becomes easy to analyse value of change with this aspects.
 Force field analysis model – this model views the drivers that forces organisation to
change. It measures the driving forces with restraining forces. This model helps in
recognising the drivers that will be beneficial for organisation to implement change. By
using this it becomes easy to develop strategies for successful implementation of change.
 Cause maps and social network analysis- it is a mathematical model of diagnosing
change. In this cause maps are developed to identify variables in change process. With
this relationships are built between variables and numbers (Harter, Billy and Palla,
2018). Thus, a matrix is developed. On the other hand, social network model analyse this
matrix to identify relationships between people. It helps in identifying risk and its
inaccuracy.
Therefore, KK supermarket must select one model that will help in diagnosing change. It
will help company to analyse current and future state so that accordingly measures can be taken.
Also, they will get an insight on which area required change. Developing website needs deep
analysation of area that will be impacted. Furthermore, by this KK supermarket will be able to
grow and develop.
Managing People Issues – it is the most crucial aspect of any organisation while implementing
change. In this process strategies are developed to manage issues and problems that can occur. It
is often that issues always occurs while implementing change. This is because employees resists
changes (Smollan, 2015). Generally, these issues are related to roles and responsibilities and
time. If issues are not solved in right time it can affect change implementation. It is necessary to
follow this as it helps in smooth implementation of change. Also, it is the most important stage in
which stakeholders issues are also handled. In this several things are considered that is how they
will be motivated, how training will be given to them, etc. this process also helps in identifying
the way in which strategies will be implemented. KK supermarket has also developed strategies
on how they will manage stakeholders and provide training to employees. They have set
standards on the basis of which performance of employees will be measured. KK supermarket

has developed training method through which employee will be provided training. Several
strategies are implemented through which issues will be solved. Thus, systematic structure is
prepared through which issues will be solved and people will be managed by KK supermarket.
Plan and Prepare Change- it is a step in which a blueprint of entire change management
process is developed (Yan and Qian, 2016). It includes a step by step method through which
change will be implemented. Besides this, it includes interventions that are necessary to
implement change. A proper plan is developed in which various factors are included that is
political, timing, resources, etc. KK supermarket has also developed a plan in order to develop
website. In this they have provided various steps through which website will be developed, in
how much time it will be done, what resources will be required are mentioned in it. Company
has also identified constraints that can occur. A team is created that will manage overall activities
of change. There were many interventions that was identified in KK supermarket. These are as
follows :-
Technology – it is the main intervention as change in technology will affect the change. So it is
essential that measures are taken to analyse the current and future state of technology. The entire
change process in dependent on this. Thus, KK supermarket must be prepared for dealing with
change in technology.
Resources – It can be also an intervention as while developing website KK supermarket might
need resources in the future. So they have to manage it otherwise it can affect the website
development. This will also create a negative impact on company financial position.
Implement Change- this is the last stage in which change is implemented. The steps that are
identified in above stage are executed. It has to be ensured that steps are followed in systematic
way so that change is implemented properly (Cameron and Green, 2015). In this steps are
controlled and monitored so that project moves in right direction. Also, corrective measures are
taken in case of need. But in this also several steps are followed to implement change. It is
because it helps in proper implementation of change in all departments. The steps that are
followed depends on the model that is being applied by organisation. While executing plan
different problems are faced related to resources, structure, strategic issues, etc. so these all has