Strategic Management and Entrepreneurship: Multifocal Limited Report

This report delves into the concepts of strategic management and entrepreneurship, focusing on their application within Multifocal Limited, a small business in Nigeria. It explores various change management models, including Lewin's, McKinsey's 7S, and Kotter's frameworks, outlining their stages and implementation processes. The report also examines creative problem-solving techniques for addressing change challenges and identifies change solutions aligned with organizational strategic plans. Furthermore, it discusses analytical tools, such as flowcharts and force field analysis, used to monitor the progress and effects of change. The report concludes by analyzing processes for reviewing the influence of change, providing a comprehensive overview of change management strategies and their practical application within a business context.

STRATEGIC
MANAGEMENT AND
ENTREPRENEURSHIP

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
TASK 1............................................................................................................................................3
Frameworks and models of change.............................................................................................3
Creative problem-solving techniques for addressing change challenges....................................6
Identification and justification of change solutions.....................................................................7
TASK 2............................................................................................................................................7
Analytical tools to monitor the progress and effect of change....................................................7
Monitoring and measurement technique of change management...............................................9
Strategies to minimize negative effects of change....................................................................10
TASK 3..........................................................................................................................................10
Processes to review the influence of the change.......................................................................10
Analysis of results of the influence review................................................................................11
Findings of the influence review...............................................................................................11
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Strategic management and entrepreneurship are two different terms in the market place.
Strategic management is basically a key activity of a business which it conducts to make its
different business strategies productive. On the other side, entrepreneurship is an attribute of
feature of humans who generally exists inside the entrepreneurs. An entrepreneur has always
required to manage its strategies of enterprise, because this is very necessary to achieve positive
results in market place (Bedoya, Alzate and Giraldo, 2018). Currently many businesses in market
place invests huge fund for managing their various strategies of business. This report discusses
strategies management and entrepreneurship topics in the context of Multifocal limited. This
multifocal limited is a small enterprise situated in Abuja, Nigeria. This small business generally
provides business and HR management solutions to different organisations. This report discusses
various change models and their impact on a business. Some prime measurement and monitor
techniques to change also has been discussed in this report. At the end, few effective processes to
review the influence of the change also has been discussed in this report.
MAIN BODY
TASK 1
Frameworks and models of change
Currently there are lots of change models simply available in market place which upper
management of Multifocal limited can use for successfully implementing its change in the
workplace. In this modern and dynamic world, top management of this business has decided to
change its existing ordinary outputs with extra-ordinary outputs by adopting latest and modern
technology in workplace. Nowadays, Lewin’s model of change management, McKinsey 7S
model and Kotter’s change management framework etc. are major change models which
currently uses by lots of businesses or venture in market place to properly implement change in
their respective business environment. These all three models or frameworks of change has been
discussed below;

LEWIN’S CHANGE MANAGEMENT FRAMEWORK
This is one of the most popular and productive models of change in across the world.
This model first introduced by Kurt Lewin in year 1950 (Muthuveloo and Ping, 2017). In this
model, Mr. Lewin was informed about three stages of change called; unfreeze, change, refreeze.
In this situation, top-level management of Multifocal ltd has to adopt this model and should
follow all three stages of change within its workplace to successfully implement change. These
all three stages of Lewin’s change management framework have been discussed below;
Unfreeze
This is the first stage within this model where company’s top management have to
unfreeze its different business operations for the purpose of change. This stage is basically
known as the preparation of change, so that the management should be prepared for changing its
existing technologies with modern and latest technologies to improve organisational
productivity. In this stage, top-level management of business have analysis different impacts of
change as well. This is very necessary for knowing that the change will affect company
positively or not, with the support of change the enterprise will gain huge profit margins or not
etc. During this stage, officials of venture have to collect appropriate resources also which will
be used in the change stage of model.
Change
Change is the second stage within this model, in which this is the actual stage where top
management have to organise its employees for finally implementing change. In this stage,
different leaders and managers of business will be required to use their excellent skills of
communication and people management, because many times some employees of a company not
get satisfied with the change process (Ploum and et.al., 2018). In this situation, by using well-
developed communication skills and people management competence, managers and leaders will
simply motivate to their different employees or workers to be involved in the process of change.
Top-level management of business also will be highly required to interact with its various
employees to make them aware about the impact of change. After considering these all factors,
multifocal ltd. will successfully implement change within the workplace.

Refreeze
Refreeze is the last stage within the Lewin’s change model where this business will
accept the change. This stage of model will enable to the management of business for making
stable to its different business activities and operations (Reilly, 2018). In this stage, the
management of business will need to encourage its employees for following their daily routine of
work in workplace. Refreeze term mainly indicates to that situation where company has required
to run again its operation for earning excellent profit in market by using technologies. In this
stage, the management of enterprise will be required to ensure that its operations of business are
going well or not after change implementation. On the other side, it will be required to remove
those all element from its business environment that can affect its change process in negative
way.
MCKINSEY 7S MODEL
This is another very important change management model. By using this model, currently
thousands of enterprises and ventures are able to successfully implement change (Kuratko and
Morris, 2018). The model was innovated by consultants of McKinsey & Co. in year 1980. This
model basically provides seven key steps to businesses including multifocal ltd. for properly
managing change, in which all seven steps of change has been discussed below;
Strategy: In this first stage of model, the management of enterprise has required to make a
specific plan by using different useful strategies to run change implementation process in a
proper channel. In this stage, the management can mention those all resources also the plan
which it will be used in the future procedure of change.
Structure: In the structure stage, the company should make a structure to run its change
implementation process in specific limitation. Structure step basically aware businesses about
their operations size and scope. That’s why consideration of this step is necessary to existing
enterprise.
Systems: Systems step of McKinsey’s model can support to management of business for
motivating their employees to effectively perform day to day operations of change within

organisation. Basically, this step will enable to take productivity from employees in a systematic
manner to successfully implement change.
Shared values: Shared values step mainly refers to prime or key values of a business, in which
the management of Multifocal ltd (Ebrahimi and et.al., 2018) will also be required to maintain
different morals and ethics within its workplace to take effective work from all employees.
Styles: Styles step of model will definitely enable various managers and leaders of company to
adopt different innovative styles of leadership and management, like; transformational,
democratic, situational etc. These all styles are enough to a manager or a leader within enterprise
to manage people within process of the change implementation.
Staff: According to this step, top management of business is required to make enable to it’s all
employees for properly participating in the change procedure. Management have to take steps
towards developing various skills and knowledge areas of staff or employees as well.
Skills: According to the last stage of McKinsey model of change, existing management of
business is fully responsible to improve skills and abilities of its different employees to take
effective output from them. For example; communication, problem-solving, decision-making,
time management etc. are key skills, so that when all employees of Multifocal ltd. have these
skills, then this business will simply implement change in its business environment.
Identification of the criteria for selecting a change implementation model that supports
organisational change
Top-level management of business has required to use different monitoring and
measurement techniques which has discussed in this report below. By using these techniques, the
management can simply identify which model of change is effective and which is not. According
to current situation of Multifocal limited, existing management have to adopt Lewin’s change
model, because this provides a very simple three stage framework to businesses for
implementing the decided change in the workplace.

Creative problem-solving techniques for addressing change challenges
Nowadays, lots of innovative techniques exists in market place which top management of
company can adopt to solve different challenges of change. There are some key techniques has
been discussed below;
Identification of goal: In this step, the management have to identify its final goals that it has
decided to achieve by implementing the change (Muñoz and Cohen, 2018).
Gather data: Data gathering is the second most important technique of problem-solving to
enterprise for dealing with different challenges of change. Basically, the management is required
to gather data to analysis which factors are promoting challenges in change process.
Explore ideas: Exploration of ideas is another key step to find out an appropriate idea that can
support in solving different challenges.
Come up with solutions: After exploring idea, the management have to develop productive
solutions to perfectly solve challenges in the change procedure.
Take action: This is the last step of problem-solving that Multifocal Limited’s management
should be adopted. In this technique, business need to take quick action on using its various ideas
and solutions in the terms of addressing challenges of the change (Dahlberg, Hokkanen and
Newman, 2016).
These all are very productive techniques to existing management in the terms of solving
various change challenges.
Identification and justification of change solutions
Some key solutions of change have been identified and justified below which are
completely liked with organisational strategic plans.
The first solution is that the management of Multifocal ltd. is required to use people
management strategy to manage different employees within change process in effective manner.
This is necessary to take productive outcomes from all employees (Ghezzi and Cavallo, 2020).
The second solution is that, existing management should avoid conducting such operations
within its workplace which can negatively impact of the change procedure. Lastly, management

have to choose appropriate resources to use them in the terms of successful change
implementation.
TASK 2
Analytical tools to monitor the progress and effect of change
Analytical tools are defined as such tools that are used to define the success of change
management in context to the organisation. These tools measure the impacts of change
management over its performance with the support of statistical facts and records. Tools like
flow chart, force field analysis, metrics and data collection are used to monitor the success or
failure of change management in context to the organisation. Management at Multi Focal
Limited give emphasis over using all these four tools to analysis the success and failure of
company in respect to change management operations.
Flow chart
Management of Multi Focal Limited use this tool in order to assess impacts of change
management over organisation performance. This tool analysis impact of change management at
different points in company's performance. Flow chart support organisation in analysing need of
change in company. This help in identifying problem that seek change. Changes can be requested
by any of stakeholder associated with company. This tool help organisation in assessing of such
change in respect to company. Flow chart also guide company in respect to various steps that
needed to be taken in order to implement change management in company. Once change request
gets approval change evaluation is done with support of flow chart (Reyers and et.al., 2017). All
parties concerned with change will provide approval to company. Further flow chart support
management in conducting proper planning in regard to change management operation. Flow
chart will further support company in implementation process and review stage of change
management in company. Flow chart cover all areas of change management such as
communication, coordination, analysis, assessment, reviewing and all other key areas associated
with the change management process.
Force field analysis

Force field analysis is another key tool use by management at Multi Focal Limited in
regard to its change management function. This tool focuses on all forces that either support the
change management process or oppose change management practice of company. This tool
support company in controlling all different forces impact due to change management process. In
case of change management practice some forces that will support change, company has
proposed and some would oppose proposed change. This tool guides company specially in
respect to assess which potential forces would support change company has proposed and which
possibly can oppose the proposed change. This tool further support company in respect to
evaluating steps that can be taken to overcome negative forces in respect to change management
in company (Guizzardi and Mariani, 2020). Forces related to change management are segregated
into internal and external forces. This analytical tool covers both forces internal and external
forces to evaluate approval and opposition of change for such forces in company. This tool has
suppressed the Multi Focal Limited management in overcoming the negative forces that oppose
the change management practice of company.
Metrics
In order to measure the results of change management metrics tool is used. This tool
guides the company in respect to all different impacts change management practice will be
created over the company. In Multi Focal Limited metrics like user adoption, utilization, speed
of adoption, perspective surveys, training delivery, using of competency and other elements like
behaviour are strategically covered in this change management tool (Zhang and et.al., 2019). All
these factors allow company to assess the total impact proposed change would create over the
Multi Focal Limited profitability and operational efficiencies.
Data collection
Data is a crucial element involved in change management practice. All changes company
propose and implement on the basis of data and statistical figures that can support change in
favour of organisation. Management at Multi Focal Limited use software, workflows and sensors
to collect relevant data for change management practice. Data provide right base to implement
change in company.

Monitoring and measurement technique of change management
Management at Multi Focal Limited usage following technique to measure and monitor
change management process of company.
Measuring organisation performance
On the basis of performance of company change management can be measured and
monitored. In case the company's financial records project better growth and profitability that
indicate that changes proved as favourable for company. In case growth of company could
decline which indicate that company could not implement favourable changes. Organisation
growth rate and profitability are true indicators of impacts generated by change management.
Tools like KPI measurements, financial statements are used to monitor and measure performance
of company.
Measuring individual performance
On the basis of the individual performance of employee's change management impacts
are also assessed. Change management practice directly impact over the employees productivity
and performance in company (Helgerud, 2017). Different tools like productivity review of
employee, proficiency measure report and other associate tools are used to monitor the
performance of individual in change management.
Strategies to minimize negative effects of change
Strategies that can overcome the negative impacts of change management can be
implemented in the following points.
Prior research over changes: Research is the first step involve in changed management. With the
support of proper research all negative areas of change management can be measured and
controlled. Research would allow company to cover all potential areas that would affect
negatively from the change management practice.
Communication the reason for change: Management also communicate the reason behind the
changes. Many times stakeholders are not aware about the changes properly;y (Ohata,
Bruemmer and Chang, 2019). Communication in respect to reason for change management

would allow the company take a support of all such forces that opposes the change management
practice of company.
Delegate change: This is about to involve employees of company in change management
practice. Involving employees of company in the practice would allow the organisation to cover
all areas of change management. This would also support the organisation in getting support of
work force in change management practice.
TASK 3
Processes to review the influence of the change
Few key processes for reviewing the influence of the change has been mentioned below;
Clarify and re-evaluate own objectives: The management of enterprise have to conduct this
process to successfully review the impact. Basically, in this process existing management of
Multifocal limited need to clarify and re-evaluate its objectives of change process, because when
business will be ensured that, its objectives of change has been achieved, then it can simply
know that the change has impacted business in very positive way.
Use KPI tool: This is another key process in terms of reviewing impact of change. Basically,
when we use KPI tool, then this tool helps use to know existing performance of any operation
(Lewandowski, 2020). In this situation, business should conduct this process to identify current
situation of change implementation procedure to review impact of change.
Analysis of results of the influence review
On the basis of review of change’s impact, implementation process of change is not an
easy task to a business. A business tries to implement change just of gaining effective outcomes
in market place, but when management of business not run its processes of change
implementation, then that change can affect business in negative way. That’s why this is very
necessary to management of Multifocal company to run its various processes of change in a
proper channel to be positively affected through change.

Findings of the influence review
Currently a business has completely affected by the change process in both manners,
positively and negatively. In this situation, the change implementation can affect Multifocal
business as well. Proper communication between employees and employer is very necessary
while implementing change in any workplace. Basically, with the support of communication,
top-level management of business can simply inform its employees about impacts of change
processes (Cubillo and et.al., 2016). Any business always tries to implement change for gaining
positive outcomes, so that this is mandatory to management of a business to convince its various
stakeholders to support business in the process of change management implementation. These all
are key findings of the influence review.
CONCLUSION
It can be concluded that currently several innovative and useful models and frameworks
simply available in market place which the management of Multifocal limited can adopt. After
adopting these models, this company can simply implement decided change within its business
environment. Some key techniques of problem solving, monitoring and measurement also has
been mentioned above which company use for facing various challenges of change process. Few
useful strategies for minimising adverse impacts of change also has mentioned above in this
report which will definitely support to business for successfully implementing the change.

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