University Report: Leading and Managing Change for Nokia

This report examines the leading and managing of change within Nokia, a case study in organizational transformation. It begins by explaining the white water metaphor and its relevance to Nokia, contrasting it with the calm water approach and outlining the Lewin's and ADKAR change models. The report evaluates the shift from calm water to white water, analyzing the impact of external factors such as competitors, customers, and technology. It further explores the implications for the human resource department, recommending strategic approaches for handling these shifts, including adapting to planned and unplanned changes. The report highlights the importance of continuous change management, emphasizing the need for Nokia to adapt to new trends and maintain its competitive edge through strategic adjustments in its organizational structure, technology, and people management.

Leading and managing
change

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Explain the extent to which the white water metaphor...............................................................1
Evaluate why business shift calm water to white water and also external factors has impact to
business.......................................................................................................................................3
Explain the main implications for human resource department and advice strategic approaches
to handle this shifts......................................................................................................................6
CONCLUSION ...............................................................................................................................8
REFERENCES..............................................................................................................................10

INTRODUCTION
Now days organisational changes are moving at an ever and also increasing in pace at
economy. Leading and managing change is important part of the organisation in order to get
success. It is the step where everybody talks about making changes which are related to business.
The change management is structured approaches in order ensure about those changes and that is
beneficial for change which are achieved. The present study will be base on the “Nokia” which is
the telecommunication company (Iles, 2017). The Nokia is a Finnish multinational
telecommunication, information technology and consumers electronics company. The study lays
explain by extent to which white water metaphor is apparent in the organisation. It will also
evaluate by the unplanned approach to the change management. This will bes evaluate by
business shift from clam waters to white water took place and also the external factor will impact
on business process. Report will explain and draw by the main implications of human resource
department and recommendation for HR manager to shift strategic approaches in handling shifts.
TASK 1
Explain the extent to which the white water metaphor.
White water metaphor is apparent in the Nokia dominated the thinking of the managers
that are in the practice. Kurt lewin's model is the prevailing model that always handle the change
in the calm way at the same they illustrated this in the three steps of the change process that are:
Unfreezing :
This is the first stage of this model and one of the most critical stage in the whole process
of the change management. It involves the readiness and the willingness of the people to change
from the existing comfort zone to the transformed situation. This process makes the people
aware regarding the change and improves the motivation so that they can give the better results
in their working. In this the effective communication plays an important role in the change
process (Al-Haddad and Kotnour, 2015).
Change :
This stage is being regarded as the transition stage for the actual implementation of
change. This stage is termed as the unfrozen as in this the actual change is being take place. This
is the stage in which the careful planning, effective communication, also encourages the
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involvement of people to endorse the change. This is the stage of transformation and it is
difficult stage as people are having the fear of accepting the change.
Freezing :
in this stage the people move from the transition stage that is the change and it is the state
of equilibrium. As this is the ultimate stage where the people accept and internalize the new
ways in the working and accept it as the part of life and establish their new relationship.
Planned change :
As the planned change is always easy for the employees of Nokia to adopt the change as
they get the time to prepare themselves, and they can accept in the smooth way. Lewin's model
has also shown the change management in the three steps as they get the opportunity to learn
about the change for their future growth as well.
Unplanned change :
Many times it is difficult for the employees to accept the change without having any
planning for that and it may become difficult for the Nokia to make the people understand
regarding the change. But in the circumstances company has to put the changes such as change
in the procedure to file the income tax the employees have to understand that change and
implement it.
ADKAR change model is based on the goal oriented change model that guides and help
the people in the phase of organization change. This model represents the five tangible outcomes
that the employees of the Nokia need to achieve for lasting the change that are awareness,
knowledge, desire, ability and reinforcement (Gorelick and Zheng, 2015).
 Planned change : As per this model there is a goal in implementing the change and this
will enable the change in the smooth manner.
 Unplanned change : If there is a goal that company has to achieve than the employees of
the company have to accept the change and work to attain the desired goal.
This refers to the approach that will be implemented into the organization for continuous change
management in the Nokia company. In this type of organizational change management there is
improvement in the policies and procedures of resist change in the company that will be more
beneficial for it. As it is a planned approach that will be emphasize on bringing regular changes
in the Nokia that will bring more opportunities for the future (Coffey, 2016). This change benefit
company that will help in creating different aspects that will lead to create many changes for the
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future. This is the dynamic approach that provide a drastic change that will be managed by the
company and having different perspective for resisting change in Nokia.
Therefore, small change in the organization will increase its operation cost that will
create risk sometimes in the business. Changes will be beneficial and may not be good sometime
as employees will not be able to resist in this change so this will have an impact on their
behaviour. It may lead to disruption of the technology as it is not possible to improve efficiency
of doing work in the company for the future course of action. Thus change will bring new
opportunities for the Nokia company so that it will grow more in the future. As some
organization will not accept the continuous change in the working pattern of the company.
Sometimes in this small changes is made that will bring different approach for the future.
There are three types of change that will occur in Nokia based on the structure,
technology and people. Structure will emphasize on changing in the organizational structure as
different component is being used for adapting change as earlier in Nokia tall organizational
structure is followed but at present it is using flat structure after change management in the
company. As technological changes will increase operation cost of installing new technology in
the company (Jermier and Forbes, 2016). Changing attitude, perception and behaviour of people
will bring change management in Nokia. These changes will bring new opportunities and growth
for the future that will be more beneficial for the future course of action. There are different
changes that will be occurred in the business for the future.
White water metaphor plays an important role in the organization as that will lead to
bring changes on continuous basis. This will help company in bringing effective changes that
will create more opportunities . Change will create threat also for the company as it may not
resist then it will bring different perspective that will be beneficial for Nokia (Abid, Manan, and
Rahman, 2017). These changes are necessary as it will lead growth and continuous improvement
in operations of the company.
Evaluate why business shift calm water to white water and also external factors has impact to
business.
The calm water aspect of organisational changes visualize of organisation as a large ship
crossing a calm sea. It is dominated thinking of practices manager and academics. The frequent
to this model for handling changes in calm water is the best illustration which is had three steps
of change process. This model is considered unfreezing, changing and refreezing. Other hand,
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the alternative metaphor is the white water rapids metaphor. This metaphor is sees continuous
and unpredictable changes like small raft having negotiate wild and rapids changes in the
company (Hughes, 2018). The company Nokia has change and shift calm water to white water
because calm water model is made changes time to time and it occurs periodically and
temporarily. Other hand, water is continuous change model which is best for Nokia company.
The explanation of both theories are as follows:
Calm water
The calm water is dominated thinking of practicing of manager and academic. This
model help to handle changes by analysis three-step of change model are as follows: Unfreezing: For the successful changes here is required unfreezing status quo, this
driving forces that are direct behaviour away from status quo which can be increased.
Unfreezing changes restraining forces, that are hinder movement from existing
equilibrium it can decrease. For this, management of Nokia is unfreezing behaviour from
status quo by increaser it. This can also happen by combining two approaches of
company. Implementation of changes: here is management of Nokia implement those changes
which are done in the Unfreezing steps (Calm water changes, 2017). The change in
company which is combine two approaches together for easy work.
 Refreezing: at this step, management is take decision to fix changes which are
implemented in company for growth.
By this company is not get success because this process is so long and make changes periodical.
White water rapid
The water is best and continuous change process which is done applies by management
for continuous changes and growth. This take consideration in both uncertain and dynamic. The
white water changes is give advantage in competitive era. In this industry have various high level
of competition. This model can help to change in constant in a dynamic environment. In this
manager of company is must quickly and properly react to the unexpected events. In this
manager have to be alert about the problem and opportunities which are creates and happens in
company in more repaid ways (Thomas, 2017). Like the opportunities for telecommunication
raises in market by technological advantages. This will help to make changes agents in
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implementing and supporting changes organisation. With the help of white water rapid changes
management is able to make changes as per growth factors.
For example: the Nokia company is firstly produce the rolls of toilet paper which are
produced by Nokia company. After some time, company lunch radio and minicomputer by using
calm water changes model. After, using white water rapid changes in Nokia is get success by
rapid changes. With the help of this company is get the best success in company in order by
lunching various types of android phones. By this effectiveness company is shift calm water to
white water rapid model because this help to make continuous changes. This is effective and
valuable for the company growth factor.
External and internal factor impacting to Nokia company
There are various internal and external factors which are impact to Nokia business. By
the making changes in company (Beech and MacIntosh, 2017). The external factors consider
competitors, customers, technology, economic, social and political factors. Other hand, the
internal factors considers financial problems, production inefficiencies, employees needs and
management goals.
External factors Customers: customer of Nokia company has impact to the business and its growth by
generating needs and wants of customers. Customers have various needs and demands
with Nokia which are the best communication network and android phones with new
features. This can affect to Nokia business growth and factors. For example: company
lunch new product and sell phone in market place. In these customers have demand to
address new trends at marketplace if product is not meet new trend and with new features
than customers are not purchase. By this customer are affect to Nokia company. Competitors: competitor is also impact to company and its growth because competitors of
company come with new ideas and innovation in products and services. Competitors are
always tried to attract other customers towards their company (Carter, 2015). The Sony
mobile is high competitor of Nokia company. The Sony company is lunched tablets and
smartphone to attract Nokia's customers.
 Technology is the another factor which can impact to the Nokia. Now day's technology is
more advanced which is foldable phones. The foldable phone now more become success
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at marketplace. This can impact to Nokia company and its products because customers
are highly attracted towards this foldable technology.
Internal factors: Employees demand: employees are internal factors which can affect to the growth of
Nokia company. For example: employees have their own demands and needs from
company either that are not fulfilled by management than it affect to growth of company.
For that, manager of company have to give fair and equal treatment and compensation to
their employees. For example: if employees are not feel motivated from their work
environment than they are not done work in proper manner. Management goals is another internal factor which can affect to business and its growth.
The Nokia company have goals which is enabling true to life, shareable moments. The
management goals can impact to the business if goals are not match and linked with
changes (Zhao and et.al., 2017). In this company want to do changes in their existing
products and services in order to achieve goals of organisation. This can impact to the
business.
 Production inefficiencies is other internal factor which can impact to the business and its
growth factors. For example; management is decided to add some unique feature in their
existing products like foldable equip mobile phone. In this, management have to use
various raw material and technology which is produce this equipment. In this company
have not perfect efficiency to produce this product than it impact to business Nokia and
its growth factors.
Those are the internal and external factors which can impact to the business and its growth
factors. Company management have to consider all factors in their production process than it is
help to achieve goals and objectives of company.
Explain the main implications for human resource department and advice strategic approaches to
handle this shifts.
Human resource department of Nokia company plays their important roles in
organisation in order to achieve goals and objectives of company (Zha and et.al., 2015). At the
time of changes in company the HR manager have role to explain those changes to employees
and other department to address changes, follows and work on this. This is very important for
company growth factors. This is effectively managed by human resource department of
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company. The main implications of change management for human resource department are as
follows:
Engaging employees:
Engaging approach is in the changes are the best and effective because those peoples are
necessary help to implement those changes in company. This helpful for create high level of
employee engagement during the change process of Nokia company. This is the main
implication for human resource department in the change management which is build employee
engagement in the company. In order engage employees with changes here is mention some
advices which are as follows:
 This can be done by developing team approach which is includes employees perspective
in different level of departments and levels.
 In this, HR department also assigning and clarifying roles and responsibilities in the
particular task and projects (Pendleton-Jullian and et.al., 2018).
 In order to engage employees with changes manager can increase their focus on workers
and employees are which is help to assess the employee's performance.
Implementing change in phases:
Planning is major part to address changes in company. This phases are help to ensure
transition to a new system and process for smooth as possible. This leading change management
in Nokia company in effective manner. Here, is recommended for HR department three phases:
 Prepare for change is refers the change management strategy, developing change as per
management team and outlining key roles. In this HR manager, make and implement
strategies for implement those changes in company. Other hand, address those factors
which can affect to changes of company.
 Manage changes is creating and executing management plan in workplace. This will
include communication, operations and resistance management (Kuo and et.al., 2015). In
this HR manager, communicated to employees about changes and planning which are
need to be address at the time of change.
 Reinforce the changes is done by collecting and analysing feedback and implementing
corrective actions that is needed and required at Nokia company to resistant changes.
This help to make and create changes in company in effective manner.
Communicating change:
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This very best and effective approaches which is help to employees for address those
changes in effective manner. Failing to tell them their employees in advance about their
organisation changes which will happens in Nokia company. This can increase awareness of
employees in about the changes. Other hand, they are ready to take changes in company. To
communicate and share important information which employees are the best policy to achieve
goals and objectives of company (Hunter, Saunders and Constance, 2016).
In this advice for Human resource department of Nokia company is to use both formal
and informal communication approaches like email, intranet, voice mails and person in meeting.
Other hand, communicate clear, consistent and explicity like about the timeline and
responsibilities of employees in change process.
Building foundation for success:
It is very important to build foundation program for success. This the main implication
for Human resource's department of Nokia company. Implementing organisational changes is
very complicated and difficult because this can give negative impact on the companies changes.
This is effectively managed by HR is very important (Al-Haddad and Kotnour, 2015). For that,
Human resource department of Nokia company can minimize the disruption by organisation in
the beginning of planning and communication process. For that, build the foundation program
for successfully meet with changes and also to implementation.
Training and development
Training and development programmes is important and effective in terms of changes.
The company has done the continuous changes in company for growth and compete within the
marketplace. It is the best process which is help to gain employees and management of company
to achieve and boost employees skills and work by giving proper training and development
process.
CONCLUSION
From the above study it had been concluded that the leading and managing change has
very important part of the company in order to make profit of company. This had been effective
and valuable part of the business and organisation to gain competitive advantages by making
some changes in company. It had been concluded that the calm water and white water rapid
metaphor has two model of change management. Both had been effectively addressed changes in
company in effective manner. The calm water has temporarily and periodical changes in
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company but white water has the continuous process of changes. It had been concluded that the
planned change has easily managed by company and unplanned changes difficult to manage by
company in correct manner. It had been concluded that the white water rapid change has helped
to achieve goals and objectives of company. For the implication of human resource department
of company, report had been includes recommendations and advices which has training and
development, communicate proper and clear with employees, building foundation program,
implementing changing phases and engaging employees with change strategy and process.
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REFERENCES
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challenge. Water Resources Research. 51(5). pp.3031-3051.
Coffey, B., 2016. Unpacking the politics of natural capital and economic metaphors in
environmental policy discourse. Environmental Politics.25(2).pp.203-222.
Jermier, J.M. and Forbes, L.C., 2016. Metaphors, organizations and water: Generating new
images for environmental sustainability. Human relations.69(4).pp.1001-1027.
Abid, R.Z., Manan, S.A. and Rahman, Z.A.A.A., 2017. ‘A flood of Syrians has slowed to a
trickle’: The use of metaphors in the representation of Syrian refugees in the online
media news reports of host and non-host countries. Discourse & Communication. 11(2).
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Iles, V., 2017. Leading and managing change. ABC of Clinical Leadership. 24(1). pp.49-87.
Hughes, M., 2018. Managing and Leading Organizational Change. Routledge.
Thomas, P., 2017. Integrating Primary Healthcare: leading, managing, facilitating. CRC Press.
Beech, N. and MacIntosh, R., 2017. Managing change: Enquiry and action. Cambridge
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Carter, A., 2015. Leading and managing change. Australian Educational Leader. 37(1). p.33.
Zhao, J. and et.al., 2017. Shallow water measurements using a single green laser corrected by
building a near water surface penetration model. Remote Sensing. 9(5). p.426.
Zha, R. S. and et.al., 2015. Numerical computations of resistance of high speed catamaran in
calm water. Journal of Hydrodynamics, Ser. B. 26(6). pp.930-938.
Pendleton-Jullian, A. M. and et.al., 2018. Design Unbound: Designing for Emergence in a
White Water World. MIT Press.
Kuo, C. C. and et.al., 2015. Gossip in the workplace and the implications for HR management: A
study of gossip and its relationship to employee cynicism. The International Journal of
Human Resource Management. 26(18). pp.2288-2307.
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Hunter, I., Saunders, J. and Constance, S., 2016. HR business partners. Routledge.
ONLINE
Calm water changes. 2017. [Online]. Available through: <https://www.citeman.com/9053-what-
is-the-calm-waters-metaphor.html>
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