Managing Organizational Change: Implementation and Implications Essay

This essay delves into the core elements of effective change management within organizations, emphasizing the importance of restructuring business models, organizational coordination, resource allocation, realistic deadlines, and behavioral changes. The essay then analyzes the implementation of organizational change, using the Walt Disney Company as a case study, specifically focusing on Robert Iger's leadership and its impact on the company's culture, motivation, and communication. It examines how Iger fostered trust, encouraged collaboration, and leveraged motivational theories to drive success. The essay further explores the implications of change management, highlighting the challenges of human resistance and the need for a win-win approach. Finally, the essay reflects on the effectiveness of organizational change management, considering the external factors and internal challenges, and assessing the success of change initiatives in the context of the Walt Disney Company. The author draws from their own experiences of change situations to compare and contrast with the discussion of successful people management of organizational change.

Running Head: MANAGERIAL ORGANISATIONAL CHANGE
Managerial Organisational Change
Name of the Student
Name of the University
Author Note

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Introduction
Changes frequently occur depending on time and the environment. This brings a new
dimension to human life. Organizational change is a must because of the time required. It is a
well-known fact that the environment helps a person to survive and become stable. Changes
can be made in any unit that affects the entire organization. Because human factors drive
organizational success or failure, the result of these changes is that organizations depend on
their culture, environment, structure, and technology.
This change can affect the external environment, e.g., economic, technical, physical
and social aspects of the organization (Walker 2014). Therefire, it can be said that
organizational change can directly influence the working environment in every organization.
Organizational change is an important feature of most organizations. Organizations must
develop adaptation to change; otherwise, they will be left behind or carried away by the
power of change. Organizational change is inevitable in advanced cultures (Burke 2017).
Modern organizations are very dynamic, diverse, and adaptable to many changes. This essay
aims that the elements of effective change management and the implementation and
implication of organizational change. This essays shows how Walt Disney experiences the
change management when Robert Iger Appointed as a CEO of the company. The Walt
Disney Company was founded in 1923 and has made significant changes in leadership,
strength, motivation, group communication and culture over the years.
Elements of Effective Change Management
Companies are usually faced with the choice of adapting or dying. In most of the cases,
the companies avoid the critical elements of change management, as its impact employee
dissatisfaction, improper management, increasing cost and others issues get increased. (Hayes
2018). As a rule, results has got declined after almost one or two months, when managers

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change back to their regular activities. After this situation the employees lose their
motivation. OnPoint calls this phenomenon “commitment dip.” There are some key elements
for effective change management:
 Restructuring the business case: In order to bring the organizational change,
restructuring the business model is important. This can help keep executives and
employees shopping, so there is a stronger incentive to implement change initially.
Through the organizational restructuring process, individuals are being informed
regarding the significant benefits of the change initiatives, which can bring the
operational gap in the workplace. While businesses are needed for change, many
organizations forget that maintaining momentum for change in organizations and
preventing a decline in engagement is equally important.
 Change through organizational coordination: Sometimes, companies can make many
changes in a short time, with several departments or teams making different changes
at the same time. While introducing the new changes in the organization, acceptance
related issue can get aroused in the workplace. As an example it can be said that,
every business units are allowed to suggest their own strategies and they have been
given the opportunity to take a stand for their strategies. However, because many
changes are made in an organization, this can cause confusion about priorities and
resource use if the implementation of all changes introduced at the same time needs to
be supported. Changes are being introduced by understanding the priorities of
individuals for understanding if the changes will be beneficial or not.
 Allocation of sufficient resources: In most of the cases the organizations face the
failure while estimating the resources that is needed for bringing changes in the
workplace. As its result, organizations abandon changes on "autopilot" and the
change is being treated as "commit and forget" initiative instead of something, which

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can be reviewed continuously as the consequences of change circumstances. Before
making any change related decisions, the assumptions needs to be developed based on
the areas where change is necessary. These assumptions must be based on what was
known at the outset - and no one has perfect knowledge or ability to see the future.
This creates an unexpected problem. As a result, many organizations find that initial
resources for change initiatives are no longer sufficient. Active monitoring of the
progress of change initiatives and allocation of resources to deal with interruptions
can help simplify the process of adopting change.
 It is important to be aware of the deadlines and they should be realistic: It is true that
in every cases the change seems to be important. As a result, one of the most common
problems for companies with change initiatives is that their change plans are too
aggressive. Either the changes are too broad, or there are not enough resources to
make the changes within the time allowed. Overly optimistic deadlines can cause
employees and managers at all levels to release initiative if they find that deadlines
are practically unfulfilled. In addition, unrealistic schedules can result in insufficient
resource allocation. This can frustrate the initiative before gaining momentum.
Meeting realistic deadlines for milestones helps team members better assess their
ability to change. In addition, this can help ensure that employees are not
overwhelmed when they try to distribute change management to their normal tasks by
spreading those tasks over a long period.
 Not only the goals but also behaviour can be considered as important element that is
needed for implementing changes. Over time, employees (and even executives) can
rethink their commitment to change and return to old behaviours and habits because
they are "easier." As a result, inconsistent behaviour can occur throughout the
company. Communicating the purpose of change alone is not enough to bind yourself

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permanently to change. To get everyone to do things and think the same way,
companies need to focus on behaviours that need to be changed - not just goals that
need to be achieved. Employees can achieve several goals without changing the way
they work or interact with their colleagues. In order to give positive attention towards
the employee behaviour, the habits of the employees can be analysed rather than
changing the goals. Before bringing any changes, employees should focus on leaving
their old habits so that new habits can be easily accepted by them.
These five essential elements of change management are an important part of successful
change initiatives. However, they ignored too many companies - at the expense of
implementing their change strategy. Roger Iger plays an important role in the change
management in the Walt Disney company.
Implementation of an Organisational change
In order to bring the organizational change, the leaders play the significant role for
reducing the negative impact on the employees. In order to understand the effective change
effort, before introducing any change adaptability of individuals is important (McCall and
Gray 2014). The more detailed the communication about the vision of change, the better the
employees understand their needs, and the less resistant they are to change.
Implementing organizational change is a huge success for many companies. The Walt
Disney Company, the largest media studio in Hollywood, experienced two periods of decline
when organizational change was needed. The cultural climate of the Walt Disney Company
was at least gloomy in Iger's day. The company has recently grown at an unstable pace,
which has caused irresponsibility and great distrust among the cast members. The
implementation by Robert Iger was creative strategy. He created trust and responsibility
among the cast member through all management level and frontline employees. He was the

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charismatic leader that communicated his ideas and passion about the company to his
employees. He encourage the group communication and collaboration of ideas. He usually
gives reward to his employees for creative ideas that benefits to the organization. Every
employees should be motivated to attain the goals and management and employees
communicate openly about the goals and timeline to achieve it. He believes that investing in
each employee through training will help motivate employees through self-efficacy theory.
Self-efficiency can be considered as the impo0rtant theoretical aspect of change management
that influences the beliefs as well as values of individuals’ in the workplace. "The higher
employees’ performance, the more confidence they have in their ability to succeed." Robert
Iger uses both the power that is reward and legitimate power, therefore he has been accepted
by all employees and authority of the Walt Disney Company. By collecting the feedbacks, the
change evaluation is being done by the CEO of Walt Disney. He is the great leader for Walt
Disney Company. He encourage the employees to communicate with manager about their
strength and weakness.
Implications of change management
Change is difficult because people overestimate the value of what they have - and
underestimate the value of what they can get by giving up. Change management is the
processes, tools and techniques that make people safe from change to achieve the necessary
business results. Successful change begins with the individual, and failure often occurs due to
human nature and unwillingness to change. Employees also may not have the specific
behavioral characteristics needed to easily adapt to changing circumstances. This can reduce
employee involvement and effectiveness and endanger company productivity. This entire
process of change must reflect a win-win situation for its employees and the organization. As
a leader, Iger has provided the opportunities to the other companies for developing their own
strategies by decentralizing the business practice. In order to run the company, the hands off

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decision of the CEO has made significant impact. Rather than directly contributing in the
decision making process the CEO of this company has made indirect contribution towards the
company change initiatives. During his tenure as CEO, Walt Disney Company's share price
doubled in 2014 to around $ 90. In 2013, the company achieved a profit of more than USD 6
billion. Maintaining a large company that is so financially successful is miraculous,
especially given the huge investment Iger made while he was CEO (Barnes 2014). This
financial success, in addition to successfully redefining corporate culture, promoting creative
ideas, introducing new technologies and expanding new foreign markets. Disney's great
success can be attributed to motivational theories that apply to organization and workforce
involvement. Leadership and power enable management to communicate effectively with
employees. Effective communication motivates employees to succeed. No matter what the
Walt Disney Company means to anyone, Robert Iger has influenced the Disney experience.
Is organizational change typically managed well?
Organizational change are being introduced with the aim of bringing transformation
of the existing strategies by adding the new initiatives. In the organizational perspectives,
change management can be considered as the implementing and planning process in which
ensuring the employee resistance and reducing the operational cost, high profitability can be
generated.
In terms of ensuring the business sustainability, the changes have been introduced in
the organization. In order to survive in the market, factors such as emerging technologies and
globalization are the forces to companies. Such changes can be relatively small - like
installing new software programs - or very significant - such as realigning general marketing
strategies, fighting hostile takeovers, or changing businesses in the face of constant foreign
competition.

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Change initiatives are being adopted in the companies in order to respond to any
challenging situation faced by the companies. However, it is also true that sometimes, the
changes are being created by pressuring the employees towards bringing the potential
outcome. Through such initiatives, the managing authority aims to train the employees to
deal with organizational challenges. It is true that every change initiative does not get the
success, in some of the cases, due to change failure, huge impact on the financial as well as
internal environment can be seen. In some of the cases, change errors are announced,
implemented and visualized in terms of building the internal resistance against such situation.
Organizations often have to make changes in all fields when trying to make changes in one
field.
In order to bring the strategic change resources are being measured based on the small
and large scales. In this particular organisation the changes have been introduced based on
three stages. In the first stage, recognising the strongest strategies depending on the
organisational situation the clear vision for achieving the future goals have been developed.
In order to implement the changes new system has been developed in terms of supporting the
Managing body. Technological change can be considered as the common initiative that has
significantly impacted on the entire management structure followed by the company. In case
of influencing the business process the company has decided to take over another business for
bringing the significant operational changes.
Employee attribute and behaviour at the major concerns that has reflected through the
change initiative introduced by the company. It is true that depending on the needs of the
employees the changes have been introduced in the market. In terms of promoting
productivity it is true that changing employee perspective towards the organisational goal is
necessary in terms of ensuring their contribution in business outcome.

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By critically analysing the change, managing initiatives introduced by Walt Disney, it
can be said that through the introduction of effective decision making process, the company
can bring changes in the workplace. Restructuring the hierarchy has become necessary in
terms of improvising the management activities in the company. it is true that changing the
behavioural aspects of employees is the significant part of change initiative that helps to
enhance the adaptability ability of individuals. As its result, it becomes easier for the
organizations to implement changes. In order to bring the organizations change in Walt
Disney, the appropriate use of technology needs to be appreciated. It can be said that in order
to enhance the adaptability ability among the employees, the company has focused on
generating the healthy corporate culture, which has helped in terms of ensuring employee
loyalty. By continuing this, it can also be said that in order to manage changes, the company
has taken strong initiative towards significantly utilizing its resources. It can be considered as
the strong strategic move, which has helped the company to generate higher revenue. In this
analysis, it has been identified that the company has doubled its cost structure, which has
helped tit to generate higher sales. Therefore, it can be said that the change initiatives that has
been adopted by the company, significantly helped to achieve its goals.
Reflection of own experience of change situations
I have been working in TESCO from the last few years. In the organization I have joined
as the assistant operation manager and now I am holding the post of senior operation manager.
During my job life I have seen several changes that have been implemented in the company in
terms of establishing the strong position in competitive business environment. As our industry is
based on customer centric approach, in that case, all the change initiatives have been introduced
for ensuring the customer satisfaction. Here reducing the cost of products, the effective service
standard has been maintained by the company for sustaining in the tech savvy business
environment.

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Tesco has changed organizational model, for increasing the competitive power in the
company. In order to improve the customer service standard the company has brought various
changes in the workplace. Being an operational manager in the global brand, I strongly believe,
community engagement can be considered as one of the important change management
initiative that not only influences the strategic direction of the company but also in impacted on
the final output. While working in this organization it has been identified by me that the change
initiatives have been introduced through different technological advancements. Therefore, it can
be said that based on the innovation as well as efficiency the company has tries to gain
advantages in the market.
In case of comparing TESCO and Walt Disney company, it has been identified by me
in both the cases the changes have been introduced for improvising the final outcome of the
company. In case of Walt Disney company ensuring the positive business outcome the
company through the employee engagement. On the other hand, In case of TESCO, the
company has also hanged its organizational model for increasing its sales revenue.
By contradicting the change initiatives in both the companies in has been identified
that in case of Walt Disney Company, the change has been introduced especially for ensuring
the employee engagement. In the change implementation process, it has been clearly
described that Walt Disney Company has aimed to understand the needs of the employees.
On the other hand TESCO has brought changes for a totally different perspectives. In this
case, the change initiatives have been introduced for increasing the competitive power of the
company. Improving the customer loyalty as well as providing the better shopping experience
to the customers. On the other hand, through the digital transformation Walt Disney has tried
to bring the transition in its business operations for ensuring the employee engagement. In
order to develop market uniqueness, the entire cost structure in the company has got changed.

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In order to improvise the internal culture the company has brought the creativity in the
workplace.
Conclusion
It can be concluded that change of an organization is likely to be more readily
implemented when the various needs of stakeholders in their goals and interventions. It is well
known that organizational changes often conflict with psychological contracts, that is,
Employees 'beliefs about what they owe and what they owe in return for the organization, which
leads to employees' shared experiences with wrong behaviour. For a success of an organizational
change every employee contributes is required. Therefore, change is a necessary and constant
perquisite for companies to remain survive and competitive in this Global changing economy.
Disney's great success today can be attributed to the organisational change used in the
organization and the commitment of existing workforce. The balance between leadership and
strength enables management to communicate effectively with employees.

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