Report on Change Management: Strategies, Models, and Applications

This report provides an in-depth analysis of change management, focusing on practical applications and theoretical frameworks. It begins with a multiple-choice section covering core concepts such as change management, crisis management, and the roles of individuals in facilitating change. The report then delves into short answer questions, exploring key terms like "political skills" and "refreeze," as well as models like the McKinsey framework and the concept of measurement in business. Finally, the report addresses a practical application question, using John Kotter's change management approach to illustrate how organizations can effectively implement change by creating a sense of urgency, recruiting change leaders, communicating a clear vision, and fostering emotional commitment among employees. The analysis emphasizes the importance of understanding market conditions, removing obstacles, and achieving quick wins to ensure successful organizational transformation.

Management of chance

Section A ( Multiple Choice Questions ).........................................................................................1
Section B ( Short Questions )...........................................................................................................1
Section C (Practical Application Question) ....................................................................................2

Section A ( Multiple Choice Questions )
1. (a) Change Management
2. (d) Management Actions
3. (c) The burning platform
4. (a) Crisis Management
5. (c) 8
6. (b) People who acts as catalysts for change
7. (c) Measure, take corrective actions and reward or punish
8. (d) Unfreeze, change, refreeze
9. (d) Vision & Mission
10. (c) Both hard & Soft
Section B ( Short Questions )
Political Skills: These are the skills that are required to be possessed by a person
whereby individual should possess sound knowledge of the political environment to which they
pertain. It is one of the most crucial skills that must be present within a business person so as to
ensure that the business in which they work does not get adversely affected by political
conditions of the country.
Refreeze: This is regarded to be the last stage of one of the most effective models of
implementing change, namely, Lewin's Change Management Model. Hereby, the change
introduced within the organisation is incorporated within all the units and departments of
company so that employees get comfortable with it.
Refreeze: It is the final stage where changes are made in the second stage to manage the
day to day activity. It is important to implement the refreeze stage when company changes it’s
polices and business operation rapidly. However this stage is essential to make sure that
employees are able to adopt new stricture and working condition effectively.
McKinsey framework: It is model which was developed by Tom Peters and Robert
Waterman, in year 1980. It has various elements such as business and is units. There are 7
components of this model which are skills, strategy, structure, style, system and staff. This model
is often used as organizational assessment tool to assess and monitor changes in the internal
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situation of an organization. It is based on the theory of perform task effectively in efficiently in
well define manner.
Measurement concept: It is a concept in which organization evaluates its operation and
business activates in well define manner. For business measurement concept manes that are not
quantifiable for monetary terms. It also impact on the goodwill and customer quality service and
skill of staff.
Section C (Practical Application Question)
As per the above mentioned case, in order to implement change within organisation it is
important to deal with each and every potential employee and make them learn about their need
in organisation and further integrate each one role in best effective way. For this, creation of
sense of urgency is required as to make them understand about market conditions, further
powerful change leaders are required to recruit along with a vision. Further vision is required to
be communicated with employees as to remove obstacles and create quick win. In addition with
this, an emotional commitment is required from each and every employee as to identify key
potential threats and thus overcome them within time. An honest convincing communications is
required. Thus by undertaking some of these certain measures as per according to John Kotter
company can effectively introduce change within their organisation system.
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