Purpose Of Assessment: Develop Specific Strategies With Supp ✓ Solved

Purpose Of Assessmentdevelopspecific Strategies With Supporting Tactic

Develop specific strategies with supporting tactics to implement positive change within an organization. You will use information you prepared in Week 5 to complete this assignment. Scenario: You’ve been hired as a consultant to develop strategies with supporting tactics to implement positive changes in the corporation you chose in Week 5. Review your analysis of the corporation’s change process from Week 5 to be sure you have a thorough understanding of the change and the need for the change. Prepare a 12- to 13-slide Change Management Presentation for the company’s Board of Directors.

Include the following: Evaluate why this change needed to occur. Discuss how this change impacts the company on a global scale. Discuss how this change impacts employees. Using Kotter’s 8-Step Change Model, chart strategies and tactics for positively implementing the organizational change. In your chart, complete the following: Develop strategies for each of the 8 steps in Kotter’s model Develop tactics to support each strategy Justify the effectiveness of each strategy and tactic with a rationale. Conclude your presentation with an explanation of how this positive organizational change will help the company sustain a competitive advantage in the global market.

Sample Paper For Above instruction

Introduction

Implementing organizational change is a complex process that requires strategic planning and execution. As a consultant, my role involves developing targeted strategies with supporting tactics to facilitate positive change within the organization. In this presentation, I will evaluate why the change was necessary, its impact on the company globally and on employees, and how Kotter’s 8-Step Change Model can be effectively applied to ensure successful implementation and sustained competitive advantage.

Why Did This Change Need to Occur?

The necessity for change arose from several internal and external factors. Internally, the organization faced declining market share, outdated operational processes, and low employee morale. Externally, market dynamics such as technological advancements and increased competition demanded adaptive strategies. Without adopting this change, the company risked losing relevance and profitability. The change aimed to modernize operations, improve efficiency, and foster a culture of innovation.

Global Impact of the Change

On a global scale, this change impacts the company's supply chain, customer engagement, and competitive positioning. By modernizing and streamlining processes, the company can expand into new markets, improve product offerings, and enhance customer service. Additionally, adopting sustainable practices aligns with global environmental standards, thereby strengthening the company's international reputation. This global impact underscores the importance of strategic change management to remain competitive in an interconnected marketplace.

Impact on Employees

Employees are at the core of successful change implementation. The change potentially causes uncertainty and resistance, but also presents opportunities for professional development and engagement. Training programs and clear communication are essential to help employees adapt to new systems and workflows. Supporting employee well-being and involving them in the change process encourages ownership and reduces resistance, ultimately fostering a positive organizational culture.

Applying Kotter’s 8-Step Change Model

  • Step 1: Create a Sense of Urgency
  • Strategy: Conduct market analysis and share data highlighting competitive threats and opportunities.
  • Tactics: Use performance metrics and customer feedback to demonstrate urgent need.
  • Justification: Highlighting real-time data fosters awareness and accelerates buy-in.
  • Step 2: Build a Guiding Coalition
  • Strategy: Form a cross-functional team of influential leaders and change advocates.
  • Tactics: Select members with diverse expertise and strong communication skills.
  • Justification: A committed coalition provides credibility and facilitates smoother change processes.
  • Step 3: Develop a Vision and Strategy
  • Strategy: Articulate a clear vision aligned with organizational goals.
  • Tactics: Regular workshops and communication channels to refine and reinforce the vision.
  • Justification: Clarity guides decision-making and aligns efforts across departments.
  • Step 4: Communicate the Change Vision
  • Strategy: Implement a comprehensive communication plan for all stakeholders.
  • Tactics: Use town halls, emails, and intranet updates to disseminate information.
  • Justification: Consistent messaging reduces misinformation and builds trust.
  • Step 5: Empower Broad-Based Action
  • Strategy: Remove obstacles and provide training to facilitate change adoption.
  • Tactics: Identify and address resistance points; offer skill development programs.
  • Justification: Empowered employees are more likely to embrace change initiatives.
  • Step 6: Generate Short-Term Wins
  • Strategy: Set achievable milestones and celebrate quick successes.
  • Tactics: Public recognition and rewards for teams achieving initial goals.
  • Justification: Short-term wins sustain momentum and demonstrate progress.
  • Step 7: Consolidate Gains and Produce More Change
  • Strategy: Use credibility from early wins to drive further initiatives.
  • Tactics: Adjust strategies based on feedback; continue to communicate successes.
  • Justification: Maintaining momentum ensures lasting organizational transformation.
  • Step 8: Anchor New Approaches in Organizational Culture
  • Strategy: Embed changes into policies, procedures, and culture.
  • Tactics: Update onboarding, performance appraisal systems, and core values.
  • Justification: Reinforcing new behaviors ensures sustainability of change.

Conclusion: Sustaining Competitive Advantage

Implementing this structured change with well-defined strategies and tactics will position the organization as a resilient, innovative, and competitive entity in the global marketplace. The change fosters operational excellence, enhances employee engagement, and aligns the company with global sustainability standards. By effectively leveraging Kotter’s model, the organization ensures that change is not only successful but also ingrained into its culture, enabling sustained growth and competitive superiority.

References

  • Burnes, B. (2017). Managing change. Pearson.
  • Kotter, J. P. (1996). Leading change. Harvard Business Review Press.
  • Hiatt, J. (2006).ADKAR: A model for change. Prosci.
  • Appelbaum, S. H., et al. (2012). Change management competencies: The HR role. HRPS.
  • Jacobs, R., & Chase, R. (2018). Operations and supply chain management. McGraw-Hill Education.
  • Armenakis, A. A., & Harris, S. G. (2009). Reflections: Our journey in organizational change research and practice. Journal of Change Management, 9(2), 127-142.
  • Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage Learning.
  • Appelbaum, S. H., et al. (2012). Change management competencies. Human Resource Planning, 35(3), 40-45.
  • Senoo, A. (2014). A strategic approach to change management. Journal of Business Strategy, 25(4), 41-49.
  • Kotter, J. P. (2012). Accelerate! Harvard Business Review, 90(11), 44-58.

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