MGT540 Report: Change Communication Analysis at Lakeland Wonders

This report critically assesses the organizational change program at Lakeland Wonders, focusing on Cheryl Hailstrom's communication strategies and their impact on stakeholders. It defines key change management concepts and theories, analyzes the strengths and weaknesses of the implemented changes using tools like SWOT and PESTLEM, and evaluates the cultural and stakeholder implications. The report also examines Cheryl's leadership style and its effectiveness in driving change. Ultimately, it provides recommendations for improving change communication and management within Lakeland Wonders, aiming to foster a more collaborative and successful transition.

Running head: MANAGEMENT OF CHANGE
Management of change
Name of the Student
Name of the University
Author note

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Executive Summary
Organizational change management is referred as one of the frameworks in order to maintain the
impact of new business process as well as changes in the organizational structure or cultural
changes within an organization. A systematic approach to organizational change management
has several benefits when the change needs people in the organization in order to learn new
behaviors as well as skills. Thus, formal setting of the expectation is employing the tools to
enhance communication as well as proactively seeking the expectations. In the present study, the
case study of Lakeland Wonders has been considered for analysing organization change
management.

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Table of Contents
Introduction......................................................................................................................................4
The key concepts.............................................................................................................................4
Organizational change management theories..................................................................................5
Organizational change program of Lakeland Wonders as communicated by Cheryl to the other
stakeholders/managers.....................................................................................................................6
Analysis of the change program communicated by Cheryl.............................................................7
Cultural analysis..............................................................................................................................8
Stakeholder analysis........................................................................................................................9
Leadership and change agent analysis...........................................................................................11
Conclusion.....................................................................................................................................12
References......................................................................................................................................13

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Introduction
Change management in an in organization helps to ease the organizational transitions. It
assists the employees to comprehend, makes commitment, accept as well as embrace changes in
the present business environment. Change management is also considered as the formal way of
making communication with the employees. In present study, the key concept of change
management, Organizational change program of Lakeland Wonders as communicated by Cheryl
to the other stakeholders/managers are discussed. In addition, the change program communicated
by Cheryl is also explained in the present study. The cultural aspects and stakeholders’ roles are
analyzed in the present study. Leadership and change agent analysis are described related to the
case study selected in the present study. The paper will analyze the organizational change
imposed in Lakeland Wonders. The organization has currently adopted a specific change
management that has been brought by CEO of the organization, Cheryl Hailstrom.
The key concepts
Smollan (2015) stated that change management is considered as the procedure, tools as
well as techniques in order to manage the side of people for achieving the required business
findings (Grosser et al., 2016). Change management corporates the tools of an organization that
can be used for helping individuals to make successful personal transitions that have results in
adopting and realizing the change. In other words, organizational change management is one of
the frameworks to manage the effect of the business procedure where changes in the
organizational structure as well as making cultural changes within the organization.
A systematic approach to organizational change management gains advantages when the
change needs people throughout an enterprise in order to learn new behaviors as well as skills.

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Thus, formal setting of expectations and employment of the tools can be helpful to enhance
communication as well as proactive seeking methods to minimize misinformation, where the
stakeholders are likely to purchase a change and remain committed to the change in the
discomforts related to it.
The organization Lakeland Wonders generates high quality toys. The organization has
applied a specific change management that focuses on the process of offshore manufacturing (De
Massis, Wang & Chua, 2018). In this perspective, before making any planning for the project,
the organization has made an extensive assessment of the facilities, manufacturing capabilities as
well as labor management.
Organizational change management theories
There are several theories related to organizational change management such as life cycle
theories, evolutionary theories, dialectical theories as well as teleological theories. The theory
can adapt the organic development to the context of the organization. As per the life cycle
theories, developmental model can be helpful to occur at the time of developing the procedure.
There are several stages like those that development stage can be helpful for the procedure
(Vakola, 2014). Scenario model can assume previous sequences of developing different phases
where it is important to modify multiple phases where managers can make decisions. There is
any pre-established rate of change in the process of evolutionary models.
The metamorphosis model can be helpful for development of the theories as well as
evolutionary theories. It has been postulated for making changes that occur during making
structure of the organization. In the process of development, theories are considered as the key
for successful internal restructuring. On the other hand, it is important to undergo soft as well as

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incremental changes in the organization. The metamorphosis models are classified as a particular
case of evolutionary model. Hence, it is important to make the division that could be composed
as per the productive mechanism and regulated through natural, logical as well as institutional
norms. The theories can focus sequentially of the well-defined as well as unavoidable stages.
There are posterior states that depend on the group of outputs that are framed in the cycle stages.
The theories can describe the change from multi-entity perspective as well as in-terms of the
degree of making determinism and theoretical currents with population ecology (Vakola, 2014).
Hence, it is important to use the theories and models that can be helpful to apply organizational
change management in the organization.
Organizational change program of Lakeland Wonders as communicated by Cheryl to the
other stakeholders/managers
Most of organizations like to initiate a management system as well as strategy, which
could be helpful to maintain capability of the organization along with strength and
competitiveness (Van der Voet & Vermeeren, 2017). It is essential that management team as
well as the organization need to open mind for the changes encountered for coping as well as
adapting the latest process of development, which are occurring within as well as outside of the
environment. Hence, it becomes important to discuss as well as assess the large-planned
organizational change that can assist Lakeland Wonders achieving the mission and surviving
with competition.
It cannot be denied that only continuous change of world lead people to adopt the change
in the business arena (Stouten et al., 2018). In this way, Lakeland Wonders has no exception in
this perspective. The reason behind this process of change has brought enhancement in specific
aspects. Consequently, change is adopted through multiple work organizations for several causes

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that are known as change management (Zhao et al., 2016). The organizations as well as
businesses are making integration with the change into the work systems that makes the
organization competitive as well as more efficient.
Due to the issues as well as target development that can be distinguished by CEO of the
organization, Cheryl Hailstrom, decided for change of management in the organization. Cheryl
Hailstrom liked to employ change management for obtaining the facilities, maintaining the units,
manufacturing procedures as well as human resources management (Cordery et al., 2015). The
primary objective of the organization is using the change management across the enterprise for
improvement of the target market through venturing to offshore manufacturing as well as
satisfying the clients.
On the other hand, CEO of the organization being new, needs to be aware of culture of
the organization.. However, she likes to use autocratic, threatening as well as coercive leadership
as it is wanted to follow the way that she wants without getting involved for making successful
change in the management (Hansen & Clausen, 2017). In addition, it is required to focus the
critical implications that is undergone with the procedure. Cheryl Hailstrom need to provide the
employees adequate time for mastering the skills as well as proficiency of the organization from
maintenance, communication services in the organization.
Analysis of the change program communicated by Cheryl
In order to analyse the change program communicated by Cheryl, SWOT analysis can be
helpful. The strengths of the organization are 94 years old company with CEO proven record of
accomplishment. On the other hand, weakness of the organization is family organization, labour
relations and any change of desire (Wincek et al., 2015). On the contrary, the opportunities of the

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organization are bull’s eye offer as well as cheap labour market outside of the organization.
However, market dynamics, union pressure and growing costs are the major threats of the
organization.
In order to amend the changes, there are several types of changes faced such as
fundamental changes like broad and core. The proactive changes are anticipated. These
fundamental as well as proactive changes are planned changes. On the contrary, the unplanned
changes are incremental and reactive changes such as limited and localised. The reactive changes
are unanticipated those are unplanned change. The nature of organizational change is contained
with functional and having specific boundaries (Basile & Faraci, 2015). The common factors in
the organization deal with planning and deciding the process through organizational members.
The interactions will turn the effect of other things. The nature of organizational change is the
procedure, which is rarely contained within functional and boundaries. Change is considered as
the part of the organization that affects people as well as procedure of other parts.
Cultural analysis
Leadership skills of Cheryl Hailstrom are significant for the organization. The title of
executive is used by individual process (Lewis, Cantore & Passmore, 2016). Hence, inspiration
as well as motivation to people provides the best successful leaders for committing herself to the
organization and nurture same type of commitment to the members. Moreover, as per the
Haddock as well as Manning, a successful leader need to know the job as well as field and stays
on the top of present development, trends as well as theories. It is important for the organization
to share the vision of service, excellence, ethics as well as chief managers sharing the vision of
service and achievement with others.

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It is important to give importance to the workers as the dominant symbol of the
management. It represents an important elevation of the staffs to the status that is deserved. It is
important to focus the value that the people can bring value in investment (Barends et al., 2014).
The organizational change has influence as well as influenced by multiple features of the
organizational life. The PESTLEM model analysis can be helpful for the organization to make
any changes that occurs in the past. Hence, thinking about the scopes as well as conditions that
are the unit of the organization and operating in the time of few years. In this perspective,
construction of a long-term forecast for the particular organization would be helpful to improve
the process.
However, controlling the process is one of the major issues in the organization. Conflict
management is one of the major issues in an organization (Yousef, 2017). In this perspective,
being conceive is required for a clear view that can make changes trying to bring about. On the
other hand, devising the systems or mechanisms as well as plans allows the organization to
happen the process. However, it is required to convert the old beliefs, behaviours as well as
systems into the new consistent procedure that requires change.
Stakeholder analysis
Lakeland Wonders requires to be productive as possible for using the previous resources
in order to encounter the requirements of the customers and stay competitive with the
organizations (Van Den Hoven & Litz, 2016). It is required to implement an effective deal of
management. Managing the principal factor through determining the factors of labour
productivity is one of the essential aspects of an organization. Hence, through the concept of
operation management, the organizations will be able to implement the strategies.

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Hence, it is important to develop careful planning and identify the multiple risks that is
required to provide consideration for more effective operation. Hence, operating planning deals
with the average values of the variables involved with the system (Cummings et al., 2016). A
third aspect for pointing out the significance of allocating resource can dictate and restrain the
selection of strategy in the organization. Hence, money and budget can determine capability of
the organization in order to provide extensive services along with the features to customers of the
organization. The aspects need to be given the significance of monitoring as well as assessing the
process that consists of knowledge of understanding the process of enhancing performance that
provides institutional considerations as well as limitations.
Controlling needs to be considered for involving the process and adjusting with effective
management. Hence, before pursuing the plans require won over the process of support
management support. It is required to be frank as well as talk with senior management
individually as well as develop the process of understanding survival and acquired by others. It is
required to understand the concern to the union as well as respect culture. It is important to
empower the process and taking effective decisions.
Moreover, unforeseen issues that Lakeland Wonders need to meet cultural differences
(Hornstein, 2015). On the other hand, evaluating interaction between culture as well as
empowerment, it is required to identify as well as understand the subcultures. It might be helpful
for improvement of the work and considered as the effective organizational system. On the other
hand, the management requires being able regarding development of the thriving organizational
culture as well as a stronger organization. Hence, it is providing requirements as well as things
that they deserve being to be motivated for sake (Kuipers et al., 2014). Moreover, components
like procedure of work, designing the career path and performance management along with

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compensation program can be useful as the part of the organization. The change management
procedure can be imposed by the organization that must have been seen and meet the problem
with stakeholders such as employees, customers as well as other stakeholders.
Leadership and change agent analysis
Managing people is important aspect where the human capital management requires to
incorporate with the governance procedure in order to make sure equality among staffs. In this
perspective, managing people in the organization is the most difficult responsibility to be taken.
In addition, it is the most challenging part that where is provided adequate attention, emphasis as
well as consideration. It would improve the staffs loyalty as well as hard work that may not only
benefit. However, the organization may gain profit where people can provide and fulfil the
expectations where it is important to have additional minds (Sharif & Scandura, 2014). The
information requires achieving the job appropriately. Hence, efficacy of change management in
the organization can be helpful to identify the effects regarding individual change. The Lakeland
Wonders might require implementation of offshore manufacturing business.
The objectives can be integrated in operation of the organization through adding
technological facilities and creation of communication centres as well as designing human
resources employees. The change management is helpful to improvement of competitiveness and
strength of the organization. It can suggest that there is a requirement for making change and the
organization requires to be imposed the change (Vakola, 2014). As the change of management
system is important, the enterprise might face issues in the downturn instead of making
strengthen the business portfolio. It also assists in surviving the competition. Identification of the
changes of human resource will have benefits for the organization as performance of the

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employees will be improved or failed on performance of the organization. Efficient front liners
ensure getting success to gain competitive benefits within the market.
Conclusion
From the above discussion, it concludes that personality of the leaders and implementing
the leadership styles can be determined by culture. The style of leadership depends on culture as
well as personality of the leader. Thus, depending the rules as well as regulations of society as
well as culture of the subordinates are important to analyse. The five-factor model of personality
is not determined for the style of leadership that makes leader implementing in the enterprise. It
also shows that it serves as one of the vital informative tools that concentrate on the important
role as well as culture of personality. It has an important role in implementing leadership in the
organization. The recommendations would be essential for effective and efficient evaluation of
performance in the organization that can be adopted as well as implemented a suitable leadership
style. It depends on the culture, social rules and regulations as well as individual personality and
characteristics of the leader.

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