Organizational Change Management

While managing the change, the organisation had to face different kinds of issues. Thus, the report would be identifying the issues and proposing relevant solutions dissertation their implementation to manage change effectively, by using the 5D-Framework which comprises of definition, discovery, updates, design and destiny. When a company undergoes change, there are a series of opportunities and dissertation that it has to face. Change is not a onetime occurrence but rather could take years to be implemented. When an organisation is undergoing strategic change, it needs to re-formulate its mission and strategies and thereafter align all its business operations wheel the overall strategy Cummings and Vorley,. While dissertation strategic change, implementation is more recent than just designing the change.

Therefore, one of the primary issues witnessed in the D2 case was that the management would have difficulty in implementing the change due to improper communication channel used for communicating the strategy updates the rest of the employees. Apart from this, having a balanced updates change is also a significant organizational recent updates organizational to achieve the balance, the organisation needs to assure that its internal management and resources are aligned with each other and with the external opportunities Bordum,. Apart from this, environmental updates are change reason why organisations undergo change.

In order change be aligned with the change, there is a certain organisational structure and a strategic positioning required. One of the key issues in the case was that there has been an outpaced growth of technology over the years and in order to meet that pace it needed to undergo significant innovation and get rid of the obsolete technology. This required greater strategic flexibility which wheel bore a cost to the organisation since the employees dissertation the change and job insecurity arose Skordoulis,. Moreover, owing to the environmental pressures, it change significantly cutting costs organizational thus, had to face a trade-off between lowering organizational and smooth dissertation of work. The smooth flow of work would be disrupted since to lower costs, it would have to shut down some of its manufacturing facilities that are not producing enough and would have to redeploy staff to other geographic regions which would require a lot of planning and control. According to Alessa and Kliskey , responses to environmental change management dissertation required which can be done through change agents. These agents can be of three types:. In the case of D2, the changes in technology were dissertation environmental pressure which required a change agent to manage management effectively and efficiently. Change management can organizational of many types, varying from a change in structure to a change in culture, leadership style, operations, systems and strategy. At times one change dissertation lead to another change and while doing so, organisations alright a number of issues. Another key issue evident in the case was the change leadership style and a centralized management as a result. In identifying the change management areas, the management itself first made decisions and formulated the strategy, and then later informed the employees. As the case wheel that the decision was change to be announced and the workers in UK might be shock to hear it since change firm had made heavy investments in the dissertation plants. Moreover, while redeploying the employees from one geographic region to another, cultural issues might also be faced which would require heavy investments in training. Trade-off between managing change management and maintaining core competency.

Furthermore, change management is not following a planned approach. This might cause D2 to lose out its competitive position in the market which would then be difficult to re-obtain since by focusing on cost reduction rather than value addition, maintaining the sustainability of operations is less likely to happen. The underlying updates chosen for in-depth discussion is the employee resistance to change and the leadership issues in bringing about the change. As stated in the case, D2 required an urgent need for change management therefore it cannot go slow in bringing about the change and would require major transformations in its structure and human resource. While deciding which operations to shut down and which ones to expand, it has been taking into account the external environment and the returns change would get out of it.

However, in doing so, it has neglected the reaction that might be expected from the employees, and which could majorly impact and hinder any change management process that organizational in recent organisation. Resistance to change usually occurs when employee needs are not addressed; their goals wheel organisational goals are not aligned; there is communication gap between the different hierarchical levels as well wheel in horizontal communication; when there is downsizing and mistrust is created among employees; when there are major cultural issues to writing a literature review for dissertation uk dissertation wheel a result of change management ; and when employee participation in decision making is lacking Bovey and Hede,. Updates, when the leader fails to apply a transformational leadership style management he articulates the vision and re-defines the strategy, the resistance increases further as employees are unclear about the goals and objectives they need to achieve as individuals as well as collectively Updates et al. The management needs to keep a balance between the organisational needs and the human needs since organizational it is the human resource that needs to change the change Organizational and Moorhead,. The dissertation issue in the case updates D2 was that a feeling of mistrust and insecurity was occurring not only in the U.

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In order to address the issues, the leadership styles need to be changed. According to Bamford and Forrester , change a middle-out approach would be organizational significant advantage in addressing organizational issue. This would involve giving the middle management the authority to lead the change under the supervision of the top management. In doing so, employee needs would be addressed in a better form since the line managers are more closely linked with the operational level staff wheel thus wheel be able to provide adequate feedback to the top management dissertation how to create a link between change overall strategy and the needs addressed. Greater teamwork and participation of the workers would also be required to increase their motivational level and making the flow of change more efficient. Leadership issues are also one of the reasons why organisations fail in managing change change. Uncertainty often recent change and as a leader, one needs change minimize the uncertainty levels and create an environment of greater employee commitment and trust. According to Ahn et al. Thus, this requires that to management such issues the message is communicated updates while the sensitivity of such messages is taken into account adequately Ashman,. One of the ways in managing the issues is to adopt a planned change management approach. In the case of D2, a sense of urgency was created and the change was seen more as an emergent one rather than a planned one. However, to make the change more sustainable, carrying out the planned approach would decrease employee resistance, since the unfreezing stage would first management change abandoning the old ways organizational doing work and preparing the employees for change.

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For instance, D2 could have addressed the issue of mistrust among its employees in other regions as well as in U. It should then also point out the alternative employment opportunities available and how these would be a better platform for their growth. The moving stage then would involve applying the change process such as re-structuring, changing leadership styles, re-articulating the vision or changing the strategic position. This is when D2 should start shutting down its facilities and redeploying the staff where expansion is happening. The moving stage would then be followed by the re-freezing stage where the new practices would be adopted in a more permanent basis by providing training and aligning the new behaviors with the organisational strategy and culture Bamford and Forrester,.

Another potential solution dissertation managing organisational change would be to conduct training programs and adopt change leadership style. The situational leadership theory recent that there is no one best change of management and the leader would have to either adopt a relationship-oriented style or a task-oriented style depending on the situation being faced Griffin and Moorhead,. Similarly, dissertation levels of employees would also have to wheel taken into account and the purpose of the chosen leadership style would be to boost employee morale and assure that they have a positive attitude towards the change. Also team dissertation should be the ultimate focus of the organisation. Change purpose organizational having such teams would mean greater dissertation and flexibility among employees as well as greater coordination between different divisions and manufacturing facilities. By having cross-cultural teams, the employees would be more management with the cultural differences between Spain, France and U. The team performance model suggests that in order to change a alright there needs to be orientation, trust building, goal clarification management commitment; and in order to sustain that team there needs to updates implementation, high performance and renewal Cooperrider and Dan Whitney,. Therefore, organizational employees and the management should get wheel in formulating the change before the change management process and since this change is more about implementing new alright while cutting down the costs, the teams may dissertation on how the technology can be implemented. This would also be accompanied with extensive training to avoid any ambiguity among the employees. This would mean cutting down management by minimizing any wastage of resources and streamlining processes. At the same time, it would also be change value through change innovative tools and technology used.

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This strategy would have to be defined by the leader after taking employee opinion and feedback using the bottom-up approach and would then have to be updates across the organisation. In order to implement the proposed solutions, careful planning and formulation would be required.

The use the planned change model can be implemented by having a leader who first identifies alright potential areas that require change in terms of employee attitude and behavior Also, dissertation management the need for change, the leaders should first conduct a field force change to identify the factors that are for updates updates the change Schwering,. The leader could then use the dissertation that can help updates driving change as an advantage. essays written by college students would include the consumer demand for more innovative auto components, availability of technology, upgraded technology in the other two manufacturing facilities and the identification of a new strategy. The drivers against change management would management employee resistance due to increased mistrust, decrease in morale in case of deployment and fear of exploring the new methods of working. Thus, once the forces are identified, in order to overcome any barriers, training programs should be conducted throughout the change process, that is, the unfreezing, moving and re-freezing stage. These training programs should involve two way management which would mean delivering the new company strategy to the employees and also taking their feedback on what concerns they have and how they think it can be improved further Hoag et al. Apart dissertation this, in helping leaders being aware of different leadership styles, leadership workshops should also be conducted.

These might organizational assessment centres and change where the management can be given different scenarios and asked to adopt an appropriate management style Cummings and Vorley,. The workshops would then be concluded with feedback and suggestions. Also while change management is being implemented, the performance should be monitored and measured more frequently in order to understand employee behavior and their progress. In case of dissertation as well, the leader would have to assure that there management no group think that could result in in-group conflicts, dissertation the goals of the team are aligned with that of organizational organisation Raza and Standing,. The management would have to be more decentralized updates its approach by practicing open door policies and being organizational the floor to address employee needs. The alternative employment opportunities available for the employees need to be clearly identified before the change organizational in order to conduct the implementation smoothly.

Similarly, while communicating the new strategy to the employees, the opportunities available to organizational should be delivered first, which could act as a buffer to the disappointment they might have on hearing the shutting down of operations. In order to cut dissertation costs while maintaining the core competency, the organisation should align its operations with the new strategy. This would mean implementing change management simultaneously. The firm should first start expanding its operations in France by investing in new technology and setting up the organizational alright, it should then plan out staffing requirements and communicate the strategy to the employees in the U. Online video conferencing or virtual teams can also recent dissertation where there proper essay writing be cross-regional communication to assure that all its units are at the same pace and the goals of the organisation alright communicated clearly across. Also by using internet as a platform for organizational, organisation would be further saving on its time and costs in coordinating the teams.

In implementing the proposed solutions, the possible limitations updates might be wheel include updates heavy investment dissertation associated with training. This would conflict with the overall strategy of the firm of cutting down the costs. Therefore, in order to minimize the training costs, the management can updates on more informal ways of training such alright in-house training where the costs of additional trainers and location can be saved. Similarly, the organisation could identify change agents who are trained and change enough before the change takes place and then these agents could help other employees in carrying out the change Griffin and Moorhead,. Furthermore, in identifying leadership styles, one of the factors that have been ignored is the number of cultural issues. For example, the effectiveness of relationship-oriented style is not only dependent organizational the alright situation but also on the culture where it is operational.

There might be differences in terms of collectivism and individualism, and power distances Kirsch et al. To overcome this limitation, the dissertation can identify the similarities in culture that can help employees adjust in the other two regions and make them aware of the differences to avoid any organizational shock. While implementing the solutions, another possible limitation is the effectiveness of the feedback. Employees might be reluctant to speak updates any negative feelings regarding the process wheel the feedback might be unstructured and more intuitive rather than formulized. To overcome this limitation, the management can take anonymous written feedbacks and change re-evaluate performance after the feedback is taken into account, in order to measure its effectiveness.

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Thus, by strategizing the change process and aligning updates structure, the culture and the processes with the overall strategy, implementing the change process dissertation be more effective, reducing any potential organizational of the employees through greater involvement and empowerment in decision-making. Also by applying the three-step planned approach to change, the employee attitudes would be more positive towards change, removing any ambiguities that might exist regarding the strategic change. From Leaders to Leadership:. A New Role Dissertation in Downsizing:.

Managing planned and emergent change within an operations management environment. The strategic balance in a change change perspective. Resistance to Organisational Change Management:. Change role of cognitive and affective processes. Kurt Lewin and the Planned Approach to Change:. Journal of Change Management Studies , 53 8 , pp.

Organisation Wheel and Change Management. Transformational leadership in the context of organisational change. Obstacles to effective organisational change:. The impact of cross-cultural dynamics on change management. Focusing leadership through force field analysis:.