Change Management Strategies for Composants Perfectionnes: Report

This report provides a comprehensive analysis of change management strategies within the organization Composants Perfectionnes, focusing on internal operational issues. The report identifies key problems using the Hayes Intervention Model, such as issues with organizational culture, communication, and employee motivation. It then applies the ADKAR model to develop corrective actions and an action plan to address these challenges, emphasizing the importance of employee awareness, desire for change, and involvement in the process. Furthermore, the report outlines a change management guide based on the Oakland eight-step model and discusses methods for measuring and evaluating the change management process, including new forms and reinforcement strategies. The report highlights the need for strategic formulation, restructuring organizational structure, and meeting individual needs to foster a positive and adaptive work environment. The ultimate goal is to improve employee performance and enhance the company's competitive advantage in the market.

Running head: CHANGE MANAGEMENT
CHANGE MANAGEMENT
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Executive Summary
The respective paper is based on an organization Composants Perfectionnes where the
report generally gives more emphasis on certain operational issues faced by the organization in
their internal market operation. The issues of the company are identified through several
interventions based on Hayes Model. ADKAR model on the other hand is prepared to understand
the core issues and identify suitable control measures to overcome and find adequate solution to
the problem caused. The other part of the report contains Action Plan which clearly describes the
core strategies which are required to be implemented by the company in order to operate and
function according to the change management function. Apart from this certain guidance
measures for change management function of the company is identified through systematic
application of Oakland eight step model along with demonstrating certain factors to be
implemented in order to measure and evaluate the change management process.

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Table of Contents
Introduction......................................................................................................................................3
Issues as per Hayes Intervention Model in Composants Perfectionnes..........................................3
Develop Corrective Actions for Composants Perfectionnes...........................................................5
Application of ADKAR Model....................................................................................................5
Action Plan for the organization (Composants Perfectionnes)........................................................6
Guide change management (Based on Oakland Figure Eight)........................................................8
Measuring change (New Forms and Reinforcement)....................................................................10
Conclusion.....................................................................................................................................12
Reference.......................................................................................................................................13

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Introduction
As compared to the functional aspects that is associated with the current operational
aspect of the respective organization Composants Perfectionnes in their international market
operation, they have being certain discrepancies in their internal environment operation that are
associated with their current culture and structure, management practices and systems
along with individual needs and values and the motivational level of the employees in the
organization. As per the respective issue that is pertaining within the organization, it is an
understandable part that the organization have been facing certain issues which were associated
with their management culture and structure where the core and major problem associated
with the organization was related to the performance of the employees which lead to their weak
performance in the market (Bejinariu et al., 2017).
The study related to Composants Perfectionnes demonstrates a clear idea that the
employees were not motivated and rewarded in the organization based on their performance
which led many employees to leave the company due to the respective issue caused. The first
part of the essay brings a clear idea about the Certain issues faced by the company as per several
factors based on the system of Hayes Interventions and an action plan associated with the same.
The second part of the study is related to the guidance for the change management function. The
third part gives a clear idea about measuring the progression of change which is required to be
implemented within the company.

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Issues as per Hayes Intervention Model in Composants Perfectionnes
The first and foremost issue as per the Hayes intervention Model faced by the
organization in their internal market operation was associated with the current
organizational culture of the organization. The company followed the system of secrecy
where the employees of the organization were not made aware about the future strategies that are
required to be implemented. This led to the factor behind which the employees were
demotivated and they were unable to perform according to the future initiatives and plans
adopted by the organization (Hornstein, 2015). There is no proper and adaptive mode of
information shared among the employees which is considered to be the core limitation factor
of the company in their current performance.
As compared to the current organization structure associated with Composants
Perfectionnes, the organization is facing certain discrepancies and issues that are relation to the
factor of poor communication process between the senior level managers which as per the
case it is understandable that even the senior level managers were not aware about the
change process which is to planned to be implemented by the company.
Composants Perfectionnes under the current stage do not follow a proper and
systematic mode of system within their internal environmental operation which has created a
strong negative impact on the current functional aspect of the company (Galli, 2018). On the
other hand, there is no plans and procedures followed which will benefit the employees in the
future through the change management function. The individual needs and values of the
employees are not met accurately which has affected their motivation level under all aspects.

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As compared to the strategic formulation of the organization their current market
performance, they do not have a strong mode of strategic formulation where the resources and
other major factors are not utilized in an expected manner (Dana, Mukaj, & Vishkurti, 2016).
Strategic formulation is considered to be the key and major initiative that is required to be
followed by the organizations in order to enhance strong and innovative operation in the future.
Develop Corrective Actions for Composants Perfectionnes
Application of ADKAR Model
Some of the core and major issues associated with the organization Composants
Perfectionnes was related to their current mode of organization culture followed within the
organization. The other part of problem related to the organization was based on the motivation
level of the employees along with the companies working unit climate. Under this respective part
adaptive application of ADKAR Model is made to identify the required solution associated with
the respective part.
All the major elements that are related to ADKAR Model are considered to be in a
sequential part. As compared to the functional aspects that is based on Composants perfectionnes
in order to introduce a change management based on the organizational culture within the
internal environment of the organization, It is important for them to make the employees well
aware about the current change factor which is planned to be implemented along with making
them ware about what are core reason behind the reason for the change adopted.
In the respective organization Composants Perfectionnes, information is completely kept
on a secretive basis where the employees are not involves in the change management function
where this has decreased their motivational level on all basis. Composants Perfectionnes do not

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follow a clear set of principles and practices for the employees which can help and guide them
operate according to the sudden change. Thus, under this respective part it is important for them
to enhance innovative mode of Awareness among the employees in order to operate according to
change management process which is planned to implemented in the upcoming times.
Apart from this in order to motivate the employees and build a strong mode of working
culture within the company, it is important for them to create a desire in the mind of employees
regarding the change management function which may motivate and enhance them in the part of
acting according to the required change. The managers must actively make the employees well
involved in the implementation of change management function in order to build strong and
adaptive mode of sustainability and competitive advantage in the future.
Action Plan for the organization (Composants Perfectionnes)
Actions Resources People Budget Time frame

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The first initiative required to be adopted
is to shape the current culture of the
organization.
Implementation: This can be performed
through the process of making the
employees well aware about the changes
which is require to be implemented in the
future along with allowing some reward
recognition in order to motivate them in
the part of operating according to the
planned change.
Resources generally
involves programs based
on performance
management, training
programs for the
employees. Human
resource department
must take initiative in
area of developing
certain orientation
factors associated with
the organization.
Senior level
management,
Human resource
department.
$16000 6 months
The second part of change is to
restructure the current organizational
structure followed within the
organization.
Implementation: This can be performed
through the process of adopting
innovative communication function within
the organization between the top and
middle level management. It is important
to design adaptive plans and strategies in
order to perform with more effectiveness
in the future.
Strong distribution
network for the
company, Adaptive
mode of organizational
governance and
Strategic development
operation through
which the organization
have to operate in the
future.
Organizations
executives who
decides how the
change is required
to be implemented
as per the planned
structure.
$13450 12 months

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Employees motivation is considered to be
the other major part of change which is
required to be implemented in the future.
Implementation: Employees must be
made well aware about the operational
aspect of the organization along with
availing them extra amenities to function
with more effectiveness in the future.
Incentive and reward
programs for
employees, extra
amenities which
involves bonus and
many other
Department heads
and Human
resource
department of the
company.
$16000 3 months
There should be clear cut management
practices and systems required to be
implemented for the future.
Implementation: It is important for them
to set new strategy along with the process
of adopting clear cut policies and
procedures through which the
organization can operate accordingly in
the future
Strategy development
and formulation, well
designed and structured
policies which is
required to be followed
by the organization to
operate accordingly.
CEO of the
organization along
with other senior
level managers.
$15000 4 months
Individual needs and values must be met
accordingly to the planned initiated
change in the future in order to increase
better productivity and competitive
advantage for the company in the future.
Training and
development programs,
problem solving division
where the employees
can raise their issues in
case of any
discrepancies caused on
Human resource
management,
department heads
and Top-level
management.
$12000 1 month

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an individual basis
Guide change management (Based on Oakland Figure Eight)
Any of the companies while implementing change, feels the first pressure from the
people associated with the organization preferably from the employees. These stakeholders of
the company resist the change as they think that it will be hampering their interest. This is the
reason why the change has to be guided in a proper way. In the case of Composants
Perfectionnes, the change has to be fitting the needs of the employees through proper channels so
that they are convinced to support this particular change in the organization. In this respect the
figure 8 model of Oakland for effective change can be referred.
Through this particular model, the resistance to change can be transformed with the
change readiness by the management. The figure 8 model of Oakland has 7 steps which include
need for change, leadership and direction, planning, processes, organization and resources,
system and controls and behaviors (see figure 1). This reveals that fact that all of the parts of
change resistance are related to the employees in the company which will be promoted as the
change readiness in the organization.

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In this respect, the process is initiated with the issues fond in the company like the
organizational culture, its structure, systems, the management practices, the work unit climate,
employees’ individual values and needs and motivation level.. The employees in the
organizational namely Composants Perfectionnés have not understood the need for change but it
is the responsibility of the leadership who will be pointing out the problems and then show the
direction. It sis the duty of the leadership to show the path or direction of change to the
employees and segregate the responsibilities among them so that they can take part in the change
process also. Here the change readiness does not take place when the leaders plan falsely or
wrongly and mislead the employes. False start or wrong direction confuses the people hence
imeplementation of change becomes problematic. The process part of the figure 8 model of
Oakland connects the readiness for change segment with the implementation part. Here the effort
is wasted in the non-core subject that create barriers for the change implementation. Next comes

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the organization and resource part where the team or departments of the organization takes the
utmost responsibility in the change management. The cage readiness of the firms gets straitened
when he people support one another in terms of operation but in the case of this company, the
structure of the teams are not supportive of change. Here the leaders are secretive and follow
poor communication process.
This leads to the failure of the company in meeting the needs of the organization in
mitigating the problems in one hand and promote competitive advantage (Hayes, 2014). The
resources are not utilized in a proper way and people associated with it feel demotivated and
frustrated to initiate any project. The system and control part revels that the leadership must be
following the perfect measures to control the operation and systems.
The policies and procedures in the organization must be supportive of the change so that
the issues in this company can be solved (Doppelt, 2017). The personal values and working
condition of the employees effectively determine whether the change will be resisted or for that
matter will be promoted for growth. It is clear that the company needs to follow the path of
change in order to cope up with the competitive situation in the industry in one hand and solve
the internal issues.
Measuring change (New Forms and Reinforcement)
In order to understand the actual progress of change, a proper measuring process must be
followed. This measurement will reveal whether the company has effectively followed a certain
path to implement change and gained the desired future state. The successful change
implementation process leads the employees or the entire company be convinced with the

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changed policies to be the new norms which must be followed from then on. The common
change management performance measurement can be observed through few steps like
1. Tracking change management activities conducted by following the plan
2. Train the tests as well as effectiveness measures.
3. Providing the training participation along with the attendance numbers.
4. Proper communication delivery.
5. Proper communication efficacy.
6. Proper performance improvement.
In the process of tracking change management activities according to the pan, there are
several tests which reveals the effectiveness of the employees. The tests reveal the fact that the
employees will grow their effectiveness through trainings and thus participate in the change
process. The implementation of the change management become successful only when the
leaders communicate effectively with the employees and get proper feedback.
Proper knowledge sharing through training will distribute the resources in an effective way
where the bottle neck situation will be replaced. The sources will be communicated to the ground
level employees so that they can make decisions according to the situation as early as possible
without waiting for the upper level management to respond. This will grow the performance of
the employees in one hand they will be a part of the change process bringing positive
transformation in the company.
Conclusion
It can be concluded that, As compared to the strategic formulation Composants
Perfectionnes, in their current market performance they do not have a strong mode of strategic

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formulation where the resources and other major factors are not utilized in an expected manner.
Strategic formulation is considered to be the key and major initiative that is required to be
followed by the organizations in order to enhance strong and innovative operation in the future.
It is important for them to enhance innovative mode of Awareness among the employees in order
to operate according to change management process which is planned to implemented in the
upcoming times. Too remain more stable and sustainable in the market, they must try to give
more emphasis on the current organization culture, motivation level of the employees in order to
operate according to change management planned to be implemented.

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Reference
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Concepts Definitions and Approaches Inventory. In Management Challenges in a
Network Economy: Proceedings of the MakeLearn and TIIM International Conference
2017 (pp. 321-330). ToKnowPress.
Cameron, E., & Green, M. (2019). Making sense of change management: A complete guide to
the models, tools and techniques of organizational change. Kogan Page Publishers.
Dana, B. G., Mukaj, L., & Vishkurti, M. (2016). Creating a model culture of management
change. Annals of the University of Oradea, Economic Science Series, 25(1), 871-880.
Doppelt, B. (2017). Leading change toward sustainability: A change-management guide for
business, government and civil society. Routledge.
Figurska, I. (2016). Building awareness of the role of knowledge management in
organizations. Zeszyty Naukowe Wyższej Szkoły Ekonomiczno-Społecznej w Ostrołęce,
(23), 451-460.
Galli, B. J. (2018). Change management models: A comparative analysis and concerns. IEEE
Engineering Management Review, 46(3), 124-132.
Hayes, J. (2014). The theory and practice of change management. Retrieved from
http://ebookcentral.proquest.com Created from csuau on 2020-02-01 18:51:57.
Hornstein, H. A. (2015). The integration of project management and organizational change
management is now a necessity. International Journal of Project Management, 33(2),
291-298.

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Saulnier, L. (2017). The essential role of pharmacy leaders in guiding change. The Canadian
journal of hospital pharmacy, 70(3), 256.
Turner, K. M. (2017). Impact of Change Management on Employee Behavior in a University
Administrative Office.