Organising and Managing for Performance

This report discusses the importance of change management in organizations, specifically focusing on Wakewood. It outlines different types of changes, models of change management, and their impacts on organizational performance. The report emphasizes the role of organizational structure and culture in managing conflict and ensuring effective implementation of changes. Various models such as Lewin's Change Management Model, Mckinsey 7-S Model, and Kotter's 8 Step Change Model are analyzed for their effectiveness in facilitating change. The report concludes that a proper structure and culture are essential for managing change and achieving organizational growth.

Organising and managing for
performance

Table of Contents
INTRODUCTION ..........................................................................................................................1
Types of change......................................................................................................................1
Different models of change management...............................................................................1
Impact of the change management over Wakewood..............................................................4
Role of organization structure and culture in order to manage the conflict in Wakewood....4
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
In today's business world change management is the common aspect which needs to be
followed to attain business goals and objectives. It is a structured approach that is adopted to
bring change within the organization for managing entire working in an effectual way. The
present report discusses about different types of changes to manage the conflict and performance
of the organization. Wakewood has been chosen for the purpose to implement change and
manage the entire working by following proper structure.
Types of change
There are different types of changes that need to be implemented within the organization
to carry out the entire functioning (Cameron and Green, 2015). Change is the essential attribute
that helps to define different techniques through which the changes can be brought up within
Wakewood. The implementation of change helps the organization to make proper adjustment
according to the requirement. There are basically two important changes that are discussed
below:
Planned change: These are the changes which occur within the organization for
implementing certain strategies that will help the organization to grow. Organization plan
changes to sustain for long run.
Unplanned change: These are the changes which occur on sudden basis and need to be
implemented by the organization to meet the present requirement of the market in which it
operates and carry out the entire functioning.
Both the changes move hand in hand as it is very essential that changes are implemented
in Wakewood to manage conflict and carry out the entire functioning in an effective manner
(Cummings and Worley, 2014). This will help in effective growth and expanding the business by
modifying the functioning process.
Different models of change management
There are different types of models which are used by the organization to enforce some
new elements in the working environment. Proper process is followed in order to bring change at
every level of Wakewood and manage the conflict in an effective manner. There are different
models through which change can be enforced in Wakewood.
1

Lewin's Change Management Model: This model consists of three analogies which is
essential for any organization to bring change and manage the entire working in an effective
manner. This model is used to examine the assumptions and bring the required changes to make
the functioning of the organization smooth (Three Types of Change Management Models).
Stage Description
Unfreeze This is the first stage through which the organization prepares ways to enforce
change. Wakewood properly plan the process to implement the technological
changes with the help of employees to build up new ways to carry out the operations
in an effectual manner to deal with the uncertainty.
Change At this stage, Wakewood resolve the uncertain factor that is being faced while
preparing the plan to enforce the technological change. Wakewood can adopt
different techniques to resolve problem and manage the conflict in an effective
manner. The workforce is motivated to focus on participation and embrace new
direction to implement the changes with the adoption of different training methods
and models to implement the technological change.
Refreeze This is the final stage, when the changes are examined with the organization. In
Wakewood the technological change is incorporated in an effective manner. It is also
ensured that the employees are comfortable with the changes that are implemented
within the organization. The technological changes are followed in the particular
sequences which is being enforced to make the working more effective.
Mckinsey 7-S Model: This is the model can also be adopted to enforce change in the
organization with the help of different elements (Three Types of Change Management Models).
Elements Description
Strategy Proper strategies should be framed to implement technological
change in Wakewood for the purpose to sustain in the competitive
world (Kinicki and et.al, 2014). With the formulation of the effective
strategy the technological changes would be implemented within
Wakewood.
Structure Wakewood structure should be centralized so that technological
2

changes can be implemented to bring modification in the working
environment and help the employees to function effectively.
System Effective support system can be developed at Wakewood for the
purpose to enforce technological changes in the working system with
proper allocation of resources to implement the change to manage
the entire working.
Skills Effective skills and competencies should be developed among the
employees to make use of the new technological change. This will
help in upgrading the performance standard of Wakewood to
implement the change.
Staff Effective workforce should be employed to manage entire working
of Wakewood and implement the new technology to change the
working and build up new opportunities for the staff to grow with
the change (Hayes, 2014).
Style Proper style should be adopted by the leaders to motivate employees
to enforce change at Wakewood. With the introduction of the
technological changes the leader can motivate the employees to
make their working more effective and efficient.
Shared values The core values of Wakewood should be determined in an effective
manner so that proper implementation of the change aspect can be
determined. As the technological changes will ensure to attain the
effective objectives to grow and expand.
Kotter's 8 Step Change Model: This is the model which helps in effective
implementation of the change within the organization to manage conflict that affects the
performance to a greater extent (Three Types of Change Management Models). The steps are
being followed to transform the entire working and enforce the change step by step.
STEPS TRANSFORMATION SUGGESTIONS TO IMPLEMENT CHANGE
Increase urgency Transformation can be brought up with proper identification of different
3

crises which will help in effective implementation of the changes to meet
the competitive realities of the market.
Build the guiding
team
Proper teams can be formed to implement the changes. This will help in
building effective team spirit among the groups.
Get the vision
right
Clear vision should be stated so that it helps the employees to make proper
efforts and develop effective strategies to enforce change and achieve the
vision (Näyhä and Pesonen, 2014.).
Communicate for
buy-in
Proper communication should be done to make the employees aware about
the strategies which are framed to implement the change.
Empowering
action
With the effective designing proper actions are determined to bring
modification in the entire working and adopt the proper systems to
implement changes.
Create short term
wins
Planning should be in the form of short term goals as it will help employees
to implement the changes in a systematic manner (Hayes, 2014).
Do not let up Proper recognition and reward should be given to employees so that they
can feel motivated and adopt positive behaviour to implement the change.
Make change
stick
It builds up effective connection with employees to attain the corporate
success by implementing the change.
Among all the models the Lewin's change management model and Mckinsey 7-S Model
is the most effective model to implement the technological change within the organization. As
effectively the changes are enforces with the help of skills and competencies at the particular
stage.
Impact of the change management over Wakewood
Change need to be managed in an effective manner as it impact the entire functioning of
Wakewood to a greater extent. Some of the aspect help to grow were as some of the aspects
hinder the performance of the employees. The positive impact of the change over Wakewood is
as follows:
4

 New opportunities: The changes embrace new opportunities for the employees to
manage the entire working in an effective manner. The entire functioning is carried out to
ensure that the changes are enforced and they are trained to manage the change in an
effectual manner (Van der Voet, 2014).
 Encouraging innovation: Wakewood adept and embrace change that foster the business
environment in an effective manner. This aspect encourages innovation within the
organization and helps the employees to enhance the efficiency to perform the different
role and implement the change in an effective manner.
The positive aspect will help the organization to grow in an effective manner as the
growth strategies are being adopted after the allocation of the new opportunities.
The chief executive enhances the quality as well as adopts the effective marketing
techniques to deal with the modification in the business environment in which it operates. This
will encourage the innovation and help the organization to grow and develop.
The negative impact of the change over Wakewood is as follows:
 Loss of loyalty: This is the inevitable aspect which demotivate the employees. This
results in the poor performance of the employees due to frequent changes within the
working of Wakewood. This also result in the employee loses of the organization.
 Mental stress: This aspect induces mental stress among the employees to manage the
change. Wakewood consist of seven level and it had to implement change over the
frequent basis so it result in stressful situation as it include the perceived injustices or
unfairness, lack of timely communication which mismanage the entire working of
Wakewood.
With the adoption of the new technology resulted in the negative impact while
implementing the change and ensuring that it reset for longer duration of time. As the staff were
not well quintet with the technology that is being introduced within the organization.
Role of organization structure and culture in order to manage the conflict in Wakewood
According to Rosemann and vom Brocke (2015) there are certain aspects which help to
manage the conflict in an effective manner so that the performance of the employees does not get
affected and the entire functioning of the organization is carried out in an effective manner.
Organization structure is a system which determines the hierarchy to carry out the various
operations and functions. This helps the organization in proper allocation of the activities to
5

manage the entire working. The proper structure directs the employees to attain the aims and the
objectives that are defined by Wakewood to carry out the different operations. There are
different types of structure in which the organization operates and perform the entire functioning.
The structure is stated below:
Functional Structure: This structure manages the entire working to perform the specific
function in an effective manner. It consists of various departments that need to be organized to
carry out the different operations in an effective manner. With the viewpoint of Herold, Fedor
and Caldwell (2007)The functional structure comprises of different department to carry out the
entire working in an effective manner over the different level that are present in the organization.
The functions are carried out in an appropriate format this ensures that the changes that are
essential are enforced in proper manner.
The structure of Wakewood is functional as it comprises of different department to
manage the entire working in an effective manner and mange the conflict. This will ensure the
effective growth and development of Wakewood. The managers can effectively manage the
conflict by making the entire working centralized so that the proper decision-making structure
would be followed within Wakewood and the changes would be enforced in an appropriate
manner. These are the aspects that will help the organization to grow to a greater extent. This
will help to resist change within the organization.
Matrix Structure: This is the structure which is being followed in mutinaltio0nal
companies as it includes different levels. In accordance to Ford, Ford and D'Amelio, (2008) The
changes are implemented both horizontally and vertically within the organization to bring
modification. The expertise is being used to ensure that the changes are implemented in an
effectual manner. This structure helps the employees to enhance their potential to manage their
work and also diversify in their working by carrying out the operations of the other department
also that are present within the organization.
In the present business environment, the culture aspect also plays a very important role in
order to manage the entire working of the organization in an effectual manner. As per the view
point of Hornstein (2015) Culture is that aspect which diversifies from individual to individual as
the employees consist of different skills and competencies among themselves. To make the
functioning more effective organization adopts the different types of culture so that the conflict is
easily managed within the workplace.
6

There different culture determines the entire working of the organization and help in
managing the conflict in an effective manner. There are different types of culture that are
followed within the organization and that determine the effectual working of the employees
within the organization.
Power culture: This is the culture which is adopted by the companies which operates over
the larger scale and ensures to meet the objectives in an effective and efficient manner.
According to Hrebiniak (2013) The power remains in the hand of the single individual so that the
performance aspects are not affected to a greater extend. With the implementation of the power
culture the changes can be implemented in an appropriate manner without hindering the
performance of the entire organization as well as the department that are present.
Task culture: This culture is adapted to effective distribute the work with the employees
and enforce the changes in an appropriate manner. To make the functioning more effective
organization adopts the different types of culture so that the conflict is easily managed within the
workplace. According to Kanter (2015) Organization comprises of different department to
manage the entire working in an effective manner and mange the conflict. Proper aspects are
induced to ensure the dimensions that are involved in it. This will ensure the effective growth
and development as the task is assigned to the employees as per their efficiency to make the
work and implement the change in an effectual manner. With the adoption of the task the work
would be allocated equally and the change can be implemented in an effective form.
Process culture: Process culture is being adopted in order to adhere the effective process
and procedure to manage the entire working in an effective manner. With the viewpoint of
Dyehouse and et.al (2015) the entire functioning is carried out step by step in order to implement
the change in an effective manner. This helps the organization to ensure the effective working
and resist in an effective manner over the longer duration after the enforcement of the
technological change.
With the evaluation of the different aspect the culture web aspects is also involved to
represent the different aspects with the help of assumptions in order to implement the change. It
is the strategy which helps the organization to develop different tactics to ensure effective growth
and development to enforce change.
7

CONCLUSION
From this report it can be concluded that proper structure and culture should be adopted
in order to manage the change within the organization. Change is the essential aspect which adds
on effective elements in the entire functioning of the organization through that the conflicts can
be managed in an effective manner. Beside this, it is essential that changes need to be
implemented to accomplish the purpose that is associated with the organization growth and
development.
REFERENCES
Books and Journals
Cameron, E. and Green, M., 2015. Making sense of change management: A complete guide to
the models, tools and techniques of organizational change. Kogan Page Publishers.
Cummings, T. and Worley, C., 2014.Organization development and change. Cengage learning.
Dyehouse, M. and et.al., 2015. Examining the relationship between resistance to change and
undergraduate engineering students’ environmental knowledge and attitudes.Studies in
Higher Education. pp. 1-20.
Ford, J. D., Ford, L. W. and D'Amelio, A., 2008. Resistance to change: The rest of the
story. Academy of management Review. 33(2). pp. 362-377.
Hayes, J., 2014. The theory and practice of change management. Palgrave Macmillan.
Herold, D. M., Fedor, D. B. and Caldwell, S. D., 2007. Beyond change management: a
multilevel investigation of contextual and personal influences on employees' commitment
to change. Journal of Applied Psychology. 92(4). pp. 942.
Hill, C., Jones, G. and Schilling, M., 2014. Strategic management: theory: an integrated
approach. Cengage Learning.
Hornstein, H. A., 2015. The integration of project management and organizational change
management is now a necessity. International Journal of Project Management. 33(2). pp.
291-298.
Hrebiniak, L.G., 2013. Making strategy work: Leading effective execution and change. FT Press.
Kanter, R. M., 2015. From spare change to real change: The social sector as beta site for
business innovation. Havard Business Review.
8

Kinicki, A. and et.al., 2014. Management: A practical introduction. McGraw-Hill Education
Australia.
Näyhä, A. and Pesonen, H. L., 2014. Strategic change in the forest industry towards the
biorefining business. Technological Forecasting and Social Change. 81. pp. 259-271.
Rosemann, M. and vom Brocke, J., 2015. The six core elements of business process
management. In Handbook on Business Process Management. 1. pp. 105-122.
Van der Voet, J., 2014. The effectiveness and specificity of change management in a public
organization: Transformational leadership and a bureaucratic organizational
structure.European Management Journal. 32(3). pp. 373-382.
Online
Three Types of Change Management Models. 2015. [Online]. Available through:
<http://quickbase.intuit.com/blog/2012/08/28/three-types-of-change-management-
models/>. [Accessed on 15th January 2016].
9