Change Management Report: Proposing Change Framework for McDonalds

This report analyzes change management within the context of McDonalds' initiative to automate its stores. It begins by emphasizing the necessity of change for organizational success and acknowledges that different change initiatives require tailored approaches. The report proposes a change leadership guideline and uses a graphical model to discuss the implementation of change, resistance from employees, and solutions to mitigate that resistance. Two key change management theories, Kurt Lewin's model and Kotter's eight-step model, are presented. The report identifies various sources of employee resistance, such as job security concerns and misunderstandings of the change process, and suggests strategies to overcome this resistance, including open communication, employee involvement, and providing appropriate resources. The conclusion underscores the importance of managing change effectively to ensure long-term organizational success. The report references relevant literature on change management, including works by Kotter, Maccalman, and Paycor.

CHANGE MANAGEMENT 0
Change management
System04116
2/14/2019

CHANGE MANAGEMENT 1
Introduction
To achieve truly great things, you have to experiment. If you do not change things, how can you
ever make things better? Therefore, changes are required in every organization or company to
achieve success in their field. Although all change initiatives seek to move some aspect of
attitude or behavior, from where it is today to where it is necessary to be in the future, there is no
single change management process that will be equally functional in every case. In this project, it
is required to propose framework for change in the form of a broadly defined change leadership
guideline.
Discussion
Graphical model:
McDonalds is selected for proposing framework for major change initiative. McDonalds initiates
to make a stores automated by providing food to customers through automatic machines. This
new change may improve the quality of McDonalds and helps in getting success. However,
idea of change management
implementation of change
resistance to change by
employees
solution to problem of resistance
to change
achieve target or success

CHANGE MANAGEMENT 2
there are some resistances to change by employees of the organization. The employees are
against the idea of change management. It is a big challenge for the company to effectively make
or plans for the change of management that do not create situation of employees resistance
(Maccalman, 2008).
The two theories of change management is considered one is Kurt Lewin and second one is
Kotter’s eight step model (Smith, 2013).
Kurt Lewin model Kotter’s eight step model
1. Unfreeze 1.Create and drive up exigency for needing
variation
2. Implement changes 2.Form a team enthusiastic to change
3. Refreeze 3.Set objectives and vision for change
4.Communicate needs of change
The managing practice of resistance to change recognizes four kinds of personnel concerning
their responses to variation such as:
 Individuals who will in favor of the change process;
 Individuals who will agree to take the future change ;
 Individuals who will be uninterested to future change ;and
 Individuals who will not agree to take the future change.
The organization may face various factors resist the change management such as employees job
security, mistrust to creator of change, misunderstands the process, different evaluation,
perceptions etc. These are the key factors that that required specific attention during
implementation of significant change. The employers or an organization is under an obligation
that they have to provide other secured jobs to those employees who are replaced by them.
However in this process, some employees resist the idea of change, and they create issues
regarding change management. They do not ready to shift the job. The leaders must try to
understand them about the necessity to change in the organization and support them (kotter,
2012).

CHANGE MANAGEMENT 3
The organization solves this problem of resistance by:
 Adopt frequent and honest Communication about the change process before
implementation;
 Set single evaluation and perception in the minds of employees regarding change;
 Involve employees in the process of change program which will make them feel
responsible for the success of the change process;
 Negotiate with an employee to activate him who will otherwise realize misplaced in the
process of change program
 Provide appropriate resources;
 Put those employees on other suitable jobs;
 Create a wide feedback and improvement loop throughout the organization (Paycor,
2019).
Conclusion
It is concluded that change is mandatory in every organization to achieve success for long period
of life. But with the changes, there is require to keep in mind the factors that affect the
effectiveness of change. The Kurt Lewins and Kotter’s theory of change management is
followed. An organization should overcome the problem of resistance to change by talk to
employees once before implementation of any change.

CHANGE MANAGEMENT 4
References
Kotter, G. (2012) Leading Change. Boston: Harvard business reviewed press.
Maccalman, J. (2008) Change management: A guide to effective implementation. 2nd ed. New
York: Sage Publication.
Paycor, (2019) Overcoming employee resistance to change in an organization. [Online].
Available from: https://www.paycor.com/resource-center/change-management-in-the-workplace-
why-do-employees-resist-it [Accessed 15.02.2019]
Smith, C. (2013) Important theories of change management. [Online]. Available from:
https://change.walkme.com/important-theories-of-change-management/ [Accessed 15.02.2019]