Nokia Company: Implementing Change Management for Competitive Edge

This report provides an in-depth analysis of change management within Nokia Company, addressing the necessity for adapting to technological advancements to regain competitive advantage. Utilizing the Kolb and Frohman’s change model, the report outlines seven phases: scouting, entry, diagnosis, planning, action, evaluation, and termination, detailing how Nokia can embrace change. It explores the roles of organizational development, ethical dilemmas presented by change, and strategies for managing resistance, emphasizing the importance of company culture in facilitating change. The report includes a step-by-step implementation process, feedback mechanisms, and methods for institutionalizing change, along with strategies for group and individual performance management, employee empowerment, and continuous improvement. Ultimately, it assesses Nokia's characteristics as a learning organization, concluding with recommendations to ensure successful change integration and long-term growth. Desklib provides access to this and other solved assignments for students.

Running Head: CHANGE MANAGEMENT IN NOKIA COMPANY
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Change Management in Nokia Company
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Professor
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Title page
Change management in the Nokia Company
This report was written to the board of directors and the top management of the Nokia Company
to address the need for change in the company due to the changes and advancements in
technology.
Table of Contents
Executive Summary………………………………………………………………………1
Introduction……………………….………………………………………………………2
Background ………………………………………...……………………………….2.1
Objectives of the study………………………………………………………………2.2
Scope…………………………………………………………………….…………..2.3
Change Model…………………………………………………………………………..…3
Roles as OD and style to be used in leading the change…………………………….……4
Ways managing resistance to change and the role of company culture in the change
process……………………………………………………………………………………..5
Step by step process of implementing the change………………………………...………6
Feedback process to be used………………………………………………………………7
Institutionalizing the changed state…………………………………………………..……8
Group and individual performance management process…………………………………9
Employee Empowerment and intervention process………………………………...……10
Managing Continuous improvement process……………………………………….……11
Whether or not the company has the characteristics of a learning organization………...12
Conclusion…………………………………………………………………………...…..13
Recommendations………………………………………………………………………..14
Appendices…………………………………………………………………...…………..15
Bibliographies …………………………………………………………………...………16

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Table of figures
Figure 1: A table on stakeholder’s expectation and reaction to change
Figure 2: A representation of the causes and the reasons against change
Figure 3: Results on diagnosis and plans formulation
Executive summary
This write up in a description of change management and Nokia Company has been used to
indicate how change management takes place and its relevancy in organizations. In the
introduction there is a brief background on change management and the objectives of change
management. There is also the scope of change management in it. A change model that indicates
the change in the Nokia Company has been used and this is the Kolb and Frohman’s model1. The
various phases of this change model have been discussed among other things therein.
Change management therefore refers to all the necessary approaches taken in order to prepare the
working staff in an organization in making and embracing organizational change2. Technology
is advancing every single day and these continuous advancements in technology make change
inevitable. Well, in the Nokia Company the change initiator is Technology. Technology has
advanced and Nokia has been and is still losing its glory to the Apple and Samsung companies3.
Introduction
1 Hayes, J. (2018). The theory and practice of change management.
2 Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence.
Upper Saddle River, NJ: pearson.
3 Doppelt, B. (2017). Leading change toward sustainability: A change-management guide for
business, government and civil society. Routledge.

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Background
All organizations generally do exist in an environment that strategy formulation and
implementation is vital to survival. It is this environment where an organization exists that brings
about the opportunities and the problems and an organization gets4. Implementation of these
strategies is not an easy thing; it is complicated and needs a lot of effort. It is this implementation
of these strategies that brings about the concept of change in an organization.
Change is defined as being different. In our context it can mean a process where something’s and
ways of doing these things become different from the way they used to be.
Objectives of the study
To look at the causes and reasons for change by the Nokia Company
To address the impacts of the change
Scope
This report is exclusively written to address this issue of change and why it is indeed necessary
to adopt this change. Various models can be used in addressing a change and in this case the
Kolb and Frohman change models has been used to clearly to address this change.
Change Model
The change model that we shall be using in our company is the Kolb and Frohman’s change
model. This model is made up of seven phases and they are explained below in relation to how
our company is to embrace the change5.
4 Carnall, C. (2018). Managing change. Routledge.
5 Raineri, A. B. (2011). Change management practices: Impact on perceived change
results. Journal of Business Research, 64(3), 266-272.

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Scouting-This is a stage where feasibility study of the change needs to be performed and once
the change is actually considered then entry point of the change should immediately be
identified.
Entry-Here the expectations of all the stakeholders and how they would be affected by the
change is evaluated. Tables below provide an insight to this.
Figure 1 A table on stakeholder’s expectation and reaction to change
Diagnosis-Here the causes for change as well as reasons for against the change are mentioned.
Representations of the causes and the reasons against change

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Figure 2: A representations of the causes and the reasons against change
Planning-This stages relays on the results from diagnosis to make and come up with plans based
on various subsystems as shown blow.
Results on diagnosis and plans formulation
Figure 3: Results on diagnosis and plans formulation

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Action-This is the phase where our company is going to execute the change.
Evaluation-In this phase would look for an independent consultant to evaluate the change
management process and identify the areas of weaknesses for action to be taken.
Termination-This is the last phase where finally the change is corporate and institutionalized
into the Nokia Company.
Roles as OD and style to be used in leading the change
Our role as the Organizational Development department we have a great role to play in
spearheading the change so as to catch up with the continuous advancements in technology and
to increase our competitive advantage. The change is to advance and adopt the new windows
phone platform. The style we are going to ensure that this change brings about a significant
difference in this company is through engagement. We are going to engage each and every
individual in the company, not even a single person should feel left out in this change. We are
planning to involve their minds into the new way of thinning.
Ethical Dilemmas presented by the change and the reasons presented by the change
An ethical dilemmais a decision making problem where there exist two possible options and non
of the options is ambiguous. In our case we noted that an ethical dilemma would be brought by
this change since some of the staff would be undecided on whether to embrace the change or
continue with the same old ways. Like all ethical dilemmas, they should be solved by looking at
what is in the best interest on the primary person or subject involved. In our case for instance the
primary subject is the survival of the company. We would therefore advice all the staff and
personnel that it is indeed in the best interest of the company that the change is embraced.
Ways managing resistance to change and the role of company culture in the change process
Resistance to change is a common thing in all organizations. People tend to always want to stick
with the old ways of doing things; this is normal but is not healthy for an organization that
actually needs the change. We as the Organizational Development Consultants have come up
with ways in which we are going to manage the resistance to change so that we can help put back
the Nokia Company in the global map. These ways are indicated below;

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-Do change management the right way in the first time
-Expect resistance to change by some personnel and staff in the company
-Address the resistance to change carefully and formally
-Get and try to identify the root causes of the resistance to change
-Engage all the personnel and staff that are resisting the change into the change
Culture one of the most important aspects to the success of our company. Culture is also
something that can greatly facilitate and enable this change since culture tends to make employs
and staff focuses their energy and also commitment to the change6. It is the culture in our
company that is going to make us one despite of the differences in ideologies we have on
whether the change is necessary or not.
Step by step process of implementing the change
There are a number of processes we are going to follow as we implement the change. These
processes are outlined below.
-The release of an internal memo informing our staff members that a change is necessary and the
reasons for change clearly outline.
-An official announcement to the media and general public about the change.
-Actual implementation of the change and this would be followed by the launch of the first
advanced windows phone products.
Feedback process to be used
6 Lin, B. B. (2011). Resilience in agriculture through crop diversification: adaptive management
for environmental change. BioScience, 61(3), 183-193.

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An effective change management is always one that includes feedback. Employees and other
staff of the company must be in a position to stipulate how they feel about the change and
necessary amendments be made in need be.
Institutionalizing the changed state
There is also clear guild line that we as the change agents in the Nokia Company have come up
with to see to it that they knew change in our Company is normalized. It would take some time
before every staff fits in and embrace the fact that we are now indeed we are now producing the
advanced windows phone products.
This would be done in a very clear way and there would be briefings each and every two days so
that the staff can get feedback on the change progress7.
Group and individual performance management process
It also should be noted that it is the individuals and the various groups in our company that are
going to work towards the success of this change. Each and every individual in the company
should therefore act as an ambassador towards embracing the change that is going on in our
company and in so doing the change will be a success8.
Employee Empowerment and intervention process
7 Mehanna, H., Olaleye, O., & Licitra, L. (2012). Oropharyngeal cancer–is it time to change
management according to human papilloma virus status?. Current opinion in otolaryngology &
head and neck surgery, 20(2), 120-124.
8 Gattermeyer, W., & Al-Ani, A. (Eds.). (2013). Change Management und Unternehmenserfolg:
Grundlagen—Methoden—Praxisbeispiele. Springer-Verlag.

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Employee empowerment is the process of handing the employees power to make various
decisions. It is our plan that power be shifted from the top management so that a new culture can
grow roots and the empowered employees in our company can help in facilitating the change.
Managing Continuous improvement process
Continuous improvement refers to the on-going and continuous effort to improve the general
running of a business in terms of its products and services. As we embrace this change we will
see to it that each and every day measures are taken to refine the products and services we are
offering to the market and general public and this would be made possible by encouraging our
employees to shift to a long term mindset.
Whether or not the company has the characteristics of a learning organization
Learning in any organization has been known to be the condition for effective management. In
our company, this approach is necessary since it would help the employees adjust and clearly
establish the new ways of doing things9.
Our company has the characteristics of a learning organization since it can facilitate the learning
of all its employees with an effort to transform it10.
Learning would be a challenge for our company and this would be handled in right way possible.
Conclusion
Change in the Nokia Company has been so hectic, but change is inevitable and it should be
embraced regardless the situation. Actually the switch into the windows phone platform was
9 Nasim, S., & Sushil. (2011). Revisiting organizational change: Exploring the paradox of
managing continuity and change. Journal of Change Management, 11(2), 185-206.
10 Booth, S. A. (2015). Crisis management strategy: Competition and change in modern
enterprises. Routledge.

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controversial but a decision was made and the risk had to be taken. As indicated above it is clear
that the objectives of this report were fully met.
Recommendations
Based on the discussion had above a number of recommendations can be made on change
management for any company looking forward to engage in change
-Change is inevitable and if a need for change emerges then it should be taken
-Change can be hectic and should be taken positive my all members of an organization to make it
successful.
-Resistance to change is normal in any organization and it should be accepted and taken
positively.
Appendices
Nokia was once known as the world’s biggest mobile company and phone producer in the 1990s
and early 2000s. Its products and services were well known and recognized by the customers
since they ensured maximum satisfaction to them. This however, is not the case in recent years
since Samsung and the Apple have completely taken over the market.

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Bibliographies
Hayes, J. (2018). The theory and practice of change management.
Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Carnall, C. (2018). Managing change. Routledge.
Doppelt, B. (2017). Leading change toward sustainability: A change-management guide for
business, government and civil society. Routledge.
Raineri, A. B. (2011). Change management practices: Impact on perceived change
results. Journal of Business Research, 64(3), 266-272.
Mehanna, H., Olaleye, O., & Licitra, L. (2012). Oropharyngeal cancer–is it time to change
management according to human papilloma virus status?. Current opinion in otolaryngology &
head and neck surgery, 20(2), 120-124.
Gattermeyer, W., & Al-Ani, A. (Eds.). (2013). Change Management und Unternehmenserfolg:
Grundlagen—Methoden—Praxisbeispiele. Springer-Verlag.
Nasim, S., & Sushil. (2011). Revisiting organizational change: Exploring the paradox of
managing continuity and change. Journal of Change Management, 11(2), 185-206.
Booth, S. A. (2015). Crisis management strategy: Competition and change in modern
enterprises. Routledge.
Lin, B. B. (2011). Resilience in agriculture through crop diversification: adaptive management
for environmental change. BioScience, 61(3), 183-193.