Strategic Change Management Report: Analysis of Emirates NBD Bank

This report provides a comprehensive analysis of strategic change management within Emirates NBD Bank. It begins by discussing various change management models, including Deming’s PDCA cycle, McKinsey’s 7-S model, and Lewin’s model, evaluating their relevance and application in the context of the bank's operations, particularly concerning a merger with EBI and technological advancements. The report then delves into strategic intervention techniques, focusing on conflict resolution and techno-structural interventions. The core of the report identifies the need for strategic change within Emirates NBD, examining the driving factors and resource implications of not adapting. It proposes systems to involve stakeholders in the change process, evaluating the system and change management strategy. Furthermore, the report identifies, evaluates, and implements change models, along with a managed monitoring performance of these models, with a particular focus on Kurt Lewin's model. The report concludes with recommendations for effectively managing strategic change within the organization to enhance performance and competitiveness.

Strategic Change
Management

Table of Contents
INTRODUCTION......................................................................................................................3
TASK1.......................................................................................................................................3
Explanation of change management models and their evaluation.........................................3
Explanation of techniques related to strategic intervention...................................................7
TASK2.......................................................................................................................................9
Identification of change need within the organisation and different factors required for
strategic change......................................................................................................................9
TASK3.....................................................................................................................................12
Building a system to involve stakeholders in a process of change management with
evaluation of system and change management strategy......................................................12
TASK4.....................................................................................................................................15
Identification evaluation and implementation of change model and managed monitoring
performance of these model.................................................................................................15
CONCLUSIONS AND RECOMMENDATIONS..................................................................17
REFERENCES.........................................................................................................................19

INTRODUCTION
Strategic change management can be defined as a process which is directly related to
the managing changes in the structure for formatting the organisation goals objectives and
vision in a particular time period. Changes are necessary to the organisation so that it can
continue its growth and meet its expectations within the market the eliminating the
competition from the industrial competitors. The market of UAE is continuously changing
which also on the performance of different sectors as well as industries to adopt the process
of change management by enabling different kind of facilities to satisfy the needs and
requirements of the customer. In the present report the children organisation is Emirates NBD
Bank, it is a Dubai government owned Bank and largest Middle East group of banking sector
in terms of assets. In 1963 Dubai ruler sheikh Rashid bin Syed Ali Makhdoom formed
Emirates NBD as a national Bank of Dubai. Emirates NBD is a leading Bank group in
MENAT region, the bank get its legal existence in Dubai financial market on October 16,
2007 where the merger between EBI and NBD to create the Emirates was also done.
In this current report the beginning is consists of discussion about various teams
models and evaluation of this models related to the selected organisation in present financial
condition. There is also a discussion about the strategic invention techniques which are
important in terms of organisation. In the middle, the report there is discussion about various
changes in the organisation and identification of the factors that drive strategic changes and
the resource implication on these changes. There is also a discussion about various suitable
schemes to be involved the investors in the selected administration for planning the changes
and evaluating the system. In the end of this project there is a conversation about to
modification models which will help in facing the challenges as in the organisation and
implementation of these models for monitoring the process of implementation.
TASK1
Explanation of change management models and their evaluation
Management of change is important part of every organisation as it helped firm in
adopting the changes within the economy and using these changes for the benefit of the
organisation so that customer satisfaction can be maximize as well as goals and objectives of
the organisation can be achieved in a competitive environment. There are various change
models which can be used by the organisation for implementing on the organisation to adopt
changes. Some of these models are mentioned below:

Deming’s PDCA Cycle of Change
It is the change framework which was established by W. EDWARDS DEMING,
where he states that it consists of four stages strategy do control and performance for
managing the changes on a working place. what is the continuous changing process in the
organisation which continent or a process which help improving and refining processes of the
organisation and helpful to the firm to achieve objectives in an appropriate manner by
improving the organisation conditions related to change management (Johnson, 2016). All
four stamps are discussed underneath:
Plan: this involve identification of various situations which will help organisations
and grabbing the opportunity for change management and planning the basic requirements
like resources timeframes competition and other factors which impact on the change
management.
Do: In this stage the plan will be executed directly without any proper identification
so that delay can be tolerated as well as process related to change management can be directly
implemented on the organisation for starting the initial testing phase.
Control: It is the important step in the process where the control will be established
within the organisation so that each and every member can understand its responsibility
within the change management process implemented on the organisation as well as using the
capabilities of each individual for making it successful by analysing and using a proper study
related to various tools of change management.
Act: Actresses step which is arise after control step where action should be taken for
improving the plan which organisation implemented for changes within the firm. this step is
necessary in the organisation because in this change model there is no pre evaluation the
plans before execution so some time there are chances which can impact negatively on plan.
Action will help company in managing the change within the organisation by taking
defending steps (Deming, 2018).
McKinney 7 s model
It is a change model that is directly represents the connection between 7 areas and
divides please area into soft and hard areas so that it can easily implement change on the

organisation by combining all the seven areas together (McKinney, 2017). These seven areas
are discussed below:
Strategy: It includes all the plants and activity which are formed to implement change
within the organisation. Model always focuses on sound strategies that will clearly help the
company in the competitive advantage and forcing the changes from vision, mission and
values.
Structure: Italy president which is the organisation to divide and unite each function
of the organisation by providing responsibility member with their accountability.
System: This model also features system in organisation which can impact model.
This is because there are various processes which are directly connected to the activities of
the administration.
Skills: It include all the abilities of the employee to perform different jobs within the
organisation while implementing The change management so that capacity and competence
of each and every individual can be combined for achieving the goals related to the changes.
Staff: Human resources are the important element of every organisation should this
model concentrate on implementing the change on human resources management where each
and every employee will be recruited on the basis of proper training and motivation.
Style: Style is important part in the organisation and in this model it represents the
way of leading by the manager and leaders of the organisation to achieve the objective by
implementing the concept of change management and represent organisation at competitive
level.
Shared value: It is the last age in this model their different nonsense standard which
will help in providing in the organisation has their actions related to change management.
Lewin’s model of Change
This framework was developed by Kurt Lewis as a alteration model which involves
three steps. This model represent humble and applied model for accepting the procedure of
change where the procedure alteration involves three stages namely freezing changing and
refreezing. All these three stages are discussed below:

Unfreezing: This stage in includes identification of the change within the
organisation so that sense of change can be developed within the individuals. This also
includes understanding the different level and behaviour of individuals who are working
within the organisation and maintaining proper environment for implementation of change.
Changing: This stage involve introduction to the change within the organisation
where each and every aspect of the change within the structure, policies, rules and regulations
will be communicated to each and every individual of the organisation, so that change can be
implemented in an effective manner by increasing the people within the firm
Refreezing: This phrase is related to limitation of change where all functions within
the organisation will be managed and monitor so that change can be implemented effectively.
It also includes management of employees where they can easily adapt the changes.
Change models in context of emirates NBD
Emirates NBD in 2007, the bank face a merger with EBI. Both of these banks are
performing at larger level in UAE. Bring various kinds of changes within the bank
functioning structure financial system recordings and many other departments (Agarwal and
Ansell, 2016). So it is important for the organisation to implement a proper model for change
where it can easily identify its different factors and implement changes by reducing the
negative impacts of changes. The major change which is faced by the organisation is changes
in technology and system of the form. This is discussed below:
Change in technology and system: the major reason behind this merger is to
improve the technology in system of the organisation by using the system and technology of
EBI. Due to this merger organisation has to change it almost every system and technology of
each and every department so that it can maintain a proper system where there is no
confusion between debtors, creditors, assets, non-performing assets as well as loans provided
by the organisation to different customers. Also help its technology related to internet
banking, ATM facility, debit card and credit card facilities.
In relation to the current scenario the best change model which can be adopted by the
organisation is Kurt lewin change model. This is because it includes three steps which mainly
named as unfreezing, changing and refreezing. In context of banking industry due to merger,
organisation has to adopt a kind of systems and technology in different departments related to
ATM technology, internet banking technology many more so it can use unfreezing step

where it will open its department to implement different changes which will which will
helpful to the organisation and maintaining the systems has adopted new system for
providing information to the staff (Bender, Beitsch and Kronstadt, 2017). Changing
spectacles health organisation in identification of structure policy rules and regulation which
can be used to formulate different policies as well and implementing a new technology in the
organisation and removing the resistance to the change from different individuals within the
firm. The last step and freezing will help organisation in maintaining the environment by
implementing all the change the processes on the organisation and performing according to
the change criteria. This help banking organisation in achieving goals and objectives related
to the change as well as successful in merger with the other organisation.
Explanation of techniques related to strategic intervention
Strategic interventions can define acid sequences of a plant activity within the
organisation which initiate various actions and events intended to help the organisation in
improving its performance and bring effectiveness within the organisation. In Relation to
Emirates NBD, there are various strategic interventions which are faced while implementing
the change management within the organisation and improving the working conditions for
increase productivity. Major to impacts are on conflict resolution within the organisation and
techno structural intervention. Both of these are discussed below:
Conflict resolution techniques: Changes always bring difficulties within the
organisation related to conflict management because there are various kinds of individuals
who are working within the organisation with different ability capacity understanding and
behaviour. This directly impact on the performance of the individuals as well as resources of
the organisation because high level of conflict can reduce the chances of success as well as
low implementation of changes within the firm. for managing conflict organisational change
management effectively organisation can use a proper strategy conflict resolution discussed
below (Piercy, 2016).
Competing: Competition is important which can be used to remove the conflict
within the organisation where organisation has to adopt assertive and an operative approach
to resolve the conflict within the firm. This is helpful to the organisation like Emirates NBD
where it help independent the position within the organisation as well as simply try to breathe
the other side by the competition so that conflict can be resolved by cooperative efforts.

Accommodating: This is directly related to managing the conflict within the
organisation by taking the consent of each other member wear a higher authority person
should not directly orders on individuals who are below to his authority. cooperative
organisation so that every member can be taken together for achieving the objectives of the
Emirates NBD.
Avoiding: Avoiding is also an option to resolve the conflict within the organisation is
due to various approaches within the change management there are different conflicts
between the interest of individuals which can be removed by avoiding by the one party.
Emirates NBD preferred this system for our use avoiding issues between personal employees
within the organisation related to the change implemented in the firm.
Compromising: Compromises important part of every organisation which is directly
related to resolution of the conflict in the firm as this model can be adopted by the Emirates
NBD as a centre model where both assertive and cooperative environment will be extended
so that each and every individual can compromise at some level for reducing the chancellor
of conflicts and managing the change within the organisation for betterment of firm.
Collaborating: Collaboration is also technique which can be used to reduce the
chances of conflict within the firm where a proper mechanism related to collaboration can be
established by informing each and every member of the teams as well as individuals within
the organisation about the change made by the firm. This will help a merit and bidding in
achieving its goals and objectives related to conflict management and interventions in change
management.
Techno structure intervention: Interventions are straight connected to the
functioning of the administration related to mergers and acquisition and changing in financial
structure of the firm. In the current scenario of Emirates NBD, Bank faces the merger in
2007. This directly impacted on the functioning of the organisation as well as techno
structure intervention within the change management process of the organisation. This is
because company has changed its financial structure as well as technological structure for
improving the functioning as well as an objective in a timely manner. There is various kind of
function which has to be changed by the firm's while implementing the change management
process and changes in techno structure and financial structure of the organisation interested
in changing processes. For this manager of the organisation proper monitoring and control

system where related to changes in the structure is adopted to resume the work and
implement proper tools and techniques (Kiprono, Joyce and Michael, 2017)
TASK2
Identification of change need within the organisation and different factors required for
strategic change
The need for change in the organization:
Performance gap: The basic need to adopt the change within the organisation is the
performance gap this is because if organisation doesn't adopt changes within the form then
there will be no development within the tools and technology of the organisation and
performance of the organisations employee will also decrease because of lack of interest due
to no innovation (Adewale, 2016).
Identification of opportunities: It is important for every organisation to identify
different opportunities within the market so that it can achieve the competitive as within the
market as well as increased its market share in the customers. Relation to Emirates NBD,
company also implemented change mechanism within the organisation by merging with other
bank. This is helpful to the organisation in grabbing the opportunity of increase market share
as well as increase the scale of the working so that it can achieve economy of scale.
New technology: Change management is also important to the organisation within the
new technology within the firm. This can be seen in the scenario of Emirates NBD, where
after the merging with other bank there is continuous technological improvement within the
different departments of the organisation which also helped company in facilitating different
benefits to its customer and increasing their satisfaction related to the service offered by the
organisation in this competitive environment (Kiprono, Joyce, and Michael, 2017).
Reaction to internal and external pressure: In relation to the Emirates NBD,
change management is important for responding to the external and internal pressure within
the organisation related to the different stakeholders as well as investor of the organisation to
increase its market share as well as growth opportunities so that it can achieve a plaint within
the market and can help in increasing profitability of different stakeholders and investors.
This will also bring smoothness within the work where changing government increased
competition as well as changing customer regulations can be managed by applying the
change organization process for increasing the profitability of the firm.

These are some basic needs connected to the adoption of change organization within
the organisation which are helpful to the firm in managing its different resources according to
the process of change management.
Factors that drive the need for strategic change:
Internal factors
Include those factors which have direct impact on the functioning of the organisation
and always remain inside the firm. these factors can be controlled by the organisation and
include factors like top level management recruitment of organisation structure and many
more which is directly related to the new idea generation and are properly reactive with
change management.
Leadership: Leadership within the firm has its great impact on the change
management process adopted by the organisation. this is because leaders are the person who
are responsible for implementing the change related processes within the firm by identifying
and informing each and every individual about the new rules for the season procedure which
are to be used by the organisation. In relation to Emirates NBD, organisation adopts a proper
leadership where the leaders within the firm use transformational leadership style which is
directly associated with change management processes followed by the firm.
Transformational leadership always focus on increasing the quality of leadership within the
firm so that it can achieve its goals and objectives (Hsu, Lai and Yen, 2019).
Structure of organisation: Structure of organisation also impact on the change
management process within the phone because if organisation follow a flexible structure than
adoption of changes is easy to the firm and it can easily adopt different changes by using the
resources in an effective manner. On the other hand if organisation follow rigid
organisational structure then it is impossible for the form to adopt changes mostly because
rigid organisational structure well barrier different kind of changes within the firm. In relation
to Emirates NBD, organisation follower flexible structure where it is easy for the form to
adopt different changes by use of merger and acquisition which can be easily implemented on
the different departments and policies can be changed according to the requirement of the
economic conditions.
External factors

Political factors: It includes those factors which are directly related to the rules
regulations and policy formed by different governments of the nation where the organisation
is working. In relation to the Emirates NBD, organisations working in United Arab Emirates
where the rules and regulation of the government related to banking industry effective. These
rules and regulation help the organisation in achieving its goals and objectives as well as
maintaining a proper environment where it can easily adapt changes because they promote
development and easy mergers for acquiring changes and technology within organisational
functioning (Lundgren-Henriksson and Kock , 2016).
Economic factors: Economic factors are also important part of organisation as well
as the impact directly on the performance of the firm because economic condition of United
Arab Emirates are in favour of banking sector because of its domestic production as well as
per capita income of UAE is higher in comparison of other Nations. This provides the
benefit to the organisation for adapting change because company can easily cover of its cost
implemented in different changes made in by the organisation.
Social factors: Social factors are also important aspect which impacts the
organisation externally. Social factors include current trends behaviour and culture of
different individuals within the society where the organisation is working and performing its
different operations. In context of Emirates NBD, organisation is performing its function in
the society of UAE where social factors like changing towards the technology help in
adoption of the changes within the organisation as well as require a proper change
management system to use these trends by the organisation for satisfying and needs of
customers within the market (Hoelscher, 2019).
Technology factor: Technological factors are those which impact directly on the
performance of the organisation within the country this is because it includes all the policy
changes related to the technology of the organisation due to regular up gradation in
technology. In relation to Emirates NBD, this technology will factor impact directly on the
change management system of the organisation because it is necessary for the firm to develop
the technology in regular way to achieve satisfaction within its customers as well as
improving its functioning as a largest bank within the middle East.

TASK3
Building a system to involve stakeholders in a process of change management with
evaluation of system and change management strategy.
Stake hoer analysis:
It is important for the organisation to involve a stakeholder within the different
strategies so that it can take their concern and can improve its functioning by managing the
stakeholder’s interest within the organisation. Relation to NBD Emirates, dinner various
kinds of stakeholders within the organisation who have direct relation to the organisation and
their influence on the organisation is from both internal and external perspective is important.
Some of these stakeholders and discuss below which have their influence on the organisation
in appropriate manner.
Internal stakeholders: Internal stakeholders who have direct influence on the
organisation and involve internally within the organisation. Top level management of NBD
including chairman are the main internal stakeholders of the organisation. Government of
Dubai is also internal stakeholder within the NBD Emirates because it holds 77% of the
share. Middle level management including employees are also the internal stakeholders of the
organisation because they help the organisation in running its different functions (Hayes,
2018).
External stakeholders: Access to stakeholders to impact to the organisation and are
also important part of the functioning of the organisation because organisation has to
formulate a policy related to the stakeholders because the impact indirectly to the
organisation. The major external stakeholder of NBD Emirates are Dubai financial markets,
the central bank of UAE, media & broadcasting and customer of the organisation who
consume products and services offered by the organisation.
Stake holder Likely reaction/opinion Power Interest
Government
of Dubai
This merger is important for the government of UAE
because organisation is holding the majority part
within the NBD Emirates and it is helpful to the
organisation in adopting new in innovative
High High

technology within the firm where organisation will
use to digital mark as well as improved technology.
Middle level
management
Middle level management is also important part with
stakeholders because it includes the employees to
implement different change management strategies
within the organisation. In relation to NBD Emirates
the reaction of middle level management is positive
towards the change management strategy because it
will also help them in self-development and
adopting new and favourable technology for
improving the working system .
High High
Dubai
financial
markets
Dubai financial market is also highly interested the
folder within the organisation because by merger of
NBD Emirates there are various opportunities in
front of Dubai financial market because of increase
market share as well as improvement in financial
activities.
Moderate High
Central bank
of UAE
Central bank is also interested within this merger
because this change management policy help in
adopting new and innovative technology within the
banking system and improve the system for satisfy
the needs and requirement of customer.
Moderate Moderate
Media &
broadcasting
media and broadcasting channels are also important
stakeholders within the organisation because it is the
mean which is used by the organisation to
communicate all the information to the different
stakeholders and provide information to the end user
Low Moderate
Customer This system is helpful to the customer because It
helped them in achieving maximum satisfaction
because of implementation of different strategies by
the organisation for satisfying the needs of
requirements.
High High

Implementation of change management policy to various stakeholders
It is necessary for every organisation for different policies implemented changes on
the stakeholders to that interest of stakeholders can be maintained within the organisation by
fulfilling their requirements. To fulfil the requirements of stakeholders by NBD Emirates it is
important for organisation to follow some steps to manage the change within the
organisation. These Steps are discussed below:
Plan carefully: The first step in managing the changes in the organisations to plan
carefully this is because before implementation of the change within the organisation it is
mandatory to plan different activities so that organisation can achieve its objectives related to
the change management. In relation to NBD Emirates, organisation has plant carefully about
different documents which are required to be e shown to different stakeholders as well as
various activities which are to be managed to take concern of the stakeholders within the
organisation (Issa, 2017).
Be transparent as possible: The second step in taking concentration of the
stakeholders within the organisation where the firm has to manage stakeholders by taking
their considerations effectively. organisations to manage different changes within the form
and for this it has to maintain transparency between different stakeholders like it has to
communicate all the information to the commercial banks and government related to the
working within the organisation so that a relationship of trust can be established and
achievements of goal and objective can be done in an effective manner.
Creation of a proper road map: Rode map can we define a set of activity which is
to be performed by the organisation while taking the concern of the sleek holders for
implementing the change within the organisation. These plant activities are generally taken
for achieving the goals and objectives of the organisation and implementing The change
management process within the firm so that firm can achieve its goals and objectives in a
timely manner by taking the consideration made by the stakeholders and working with its
stakeholders. In relation to the NBD Emirates, organisation as a performer proper road map
system where it has to identify different resources and management capabilities to manage
the different stakeholders within the organisation as well as identify the key strength of the
firm to use the stakeholders in an appropriate manner for achieving the goals and objectives
and limited time period (Ukil and Akkas, 2016).

Implementation and follow up: It is the last stage with organisation to implement its
plan in an appropriate method for achieving the goals and objectives related to the change
management as well as regularly monitored the program so that effectiveness can be achieved
by identifying each and every aspect related to the performance of individual while
implementing the chain management system is in the firm.
TASK4
Identification evaluation and implementation of change model and managed
monitoring performance of these model.
There is huge challenge that is faced by the banking industry named as UAE for
providing better Customer services, growth in revenue and many more that is helpful in
sustaining at market place. This is depending upon the changing needs of the customer.
Therefore it is necessary for banking industry to take different changes for cope up with the
competition that is occurred at market place. The main focus of bank is to deliver real
facilities to the situation customers for satisfying them (Skalik, 2016). They also focus on
optimum use of resources for increasing profit margin within business organisation. There is
a need of increasing the strength level of employees within different department this help in
decreasing the cost level and achieving additional and additional profit throughout the
specific phase of period. The main purpose is to increase the customer base which is useful
for Organisation in future period of time. Therefore the organisation adopt changing model
for increasing productivity of organisation. Firstly discuss the new as well as old age
structure that is given below:
The minimum cheque is to be processed by
every subordinate that was not formalized.
The minimum cheque that must be processed
by subordinate was considered as a
formalized.
The tracking system in relation to hour was
not formed.
Here in the hourly tracking system was
formed
PES Model
The first model which is used by organisation named as PES model this model is
given by Kurt Lewin. There are wheel of history that is significant to consider and also it is

helpful in implementing changes. There are three steps for implementing changes within
business organisation that is given below:
Plan the first step include the planning in relation to implementation of change within
business organisation. Due to change in the business environment it is significant for
organisation to implement changes within organisation and also the focus is on achieving
their objective by executing change and also they execute plan for providing necessary
recorded data or information that is needed at the time of execution (Haines, 2016).
Execute After planning regarding the change it is necessary to execute in better way.
Therefore it is needed by organisation the necessary resource that helps in executing the
actual changes within business organisation. In this phase the resistance in regard to changes
must be managed by the supervisor of the organisation.
Sustain in this level it is necessary to make comparison among the assumption that is
considered during the planning. And the organisation focuses on taking appropriate decisions
based on the planning and also the focus is on implementing changes that is good for
organisation and also it increases the profit margin or productivity within business
organisation.
DUPCI Model
Discovery in this process, the changes must be recognised by organisation. It help in
assessing what changes is necessary for smooth running of business organisation and perform
the work in better way.
Understand once the change is analysed by business organisation it is necessary to
understand the scope related to changes. It is also critical to analyse or know the causes of
resistance that is managed by the manager of organisation.
Plan After understanding what scope of changes is is required for business
organisation it is time to introduce the changes and also manage the resistance which is
confronted by employees of the company (Bentley and Kehoe, 2020).
Communication: once the planning is clarified then it is necessary to use effective
mode of communication that is helpful to make appropriate communication with its
Employees. It helps in making official communication which is necessary for success for
growth of the organisation.

Implementation: after performing all activity related to planning it is the
responsibility of manager of the company to implement and also provide the appropriate
communication to its staff regarding how changes is necessary for organisation it is also
helpful in monitoring and controlling the progress of Organisation in future period of time.
Here in the manager of the bank focuses on using DU PCI model for change. Because
it is necessary to implement this model for discovering the need for change and also
understand why change is important for organisation than they make appropriate planning
related to this then it is the responsibility of manager to communicate changes. It is necessary
for organisation to implement changes. The HR manager focuses on adopting this model for
increasing profit margin in future period of time. The changes must be recognised by
organisation. It help in assessing what changes is necessary for smooth running of business
organisation and perform the work in better way. Once the change is analysed by business
organisation it is necessary to understand the scope related to changes. It is also critical to
analyse or know the causes of resistance that is managed by the manager of organisation.
After understanding what scope of changes is required for business organisation it is time to
introduce the changes and also manage the resistance which is confronted by employees of
the company (Shen, Gao and Yang, 2017). Once the planning is clarified then it is necessary
to use effective mode of communication that is helpful to make appropriate communication
with its Employees. It helps in making official communication which is necessary for success
for growth of the organisation.
Appropriate measure to monitor progress
There are various measures that is necessary to monitor as well as control the progress
 They use key performance indicator that must be studied below half-yearly as well as
yearly appraisal. This must be implemented in at least 6 month of implementing
change.
 The target must set by the organisation in a specific period of time for monitoring and
controlling the performance of an individual person.
CONCLUSIONS AND RECOMMENDATIONS
It can be calculated on the above mentioned report that there are various factors which
affect the organisation performance as well as directly influence change management process
within the firm. I can also see that there are various functions which have to be performed by

the organisation to achieve its objective related to the change management within the firm for
bringing new and positive development to achieve goals and objectives in an appropriate
manner with limited time frame work. There are also some recommendations which has to be
followed by you and manager of NBD Emirates while performing the function of change
management within the organisation. These recommendations are mentioned below:
 In relation to the organisation the first step towards the change management which
has to be recommended to the CEO of the form is that organisation has to remove all
the resistance from the change within the form through the mind of different
individuals so that the process of change management can be implemented easily
while performing different function within the firm.
 It is also recommended to the organisation that it is must to identify the resources
before implementing change management process because lack of resources can
directly impact on negative performance of the organisation while implementing the
change within the firm and can cause various threats to the firm.

REFERENCES
Adewale, A.A., 2016. Change, customer satisfaction and competition: Issues from the
strategic management context. International Journal of Economics, Business and
Management Studies, 3(2), pp.55-66.
Agarwal, R. and Ansell, J., 2016. Strategic change in enterprise risk management. Strategic
Change, 25(4), pp.427-439.
Bender, K., Beitsch, L. and Kronstadt, J., 2017. Development of a national public health
accreditation program: a case study in strategic change management and
sustainability. Journal of Public Health Management and Practice, 23(3), pp.315-
324.
Bentley, F.S. and Kehoe, R.R., 2020. Give Them Some Slack—They’re Trying to Change!
The Benefits of Excess Cash, Excess Employees, and Increased Human Capital in
the Strategic Change Context. Academy of Management Journal, 63(1), pp.181-204.
Deming, W.E., 2018. The new economics for industry, government, education. MIT press.
Haines, S., 2016. The systems thinking approach to strategic planning and management.
CRC Press.
Hayes, J., 2018. The theory and practice of change management. Palgrave.
Hoelscher, C.S., 2019. Collaboration for strategic change: Examining dialectical tensions in
an interorganizational change effort. Management Communication Quarterly, 33(3),
pp.329-362.
Hsu, C.S., Lai, W.H. and Yen, S.H., 2019. Boardroom diversity and operating performance:
the moderating effect of strategic change. Emerging Markets Finance and
Trade, 55(11), pp.2448-2472.
Issa, M.A.L.I.K., 2017. Strategic Change Management Practices and Quality Services by
Rural Electrification Authority in Kenya.
Johnson, C.N., 2016. The benefits of PDCA. Quality Progress, 49(1), p.45.
Kiprono, S.D., Joyce, K. and Michael, K., 2017. Effect of strategic change management on
performance of large and medium hotels in Nairobi County, Kenya.
Lundgren-Henriksson, E.L. and Kock, S., 2016. Coopetition in a headwind–The interplay of
sensemaking, sensegiving, and middle managerial emotional response in coopetitive
strategic change development. Industrial Marketing Management, 58, pp.20-34.
McKinney, C.E., 2017. Using induced pluripotent stem cells derived neurons to model brain
diseases. Neural Regeneration Research, 12(7), p.1062.
Piercy, N.F., 2016. Market-led strategic change: Transforming the process of going to
market. Taylor & Francis.
Shen, H., Gao, Y. and Yang, X., 2017. Matching organizational climate and control
mechanisms for fast strategic change in transitional economics. Journal of
Organizational Change Management.

Skalik, J., 2016. Strategic orientation in change management and using it when designing a
company’s development. Management, 20(1), pp.197-210.
Ukil, M.I. and Akkas, A., 2016. Determining success factors for effective strategic change:
Role of middle managers' strategic involvement. Serbian Journal of
Management, 12(1).