Question:
Discuss About The Achievement Of Competitive Advantage Market?
Organizational change is the consistent part of the culture of an organization- may it be business or academic or political one. The purpose of the organizational change in most of the cases pertains to the achievement of competitive advantage is a market. Change theories and models are first interpreted, then incorporated and then implemented in an organization that associates more than basic innovative processes (Morgan, 2013). Since change is operated at almost all the layers of an organization, it imposes an important component through the organizational leadership quality. There are different change management models and theories that encompass specific shift from the existing operations to the proposed one. The aim of every organization is to confirm the acceptance of the changes by the employees so as to find out the basic concept in terms of creating the effort for the basic changes where this would find out how effective this is.
Management of change is used as an important tool for the business organization to incur effective innovation in core operational process. In this context Lewin’s change management model can be studied and then applied for further analysis. The other important change management model or theory that can be used and applied for further study is McKinsey’s 7-S Model. Since the change management in this paper is going to be captivated within the contextual framework of an organization, the aforementioned theories and models are supposed to be apt for the entire understanding of the process (Jay, 2013). Both the models are absolutely associated with the core understanding of the change management process. Following two important aspects can be taken into certain consideration for comprehension of the organizational change:
Following the theories it can be stated that the organizational change can be driven through the better understanding of the process in terms of creating an effective case that has been taken into the basic and rudimentary management studies (Burr, 2015) . According to the basic philosophy of objectivism, there is no better goal for an individual than to attain happiness. Since we are talking about the organizational change, the better goals would be identified as the benefit and the profit that an organization strives to achieve in its business practices . Objectivism encompasses optimistic thought process of an organization – including its management body, its employees and its external and internal stakeholders. The change is proposed or brought in to effect in order to hoard the greater number of the organizational members for the purpose of ensuring collective thought process that would bring happiness for all the members working together in an organization. Objectivism as detailed by Ayn Rand, talks about the relationship between different thought processes that help deliver effective ideas to procure organizational success.
On the other hand, social constructionism deals with the theory of knowledge or communication. The change in the mode of communication in an organization becomes quite important as it develops cohesive understanding among the employees. One of the most important aspects that have been taken into certain consideration with this topic is that constant communicative development and strength among the employees would be delivering into the fact of important understanding that would drive an organization towards its overall business success. Workforce cohesion has put under constant emphasis because it leads the organizations towards utter success (Klein, Becker, & Meyer, 2012). The overall cognitive business development of the organization leads to the effective implementation of the business strategies and if the communication level among the employees is channelized properly, it would focus on the effective understanding and collaborative effort thus resulting in fruitful development of the entire workforce. Constructionism is again considered to be theory dealing with positive aspects of an organization. The theory of constructionism encompasses the rationalization of the experience with the help of the creation of social world. The model is reified through verbal communication or language. In order to bring change in an organization there is a clear chance to fight against the lacunas that is prevalent effectively. Change management models designed by the Lewin would be incorporating these concepts of lingual development that has to be taken into certain understanding that has to be developed through cognitive understanding of the process (Barrett, Thomas, & Hocevar, 2015). As a matter of fact, there is clear chance to incorporate the basic need of change and then work according to the frame proposed by the entire workforce. as a matter of fact this has to be taken into taken into certain consideration pertaining to the effective understanding of the fact that this has to be the most important aspect of how the organizations would introduce and bring changes with effective implementation since the theoretical understandings have to be taken into certain understanding of the process this has to be taken into certain consideration with the effective understanding that has to be taken into certain consideration pertaining to the effective understanding of the fact. Social constructionism deals with the individual perception shared assumption. In an organization this theory can be implement ted in order to ensure reciprocity within the workforce. Since in many of the organizations have workforce diversity and they need to ensure the individuals in the workforce that those individuals need to respond positively to the actions and reactions of each other, social cohesion and constructive attitude becomes important for them. This is how; revelation and conciliation of the employees working together in an organization becomes important (Langley, Smallman, Tsoukas, & Van de Ven, 2013). The social and cultural association of the employees in an organization is emphasized in due course of time.
Using an organisation that you are familiar with (you may use information in the public domain, i.e. from organisational websites and other forms of media to assist you):
In this context the change management of Woolworths has been discussed and analyzed with the help of the aforementioned theories and models. It has already been discussed that the organizational change management incurs the concept of bringing and executing change in order to excel the quality if operations performed within the organization. Eventually incorporation of the theories would be effectively processed through the conceptual understanding of how the operational works are performed in Woolworths, Australia. Before doings so, an introductory concept needs to be built up pertaining to the organization (Thomas, 2014). Woolworths, being one of the largest retailers operating in Australia and New Zealand has been registering significant growth in the core operational process. Unfreeze:
Unfreeze is the process that is aimed at preparing any organization to anticipate the changes. This might be achieved by illumination of the need for changes, and the driving frces and the danger of not accepting the changes. This process includes challenging the beliefs and value systems within the company and developing an analogue of prosperity and of course success if the needed change is implemented. In terms of Woolworths Limit (Cameron & Green, 2015)ed, the driving forces of change constitute of the narrowing down of the fortune of the company in terms of its grip on the capital, the ongoing low sales volumes, decline in the turnover, loosing important number o the customers thus hindering certain prosperity in the process of attracting greater number of the customers. As a matter of fact, an important number of the support workers have been reduced by the organization thus lowering down the moral boost of the employees. This has been taken into certain consideration pertaining to the effective consideration of the case that was highly effective in terms of creating an effective understanding of the process (Higgs, Kickert, Tummers, Grandia, & Van der Voet, 2014). The reduction of the staffs thus entailing the loosening of the moral strength of the employees can be studied and assessed through the theory of social constructionism where the employees have not been able to find a link to possess a moral and existing social value within the organization. In this context it can be stated that most of the employees have remained abstruse whether they are secured in the organization. Objectivism leads to the extension of independent mind. Woolworths has always been supporting innovation in operational process.
This stage of the change includes the individuals to search for ways to make changes. The behavior and general attitude gets directed towards supporting the changes during the metamorphosis. The individuals examine how they are affected by the change and Woolsworth’s changing process was completely focused on reducing costs and streamlining the operations of the organization. According to Lewin, the second change i.e. the change looks into the factor for the exact understanding of how the things are done in a particular way. In this context the behavior and attitude of the people working in an organization is directed towards acceptance of the change introduced. In case of Woolworths, the change is also addressed towards their own life- how they are benefited in person. In recent years, Woolworths has focused on cost reduction and it has decided to implement the plan upon its workforce thus reducing the number of heads. If we consider objectivism and apply this to the second stage of Lewin’s change management model, this has to be taken into certain consideration pertaining to the effective understanding of the process that has been highly impactful in this essence. In this regards, it can be stated that the change is undoubtedly going to bring benefits for the company in terms of saving its extra operational expenses.
The organizations like Woolsworth, exihibit signs of refreeze by the job descriptions and organizational charts. This stage helps the workforce to internalize the changes, and in this stage the most of the workforce is stable and content about the future of the organization.
This cycle is somewhat linked to the competitive environment of Woolsworth Limited and this model consists of innovative phases that includes discovery of lates business ideas and also this leads to a breaking point where the efficiency phase is characterized by the exit of efficient organizations.
In an organization like Woolworths, the changing process encompassed departure of few senior employees including the head of the brand strategy. the organization cut costs more than 500 million US dollars and still investing this amount into other lucrative business opportunities. The organization established that they have lost the loyalty of their clients and aims to regain it in no time and this change process encompassed a two years investment in data analytics. Through job descriptions and the organizational charts, the changes are exhibited (Goetsch & Davis, 2014). In this stage, Lewin proposes that the employees are guided to internalize the changes in need. In this stage most of the employees are observed to be stable and flexible to accept those changes. Incorporating the change in everyday business would definitely help the employees in every layer of the organization to find out how effective this would be for the entire understanding of the cultural discourses within the organizations.
Unfreeze is the process that is aimed at preparing any organization to anticipate the changes. This might be achieved by illumination of the need for changes, and the driving frces and the danger of not accepting the changes. This process includes challenging the beliefs and value systems within the company and developing an analogue of prosperity and ofcourse success if the needed change is implemented. In terms of Woolworths Limited, the driving forces of change constitute of the narrowing down of the fortune of the company in terms of its grip on the capital, the ongoing low sales volumes, decline in the turnover, loosing important number o the customers thus hindering certain prosperity in the process of attracting greater number of the customers
This stage of the change includes the individuals to search for ways to make changes. The behavior and general attitude gets directed towards supporting the changes during the metamorphosis. The individuals examine how they are affected by the change and Woolsworth’s changing process was completely focused on reducing costs and streamlining the operations of the organization. According to Lewin, the second change i.e. the change looks into the factor for the exact understanding of how the things are done in a particular way.
The organizations like Woolsworth, exihibit signs of refreeze by the job descriptions and organizational charts. This stage helps the workforce to internalize the changes, and in this stage the most of the workforce is stable and content about the future of the organization. This cycle is somewhat linked to the competitive environment of Woolworth Limited and this model consists of innovative phases that includes discovery of lattes business ideas and also this leads to a breaking point where the efficiency phase is characterized by the exit of efficient organizations (Bolman & Deal, 2017).
Draw up a SWOT analysis, as a table, to assess what has caused the need for the organisational change which you identified in question 2 above, then explain, discuss and integrate your analysis, including a conclusion that summarise the current state of the business and connects this to why the change was (or is being) implemented.
|
Strength |
Weakness |
|
i) Cost Reduction ii) Focus on establishing Integrity Among the Existing employees iii)Change in the managerial body has effectively brought the force into firm operational quality. |
i)Sudden cut of jobs has created a lacuna among the workforce thus creating an effective gap between the head workers and the lower layer employees. ii)Sudden threat to the security in terms of job retention has created tension among the employees. this threat has also caused increase in the rate of employee turnover |
|
Opportunity |
Threat |
|
The change in the human resource department has effectively created broader room for the organization to build a new team accordingly The new team shall remain responsible for the usage of the potential of the existing workforce |
The only threat that the company would need to be addressing in the near future is that the new hiring should be trusted by the organization. In this context, it can be stated that the threat that Woolworths is right now feeling is the reduction in the expenses behind human resource department. |
From aforementioned SWOT analysis it can be stated that in most of the cases the company deals with the change in the human resource department that has effectively highlighted the change in the core operational process. While considering the theories, it can be stated that the organization stands, at this point of time, at the verge of its workforce change. The objectivism theories had been taken into certain consideration while addressing the problems.
Then, in your own words, (but using references to support you) identify and critically evaluate the benefits and drawbacks (from both the objectivist and social constructionist perspectives) of using business SWOT analyses in general to determine the need for organizations to change.
From the aforementioned understanding of the product this has been taken into certain consideration of the fact that this has to be taken into the basic understanding with its different perspectives. In most of the cases, the organizations this has been taken into certain consideration pertaining to the effective understanding of the fact that this has to be taken into certain consideration pertaining to the effective understanding of the case. If we consider the basic understanding of the objectivism, this needs to be taken into certain consideration pertaining to the effective culture that was highly effective with the basic understanding of the process. The change process that Woolworths has encompassed pertaining to the departure of the managers has caused a change in the brand strategy.
The brand strategy that was highly brought into the notice of the company has been considering the effectiveness of the changes in core operational process. However, there has been some effective consideration of the fact that this has been taken into certain consideration pertaining to the effective consideration that has been taken into certain consideration pertaining to the fact that this has been taken into basic understanding of the fact that there is a clear chance to find out how effectively that would focus on the basic structure of the case that has been taken into certain consideration for the purpose of the actual case.
In order to bring the change the company ought to focus on the development of moral construction and objectives of the employees. As a matter of fact, this has to be taken into certain consideration pertaining to the effective understanding of the cases. It has been observed that in the year 2016, Woolworths has cut 400 jobs that have resulted in significant number of employee redundancy in Melbourne. The consequence was nothing but moral degradation of the remaining employees that has resulted in a significant growth in the rate in employee turnover. Woolworths has to bring some changes that would address the greater number of the employees so as to reduce the rate of employee turnover. Since this has been take into certain consideration pertaining to the effective understanding of the entire case that has been taken into certain consideration pertaining to the effective understanding of the process that has been taken into certain consideration pertaining to the effective understanding of the case because of the its certain understanding of the issues. Hence, the decision taken by Woolworths pertaining to the staff retention has been under suspicion due to its authenticity. Lewin’s change model can be channelized through the effective understanding of the model that was highly impactful in the consideration of the basic case. Lewin’s change management model does not consider size and age of a business. Hence, it can be circumnavigated through the dynamic operational courses within a business organization. According to Lewin, change management in an organization can be related through the process of Unfreeze- Change- Freeze.
Using the subject materials (overview, textbook, required readings, online material), as well as your wider reading, identify, explain and critically assess the key conceptualizations of role of the change agent, and then apply this analysis to the change in organization described above.
From the aforementioned topic it can be discussed that in most of the cases the implementation of change has to be directed through executing specific activities within the organizations. Investigating change agents look through the clues that are highly impactful in terms of creating the scope for the change within the organization. In this case the change agent is analytical. On the other hand, advocating change agent helps an organization speak up in favor of the changes brought into effect. One of the most effective aspects that has been considered to be effective in terms of taking firm decision. Encouragement is another important change management factor that needs to be channelized through the working criteria of the workers. As a matter of fact, this has to be taken into certain consideration that this needs to be taken into the basic factor for the entire understanding of the fact pertaining to the effective consideration of how this would focus on the entire case. Facilitation is another change management tool that is utilized through the usage of its different perspectives. Mediator plays an important role in bringing change in an organization. A change ensures the goal and manages the workforce to accept the change and incorporate them in their own working competency level. This is how in most of the cases this has been taken into certain consideration pertaining to the effective understanding of the process pertaining to the effective consideration of the cases.
Using the subject materials (topic overview, textbook, relevant required readings) as well as your wider reading, define and critically discuss both problem-centric and dialogic approaches to change. Briefly identify which theoretical ontology of organisational change (which you discussed in question 1) underpins each. Critically assess the benefits and drawbacks of each of these approaches to change management. Go on to identify which of these approaches you would prefer to use to manage the change you identified in 2a and explain why.
The theory of constructionism encompasses the rationalization of the experience with the help of the creation of social world. The model is reified through verbal communication or language. In order to bring change in an organization there is a clear chance to fight against the lacunas that is prevalent effectively. Change management models designed by the Lewin would be incorporating these concepts of lingual development that has to be taken into certain understanding that has to be developed through cognitive understanding of the process. As a matter of fact, there is clear chance to incorporate the basic need of change and then work according to the frame proposed by the entire workforce. as a matter of fact this has to be taken into taken into certain consideration pertaining to the effective understanding of the fact that this has to be the most important aspect of how the organizations would introduce and bring changes with effective implementation since the theoretical understandings have to be taken into certain understanding of the process this has to be taken into certain consideration with the effective understanding that has to be taken into certain consideration pertaining to the effective understanding of the fact. Social constructionism deals with the individual perception shared assumption. In an organization this theory can be implement ted in order to ensure reciprocity within the workforce. Since in many of the organizations have workforce diversity and they need to ensure the individuals in the workforce that those individuals need to respond positively to the actions and reactions of each other, social cohesion and constructive attitude becomes important for them.
References
Barrett, F. J., Thomas, G. F., & Hocevar, S. P. (2015). The central role of discourse in large-scale change: A social construction perspective. The Journal of Applied Behavioral Science, 352-372.
Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.
Burr, V. (2015). Social constructionism. Routledge.
Cameron, E., & Green, M. (2015). Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers.
Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence. Upper Saddle River. New Jersey : Pearson.
Higgs, M., Kickert, W., Tummers, L., Grandia, J., & Van der Voet, J. (2014). The management of change in public organizations: A literature review. Public Administration, 1-20.
Jay, J. (2013). Navigating paradox as a mechanism of change and innovation in hybrid organizations. Academy of Management Journal, 137-159.
Klein, H. J., Becker, T. E., & Meyer, J. P. (2012). Commitment in organizations: Accumulated wisdom and new directions. Routledge.
Langley, A., Smallman, C., Tsoukas, H., & Van de Ven, A. H. (2013). Process studies of change in organization and management: Unveiling temporality, activity, and flow. Academy of Management Journal, 1-13.
Morgan, G. (2013). Riding the waves of change. Imaginization Inc.
Thomas, W. R. (2014). What Is the Objectivist Theory of Knowledge (Epistemology). The Atlas Society.
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