MGT540: Organizational Change Program Assessment Report

This report provides an in-depth assessment of an organizational change program at Lakeland Wonders, focusing on the actions of newly appointed CEO Cheryl Hailstrom. The report begins with an introduction to organizational change management, followed by an explanation of the change process and an analysis of the challenges and situations that arose within the organization. The strengths and limitations of Cheryl's leadership and approach to change are evaluated, and theoretical aspects are applied to the case study. The report offers recommendations and highlights the implications of communication issues. The analysis includes an examination of change implementation management, the importance of communication, and the identification of strengths and weaknesses. The report also offers an overview of theoretical perspectives and concludes with a summary of findings and recommendations, drawing on the provided case study materials and other relevant academic sources.

Running head: ORGANIZATIONAL CHANGE PROGRAM ASSESSMENT
ORGANIZATIONAL CHANGE PROGRAM ASSESSMENT
Name of the Student
Name of the University
Author Note

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Executive Summary
The study is focused towards the essential analysis of a case study that concerns an organization
named Lakeland Wonders. The study focuses towards effectively assessing the role of newly
appointed CEO, Cheryl Hailstrom as she tries to implement changes in the operational process of
the organization. The introduction to organizational change management has been provided.
Moving forward, organizational change has been explained as a process. The analysis of the
situations that arise in the organization is done. The strengths and limitations of Cheryl’s
behavior and approach towards change have been evaluated. Moving forwards theoretical
aspects have been applied to the study. The recommended approaches have been provided. The
implications point towards issues with communication.

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Table of Contents
1. Introduction..................................................................................................................................3
2. Organizational Change................................................................................................................3
3. Reasons behind introducing organizational change....................................................................4
4. Challenges that affect change management.................................................................................5
5. Analysis of Cheryl’s Approaches towards change......................................................................5
5.1 Change implementation management....................................................................................5
5.2 Communication......................................................................................................................6
6. Aspects of change in organizations.............................................................................................6
7. Identification of Strengths and limitations..................................................................................7
7.1 Strength..................................................................................................................................8
7.2 Limitations.............................................................................................................................8
8. Assessment of Organizational Change........................................................................................8
9. Theoretical Perspectives..............................................................................................................9
9. Recommendations......................................................................................................................11
10. Conclusion...............................................................................................................................11
References......................................................................................................................................13

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1. Introduction
The report is focused towards the effective assessment of programs of organizational
change. The critique of Cheryl Hailstrom’s views and actions towards managing change,
considering a case study is done for the better understanding of the essential aspects of
organizational change. I have used various theories in regards to organizational change to
understand the significant perspectives of change management. The report considers a case study
that concerns the actions and ideas that were proposed and implemented by Cheryl Hailstrom,
the newly appointed CEO of Lakeland Wonders. Change management is one of the most
essential functions of large organizations. It is essential that the change management functions
that were done by Cheryl Hailstrom in Lakeland Wonders be critically analyzed in order to
develop significant understanding of the organizational processes. These processes actually
become significant towards determining our relationship with the organization. However, a
process cannot be continued for a very long period of time as organizational environments are
always being affected by external and internal factors that necessitates change. When Cheryl
came to the organization as the CEO, it was believed that she would make positive changes that
will ensure the long term benefit of the organization due to her prior experience. The study is
concerned with the analysis of what followed thereafter.
2. Organizational Change
Organizational change refers to the normal process of change in operations, functions,
governance and all other significant aspects related to organizations. I believe that it is important
to understand that organizational change and subsequent change management are among the
normal issues that affect business enterprises. In the modern corporate environment this have
become more important as organizations tend to be affected by many change factors. I think that

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change management becomes the most important part of organizational change as change in
organizational aspects cannot be possible without its effective management (Alvesson &
Sveningsson, 2015). It thus, becomes very important to understand the larger implications of
change management towards effective establishment of organizational change. I have seen that
change management functions include all the approaches that are made to provide essential
support to organization, teams and individuals towards their participation in change. In order to
increase the effectiveness of change in organizations, it becomes very important that significant
steps are taken to ensure that the stakeholders of the organization accept, participate and absorb
change (Anderson, 2016).
3. Reasons behind introducing organizational change
The reasons for organizational change can be many. I have identified that most common
reasons for the same in the corporate world are competitive pressure in the market, mergers and
acquisitions, restructuring of the organization or the changes in market that may take place at
various times (Bolman & Deal, 2017). The various activities that are intrinsically connected with
change management are, process review, technological improvement or update, redirecting or
redefining resource utilization, re-allocation of budgets, changes in business process and various
other essential processes. I believe that Organizational change management essentially helps to
tackle the major challenges that may arise in the way of the productive process of any company.
It is important to understand that in essence change management is required in order to enhance
the prospects of organizational growth. This is because if organizations stop to change, they will
not be able to survive the ever changing market environments (Carnall, 2018). According to me,
organizational change is very much important in the context of organizational growth and

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survival. I think that the only way through which organizational change can be successfully
implemented is through effective change management.
4. Challenges that affect change management
There are significant challenges that affect change management. In my opinion the most
important challenges that affect organizational change are integration, navigation and human
factors. At times the decision making process that affect the change management programs can
go wrong. Hence, I believe that effective leadership is required for effective change
management. In the case study being considered such issue is being focused. Cheryl Hailstrom
makes some decisions which although are focused towards effectively incorporating change
towards better performance can be lesser productive than otherwise intended.
5. Analysis of Cheryl’s Approaches towards change
5.1 Change implementation management
I think that change can only be optimally implemented through the formation of specific
change management programs. In the given case study I have seen that Cheryl Hailstrom is an
enthusiastic CEO that has ambitions for the realizing the company’s greater growth prospects.
She is an enthusiastic leader with significant experience in the field of management. I believe
that it is important to understand that her vision for the company also mirrors her long
association with the operations of the company. However, the major issue that is being witnessed
in Lakeland is her apparent conflict of opinion with the employees and most of the other board
members. The major issue is that while she has ideas that are outgoing and intended towards the
exploration of newer business areas for the organization, her peers along with a large portion of
her subordinates do not want to get out of their comfort zones. To me this is definitely a
significant occurrence in long running businesses where the stakeholders have not gone much

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through change processes in the past and organizational change is not met with enthusiastic
approach by the employees and the various levels of management.
5.2 Communication
Hence, the issue that is being also dominantly highlighted here is in regard to the
communication Hailstrom is trying to establish with the others in the organization (McNulty,
2002). I believe that communication becomes a vital point in regards to what she envisions about
the future of the company. As pointed out by Swensen, she is not taking into consideration that
the larger part of the workforce of the company has been working here for a very long time. We
have to understand over here that this is definitely one of the first challenges that people that
want to bring about change face. I understand that this is quite natural when an organization is
being considered. The main problem is that some processes tend to be very effective towards
generating revenue over long periods of time. There is also a fear factor that we as the evaluators
of the case study should understand. The fear of venturing out into unexplored market becomes a
very big factor at this point in time (Anderson, 2016).
6. Aspects of change in organizations
The main aspects that govern effective change across the organizations need to be
essentially considered as we try to evaluate the events that transpired with Cheryl. I think
effective change always requires a change program that considers the entire organization in a
holistic sense. A change agent is very much required to initiate the process. I believe that the role
of the change agent should be focused towards coordinating the visions, plans and activities that
are needed to incorporate change. The change leader in the case of the Lakeland Wonders toy
company is Cheryl Hailstrom. The most important aspect that have emerged from the analysis of
the case study is the behavioral tendency of Cheryl that have not been much effective towards

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changing the mindsets of her subordinates and peers(McNulty, 2002). She should have employed
better approaches towards developing essential cooperation towards a common goal. I believe
that an equally important thing here is the type of conversations that a change agent needs to
engage in with the various stakeholders of the organization. Hence, I am the opinion that there is
a significant need for better communication that can be highlighted as the implication that we
derive from the analysis.
7. Identification of Strengths and limitations
Strength Weakness
Positive leader Lack of ability to communicate
Proper vision Inappropriate behavior
Strong mindset Less consideration of the people
Table: Strength and weakness of Cheryl Hailstrom
(Source: Created by author)
The strengths and the limitations that can be understood through the case study need to be
highlighted by me. Cheryl Hailstrom is no doubt a leader with positive and good intentions
towards the future of the company. I think the issues she has raised in regards to the realization
of overseas market can indeed be beneficial for the future growth and sustainability of the
organization. However, the major limitations in regards to the study we made was in regards to
her approaches, communication and behavior.

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7.1 Strength
The essential strength of the CEO is in regards to her vision. Cheryl Hailstrom has
displayed essential concern for the future of the company. This is a very important strength that
we have witnessed. I can say that she has a vision for leading the company where productivity
can be sustained. Moreover, her mindset for growth is also an essential strength, she has new
ideas for better growth and is willing to change the course and take risks if required to take the
company to newer heights. It is good to see that she is not willing to compromise with her
visions for the company as we can see that she is trying her best to effectively coordinate with
her managers and her peers in regards to the change process.
7.2 Limitations
However, I should consider her behavioral limitations have been the greatest hindrance to
her vision. Her communication with the rest of the organization has not been effective. I believe
that she should have focused more on approaching her organizational heads and peers in a way
that would have attracted their attention more than the techniques that she otherwise used. There
was also a significant limitations with her behavior. I have seen that she did not show much
consideration for tackling the mindset of the people of her organization through effective ways.
Hence, it can be said that her approach was based on lesser considerations than were required.
8. Assessment of Organizational Change
The Lakeland Wonders were definitely in need of newer ways to increase and multiply
their productivity. I believe that Cheryl had the right mindset for changing the previous
processes. However, we need to consider the factors that contributed towards the ineffectiveness
of the CEO for not being able to coordinate and gather enough people to support her visions. We
see in the case study various scenarios that take place in which Cheryl is trying to make her point

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clear about what she wants to be implemented for the future growth of the company. However, it
can be clearly understood by us that there is a significant communication gap in the processes
that transpire. In the first scenario she is trying to convince Mark about the requirement to
provide importance to the building of the offshore manufacturing facilities of Lakeland. She
wanted to make more of the midmarket. However, I feel that despite her intentions being right
she was unable to convince Mark, who seemed to be more interested about the safe productivity
that can be secured.
Her conversation that she made with Elaine in regards to the packaging changes and
operation changes as I understood also were not fruitful. Here again she is more focused towards
explaining the possibilities of greater revenue without actually explaining what could happen if
they do not pay more attention towards implementing changes. Moving forward, her opinions in
the meeting were also not met with wide acceptance. I have seen that to Wally she actually
expresses her intention to help the company sustain itself in the next five years. But as we clearly
see, the same kind of communication was never made the other scenarios of discussion that
preceded her personal conversation with the former CEO. I believe as rightfully pointed out by
the former CEO she is trying hard to pull the seasoned stakeholders that have spent much time in
the organization and she needed to pull them slower. Hence, she never actually takes into
consideration how the stagnant mindsets of the people in the organization was created. Rather,
she is more focused towards imposing to some extent her visions on the important stakeholders
of the organization.
9. Theoretical Perspectives
Communication is an important aspect that determines the effectiveness and the
feasibility of change. This is because it effectively determines the way in which the change agent

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interacts with the people that will be positively supporting the change process in the future. I
believe in communicating effectively the change agent brings forward the essential aspects that
determine the significance of change (Cameron & Green, 2015). I think that this bridges the gap
between the understandings of the growth requirements of the organizational public and the
vision of the change agent concerning organizational change. John Kotter proposed an 8 step
change model that could have been utilized in the case. I see that the model focuses on creation
of urgency, coalition building, forming of strategic vision, volunteering, removal of barriers,
generation of short term goals, sustaining acceleration and institution of change respectively. The
aspects need to be systematically implemented in a step by step process to establish change. I
think that the change model foundation needs to be based on certain generally accepted factors
that can enhance change management (Chappell et al., 2016). It consist of need determination,
planning and preparation of change, implementation of chance and sustenance of change.
The models discussed needed to be essentially included within the process of change that
was greatly required at Lakeland. Change management requires specific actions to be taken that
needto be backed by effective planning and coordination for its proper implementation. These
theories could have been utilized towards the creation of better communication levels. I believe
that would have in turn helped in promoting the ideas of change in a better way. The perspectives
through which the members of the organization viewed changed needed to be understood and
tackled significantly. I think that change management theories focus mostly on the need for
change, the intended outcomes of change and the essential things needed to implement changes
in the right direction(Palmer, Dunford & Akin, 2016). Change management focuses mostly on
recognizing changes, developing the adjustments that are necessary to address the organizational
needs, training employees and garnering required support from all the people related with the

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organization (Burke, 2017). In all, I believe that change management requires high levels of
labor, especially from the management. This requires the essential integration of the various
organizational processes and coordinating effectively to proceed with the requirements of
change. Stakeholders need to understand that essentially change management is required to
enhance the prospects of organizational growth. This is because if organizations stop to change,
they will not be able to survive the ever changing market environments (Al-Haddad & Kotnour,
2015). I believe that organizational change is very much important in the context of
organizational growth and survival. The processes are only focused towards determining the
right paths.
9. Recommendations
I would recommend that the CEO determines better communicational processes to gain
the approval of all people in the organization for change. As pointed out in the case study Cheryl
Hailstrom needs to integrate in the communication process both the positive effects of change
and the negative effects that can affect the organization otherwise. The focus should be towards
making the people understand that change is necessary as this is the only progress path for the
organization. I believe that the formation of a dedicated team focused towards bringing about the
intended changes is a must. I think this will help to create an atmosphere of change necessity in
the various levels of the organization. She has to understand the perspectives of the various
people in regards to the operations of the company and communicate them by providing them
essential information about the necessity of change keeping in line with their beliefs and
opinions. Another significant requirement is to be clear with the goals and objectives and placing
them in line with the vision.

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10. Conclusion
Conclusively, I can say that the vision of Cheryl Hailstorm is significant towards the
realization of the newer productivity opportunities. However, her approach regarding the matter
is not effective. I identified communication as the most important factor. Hence, we can
understand that effective change management depends a lot on how it is expressed at the first
instance. The study helped me to understand the role of communication in organizational change
as well as all other levels of organizational management.

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References
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