BBMM603 Organizational Change Report: Sparkies Limited Analysis

This report analyzes the case study of Sparkies Limited, a company facing declining market share, lack of innovation, poor communication, and employee dissatisfaction. The report identifies the problems, including competition and resistance to change, and explores the reasons for implementing change, focusing on the need for new ideas and employee empowerment. Various change models, such as Lewin's, Action Research, Positive, and Prosci ADKAR, are presented, with Lewin's model chosen as the most appropriate for Sparkies Limited. The report details the application of Lewin's three-step model (unfreezing, changing, and refreezing) to address the company's challenges, focusing on communication, training, and fostering innovation to regain market leadership and improve employee morale. The conclusion emphasizes the importance of effective change management in overcoming the company's issues and achieving its goals.

ORGANIZATIONAL CHANGE

EXECUTIVE SUMMARY
Change Management is the process of implementing change successfully within the
workplace by following the processes one by one. Sparkies Limited is facing different issues
such as competition, lack of communication, lack of fresh ideas for new products and many
more. For regaining the lost leading position, it is essential for the company to implement change
at the workplace. With respect to this, the problem has been discussed properly within the file for
understanding the case. Along with this, the reason behind the change in the company has been
explained properly. The company is facing barrier i.e. resistance to change by the workers which
has been discussed within the study. On the other hand, different change models such as positive
model, Lewin’s model, research model, etc have been introduced for representing the available
option for change management. From these models, Lewin’s model of change is most
appropriate for handling the case of Sparkies Limited and due to this, it has explained in the
report.

Table of contents
EXECUTIVE SUMMARY.............................................................................................................2
INTRODUCTION...........................................................................................................................4
Problem Identification..................................................................................................................4
Reasons For Change.....................................................................................................................4
Possible Barriers To Change........................................................................................................5
Change Model Alternatives.........................................................................................................5
a. Lewin’s Change Model:....................................................................................................5
b. Action Research Model:....................................................................................................6
c. Positive Model:.................................................................................................................6
d. Prosci Adkar Model:.........................................................................................................6
Proposed Change Model..............................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................10

INTRODUCTION
Change management is a set of the different processes which ensure that considerable
change have been implemented within the workplace in a controlled and proper manner (Hughes
and et.al., 2016). For the present study, the give case study of Sparkies Limited is taken into the
consideration. In context to this, the file includes problem identification, reasons behind
implementing change management, change model alternatives and proposed change model.
Problem Identification
According to the given case of Sparkies Limited was a leading manufacturing retailer of
electrical products and supplies within the market. But in the present time, the company is facing
different issues such as decrement within the market share due to enhancing competition and
lack of new and creative ideas for manufacturing new products. On the other hand, there is lack
of communication between the different departments of the organization such as sales
department and manufacturing department. Lack of appropriate management practices and
strategies are making workers to seek other jobs which can satisfy their professional and personal
needs effectively (Dana, Mukaj and Vishkurti, 2016).
Reasons For Change
Sparkies Limited is facing losses due to enhancing competition and lack of innovative
ideas within the market. Along with this, lack of proper management system is affecting the
motivation of the employees making them to search new jobs. There is lack of communication
among the departments which is also affecting the performance, cooperation and coordination of
the workers.
The purpose of implementing change within the working environment of Sparkies limited
is to improve its present situation and regain the lost popularity within the market. In context to
this, Barbara Russell, manufacturing manager of the organization is working to bring change.
According to the manager, due to enhancing competition, there is requirement of new ideas, new
energy and new spirit which can make the firm great. Along with this, she said that the source of
this change is the employees. In order to handle the issue and develop a better cooperation, the

manager has thought about new empowerment campaign for motivating staff members to think
different and new. This campaign will motivate workers to think innovative, permit the managers
to follow a product from design via sales to the consumers, allow salesperson to refund up to
$500 worth of merchandise, swap sales and personnel of the manufacturing for short period of
time. All these strategies of the campaign will promote communication, innovation and
cooperation among the staff members of the of Sparkies Limited (Cameron and Green, 2015).
Possible Barriers To Change
With respect to the given case study of Sparkies Limited, the workers are not cooperating
with the manufacturing manager, Barbara Russell. The workers are resisting to the empowerment
campaign suggested by the manager. Before this campaign, the company already had
implemented different programs such as re-engineering, downsizing and dabble restructuring
programs. The workers are not tired of changes implemented by the firm for regaining in its lost
leading place within the market. Along with this, there is lack of trust of the workers on their
manager and other superiors leading to avoid their orders (Hayes, 2018).
As per the case, Harry and other workers are the major obstacles to the empowerment
efforts manager is going to implement. In addition to this, the department heads are also creating
wall of resistance against the campaign. The directors of the departments are not agree with the
idea suggested by the Barbara and due to this, they are complaining against it. According to the
director of human resources, the idea will destroy their carefully crafted job categories (Doppelt,
2017).
Change Model Alternatives
There are various types of change model which the manufacturing manager of Sparkies
Limited can apply for making workers to accept it. The following are the models from which
manager can use one for implementing the change within the workplace:
a. Lewin’s Change Model: This model is created by Kurt Lewin for implementing the
change properly within the working environment. This model included three steps which
are: unfreezing, changing and refreezing. According to this model, the process of change
entails developing the views which a change requires, then moving towards the new and
needed behavior and in the end, consider new behavior as the standard. This model offers
a high approach to change which organizations want to implement. It also help change

agent by offering a framework for implementing the sensitive and seamless change
efforts (Cummings, Bridgman and Brown, 2016).
b. Action Research Model: This model pays attention on the planned change as cyclical
process, in this, the starting research with respect to the firm offers information to help
the subsequent action. In the end, the results of the action are evaluated by the change
agent for offering further information to guide the further action. The steps of this model
are: identification of the problem, consultation with the behavioral science expert,
diagnosis, feedback, planning change, intervention and evaluation. Implementation of
these actions make change agent to collect the research data regarding the on-going
system relevant to the goal, placing the data back into the system, taking actions via
altering the chosen variables in the system based data and hypothesis, and evaluating the
outcomes of action by gathering more data (Keane and et.al., 2018).
c. Positive Model: This is the third model of change which represents an essential
departure from the model of Lewin along with the action research process. This model
pays attention on what the company is doing in present? The process makes employees to
know their firm when it is working at its best and develops those skills from which they
can accomplish the better outcomes. This model is applied for the planned change
primarily via a process known as appreciative inquiry. The positive approach used by the
model is consistent with the enhancing movement in the social science, which pays
attention on the positive dynamics within the business which enhances to the
extraordinary results. Positive expectations with respect to the firm can develop an
anticipation which encourages and directs the behavior of the workers making their
beliefs to happen (DiFalco and Tripwire Inc, 2015).
d. Prosci Adkar Model: The Prosci’s model related to the individual change is known as
Prosci ADKAR model of change. The full form of ADKAR is: Awareness, Desire,
Knowledge, Ability and Reinforcement. This model helps in dealing with the people-
aspect of change management. The acronym of ADKAR stands for the five objectives
which individuals need to reach for accomplishing the successful change (Prochaska,
Redding and Evers, 2015). According to this model, a person needs the following:
a. Awareness related to the need for change
b. Desire to take participate in supporting the change

c. Knowledge about how to change
d. Ability of implementing the needed skills
e. Reinforcement for sustaining the change.
This model is effective and efficient for identifying the gaps present at workplace,
creating the corrective actions, planning the appropriate change management activities and
supporting the managers and supervisors. This model includes: preparation for change,
management of change and reinforcing the change (Karambelkar and Bhattacharya, 2017).
Proposed Change Model
One of the best and appropriate models from the above discussed change management
model is Lewin’s change model (Tang, 2019). With the help of this model, Barbara Russell will
be able to implement its empowerment campaign effectively for accomplishing the desired
objectives. Lewin’s Model of change with respect to the case study is as follows:
Lewin’s Change Model: This model is the earliest and most popular change model which helps
companies in implementing their change effectively. In order to make the change successful, the
manufacturing manager will have to implement the below stages step by step:
Unfreezing: As per the case, the workers of Sparkies Limited are resisting the change i.e.
empowerment campaign due to lack of information, fear of losing job position and financial
status. The employees prefer the processes and strategies which they know and due to this, they
are resisting the suggested idea of change. With respect to this, the manager will have to
encourage the department heads and workers to examine the present processes of the company
with a critical eye along with the possibility of a new process for producing better results.
However, this is not an easy process but by explaining the situation to the workers and
communicating them emotionally, the manager can achieve the desired results (Steinmetz and
et.al., 2016).
Change: After making workers to accept the requirement of improving the present processes, the
manager will implement the change i.e. empowerment campaign at Sparkies Limited. This
process can be hard and chaotic and will require long term perception for maintaining the
confidence and morale of the employees. Along with this, training sessions will be conducted by
the manager for developing skills and enhancing the experience. The manager will have to

develop communication and leadership for effective change process (Montano and Kasprzyk,
2015).
Freezing: In this final stage, the workers of the company will accept the campaign and start
working accordingly. However, it is necessary that change is properly reinforced and sustained at
the workplace. At this stage, the employees will start thinking innovative, communicating and
cooperating with each other for accomplishing the desired results (Kurt Lewin’s Three step
change model. 2019).
CONCLUSION
Thus, from the above study, it is concluded that Sparkies Limited is facing issues due to
enhancing competition and lack of thinking new ideas among the workers. In order to this, the
manufacturing manager has thought to implement change by empowerment campaign. However,
the workers are resisting the change and due to this, the company will have to implement
effective change management model. There are different types of change management model
such as Lewin’s model of change, positive model, etc. From these models, Lewin’s model of
change is the most appropriate and effective for accomplishing the desired results.

REFERENCES
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DiFalco, R.A. and Tripwire Inc, 2015. Data processing environment change management
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Doppelt, B., 2017. Leading change toward sustainability: A change-management guide for
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Hughes, D.L. and et.al., 2016. Change Management. In Success and Failure of IS/IT
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Karambelkar, M. and Bhattacharya, S., 2017. Onboarding is a change: Applying change
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September 2019]

Montano, D.E. and Kasprzyk, D., 2015. Theory of reasoned action, theory of planned behavior,
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p.231.
Prochaska, J.O., Redding, C.A. and Evers, K.E., 2015. The transtheoretical model and stages of
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Steinmetz, H. and et.al., 2016. How effective are behavior change interventions based on the
theory of planned behavior?. Zeitschrift für Psychologie.
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