Organisational Behaviour: Bow Valley Manufacturing Analysis Report

This report provides an analysis of organisational behaviour, focusing on the application of change management strategies within Bow Valley Manufacturing. The report delves into Kotter's 8-step model, outlining its implementation and relevance to the company's restructuring efforts. It examines the importance of creating a sense of urgency, building a guiding coalition, forming a strategic vision, and effective communication to facilitate change. Furthermore, the report identifies potential issues arising from the acquisition of another company, including barriers to change, the need for short-term wins, and the importance of sustaining acceleration. The report also addresses issues related to managerial shifts, potential distrust, and dysfunctional conflicts, offering solutions such as mediation and negotiation. It further explores the impact of cultural differences, based on Hofstede's cultural dimensions, and suggests strategies for managing these conflicts. The conclusion emphasizes the significance of Kotter’s model and understanding organisational culture for effective change implementation.

ORGANISATIONAL
BEHAVIOUR

INTRODUCTION
• The company needs to apply change management
strategies in the urgent basis. This is the reason why it
needs to discuss the Kotter’s models of change to
transform and effectively execute its strategies. There are
three important issues which will be analysed and found
their solutions.

KOTTER'S 8 STEP MODEL

KOTTER'S 8 STEP MODEL
• Through this model,
the need for change
in the organisation
can be done through
bold and aspirational
opportunity
statement that
communicates the
importance of acting
immediately.

KOTTER'S 8 STEP MODEL IMPLEMENTATION
• Step 1.
• The management of Bow Valley Manufacturing needs to create
a sense of urgency in the internal environment.
• This will help others to find the need for restructuring of the
company through opportunities which needs action within a
limited time.
• Step 2
• In order to building coalition the company needs to explore all
the different parts of the organisation so that the management
knows the effect of change in every department.

KOTTER'S 8 STEP MODEL IMPLEMENTATION
• Step 3
• Forming a strategic vision as well as
initiatives are important in the next step
and the other employees need to
understand what differences they will be
finishing in the future through thus
initiative.
• Step 4
• Through proper communication, the
decision of change in the organization
will be understood and the volunteers
and required persons will be found
(Kotter, 2008).

KOTTER'S 8 STEP MODEL IMPLEMENTATION
• Step 5.
• The management of Bow Valley
Manufacturing as acquired another
company it will face different barriers but
the management needs to ensure these
barriers get removed.
• Step 6.
• Though generating short term wins the
company will be able to collect and
recognise the efforts.
• This is needs for emphasising and
tracking the progress for persisting.

KOTTER'S 8 STEP MODEL IMPLEMENTATION
• Step 7.
• Bow Valley Manufacturing as bringing changes in the management along with other sectors, needs to
sustain the acceleration.
• After getting the initial success, the management increase credibility for improving systems until the
vision becomes reality
• Step 8.
• By making the change stick, the mange of the company will be able to articulate the connection among
the new behaviours as well as the organisational success.

GANTT CHART

COMMUNICATING CHANGES
• The management which communication or notifying changes in the organization needs to be clear as
well as honest about what is going to change and the reason for it.
• The management needs to consider the emotional impact of this change in the organisation (Hayes,
2018).
• The higher authority to prevent ant negative issues to be created needs to make this clear why the
employees will be benefitted by this change.

COMMUNICATING CHANGES
• Before any changes, the company needs to make the employees irrespective of higher as
well as lower level needs to explain how this change will be made.
• This will help both the employees as well as the management to understand what their
role in the change is actually (Liginlal et al., 2014).

COMMUNICATING CHANGES
• The organisation before initiating change, must consider the sources
as well as the channels.
• Change communication are best delivered from the top hence the
employees in all level can be encouraged effectively (Saleem &
Larimo, 2017).
• It needs to keep the two way communication channel always,