Strategic Change Management Analysis: SAR Health Services Report

This report provides a comprehensive analysis of strategic change management within SAR Health Services, a multinational enterprise. It examines the challenges faced by the organization, including issues related to people management, organizational structure, and the implementation of green initiatives. The report delves into effective change management strategies, leadership theories, and the application of the McKinsey 7-S model to assess cohesiveness and track performance. It also offers recommendations for building change capabilities, emphasizing the importance of strategic leadership, employee motivation, and ethical approaches. The report highlights factors driving the need for change, such as competition and cost reduction, and discusses the impact of organizational structure on change implementation. Furthermore, it addresses people management issues and provides insights into the role of management in achieving organizational goals.

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Strategic management

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Contents
Introduction.................................................................................................................................................2
Effective change management.....................................................................................................................2
Theories of leadership.................................................................................................................................4
People management issues..........................................................................................................................5
Mckinsey 7-S model....................................................................................................................................5
Recommendations.......................................................................................................................................7
Building change capabilities........................................................................................................................8
Conclusion...................................................................................................................................................9
Reference..................................................................................................................................................10

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Introduction
In an organization, it is necessary to analyze the effective change management. This report
includes the analysis of the case which is related to change management. The change is
necessary for the organization as SAR health services management requires to aim to decrease
the company's carbon footprint. This report includes the various factors which are required to be
considering by the management team for effectively implementing the change. The issues of
people management will be discussed which are faced by the management team while
implementing the change plan. The recommendations will be provided for the success of the
project. The organization is required to consider the factors for building change capability. In the
organization, it is necessary to analyze the effective change management process for the
successful implementation. The theories of motivation will be discussed which are required to
motivate the staff of SARHS. The organization must manage the change that is required to be
performed and requires ensuring the successful accomplishment of the business goals. The
ethical, as well as professional approaches, will be analyzed which are required to be followed
by the management team.
Effective change management
As discussed, the issue of people management is required to be encountered because of a sudden
change of closing one site which is brought by the management which led to immense chaos and
confusion in implementing the effective operations. The issue of relation and proposed initiatives
of green are required to be supported by the staff. The staffs were in anger and concern after
hearing the change plan and the production staffs were not happy because of change (Hussain, et
al., 2018).
Change management is required to be considered in a systematic way to deal with the process,
goals, and technologies of the organization. The main intention of the management team of
change management is to implement effective strategies for the changes, controlling and helping
the people who are associated with the change. The various types of strategies include the
procedure requires the changing structure with the help of mechanisms to get the response from
the staff and follow up with them in an effective manner. Change management and it is
important for the organization as a team requires accessing the drawback which affects the

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operations for managing the people and changing the operations. It requires preparing the proper
structure and system which leads to differentiating opinions in the management team and assure
to have the quality assurance process and progress development (Asrar-ul-Haq, et al., 2016). The
management team needs to implement the process of change management which helps in
overcoming the encountered problems which will be faced with the change. The main motive of
the change is to obtain effective change management with the help of steps which include
motivating change, creating the vision, support of political and well as transition. To motivating
change, the management team requires emphasizing on creating a vision as leadership which
requires effective leadership for developing the upcoming change. The change must develop
political support for effectively implementing the change and avoiding the potential barriers.
Management is required to develop an effective plan for making change actions. The role of
management is to keep the employees committed with the change and building the structure
management with the help of planning change (George, et al., 2016). The change management
includes providing the effective resources for making the change with the help of developing a
support system for change and creating new competencies as well as skills and it requires
reinforcing the behavior in employees and presenting to complete the process of change.
Monitoring the change process is an important part of this because it helps analyze the current
state of employee performance and the occurrence of changes. Therefore, further measures can
be taken to improve performance to effectively achieve the purpose of the change (Gilley, et al.,
2009).
The strategic change includes the model for the change which can be adopted by the
management team for making the change. In Lewin’s change management model, the three
phases are included for the change are unfreezing, change and refreezing. In the unfreezing
stage, the preparation of change is required to be done in which the status quo of the organization
is included and people are made to realize that change is essential for reducing the cost. In the
next stage, change is initiated in which people are required to accept change and look for
solutions to the issues. At this time, change takes time to manage the changes and
communication takes place. At this stage of refreezing, the implementation of change is done for
stability (Carter and Greer, 2013).

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Theories of leadership
In the process of change, the specific leadership style is required to be adopted. To assess the
importance of leadership, the management team is required to adopt the strategic leadership style
which will help in motivating the staff to work at a new location and with new initiatives in the
organization. Strategic leadership includes providing the strategic vision to the employees of the
organization for persuading and motivating others to achieve the vision. To achieve the strategic
leadership style, the management team is required to provide the utilization strategy. It is
considered critical for the effective development of the organization. It requires setting up the
framework and planning for taking the initiative of recycling and waste reduction (Cameron and
Green, 2019).
At the workplace, the staffs of the organization require the support of the board-level for
improving the situation. In the change management process, the management is required to adopt
the strategies for the success of the business. To build a relationship with customers, the
organization is required to build trust and products and services are required to be provided on
time to customers (Kaminski, 2011). The shift from the functional to matrix structure requires to
provide the training to employees to understand the structure in an effective way for success. In
the organization, the shift from functional to matrix organization in which functional
organization included the lack of focus and no one individual was responsible for the work and
matrix structure is a hybrid structure that provides the various benefits to the organization
(Raineri, 2011). The operational and project responsibilities are provided to an individual along
with the critical resources.
Matrix structure has many advantages. This style is perfect for project-oriented companies. It
ensures that people in the project are utilized or returned to the pool of available resources.
Project managers are often entitled to the resources they need. It also provides opportunities for
resources so that they can transfer skills between projects. This structure also helps keep track of
what people are doing throughout the project. Matrix organization is usually suitable for medium
to large projects (Smith, et al., 2014).
Factors driving the need for change

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For the change in the organization, there are various factors for the changes. SAR health services
require making the changes because of the equipment budget for the healthcare services to
customers. Changes in the organization are required because of an increase in competition and to
reduce the operation costs, the changes are required to be adopted by the management team. The
change of location and consolidating with the production site and resigning of the site is required
for expanding the procedure. The development of a new office requires making a plan and
executing for reducing the energy costs. The decrease in the number of staff will affect
production but the requirement of the sales team is necessary (Northouse, 2018).
People management issues
At the workplace, management plays a key role in achieving the success and goals of the
organization. It is crucial to emphasize effective and efficient management which helps in
achieving the goals and objectives. After evaluating the case study SAR health services which
are an enterprise based in Switzerland. After evaluating the case study of SARHS, it is analyzed
that the management team is facing the issue mainly in people management (Kash, et al., 2014).
As the management team of the company, they have an immense role in playing and considering
the present situation of pressure because of equipment budgets and an increase in competition.
The management team is aware to find the various ways for reducing the operations costs. They
decided on closing one production site and consolidating operations at another location. The
redesigning of location is required because of consolidation for reducing the energy costs. The
green initiatives are required to be taken for reducing costs which includes recycling and waste
reduction which includes encouraging recycling by putting lids on waste bins. The main issue of
closing one site led to the ineffective management of people which is required to be resolved as
the number of staff is to be decreased. The management team is encountering is lack of effective
change management. To manage the change is a difficult task and lack of effectiveness includes
the various issues which are faced by the SARHS (Matos Marques Simoes and Esposito, 2014).
Mckinsey 7-S model
In the process of change management, the Mckinsey 7-S model is required to be considered for
analyzing the cohesiveness and tracking the performance for reducing the cost. It includes the
seven aspects for bringing the change in the organization and employees are required to adopt

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the change for the success of the organization. The initiative of relocation and proposing for the
green initiative is required to be supported by the staff. The professional and ethical approaches
are required to be adopted by the team. It includes the strategy for relocation and proposing a
green initiative for the support of staff.
The business needs to implement the change and allow the move forward for gaining and
proposing the advantages in the health services industry for the competitors and creating
flexibility in employees for adopting the new changes. In the long run, the strategy is required to
be adopted for implementing the change (Nordin, 2012).
Structure
To relocate, it is necessary to make an effective structure in order to keep the simple structure.
For the long term prospect, it is necessary to adopt the functional structure to take the initiative
for the green initiative. It is crucial to make the structure with the help of accurate information
flow to effectively make the changes.
Systems
The organization must effectively analyze the system. It is crucial to make the process effective
and manage effectively. SARHS management team requires to assess the business for green
initiatives. It is required to track the process, rules, and operations.
Shared values
It is necessary to record and analyze the shared values as the facility of home base working is
provided to the sales team and they are required to come only for monthly meetings. The sales
team is happy with the idea of working from home. For the transport facility, the drivers of the
company will be provided with the fuel-efficient driving with the help of providing incentives
bonus.
Style
The style for the change requires making the operation back on track and assessing the effective
leadership style and management is considered as important. The management team is required
to implement the strategic leadership for presenting the leadership and motivating the employees.

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Staff
In order to manage the staff with the change requires providing incentives to employees. The
organization and the management team need to evaluate the roles and positions of the staff. It is
necessary to provide training for green initiatives.
Skills
The skills are required to be followed in the employees. It is important to evaluate the skills for
managing the staff of operations. It is important to enhance the skills of the existing employees
for achieving the success of the new initiative. In the process of change management, the needful
skills are necessary for the employees in order to enhance and forecast the success of bringing
the change (Tice, 2011).
Recommendations
The strategic change will help the organization in growth and reducing costs. To manage the
change the various recommendations are provided which includes using the strategic
intervention technologies which will help the organization to find their core strengths and help
change. Organizations need to exchange consciousness, and from then on the need to develop
human resources technology to get everyone involved and prepare for change. By adopting
strategic intervention technology models, organizations can build bridges to success and progress
with all workers who work as teammates and managers. For making and implementing the
change, the organization is required to adopt the latest technologies which require to provide the
training to staff and other benefits are required to be provided to employees to motivate them to
work more effectively. The friendly environment will be beneficial for the management for
making the changes. The adoption of the coalition will help in increasing the effectiveness in
leading the change as well as immensely expressing the change to the employees for producing
the maximum support to the business. To the employees who are not happy with the process as
employees are required to travel more to the new location will affect on their wages are required
to make the changes according to their requirement as the shuttle services can be provided to the
employees who are ready to relocate (Whelan-Berry, et al., 2013).

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Building change capabilities
To build change capabilities, the management is required to consider the factors for the
development and success of the organization. It is necessary to build the strategies and leadership
for motivating the employees to work in an effective manner. Promotional policies will be
beneficial for the organization to motivate the employees. Corporate culture is required to be
maintained which includes Hofstede's 5 dimensions of culture. The culture area power distance,
uncertainty avoidance, individualism-collectivism, masculinity-femininity and long term vs short
term orientation. The strategy is to be determined by the management team which includes
defining the strategy to team with strategic vision. SARHS management team is required to
follow Michael porter’s value chain in order to manage the operations and reducing the energy
costs. In order to achieve the aim of the organization, green initiatives are required to be planned
for reducing costs and it requires following the value chain (Van der Voet, 2014). The primary
and support activities that are required to be included are firm infrastructure, HRM, technology,
and procurement. The primary activities which are required to be focused are inbound logistics,
operations, and outbound logistics, marketing and sales and services. Strategic leadership styles
will provide organizations with the potential to develop strategic capabilities by emphasizing
core competitiveness.
When an organization is considered to be expanding, the purpose of the strategy section is to
ensure an effective expansion plan, thereby making it easy to implement. It includes strategic
knowledge of managing change; organizations in the medical industry are expected to focus on
the division of activities and the integration of various departments to follow the strategy (Tang,
2019).
Balance scorecard
In order to make the changes, risk management includes the areas which require linking the
performance with risk management. The balanced scorecard is considered a tool for performance
management. It includes the key performance indicators for measuring and monitoring the
performance of the change. The management team is required to consider the balanced scorecard
for enhancing and integrating the information. The balanced scorecard is required to be
considered for the competitive advantage which includes the four perspectives of the
organization which is financial, customer, internal process and learning and growth perspectives.

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Assessing operations and prospects before implementing a change management process is
important for management to have board support in implementing change management (Stouten,
et al., 2018).
Conclusion
In order to conclude the report, the case of SARHS is discussed and its strategic change plan and
process are implemented. The factors are discussed which the management team has considered
for effectively implementing the change plan of relocation and green initiatives. The issues of
people management are discussed which are faced by the management team for implementing
the change plan. The strategies for managing resistance to change are discussed for properly
educating, motivating, supporting and facilitating the employees. The various recommendations
are provided for managing the change in an effective manner. The management team of the
organization is required to consider the factors for building change capability. Effective change
management is discussed for effectively implementing the change as well as leadership styles
and theories are discussed for adopting the change practices. In order to deal with the employees,
the organization is required to provide the incentives for changing the location.

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