Lakeland Wonders: Implementing Ethical Change & Managing Resistance

This case study solution analyzes the challenges of implementing change at Lakeland Wonders, focusing on resistance from key personnel like Mark Dawson, the senior vice president of operations. The report evaluates Cheryl Hailstrom's responses to this resistance, particularly in relation to securing the Bull's Eye deal. It uses ethical change management principles based on Woodhall's framework, emphasizing basic rights and universalism. The solution also references Kurt Lewin's model to explain the unfreezing stage and Thomas and Hardy's work on reframing resistance. Recommendations are provided for Cheryl, including identifying reliable suppliers, improving communication to address employee concerns about job security, and creating a sense of urgency within the operations team. This comprehensive analysis aims to facilitate a smoother and more ethical change implementation process at Lakeland Wonders.

Running head: MANAGEMENT OF CHANGE
Management of Change
Name of the Student
Name of the University
Author Note

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To: The Chief Executive Officer of the Lakeland Wonders
From: The name of the Student
Date: 3rd February 2019
Subject: Management of the Change and the Resistance inside the organization
___________________________________________________________________________
Dear Madam,
I would the like to request for your kind attention to elaborate the management of the
change and discuss the resistances faced by the organization, Lakeland Wonders in
implementing the change. I am one of the employees operating under the leadership of Barry
Quince in the design department of the organization.
Principles of Ethical Change Management:
I feel that the ethical management of the change proposed by you for Lakeland
Wonders will be based on two principles of Woodhall and that are the basic rights and
universalism.
I feel that the success of the ethical management of the change can be achieved
through the improvement that the organization, undertaking the change, is able to achieve
(Sharif & Scandura, 2014). In the modern business context, the success of the implementation
of the change is notably dependent on the capability of the management of the modern
business organizations in making sure that the basic rights of the employees are well covered
even under the change situation. (Long & Perumal, 2014). In this case, I think the protection
of the basic rights of the employees like us, play a major role in effective management of the
change as it allows us to be well aware of factors that influence our operations. The rights of
the employees and the other change agents for consulting regarding the factors that affect our

2MANAGEMENT OF CHANGE
business conduction is significant in enabling us to be well aware of the situations that form
the basis of the organizational decision making. In addition to this, I think the management of
the change will be pretty effective for you if you allow us the rights for understanding the
context and the basis of the organizational decision making in Lakeland Wonders.
In addition to this, universalism will be another major concept for the case. I think
that the implementation of a process which will be the same for each and everyone in the
organization will be significantly effective in your management of the change (Siebert &
Martin, 2016). Being a small part of the workforce of Lakeland Wonders, I am able to
understand the fact that my colleagues are notably influenced with the decision making of the
organization which has the same basis for each and everyone inside the company irrespective
of their position. I also feel that the presence of the transparency that the mentioned concept
offers, is significant in motivating us in implementing the change with an improved sense of
responsibility. Hence I think, these two principles in accordance with Woodhall's literature
will be notably effective for you in the implementation of the change.
Resistance for the change proposed by Cheryl Hailstrom:
The chosen manager for my assessment is Mark Dawson, the senior vice president of
the operations of the organization, Lakeland Wonders.
With reference to your evaluation of the company and business conduction of it in the
local market, your decision of focusing on the achievement of the Bull's Eye deal is
significantly justified as the immensely profitable Bull's Eye deal has tremendous potential in
terms of meeting the desired growth of the organization. I think that the senior vice president
of the operations of the organization was having considerable amount concerns regarding the
preparation of the company for the achievement of the mentioned deal as I see him
questioning the strategy for achieving the desired costing of the products so that a financially

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viable base is formed for the achievement of the deal (Kossek et al., 2014). In addition to this,
Mark Dawson was observed to have a notable amount of concern regarding the availability of
the required infrastructure for the plan that is formed to achieve the deal (Al-Haddad &
Kotnour, 2015). Along with that, I observed him be concerned with the availability of the
required infrastructure along with the timing of the change (Alvesson & Sveningsson, 2015).
Mark Dawson was seemed to be stressed with the fact that the organization is approaching
towards the expiry of the contract that it had with the union of the employees and the impact
that the proposed change will have on this, was not detected by him (Cameron & Green,
2015).
All the above mentioned concerns of the senior vice president of operations of the
organization were notably resisting the change inside the organization according to my
consideration, and that was significantly increasing the time taken for the preparation of the
organization for the change. With reference to the Kurt Lewin's model of change and
considering the fact that the organization faces a considerable amount of resistance in the
unfreezing stage, similar incidents happened to the mentioned organization as well as the
number of concerns of the senior vice president of the operations produced notable amount of
resistance to the implementation of the change (Cummings, Bridgman & Brown, 2016).
Response of Cheryl Hailstrom:
The literature of Thomas and Hardy regarding the change is significant in portraying
the fact that the resistance posed by Mark was celebrated with the effective production of the
solution from your part (Thomas & Hardy, 2011). Hence it is pretty visible for me that the
resistance posed by Mark was instrumental in increasing the importance of the deal among
the other members of the organization. All the above mentioned resistances of Mark were

4MANAGEMENT OF CHANGE
significantly contributing to the effective production of the strategy for the efficient
achievement of the deal.
In response to the concern of Mark regarding the costing of the products, I observed
you select the option of offshore manufacturing so that the costing of the products
manufactured from the mid-market is able to align with the desired costing for the
achievement of the deal (Palmer, Dunford & Akin, 2016).
In addition to this, you justifiably proposed the strategy of outsourcing the required
infrastructure from the mid-market in order to avoid the significant consumption of time and
efforts required for the construction of the infrastructure (Anderson, 2016).
Along with that, you were instrumental in meeting the concern of Mark Dawson
regarding the impact that the outsourcing of the infrastructure, employees and the offshore
manufacturing will have over the employees and the union of the employees, with the
clarification that the expansion of the workforce will be the only option for us, and the
company has no intention of reducing the workforce as it will continue to serve the strong
customer base of United States (Carnall, 2018).
Recommendations:
The recommendations for you from my part, will be to identify the possible sources of
the suppliers who will be able to supply the required infrastructure to the company in the
mid-market manufacturing as this will notably increase the effectiveness of your proposal to
Mark Dawson.
Along with this, you need to make sure that you be able to communicate to us, the
employees of the organization to minimize the impact of the invalid assumption of the
majority of the employees that the organization will reduce the existing workforce for the
mid-market manufacturing.

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In addition to this, you need to create some sense of urgency in the operations of
Mark Dawson so that the organization is able to achieve the deal in a timely manner.
I hope you take a note of this to make sure the implementation of the change inside
the organization is easy and ethical and I would like to meet you for any sort of additional
elaboration on this.

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