Strategic Management and Organisational Change Report: Zara Case Study

This report provides a comprehensive analysis of organizational change within the context of Zara, a leading retail company. It begins by identifying various organizational change models and frameworks, including the ADKAR, Lewin, and Kotter models, highlighting their significance in driving business growth and adapting to market demands. The report then evaluates different change implementation models, detailing the stages and components of each, and identifies criteria for selecting the most suitable model for Zara, with a focus on Lewin's model. Furthermore, it explores analytical tools such as flowcharts, force field analysis, and data collection, to monitor the progress and effects of change, along with techniques to minimize adverse effects, such as effective communication and realistic timelines. The report concludes by outlining processes to review the impact of changes, emphasizing improvements in business efficiency and employee attitudes.

Strategic Management and Entrepreneurship

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
1.1 - Identify a range of organisational change, models or frameworks.....................................1
2.1 - Evaluate a range of change implementation models...........................................................2
2.2 - Identify the criteria to select a change implementation model that supports
organisational change................................................................................................................3
2.2 - Identify the criteria to select a change implementation model that supports organisational
change..........................................................................................................................................4
3.1 - Demonstrate the use of analytical tools to monitor the progress and the effect of
change........................................................................................................................................4
3.3 - Analyse strategies to minimise adverse effects of change..................................................5
4.1 - Identify the processes to review the impact of the change...............................5
REFERENCES................................................................................................................................7

INTRODUCTION
Strategic management can be describe as process and procedure that is consider by
organisation for successfully and effectively conducting business practices. This is significant for
managing strategies of organisation in order to attain goals and objective of business.
Organisation changes needs to be managed in successful manner so that company is able to
enhance business practices. This report is based on Zara company. This organisation is dealing in
retail market area and providing high quality and fashionable products to customers. Zara is
consider as one of the largest company that is offering its products and services world wide. This
report will includes range of organisational change model along with its implementation. In this
different creative problem solving techniques has been determined as well as change solutions. It
includes analytical tools to monitor the progress and measurement techniques. Apart from this
impact of changes has been identifies.
MAIN BODY
1.1 - Identify a range of organisational change, models or frameworks
Organisational change can be describe as the process of growth and transformation of
business. It is essential for organisation to make required changes in business practices that is
beneficial for overall growth and development of business. There are different types of
organisational change model or framework that will lead to increase the overall performance of
business and successfully implement required changes with in organisation. Different models of
organisational change is mention below –
ADKAR model – This is one of the most widely known framework which is developed by Jeff
Hiatt. This is significant model for making required changes in organisation as it consider bottom
up approach which will begins with the individual employee and ends with the changes in
organisation. ADKAR stands for awareness, desire, knowledge, ability and reinforcement.
Lewin model – This model was developed by Kurt Lewin who was physicist and social scientist.
This model will help in making required changes in organisation. Lewin model is a process of
organisational changes that includes unfreezes, change and refreeze.
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Kotter model – This model was developed by John Kotter and it is consider as a model for
leading changes. This change model includes 8 steps which is significant for making required
changes with in organisation and enhancing business practices. It’s 8 steps includes increase
urgency, build guiding team, develop the vision, commutate , empower actions, create short term
wins, don’t let up, make changes stick.
2.1 - Evaluate a range of change implementation models
Organisational change model evolution is mention below –
ADKAR Model - This model includes various elements such as -
 Awareness - According to this it is essential that all employees are well aware and
informed about the needs of changes within the organisation.
 Desire - It is crucial that employees have a desire to make changes or participate in
the changes with the motive of making required changes within the organisation.
 Knowledge - It will be more clear for employees to successfully attain a goal and
perform business tasks accordingly if they have complete knowledge and
understanding about the change process.
 Ability - Employees will be able to behave according and manage their behavior by
ability to learn new skills.
 Reinforcement - Sustain to changes is significant for making all employees clear that
there is no turning back.
Lewin’s change model - It is a process of making changes with in organization.
1. Unfreeze - This is the first stage and in this organization will need to take accurate
and effective action for unfreezing the current behavior or learning of individuals.
2. Change - In this step respective company will take correct and effective action with
the motive of making required changes with in the organization as well as
capabilities of employees.
3. Refreeze - This is the last step of implementation of change management and in this
organisation will refreeze the learning of employees so that they are able to behave
the required manner.
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Kotter model – This model includes 8 major steps for making required changes in organisation.
Kotter model includes various steps which is effective for making required changes.
1. Increase urgency - In this step organisations will identify the need of making
changes in order to enhance business practices as well as resolving business
problems.
2. Build guiding team - It is important to make effective leadership with in
organisation in order to to make required changes correctly.
3. Develop the vision - Respective organisation needs to develop a vision and create
accurate strategies for defining goals that needs to be accomplished.
4. Communicate for buy in - Organisation needs to communicate vision to employees
so that they can work in appropriate manner and make needed adjustments for
implementation of changes.
5. Empower action - It is essential that respective company is taking correct and
accurate actions with the motive of resolving issues and problems.
6. Create short term wins - Company needs to develop short term goals that will assist
in achieving long term goals of business.
7. Don’t let up - It is significant to sustain acceleration while implementing and
executing changes with in respected organization.
8. Make changes stick - Once all changes have been company need to stick to changes
in order to institute changes in organization.
2.2 - Identify the criteria to select a change implementation model that supports
organisational change.
There are different elements and aspects that need to be considered by organisations that will
implement change with in business. All of these aspects will have a major impact on business
and its practices. For Zara company. Lewins change models will be effective as it will help in
successfully implementing required changes within organisation and enhance business practices.
Different criteria that needs to be included are business requirements, employees capability,
potential change needed, budget of company and so on. All of these criteria need to be
considered by the company while implementing a change management model. Lewins change
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model is significant for making requirements change with in the organization as well as
enhancing business practices in a more effective way. This will lead to increased skills and
potential of employees for performing business tasks in a required manner.
2.2 - Identify the criteria to select a change implementation model that supports organisational
change
3.1 - Demonstrate the use of analytical tools to monitor the progress and the effect of change
There are a number of different analytical tools which can be used effectively in order to control
and monitor change in organisation. These effective tools are flowcharts, force field analysis,
metrics, data collection and so on. Flowcharts are the tools which depicts picture and status of
change at various points. It can be effectively used to measure the change and also report the
logistics effectively. Relational changes can also be shown with the help of network mapping.
Another analytical tool is force field analysis which assesses the forces which are driving and
retarding changes. These are effectively including objective and pragmatic changes. They can
also defect subjective, cultural and political changes and a dynamic in nature. Metrics are another
set of tools which help to find the right measures of change. Often they can also sidetrack the
measure of change. Data collection is another tool which helps in tracking and monitoring the
changes in management. However it is necessary to understand the cost required, efforts required
and the time which will be required in order to collect the data to monitor changes.
3.2 - Assess monitoring and measurement techniques to change within an organisation
Change management is the discipline which helps in guiding the ways to prepare equip and
support individuals to successfully adopt various changes in order to make sure that
organisational success and outcomes are achieved. Any initiative taken in order to improve the
project and also bring in necessary upgradation to system and processes in an organisation or
relevant to the changing world. It is necessary for people as well as management to change in
order to deal with dynamic external environment.There are a number of challenges faced when
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measuring changes in management. There are some sample metrics which are very trivial while
managing the changes and measuring it. However some of them are providing logical
frameworks which helps businesses to measure the dimensions of change which is an important
factor. Key performance indicators, employees feedback as well as effective communication or
some of the tools which are effective to measure and also understand the management of change.
In order to minimise negative effects of change there are some of the management processes
which can be successfully used. Change in management is a difficult process which is to be
managed by company however companies can make sure that their leaders are capable enough to
manage this change. It is necessary to strengthen the managers ability in order to develop their
leadership skills to make sure that they are accountable for process.
3.3 - Analyse strategies to minimise adverse effects of change
It is necessary to set out realistic timelines in the organisation for management of change. All the
factors must be taken into account including the workload and the roadmap which is drawn
should reflect the original time which is required. It is necessary that people in the organisation
or not kept in dark and no misinformation is leading to conflicts in the organisation. Effective
communication strategy is a key to reduce the negative effect of management of change. It is
necessary to keep the employs updated regularly so that they are aware about the processes and
effectively working towards betterment of organisation.
4.1 - Identify the processes to review the impact of the change
Expanded Business Efficiency – There are various Changes which are build in the proficiency of
work measures. These can be helpful in fulfilling the requirements and needs of clients just as
representatives. There are various conveyance cycle can speed up in which a client gets stock.
There is change of finance cycle and mordenised thing is applied to sales rep is paid his bonuses
sooner. Another bit of apparatus can help a specialist in accelerating a part of the creation cycle
in a production line.
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Improved Employee Attitudes and Morale – This is helpful in A philosophical or work force
change in an association can positively affect worker mentalities and assurance. An adjustment
in HR theory that takes into consideration a more loosened up workplace, for example, executing
an easygoing clothing regulation, might be invited by representatives. At the point when a nearby
disapproved of director is supplanted with one who is available to novel thoughts, representatives
may feel that they have more information in regards to their activity capacities.
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