Managing Organizations And Leading People For Technological Change

Key Changes and Change Model

Discuss about the Managing Organizations and Leading People for Technological Change.

The purpose of this report is to provide brief information about the changes initiated in an organization. The report is a detailed view of the key changes happened in an organization, the change models and the vision for change. It also identifies the gaps between the future and present and the key stakeholders in the process of strategic implementation of change. Change is an important aspect that is required by the business process to function their activities properly (Benn, Dunphy, & Griffiths 2014). It is said that change is the only constant aspect present in the target market. In order to successfully initiate change at workplace, the companies make use of the change management models and programs with the help of which they helps the employees and process to adopt the change effectively. Further, it should be noted that a vision for change is very important for the organization as with the help of such vision only the organization effectively implement the accurate change at workplace. More details about the report are discussed below:

With the growing business process, the most important change that the companies need to adopt in order to gain efficiency is the change of use of technology. Further, below mentioned are some of the imperative changes that are required by the organization in order to competitive with other organizations in the external environment (Bogers, & West 2012). These changes include a better understanding of the technological changes as well.

• Technological Change: As discussed in the case study, the company faced difficulty in managing the technological changes present in the environment. Technology is one of the most important change that renovate the activities of the company and help them to introduce themselves with new market capabilities as well. It is important for the businesses nowadays to make use of technology in order to succeed in the target market as it is regarded as one of the best way that helps the companies to identify themselves in the eyes of the customers (Brigham, & Ehrhardt 2013). It is said that no company can gain success without using adequate technology as it helps them to create differentiation in the market. Many companies in the target market face difficulty in adopting technology as it is very difficult for the organizations to change the traditional procedures and initiate structural changes at workplace. So, it should be noted that technological change is one of the most important change present with companies in the current era (By, Burnes, & Oswick 2011).
• Process and System Change: process and system change refers to the change present with organization under which the organization faces the need to change the internal operation and structural changes in the organization. No organization can adopt the change in new technology without changing the internal structure of the organization. With the help of process change, the organization effectively implements new technologies in the products and services by initiating process change at workplace (Ouma 2017). Further, the system change is required by the organizations to create and implement a business model that co-operates with the new technological changes and implement the activities in such a way that competence is received to the company in the target market. So, it should be noted that the technological change and process and system change is interrelated with the implementation of which the organization can make an effect in the environment(Coghlan, Rashford, & de Figueiredo 2015).
• People and Culture Change: people and culture change refers to the change under which the organization faces the need to change the workplace environment and the behavior of people towards the activities of the organization(Hornstein 2015). Looking this change otherwise, it should be noted that the company face the need of change at workplace because of the change in the preference and taste of the people present in the society. People and culture changes along with the changing environment due to which the management feels the need to change the activities of the organization as well. All the changes initiated in an organization are implemented with an aim to help the company to uplift their position in the target market (Hayes 2014).

Further, it should be noted that these changes cannot be easily implemented by themselves at workplace. Instead, the managers need to implement the change management model in order to successfully implement the changes at workplace. There are various change models defined in the external environment that helps the management to effectively implement the changes in the organization (Burke 2017). In order to implement the above mentioned changes in technology, process and system and lastly people and culture, the organization should make use of the Lewin’s Force Field Analysis. Under this type of change management model, the leaders believe that a problem can be tackled in the organization by splitting the factors into forces for and against the change. The leaders initiating this model believes that they cannot break the complex problem all at once but if they divide such problem into smaller parts then they can easily identify the cause of each problem and solve it effectively (Creasey, Jamieson, Rothwell, and Severini 2016). So, the organization should also make use of this model to initiate the above mentioned changes in the organization. Further, the implementation of model is discussed below:

• Unfreeze: it refers to the process of keeping the old and rigid laws aside and initiating new changes at workplace. Under this process, initially the organization unfreeze the activities the organization and promote the process of change(Pugh 2016). The company aims to eliminate the laws that hamper the growth of the company; this process tries to open the minds of people for the purpose initiating new and innovative changes at workplace. The manager of the company unfreezes the environment helping the employees to perform tasks in an innovative way with the use of open minded approaches. This process enhances the thinking capability of the employees in the organization which results in changing the mindset of people towards the change initiated in the organization and the different conditions of the market as well (By, Burnes, & Oswick 2012).
• Change: also known as transitions refer to the process of initiating steps that helps the employees to learn new ideas and apply the same in the activities of the operations as well. With the process of unfreezing the employees gain the acceptance to make use of changes in the organization and with the process of change the employees make use of that change to fulfill the expected objective of the organization(Malgas, and Henrie Benedict 2017). The leaders of the organization help the employees perform the functions of the company differently by exploring different opportunities and ultimately fulfilling the objectives of the company. Under this process, the change might also lead to conflicts at workplace, but the leaders need to calm the employees in order to attain better and productive results.
• Refreeze: refreezing refers to the process of change management under which the employees perform all the actions that are taught to them in order to successfully attain the objectives of the company. The activities taught to the employees in the above mentioned two stages should be inculcated in the regular day to day activities of the company in this stage. The employees should successfully convert their activities using technology and perform actions according to changed expectations of the customers present in the environment. Thus, this is the final step under which the employees perform the action learned by them in the above two stages(Gollenia 2016).

Vision for Change

Summarizing the above mentioned stages, it should be noted that initially the organization should unfreeze the activities of the company and promote changes in it. With this way they should train the employees to make use of technology and understand people and culture as well. Further, under the next step the organization should gradually make changes in the systems and process and motivate the employees to make use of the change effectively. Lastly, under the third stage the employees should successfully inculcate all such changes into actions and eliminate the scope of problem as well. After the completion of this process, the organization should again freeze the system of the company (George, B.U.C.?.?.A. 2016).

Vision statement of an organization refers to the element that describes the desired financial position of the company. The vision statement of the company includes the objectives and goals of the organization that they want to achieve in near future. Further, talking about the given case and the vision for change, it should be noted that more than just vision it was the need for change in the organization. The environment and current trends have changed that are addressing various problems for the company in achievement of its goals and objectives (Carnall 2018). In response to which the company felt the need to initiate technological changes at workplace in order to increase the efficiency of products and services offered to the customers in the target market. Apart from technological changes, the company also feels the need to implement the process and structural changes to adopt the technological changes in process; and lastly, the people and culture change, the company needs to adopt this change in order to successfully initiate sustainable competitive advantage for the company in the target market (Doppelt 2017). So, the vision statement of the company for the purpose change is mentioned below:

‘The organization aims to successfully incorporate changes in the activities so as compete in the market. The organization thrives to make use of technology and portray the preference of customers in the products and services offered by us. Also, the employees aim to co-ordinate the operations of the company to attain the best in the market for the stakeholders.’

Further, it should also be noted that the management cannot alone fully satisfy the vision statement for change in the organization if they have not procured the tangible resources to complete the process. The resources of the company should be aligned with the vision statement so as to successfully incorporate changes at workplace. These resources and the efforts of the employees’ contribution help the company to complete the vision (Goetsch, and Davis 2014). The tangible end outcomes for each of the change are discussed below:

• There are specifically three purpose of the change management plan initiation at workplace. These objectives are improvement in profitability, competitiveness and market share of the company in the target market. So, the objective of the technological change at workplace aims to provide increment in the productivity of the company. Technological increases the efficiency of the company to perform better in the target market so it should be noted that it is a tangible outcome for the organization to achieve (Booth 2015). The company introduces such technology at workplace that reduces the pressure and tension of the employees and helps them to focus on different task. Resulting to which, 20% increase in the productivity in the operations of the company is expected. Increment in the productivity will itself motivate the customers to purchase the products and services of the company which will ultimately increase the market share of the company in the target market (Doppelt 2017).
• In response to vision statement of the company, the company should aim to create a tangible outcome that helps the employees in changing the process and structure as well. The company end outcome of the process and structural change should be implementation of innovative business model. Innovative business model will help the company to change the operation and process of the company which will introduce innovation, technology and creativity at workplace (Guest 2011).
• Lastly, the third change that is the people and culture change. For this process of change, the company creates a parameter to modify the products and services according to the choice and preference of the customers. The people and culture changes aim to initiate changes at workplace that helped them to understand the environment (internal and external) modify the products and services accordingly (Eason 2014).

Gaps between future and present

The fact should be acknowledged that the vision statement of the company will not complete itself it the tangible outcomes are not expected to occur. The outcomes should be feasible so that it meets the vision of the company. Increase in productivity, innovation of business model and modification of products and services are the three approachable outcomes that will successfully help the company to complete the vision statement for change in the environment (Cummings, and Worley 2014).

Gaps explain the need to implement the change management models at workplace; these are the difference between the present and future outcomes that affect the growth of the company. These gaps are discussed below:

• Use of resources: The Company is a well-established organization that is working in the industry from the past 30 years. Due to its long presence and holding in the market the company has not changed its ways to initiate activities and resources as well. However, as discussed above resources are very crucial aspects that help the business in completing its vision. So, use of adequate resources of identified as one of the biggest gap that creates hurdles in the growth of the company (Ahmed, and Rafiq 2013). Technology also comes in this aspect only, as the company makes use of traditional resources that does not include new and hi-tech technology in them, due to which the company faces difficulty in its operations. So, in order to fill the gap between the present and future, the company should make use of highly efficient technological resources (Hrebiniak, 2013).
• Ineffective business model: another gap is the ineffective business model that hinders the overall growth of the company in the target market. A business model plays a vital role in the success of the company as it helps in explaining how the business will earn revenue in the market. And if that procedure is not good that the company will lose its profitable position maintained in the market. The business model of the company was good till the time change did not occur in the external market, but with the introduction of innovative changes in the environment the traditional business model of the company loses its effectiveness. This is another gap that is faced by the company, the business model of the company does not includes effective supply chain and adequately channels of distribution or cost structure which results in depriving growth of the company (Kuyvenhoven, and Buss, 2011).
• Product and service need: The taste and preference of the customers changes according to the changing environment which creates a need for the companies  present in the industry to innovate their product in such a way that they matches their product to the expectations of the customers. A product or a service is sold only when it matches to the requirements of the customers in the target market. However, sadly the faces a gap in this case as well which reduces the competence of the company in the market. There is a long gap between the expectations of the customers and what the company delivers to them. With the use of ineffective business model and traditional resources the company faces difficulty in providing adequate products and services (Thompson, and Martin, 2010).

The key stakeholders in change management program of the company are:

• Customers: The customers are the key people who are affected with the change management process of the company. The process of change is initiated in the organization to attract more and more customers in the target market, resulting to which the changed activities of the company directly attract the interest of the customers in the market.
• Employees: these are the people who initiate the change management activities in the business to bring successful outcomes for the clients. The employees face the difficult to organize the activities according to the vision for change. So, employees are also the stakeholders affected with the change management program of the company (Burnes, and Jackson, 2011).
• Community: Any change led by big multinational organization affects the communities in one way or other. As given in the case that the company is running in the industry from past 30 years due to which it has a strong hold in the market. So, change in the activities of this organization will affect the community on a whole.
• Competitors: these are also a part of the stakeholders of the company who are directly affected with the changes occurred in the organization. The company is aiming to gain competitive advantage in the target market by expanding its activities innovatively which will increase risks for competitors that they might lose their original position in the market (Kuipers, et. al., 2014).
• Supplier: as the company will start using more innovative and technologically efficient resources in their business. So they will change some of their suppliers and take material from the people who can provide them adequately resource to fulfill the operational needs of the company.

The above mentioned are the key stakeholders that are directly or indirectly affected with the change management program led by the company in the internal process. So the strategies used by the organization to secure buy in and build commitment and engagement of the stakeholders are discussed below:

• Complete market research: Before strategizing the change management process for the organization and the employees, the management should initially take the step market research. Under this process, the company should initiate macro environmental analysis along with industry analysis; afterwards they should also analyze the competitors and the activities of the company also. Then they should implement strategies to initiate an accurate change management program at workplace (Calegari, Sibley, and Turner 2015).
• Good Promotional Strategies: In order to build a strong relationship with the customers of the company and retain them, the organization should implement strong promotional strategies in the market. Advertisement is the way to aware the clients about the change management process of the organization. Before introducing the new product in the market, it is important for the company explain the type of change they are initiating their products and services then only the customers will trust on the renovations made in the company. Strong branding strategies should be initiate by the company so as to promote the goodwill of the company in the target market. Also, the company should target the right type of customers in the market and specify the changes in their products and services so as to gain competence in the target market.
• Corporate Social responsibility: In order to engage the stakeholders in the activities of the company, the management need to strongly follow the corporate social responsibility of the company. The responsibilities of the company should be fulfilled along with the implementation of innovation in the activities of the company. This will attract the community and other stakeholders of the company which will directly or indirectly influence the image of the company along with the profits.
• Feedback: the process of feedback should implemented by the organization in order to ensure the follow up of the process of change management. This will help the top management to understand the issues faced by the employees in implementing the change management program. Also, it will help them in understanding the expectations of the customers from the company as well (Battilana, et. al., 2010).

Recommendation and Conclusion

Thus, in the limelight of above mentioned events, it should be noted that change management program is the need of the business to become competent in the target market. The above mentioned report displays the need of the change management program in the given organization and the ways in which the organization can implement such changes by using adequate model and strategies. The report also explained the vision statement for change according to which the tangible outcomes of the company should be aligned in order to create better results for the company. Thus, it should be noted that the change management program is not an easy process which can initiated by the company without facing any problem. So, below mentioned are some of the recommendations that the employees of the company should consider while initiate the program for the company.

• The company should train the employees regarding the change management program faced by the company. With the acknowledgement of the employees regarding the process and its effects the company can easily overcome most of the problems associated with this process.
• Secondly, the change program should work according to the new business model and it should also aim to achieve new heights for the organization.
• The company should implement changes that feasible for the organization. And lastly, the change management program should not harm the interest of any stakeholder in the activities of the company.

References

Ahmed, P.K. and Rafiq, M., 2013. Internal marketing. UK: Routledge.

Battilana, J., Gilmartin, M., Sengul, M., Pache, A.C. and Alexander, J.A., 2010. Leadership competencies for implementing planned organizational change. The Leadership Quarterly, 21(3), pp.422-438.

Benn, S., Dunphy, D. & Griffiths, A., 2014. Organizational change for corporate sustainability. Routledge.

Bogers, M. & West, J., 2012. Managing distributed innovation: Strategic utilization of open and user innovation. Creativity and innovation management, 21(1), pp.61-75.

Booth, S.A., 2015. Crisis management strategy: Competition and change in modern enterprises. UK: Routledge.

Brigham, E.F. & Ehrhardt, M.C., 2013. Financial management: Theory & practice. Cengage Learning.

Key stakeholders in Change and strategic implementation

Burke, W.W., 2017. Organization change: Theory and practice. Sage Publications.

Burnes, B. and Jackson, P., 2011. Success and failure in organizational change: An exploration of the role of values. Journal of Change Management, 11(2), pp.133-162.

By, R.T., Burnes, B. & Oswick, C., 2011. Change management: The road ahead. Journal of Change Management, 11(1), pp.1-6.

By, R.T., Burnes, B. & Oswick, C., 2012. Change management: Leadership, values and ethics. Journal of Change Management, 12(1), pp.1-5.

Calegari, M.F., Sibley, R.E. and Turner, M.E., 2015. A roadmap for using kotter’s organizational change model to build faculty engagement in accreditation. Academy of Educational Leadership Journal, 19(3).

Carnall, C., 2018. Managing change. UK: Routledge.

Coghlan, D., Rashford, N.S. & de Figueiredo, J.N., 2015. Organizational change and strategy: An interlevel dynamics approach. Routledge.

Creasey, T., Jamieson, D.W., Rothwell, W.J. and Severini, G., 2016. Exploring the relationship between organization development and change management. Practicing Organization Development: Leading Transformation and Change, Fourth Edition, pp.330-337.

Cummings, T.G. and Worley, C.G., 2014. Organization development and change. US: Cengage learning.

Doppelt, B., 2017. Leading change toward sustainability: A change-management guide for business, government and civil society. Routledge.

Eason, K.D., 2014. Information technology and organisational change. CRC Press.

George, B.U.C.?.?.A., 2016. Organizational Change Management: Part Of The Management Strategy. Revista Economic?, 68(5).

Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper Saddle River, NJ: pearson.

Gollenia, L.A., 2016. Business transformation management methodology. Routledge.

Guest, D.E., 2011. Human resource management and performance: still searching for some answers. Human resource management journal, 21(1), pp.3-13.

Hayes, J., 2014. The theory and practice of change management. Palgrave Macmillan.

Hornstein, H.A., 2015. The integration of project management and organizational change management is now a necessity. International Journal of Project Management, 33(2), pp.291-298.

Hrebiniak, L.G., 2013. Making strategy work: Leading effective execution and change. FT Press.

Kuipers, B.S., Higgs, M., Kickert, W., Tummers, L., Grandia, J. and Van der Voet, J., 2014. The management of change in public organizations: A literature review. Public administration, 92(1), pp.1-20.

Kuyvenhoven, R. and Buss, W.C., 2011. A normative view of the role of middle management in the implementation of strategic change. Journal of Management and Marketing Research, 8, p.1.

Malgas, R. and Henrie Benedict, O., 2017. Communication of Change Management: Variation Based on Recipients’ Position in the Organization: A Case Study. Journal of Communication, 8(1), pp.69-76.

Ouma, C., 2017. Planning for Organizational Change and the Role of Leadership in Implementing Change. International Journal of Innovative Research and Development, 6(7).

Pugh, L., 2016. Change management in information services. Routledge.

Thompson, J.L. and Martin, F., 2010. Strategic management: Awareness & change. Cengage Learning EMEA.