Question: How was the desired change identified? What was the reason for the change?
Change in organization refers to the overall process of changing strategies, procedures, technologies and culture within an organization by the organizational leaders or management in order to a chieve desired goals or objectives (Tidd, & Bessant,2018). A change usually impacts an organization in several ways. In order to identify areas that require changes within the organization, as a leader I usually carry out a thorough research to gather data or information on various areas that need improvement through change initiatives so as to make appropriate adjustments in order to achieve desired results. After defining and identifying a particular change within my organization, I usually align it to business goals. The reason for the change within the organization was to achieve desired results in order to meet set business goals.
Change within an organization is unavoidable. Just like any other important component in life, changes in markets and cultures within an organization require constant monitoring and preparation. Successful management of change within an organization is crucial because it not only increases morale of employees but it also establishes team spirit (Anderson2016). Besides, organizational change is important because it enables employees to learn new skills, discover new opportunities and to exercise their creativity in ways that are likely to benefit the business through new ideas and commitment.
These factors tend to impact productivity positively thus increasing the quality of work and reducing production costs. According to Anderson (2016), models of organizational change are continually increasing within the modern organization due increased demand to keep in phase with ever increasing and evolving changes in technology and market trends. Notably, change is crucial for any organization since without change, business organizations are likely to lose their competitive edge in the market and fail to meet diverse and ever-changing needs of customers. Therefore, change is imperative for organization because it enables them to respond changing technological needs, customer demands that are constantly changing as well as the global economy that is ever changing.
Question: Describe the gap between the organization’s current performance and the desire future state?
Defining and analysis the gap between the current performance of an organization and its future desired state is crucial because it enables an organization to determine key areas that need improvements such as production, quality and marketing among other business areas. Our organization is not performing badly as per now; however, we are actively working hard towards responding to changing technological needs, customer demands that are constantly changing as well as the global economy that is ever changing to achieve our set business goals and objectives.
The performance gap is defined by Tidd & Bessant (2018), as the difference between the current performance of an organization and optimal or future performance. It is important because it helps in identifying the gaps the two states of business organization i.e. between the present state and the future state that the business organization wishes to achieve whether it is from product, services, finance, quality and marketing among many others. Besides, defining the gap between the current performance of an organization and its future desired state is crucial because it enables an organization to determine key areas that need improvements. Most organizations use performance management systems to enhance overall performance of their organization through managing their teams and individuals to ensure that they achieve their set goals.
- What was the vision for the change? How was that vision communicated throughout the organization?
Vision usually provides business organization with a sense of being and enduring purpose. The vision for the change for my organization was to enhance overall business performance through coordinated and collaborated efforts of our team members. The vision for the change was communicated throughout the organization in a multiple of ways such as engaging employees and managers in a two-way communication process and using several forums to get the message for change across. Besides, a framed document with the vision statement was pinned in a wall to make it easier for individual to read it often.
The vision for change gives an organization a mental picture of how it will look like after the change is implemented. The vision message being developed by the senior management should be compelling in a way that it tells both managers and employees the future which is desirable to go. According to Anderson (2016), a vision inspires action and creates energy and will among the individuals concern to make things happen. Besides, it is as a practical guide of establishing plans, setting goals and objectives, making decisions, coordinating as well as evaluating the performance of business.
- How were the formal structures, systems, and processes involved in the change?
Various formal structures, systems and processes were used in initiating the desired change within the organization. They were used in planning and managing the change required in the organizations.
Various formal structures, systems and processes were used in planning and managing required changes within the organization. For instance, change management systems are widely used in designing and helping businesses to plan for any change. Formal organizational processes and methods are useful when it comes to making of decisions pertaining a particular change in an organization.
- How were the recipients of change and other key stakeholders engaged in order to get them on board with the change?
The recipient of change and other important stakeholders were engaged through a multiple of ways in to get them on board to understand the need for change. For instance, two ways communication processes was used to enable managers and employees understand the need for change. Besides, several meetings were held to pass the message of change to both the recipients and stakeholders.
Change message is usually communicated throughout the organization in a multiple of ways such as engaging employees and managers in a two-way communication process and using several forums to get the message for change across.
- What tools and trainings were used as the change was implemented and how did the leadership make the change stick?
Various tools and training were used to communicate change within the organization. In this regard, various tools such as flowcharts, culture mapping, kotler’s 8 step model of change and Gant charts will be used in ensuring that change is implemented successfully. The leadership made that it stick to implementing change by identifying areas that needed change as well as strategies to implement the required change.
Training is important when it comes to supporting individuals to accept change within an organization. Various tools such as flowcharts, culture mapping, kotler’s 8 step model of change and Gant charts will be used in ensuring that change is implemented (Tidd & Bessant, 2018) A change management involves application of tools and resources to ensure effective organizational change.
- What challenges surfaced those were not accounted for in the original change plan?
Some of challenges that were not accounted in the original change plan included; financial constants, resistance to change among members of organization, technological changes, changes in customer needs and ineffective communication strategies and channels to communicate change.
Organizational change can be influenced by a number of factors such as technological needs, customer demands that are constantly changing as well as the global economy (Lewis, 2019). When planning for change within an organization, it is important to that effective strategies are put in place to combat some of the likely challenges.
- What were the results of the change process? Did the results reflect the original vision?
The change process led to improvement overall business performance of the organization since it was in line with the organizational vision.
Vision inspires action and creates energy and will among the individuals concern to make things happen. Besides, it is as a practical guide of establishing plans, setting goals and objectives. In this case, the results of change process reflected the vision of the organization which was to improve the overall business performance of the company.
- How was measurement used to facilitate change at different stages of the process?
Various key performance indicators were used to facilitate change at different stages of process to achieve desired results. These measurement indicators included; measuring profitability, levels of customer satisfaction, satisfaction of employees as well as contribution of business to the society.
Change within the organization enables company to achieve desired results and meet its set business goals. Various measurements indicators such as profitability, levels of customer satisfaction, satisfaction of employees as well as contribution of business to the society can be used to measure each stage of change process (Cameron & Green, 2015).
- Post your analysis of the interview and answer below questions:
- . Make the Introduction of change leader.
The change leader was the Managing Director of XYZ Company.
- What was the change, and why was the change necessary?
The change was to enhance overall business performance through coordinated and collaborated efforts of our team members and It was necessary to achieve the goals of the company.
- In what way did the (se) change(s) help the organization?
It helped to the organization to improve its performance in terms of profitability, enhancing customer’s satisfaction and employee satisfaction.
- How did the manager work to make things happen?
The manager put in effective strategies for implementing organizational change.
- How did they involve stakeholders and why?
They involved stakeholders in decision making regarding change process so as to make it effective and success.
- How did they persuade others?
They persuaded others through use of effective communication channels.
- What resources did they use?
Financial resources, human resources and technological resources were used in implementing organizational change.
- As you reflect back on the interview, which do you feel was more important to the impact of the change: how things were changed or what was changed?
I feel that change is important as it helps organizations to achieve their set objectives. For instance, in our case various changes were initiated within thew organization to improve the overall performance of company such as product/service quality and technology
Tidd, J., & Bessant, J. R. (2018). Managing innovation: integrating technological, market and organizational change. John Wiley & Sons.
Lewis, L. (2019). Organizational change: Creating change through strategic communication. John Wiley & Sons.
Anderson, D. L. (2016). Organization development: The process of leading organizational change. Sage Publications.
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.