Evaluating Change Models and Leadership in Samsung

This essay analyzes the application of change management models, including Lewin, McKinsey 7s, and Kotter, within Samsung. The author evaluates the usefulness of each model in supporting strategic changes within the company. The essay recommends the McKinsey 7s model as the most suitable for Samsung, given its ability to focus on key areas requiring attention during change implementation, particularly in the context of offering exceptional value at competitive prices. The author identifies transformational leadership as a crucial skill for change agents and emphasizes the importance of adapting the company's design and features to maintain a competitive edge. The essay concludes that McKinsey 7s supports the successful implementation of the company's skills, employee expertise, and core competency values to achieve competitive advantages.

Running head: USEFULNESS OF CHANGE MODELS IN SAMSUNG
Usefulness of Change Models in Samsung
Name of the University:
Name of the Student:
Authors Note:

1USEFULNESS OF CHANGE MODELS IN SAMSUNG
Introduction
In the essay I will analyze the usefulness of the change management models like Lewin,
McKinsey 7s and Kotter for Samsung along with recommending a particular model that can
better support the strategic option considered to be implemented in the company. I will also
evaluate necessary change agents and leadership that can make changes successful in the
company will also be identified.
Discussion
For successfully surviving in the industry, I have realized that several effective change
management models such as Lewin, McKinsey 7s and Kotter effectively deploying the strategic
changes within the selected organization like Samsung (Beech and MacIntosh 2017). I have
observed that Lewin change management model is deemed to useful for the company for the
reason that these acts as an easy change management approach that is segmented into three
stages such as “unfreeze, making changes and refreeze”. McKinsey 7s is another change
management model that can be useful to be implemented in Samsung where it facilitates in
analyzing the company’s cogence and I believe that the changes can be implemented in the
company through considering seven aspects like strategy, structure, systems, shared values, staff,
style and skills (Kiwara and Warringer 2017). This change model if implemented in Samsung
can facilitate in supporting the strategic change to move forward with a specific objective that
can facilitate in attaining competitive edge along with flexibly adapting to the changes taking
place in the business surrounding.

2USEFULNESS OF CHANGE MODELS IN SAMSUNG
I have also learned that the change model Kotter can be useful in supporting the strategic
change process in Samsung as it emphases more on the people contributing to the change process
rather than the change itself. Such change management approach considered by this model can
be useful for Samsung in inspiring sense of urgency for change that can have a positive effect on
adapting business as per the workplace surrounding (Rahmeta and Zewdie 2018). I have also
realized that the strategic change decision in Samsung can be successfully implemented in the
company through following certain aspects considered in Kotter’s theory such as creating
urgency sense, developing core collation, developing strategic vision decreasing barriers,
developing short-term wins, increasing acceleration along with setting the change permanently.
Among these three change models, I believed that McKinsey 7s is deemed to be suitable for
successfully implementing the decided strategic option within the company (Rosenbaum, More
and Steane 2018).
The strategy change that I consider to be implemented in the company is to offer
exceptional value to its consumers at cheaper rates in comparison to its competitors. The change
agents that I consider necessary for successfully implementing such change through McKinsey
7s Change Model include structural modifications within Samsung’s technical feature. Being a
change agent, transformational leadership skill is considered I believe is necessary to be followed
in the company while bringing in desired strategic changes (McKimm and Jones 2018). In
following transformational leadership skills, the design of the models developed by Samsung
must be transformed and one of them is needed to unique in comparison to the one offered by
certain identical competitive brand. I believe this strategic change model is considered is suitable
for implementing the transformative strategic change in Samsung as the seven aspects within this
model can facilitate on focusing on the major areas that require increased attention while

3USEFULNESS OF CHANGE MODELS IN SAMSUNG
implementing changes (Worley and Mohrman 2015). This theory will support Samsung in
employing the company’s necessary skills, employee expertise and core competency values of
the company for implementing the transformative change of applying price skimming along with
product features modifications in the form of Red Ocean and VRIO strategy successfully in
attaining competitive advantages.
Conclusion
I have revealed from the essay that McKinsey 7s is deemed to be suitable for successfully
implementing the decided strategic option within the company. The strategic change that is
decided to be implemented in the company is to offer exceptional value to its consumers at
cheaper rates in comparison to its competitors.

4USEFULNESS OF CHANGE MODELS IN SAMSUNG
References
Beech, N. and MacIntosh, R., 2017. Managing change: Enquiry and action. Cambridge
University Press.
Kiwara, L. and Warringer, F., 2017. Managing Change through the Implementation of Enterprise
Resource Planning in a Global Industrial Organisation.
McKimm, J. and Jones, P. K., 2018. Twelve tips for applying change models to curriculum
design, development and delivery. Medical teacher, 40(5), pp. 520-526.
Rahmeta, O. and Zewdie, S., 2018. Impact of change management on organizational
performance: A research article review. International Journal in Management & Social Science,
6(5), pp.23-37.
Rosenbaum, D., More, E. and Steane, P., 2018. Planned organisational change management:
Forward to the past? An exploratory literature review. Journal of Organizational Change
Management, 31(2), pp. 286-303.
Worley, C.G. and Mohrman, S.A., 2015. A New View Of Organization Development And
Change Competencies.