Organizational Change Analysis: Coca-Cola and Pepsico Companies

This report examines organizational change within Coca-Cola and Pepsico, utilizing Lewin's Change Management Model, which includes unfreezing, change, and refreezing stages. The analysis identifies both internal and external threats to change management, such as overestimation and environmental pressures. A SWOT analysis highlights strengths like strategic improvements and weaknesses such as employee resistance. The report also addresses potential resistances from employees and infrastructural problems, providing recommendations for realistic change strategies, infrastructural development, and the inclusion of skilled change managers. References include works by Cummings, Bridgman & Brown (2016), Shirey (2013), and Hayes (2018) to support the findings and recommendations.

Running head: MANAGEMENT ORGANIZATION CHANGE
MANAGEMENT ORGANIZATION CHANGE
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Author Note

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Change diagnostic models for Organizational change
The two companies taken into account in this case are: Coca- Cola Company and Pepsico. The
change management model used in the respective case is Lewin’s Change Management Model
which consists of three parts: unfreezing, change and refreezing. Such change management
model seeks for slow and gradual yet steady change. The process begins by creating the
perception that a change is needed, then moving toward the new, desired level of behavior and
finally, solidifying that new behavior as the norm (Cummings, Bridgman & Brown, 2016). The
respective model has been chosen in this case as the case shows a slow, yet gradual and steady
change management in the organization (Shirey, 2013). The internal threat to such change
management can be overestimation of the situations, the lack of control of the internal situations
and lack of proper skilled professionals. The outer threats include environmental threats such as
political, economic and social pressure (Hayes, 2018).
SWOT analysis provided hereafter.
Strength:
1. Improvement of existing strategies of the company by introducing changes in the overall
organization, slow and steady.
2. Change management would facilitate long term improvement (Hayes, 2018)
Weakness
1. Less acceptance or ownership of Jack towards his company and fellow employees.
2. Less realization of end goals of change

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Opportunities
1. Change management would bring immense new potential to the employees and the
organization
2. The overall organization would be more flexible towards changes which is a virtue and
needs to be cultivated in every organization.
Threats
1. Resistance from the employees as certain employees cannot take changes easily.
2. Infrastructural problems which needs to be sorted out.
Potential resistances faced
The potential resistances (both internal and external) faced by the two companies have been
enumerated hereafter.
1. Lack of control of the internal situations such as internal chaos among the employees and
the departments
2. Overestimation of the situations such as unrealistic expectations
3. Lack of skilled experts and personnel
4. Environmental threats, political, social, legal and economic threats can come in the way
(Hayes, 2018).
Recommendations
1. Realistic thinking while formulating change strategies
2. Infrastructural development
3. Introduction of skilled professional change managers

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4. Carrying out a SWOT analysis of the situation before heading into change management.

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References:
Cummings, S., Bridgman, T., & Brown, K. G. (2016). Unfreezing change as three steps:
Rethinking Kurt Lewin’s legacy for change management. Human relations, 69(1), 33-60.
Shirey, M. R. (2013). Lewin’s theory of planned change as a strategic resource. JONA: The
Journal of Nursing Administration, 43(2), 69-72.
Hayes, J. (2018). The theory and practice of change management. Palgrave.