Strategic Change Management: Issues and Solutions for AIA Malaysia

This report provides a comprehensive analysis of strategic change management, focusing on AIA Malaysia as a case study. It begins with an introduction to strategic change and its importance in business, followed by an examination of change management models, including both planned and organic approaches. The report then delves into the assessment of strategic issues within AIA Malaysia, based on its strategic direction, and proposes strategies to overcome these challenges. It applies Kurt Lewin's and Kotter's change models to develop a company-wide management plan, with a specific focus on the marketing department and the implementation of a personal development plan to supervise and manage changes effectively. Furthermore, the report constructs a strategic change management monitoring system for the chosen department to ensure ongoing success and evaluates the impact of learning styles on the achievement of the strategic change management plan, ultimately concluding with recommendations for successful change implementation within the organization.

STRATEGIC CHANGE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
LO 1............................................................................................................................................1
MAIN BODY...................................................................................................................................1
LO 2 Model of strategic change to assess issues which based on strategic direction of the
organisation and implications of issues on the enterprise...........................................................1
LO 3 Develop strategies to overcome the strategic change issues and recommend a company-
wide management plan................................................................................................................2
Select a department within the company and apply appropriate personal development plan that
helps to supervise and manage changes......................................................................................5
LO 4 Conclusion.........................................................................................................................6
Construct strategic change management monitoring system for the department that chosen to
ensure successful ongoing change..............................................................................................6
Impact of own learning styles against achievement of strategic change management plan.......7
CONCLUSION ...............................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION (LO 1)
LO 1
Strategic change management considers several kinds of changes in businesses that make
successful results. In With this regard, structured approach also determines that transitioning
individuals, teams, organisations, etc. In the an organisation’s process, it applied applies to
accept concepts and embrace changes for current business environment.
Present study based on the AIA Malaysia which is a life insurance company. The chosen
company implements the right products that are healthier, longer, and improve better lives
(Balogun, Bartunek and Do, 2015). They develop successful operations and functions
continuously that assists to lead with an appropriate plan and procedure.
For gaining an insight information, the report covers strategic changes that assess issues
which that are based on strategic direction in the given organisation. Furthermore, it includes
strategies which recommend with strategic management plan. In addition to this, it considers
strategic change management monitoring system to make successful ongoing change. At last,
report evaluate own learning styles against achievement of strategic change management.
MAIN BODY (LO 2 and LO 3)
LO 2 Model of strategic change to assess issues which based on strategic direction of the an
organisation and its implications of issues on the enterprise
Strategic planning model considers different approaches to the project. It is about
stepping with execution and examine examination of different angles. In With respect to consider
a traditional project cycle, monitoring and evaluation which is done with end of project. This
model changes which consider with frequent evaluation. It includes implementation of successful
project (Bender, Beitsch and Kronstadt, 2017).
There are generally two change management models considered that are as follows:
 Planned change management model
 Organic change management model
These both models are introduced in which organic change management model handled
handles with more details of AIA Malaysia. It is the best way to implement strategic action
plans. Study of strategic change long must be applied and occupied which is has an important
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position in larger field of management. With strategic change, it has been easily recognised that
it representrepresents maintenance of co alignment with competitive results. All the models of
strategic change assistsassists to improve current economy economic conditions in successful
way (Barbosa, Romero and Cunha, 2018).
In the chosen business direction, change consists of long term planning so that time frame
associated with design must be mentioned for future development. There are several issues that
exist in the long range planning so that manager of the a company must try to remove it
successfully.
In order to survive, they also quickly create and implement breakthrough strategies that
anticipate and meet with current and future customers’ requirements. Furthermore, internal and
external sources must be alignaligned with internal and external resources. This sort of
orientation necessities the approaches in strategic planning which involve employees and
stakeholders (Oehmichen, Schrapp and Wolff, 2017).
LO 3 Develop strategies to overcome the strategic change issues and recommend a company-
Wide Management Plan
In order to consider issues which is directional change, it can be stated that strategy must
be implemented to overcome and recommend any company with the management plan.
Organisational change consistconsists of a complex process which determines in three steps of
Kurt Lewin's Change Model.
They are as follows: Unfreezing: Before implementation of change, it is essential for the AIA Malaysia to go
through initial step of unfreezing. This is because, many people naturally resist change.
Main goal of unfreezing stage is to create awareness and current level of acceptability. It
helps to make changes in the ways of thinking, processes, etc.
This structure examined examines carefully to show that employees change for the an
organisation to develop their competitive advantages. Communication is more important
stage so that imminent change benefits to each employee in a business. Idea is that more
people know about changes which is necessary to develop effective results (Bettis,
Gambardella and Mitchell, 2015).
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 Changing: After unfreezing, people begin to move. Lewin recognised that change is a
process in which an organisation must transition with new state. In changing step,
transitioning must be moving and marked with implementation of change. It is exists
when change become real.
In the changing step, people also begin to learn new behaviours, processes and ways of
thinking. In AIA Malaysia, preparation is more required which is easier to complete. Due
to this reason, education, communication, support in the implementation for employees
because they are familiar with the change. Change is a process method which must be
reminded continuously and benefits must be implemented completely (Oehmichen,
Schrapp and Wolff, 2017).
 Refreezing: Lewin third step consider refreezing which is the final stage of change
model. It is refers as symbolize symbolizing an act of reinforcing, stabilising and
solidifying new state after change.
In this way, goal, structure, offering, people, etc. accepted with new status and quo. This
step is important that ensures about people for not reverting back to old ways of thinking.
Consider prior to implement change, Efforts are made to guarantee which needare
needed to maintain culture, consider prior to implement change,. Positive rewards and
acknowledgement develop with individual efforts that are often used to reinforced
behaviour like repeated (Balogun, Bartunek and Do, 2015).
As per argument, it can be stated that refreezing step considers the contemporary needs
for change. It helps to find unnecessary spending time to develop chances that are re-evaluated
and possible to create change. With the help of taking one step, it can be stated that common
theme developdevelops successfully with anticipation of future change (Barbosa, Romero and
Cunha, 2018).
Along with this, there is one another way to determine the change model in successful
way.
It is explained briefly belowunder here:
Kotter's eight step change model Create urgency: In order to make changes, in the whole entire enterprise, developing a
sense of urgency which needs to make desired results. In AIA Malaysia, urgency creates
with identifying potential threats that shows development of opportunities. With dynamic
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and convincing reasons, people are able to talk and think easily (Bettis, Gambardella and
Mitchell, 2015). Form a powerful coalition: After create creating urgency, the chosen business must
creategenerate a form of powerful coalition in which convince convincing people
regarding change occurs. It takes strong leadership and visible support in the an
organisation. Effective change could be find with an implementation of traditional
hierarchy. In order to lead change, all together with coalition, team and influential
influencing factor must be develop established successfully (Bender, Beitsch and
Kronstadt, 2017). Create vision: When people start thinking about change, probably great ideas and
solutions float around. Hence, in this step, trying to achieve then them, the directives
which will be given to tendsome more sense. Hence, it determines values that centralised
to change. Short summary developdevelopment which capture for future development.
Strategy is also created to describe vision (Kanaane, Akabane and Endler, 2015). Communicate vision: After creating vision, success could be determinesdetermining
with strong competition with in day to day communication. Hence, people must
communicate frequently which embedded with everything. Special meetings also
helpshelp to communicate vision to make change and solve issues (Oehmichen, Schrapp
and Wolff, 2017). Remove obstacles: In AIA Malaysia, steps are followed to change process which is build
built with at all levels of the organisation. With this consideration, staff members
wantswant to get engaged and accomplish benefits that promote significant results. It put
place the structure for change, and barriers must be identified to develop significant
advantages. Hence, the chosen business can be implemented to identify, hire, change
leaders that play main roles to deliver a successful change. Furthermore, look towards
organisational structure, job description and performance ensures that line is developed
successfully with a vision (Oehmichen, Schrapp and Wolff, 2017). Create short term wins: In order to develop success, taste of victory change the process.
In short period, quick wins develop that seen by staff members. Creating short term
targets must be achievable with little changes. Changes in a team work very hard in AIA
Malaysia, to motivates their staff members with progress. Investment requires on each
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project so that pros and cons analysis can be done with targets. Rewards also helps to
meet successful results (Balogun, Bartunek and Do, 2015). Build on the change: In this step, it can be stated that many changes in project fail
because victory is declared too early. Real change runs deeply so that quick wins
beginning that need to be done to accomplish long tern term changes. New product
launch considerconsiders a new system which working to keep success. Each success
provides an opportunity to identify the right things (Kanaane, Akabane and Endler,
2015).
 Anchor the changes in corporate culture: At the final step, changes are considered that
as it is important part of the core organisation. In corporate culture, it is easily determined
success which goes with vision to show day to day work. In AIA Malaysia, leaders
continue support changes which that includes existing staff members to support people. It
includes ideal changes and values consider appropriate training for new staff. Publicly, it
is recognised original change coalition (Bettis, Gambardella and Mitchell, 2015).
Select a department within the company and apply appropriate personal development plan that
helps to supervise and manage changes
In order to consider Lewin's change management model, in marketing department of the
this company, it is must be successfully implemented. Stagnation means that many dynamic
enterprises reorganise, adjust and keep appropriate changes at workplace successfully.
Unfreeze stage: At this stage, people realise that something is going to change which
deal with strong emotions' denial, impatience, uncertainty and doubt. Therefore, AIA Malaysia
must disclose state of affairs in to change process in order to put force. Consequently, clear
communication of employees is more willing to accept new changes with old customs. In this
stage, it is advisable to involve people to take constructive approaches in change process
(Oehmichen, Schrapp and Wolff, 2017).
Change stage: It is a crucial element which creates importance in change that must be
implemented in for short time. Longer change process takes more employees that inclined for old
habits and rituals. It is also referred as move stage because it creates an impact on the this
organisation successfully. Acting and implementing change create more awareness of employees
to make changes quickly (Yi, Li and Wei, 2016).
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Refreeze stage: In this stage, refreeze the change is considered with solidifying the
change. After implementing changes, it can be stated that employees are inclined in AIA
Malaysia to revert their old habits. Hence, it is important to advisable and make proper
arrangements that carry interim evaluation, monitoring and adjustment. Only new situation can
be stabilised to understand no turning back. It acts in accordance with new situations and realise
appropriate advantages (Kanaane, Akabane and Endler, 2015).
Change process often fails because an enterprise does not success in communicating
communication needs for change for their employees. Employees are able to make concessions
and let go for of the old situation when they are fully aware towards the needs for change. It is
the only way in which the management succeed in order to convincing convince their staff needs.
There are several things that must be implemented such as opennesscandidness, transparency and
honesty (Elmes and Barry, 2017). When employees are involved in process, then they are easily
understandunderstanding the needs for change and work to develop awareness of change.
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Application of change management model
Lewin's change management model is applied in less number used in an organisational
change. It is also a team building tactics which is an excellent method to bring mentality change
among staff members. It helps to create awareness of about the advantages of change. It can be
seen into new challenges which energize and motivate each person (Bender, Beitsch and
Kronstadt, 2017). In AIA Malaysia, it could be implemented to attain more desired work
performances at workplace.
LO 4 Conclusion
Construct strategic change management monitoring system for the department that chosen to
ensure successful ongoing change
In order to construct strategic change management monitoring for department of
company, there are 8 steps develop successfully. In this regard, organisation constantly
experience change which caused by new technology implementation, compliance initiatives,
reorganisation, etc. (Herrmann and Nadkarni, 2014). Consistent change management process
assists to minimise impact from enterprise and staff as well. Following are 8 steps consider
ensure change initiative successfully:
 Identify things to be improved: In With respect to considering changes, this process
must be improveimproving successfully. In With this regard, product ascertained with
outcomes which ismust be critically identified to focus and clarify goals. It includes
identification of resources and facilitate process (Balogun, Bartunek and Do, 2015).
System acknowledges an improvement solid functions in ease and successful manner.
 Presentation of business case stakeholders: There are different layers of stakeholders in
AIA Malaysia which include the upper management. It considers the process and it is
directly charged with new normal. Different expectations and experience must be high
level from across spectrum. This process also constitutes that varies vary and change
framework as well. It provides plans with patience, communication, etc. (Kakucha,
Simba and Ahmed, 2018).
 Plan for the change: In the plan for changeHere, roadmap identify identifies the
beginning in which route taken withto reach the specified destination. It also integrates
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resources that are leveraged scope and objectives. Critical planning provideprovides
multi step process with sweeping change. It includes outline of project to determines
clear steps with measurable targets (Bradley, 2016). In AIA Malaysia, change
management process consist IT services to reduce impact of IT infrastructure.
 Provide resources and use data for evaluation: In this part of planning process, it can
be stated that resource identification and funding are considered as important parts. It
includes infrastructure, equipmentsequipment and software system (Cummings,
Bridgman and Brown, 2016Brown, 2016). Tools are also needed that considerfor
retraining and rethinking priorities and practices. Many models also helpshelp to gather
data in successful way. Progress also allows creating better communication in proper
manner.
 Communication: In order to run successful results in AIA Malaysia, the entire practice
of change management develop successful advantages. In With this regard, identifying,
planning, on-boarding and execute executing the change management plan which is
depending on good communication. Psychological and sociological realities inherent
group cultures. It includes establishing of skills, knowledge and experience (Yi, Li and
Wei, 2016). Clear and open lines of communication in the process is critical element in
changes of modalities. This method advocates transparency and two way of
communication. Monitor and manage resistance with dependencies and budget risks: Monitoring and
manage resistance consider normal part of change management. However, it can be
threatenthreatening to attain successful results in the project. Most of the resistance
occurs because of unknown fear (Obonyo and Kerongo, 2015). Hence, in this way, risk is
associated with change. As a result, it creates impact on smooth change life-cycle. Risk is
also associated to allocate appropriate budget to prepare resistance with leadership.
 Success: In order to recognised milestone achievement, it can be stated that it is an
important part of every project. In order to manage change, AIA Malaysia easily
recognised recognises success of team and individual to manage changeas well. It assists
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to adopt change management process and develop significant advantages (Oehmichen,
Schrapp and Wolff, 2017).
 Review and continuously improvement: Change is more difficult and create problems
in whole the entire process. Therefore, it is important to make changes in strategies that
are commonly adjusted in order to take part. All steps must identify and remove
roadblocks to develop significant advantages in of AIA Malaysia. Communication also
consider resources and data in the process which is good to make appropriate
commitment in measurement and analysis (Kanaane, Akabane and Endler, 2015).
Impact of own learning styles against achievement of strategic change management plan
In order to make changes as per consumers’ expectations and market competition, in the
global economy; organisational changes constantly that create impact on the results. Human
element of change management is very difficult that to navigate to for adjustment in well
manner.
Most of the change methods agreed that it is difficult. Implementation of process also
includes process, resources, communication, etc. Furthermore, effective change management
process in AIA Malaysia rely on supporting activities and tools. These tools developed and
managed with change management team and process. Product roadmap also gets developed in
the product management team that involve everyone who are responsible (Cooper, Currie and
Kitchener, 2018).
It includes the following elements:
 Product or business roadmaps
 Readiness assessment
 Training tutorials
 Measurement and analytics
 Resistance management
 Continuous improvement plan
There are different kinds of methodologies that help to focus on changing individual
perspective for cultural development activities. Structures and framework move in the entire
enterprise to focus on change and improvement. It consists of right solution that explore resource
planning successfully. Explosive growth in the change management that also consider effective
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results in results outcomes. In order to considered learning styles, it can be stated that in AIA
Malaysia, there are different ways. On the basis of visual learning style, enterprise consist
pictures, images and spatial understanding (Alvesson and Sveningsson, 2015). In this way,
understanding should be developed successfully to regulate different activities and operations.
As per business development, VARK model consider which explained under here:
 Visual: In this preference includes depiction of information in maps, charts, graphs, etc.
Furthermore, it also assists to develop diagram and symbolic arrows which includes in
other devices which used by people. In this mode, graphic presents as better explanation
which covers effective results. It also considers designs, pattern, shapes, etc. Therefore,
information could be conveyconveying successfully with draw meaningful results
(Volberda and Baden‐Fuller, 2017).
 Aural: It consists perceptual mode that describes information that heard or spoken.
Learners have preference to report the best from lectures, discussion, email, mobile
phone, etc. Email also included text which also consider in read/write category. In AIA
Malaysia, Aural preference sort things that consider ideas in systematic manner (Barbosa,
Romero and Cunha, 2018).
 Read/write: In this way, preference for information is displayed in words which assists
to ascertained strong preference for this mode. In order to write well, it can be stated that
attributes widely sought and emphasis on text based input or output. Reading and writing
in all forms especially consider manual, reports, essays, etc. (Bettis, Gambardella and
Mitchell, 2015).
 Kinaesthetic: In AIA Malaysia, this element considers modality which includes
perceptual preference that are related with experience and practices. Such experience also
considerconsiders in modalities which is a key fundamental to connect reality. It helps to
concentrate on personal experience with practice or simulation. It demonstrates strong
preferences which learn from doing something innovative (Näyhä and Pesonen, 2014).
CONCLUSION (LO4)
From the above report, it can be concluded that strategic change management model
developdeveloped a significant advantage fors successful implementation for a companyly. In
this context, it can be stated that AIA Malaysia implemented all changes which consider
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certainto resolve issues that resolved withby implementing new tools and techniques. Moreover,
Lewin change management model was implemented to develop significant advantages at
workplace.
On the basis of this model, three steps were ascertained to focus on desired work
performances. It helps helped to attain more significant work performance with manage
managing the changes. In addition to this, Kotter Eight Steps must be undertaken that to develop
a more systematic work performances at workplace. On the basis of these steps, it can be stated
that significant results will would have b gained successfully.
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