• Business Essentials
  • Leadership & Management
  • Credential of Leadership, Impact, and Management in Business (CLIMB)
  • Entrepreneurship & Innovation
  • *New* Digital Transformation
  • Finance & Accounting
  • Business in Society
  • For Organizations
  • Support Portal
  • Media Coverage
  • Founding Donors
  • Leadership Team

managing strategic change assignment

  • Harvard Business School →
  • HBS Online →
  • Business Insights →

Business Insights

Harvard Business School Online's Business Insights Blog provides the career insights you need to achieve your goals and gain confidence in your business skills.

  • Career Development
  • Communication
  • Decision-Making
  • Earning Your MBA
  • Negotiation
  • News & Events
  • Productivity
  • Staff Spotlight
  • Student Profiles
  • Work-Life Balance
  • Alternative Investments
  • Business Analytics
  • Business Strategy
  • Business and Climate Change
  • Design Thinking and Innovation
  • Digital Marketing Strategy
  • Disruptive Strategy
  • Economics for Managers
  • Entrepreneurship Essentials
  • Financial Accounting
  • Global Business
  • Launching Tech Ventures
  • Leadership Principles
  • Leadership, Ethics, and Corporate Accountability
  • Leading with Finance
  • Management Essentials
  • Negotiation Mastery
  • Organizational Leadership
  • Power and Influence for Positive Impact
  • Strategy Execution
  • Sustainable Business Strategy
  • Sustainable Investing
  • Winning with Digital Platforms

5 Critical Steps in the Change Management Process

Business team discussing the change management process

  • 19 Mar 2020

Businesses must constantly evolve and adapt to meet a variety of challenges—from changes in technology, to the rise of new competitors, to a shift in laws, regulations, or underlying economic trends. Failure to do so could lead to stagnation or, worse, failure.

Approximately 50 percent of all organizational change initiatives are unsuccessful, highlighting why knowing how to plan for, coordinate, and carry out change is a valuable skill for managers and business leaders alike.

Have you been tasked with managing a significant change initiative for your organization? Would you like to demonstrate that you’re capable of spearheading such an initiative the next time one arises? Here’s an overview of what change management is, the key steps in the process, and actions you can take to develop your managerial skills and become more effective in your role.

Access your free e-book today.

What is Change Management?

Organizational change refers broadly to the actions a business takes to change or adjust a significant component of its organization. This may include company culture, internal processes, underlying technology or infrastructure, corporate hierarchy, or another critical aspect.

Organizational change can be either adaptive or transformational:

  • Adaptive changes are small, gradual, iterative changes that an organization undertakes to evolve its products, processes, workflows, and strategies over time. Hiring a new team member to address increased demand or implementing a new work-from-home policy to attract more qualified job applicants are both examples of adaptive changes.
  • Transformational changes are larger in scale and scope and often signify a dramatic and, occasionally sudden, departure from the status quo. Launching a new product or business division, or deciding to expand internationally, are examples of transformational change.

Two types of organizational change: Adaptive and transformational

Change management is the process of guiding organizational change to fruition, from the earliest stages of conception and preparation, through implementation and, finally, to resolution.

As a leader, it’s essential to understand the change management process to ensure your entire organization can navigate transitions smoothly. Doing so can determine the potential impact of any organizational changes and prepare your teams accordingly. When your team is prepared, you can ensure everyone is on the same page, create a safe environment, and engage the entire team toward a common goal.

Change processes have a set of starting conditions (point A) and a functional endpoint (point B). The process in between is dynamic and unfolds in stages. Here’s a summary of the key steps in the change management process.

Check out our video on the change management process below, and subscribe to our YouTube channel for more explainer content!

managing strategic change assignment

5 Steps in the Change Management Process

1. prepare the organization for change.

For an organization to successfully pursue and implement change, it must be prepared both logistically and culturally. Before delving into logistics, cultural preparation must first take place to achieve the best business outcome.

In the preparation phase, the manager is focused on helping employees recognize and understand the need for change. They raise awareness of the various challenges or problems facing the organization that are acting as forces of change and generating dissatisfaction with the status quo. Gaining this initial buy-in from employees who will help implement the change can remove friction and resistance later on.

2. Craft a Vision and Plan for Change

Once the organization is ready to embrace change, managers must develop a thorough, realistic, and strategic plan for bringing it about.

4 Elements of Effective Plans for Change

The plan should detail:

  • Strategic goals: What goals does this change help the organization work toward?
  • Key performance indicators: How will success be measured? What metrics need to be moved? What’s the baseline for how things currently stand?
  • Project stakeholders and team: Who will oversee the task of implementing change? Who needs to sign off at each critical stage? Who will be responsible for implementation?
  • Project scope: What discrete steps and actions will the project include? What falls outside of the project scope?

While it’s important to have a structured approach, the plan should also account for any unknowns or roadblocks that could arise during the implementation process and would require agility and flexibility to overcome.

Management Essentials | Get the job done | Learn More

3. Implement the Changes

After the plan has been created, all that remains is to follow the steps outlined within it to implement the required change. Whether that involves changes to the company’s structure, strategy, systems, processes, employee behaviors, or other aspects will depend on the specifics of the initiative.

During the implementation process, change managers must be focused on empowering their employees to take the necessary steps to achieve the goals of the initiative and celebrate any short-term wins. They should also do their best to anticipate roadblocks and prevent, remove, or mitigate them once identified. Repeated communication of the organization’s vision is critical throughout the implementation process to remind team members why change is being pursued.

4. Embed Changes Within Company Culture and Practices

Once the change initiative has been completed, change managers must prevent a reversion to the prior state or status quo. This is particularly important for organizational change related to business processes such as workflows, culture, and strategy formulation. Without an adequate plan, employees may backslide into the “old way” of doing things, particularly during the transitory period.

By embedding changes within the company’s culture and practices, it becomes more difficult for backsliding to occur. New organizational structures, controls, and reward systems should all be considered as tools to help change stick.

5. Review Progress and Analyze Results

Just because a change initiative is complete doesn’t mean it was successful. Conducting analysis and review, or a “project post mortem,” can help business leaders understand whether a change initiative was a success, failure, or mixed result. It can also offer valuable insights and lessons that can be leveraged in future change efforts.

Ask yourself questions like: Were project goals met? If yes, can this success be replicated elsewhere? If not, what went wrong?

The Key to Successful Change for Managers

While no two change initiatives are the same, they typically follow a similar process. To effectively manage change, managers and business leaders must thoroughly understand the steps involved.

Some other tips for managing organizational change include asking yourself questions like:

  • Do you understand the forces making change necessary? Without this understanding, it can be difficult to effectively address the underlying causes that have necessitated change, hampering your ability to succeed.
  • Do you have a plan? Without a detailed plan and defined strategy, it can be difficult to usher a change initiative through to completion.
  • How will you communicate? Successful change management requires effective communication with both your team members and key stakeholders. Designing a communication strategy that acknowledges this reality is critical.
  • Have you identified potential roadblocks? While it’s impossible to predict everything that might potentially go wrong with a project, taking the time to anticipate potential barriers and devise mitigation strategies before you get started is generally a good idea.

Which HBS Online Leadership and Management Course is Right for You? | Download Your Free Flowchart

How to Lead Change Management Successfully

If you’ve been asked to lead a change initiative within your organization, or you’d like to position yourself to oversee such projects in the future, it’s critical to begin laying the groundwork for success by developing the skills that can equip you to do the job.

Completing an online management course can be an effective way of developing those skills and lead to several other benefits . When evaluating your options for training, seek a program that aligns with your personal and professional goals; for example, one that emphasizes organizational change.

Do you want to become a more effective leader and manager? Explore Leadership Principles , Management Essentials , and Organizational Leadership —three of our online leadership and management courses —to learn how you can take charge of your professional development and accelerate your career. Not sure which course is the right fit? Download our free flowchart .

This post was updated on August 8, 2023. It was originally published on March 19, 2020.

managing strategic change assignment

About the Author

Cart

  • SUGGESTED TOPICS
  • The Magazine
  • Newsletters
  • Managing Yourself
  • Managing Teams
  • Work-life Balance
  • The Big Idea
  • Data & Visuals
  • Reading Lists
  • Case Selections
  • HBR Learning
  • Topic Feeds
  • Account Settings
  • Email Preferences

Choosing Strategies for Change

  • John P. Kotter
  • Leonard A. Schlesinger

managing strategic change assignment

Editor’s Note: A lot has changed in the world of management since 1979, when this article first appeared, but one thing has not: Companies the world over need to change course. Kotter and Schlesinger provide a practical, tested way to think about managing that change. “It must be considered that there is nothing more difficult […]

Reprint: R0807M

The rapid rate of change in the world of management continues to escalate. New government regulations, new products, growth, increased competition, technological developments, and an evolving workforce compel organizations to undertake at least moderate change on a regular basis. Yet few major changes are greeted with open arms by employers and employees; they often result in protracted transitions, deadened morale, emotional upheaval, and the costly dedication of managerial time. Kotter and Schlesinger help calm the chaos by identifying four basic reasons why people resist change and offering various methods for overcoming resistance.

Managers, the authors say, should recognize the most common reasons for resistance: a desire not to lose something of value, a misunderstanding of the change and its complications, a belief that the change does not make sense for the organization, and a low tolerance for change in general.

Once they have diagnosed which form of resistance they are facing, managers can choose from an array of techniques for overcoming it: education and communication, participation and involvement, facilitation and support, negotiation and agreement, manipulation and co-optation, and both explicit and implicit coercion. According to the authors, successful organizational change efforts are characterized by the skillful application of a number of these approaches, with a sensitivity to their strengths and limitations and a realistic appraisal of the situation at hand. In addition, the authors found that successful strategic choices for change are both internally consistent and fit at least some key situational variables.

The Idea in Brief

Faced with stiffer competition and dizzying technological advances, companies often must change course to stay competitive. But most change initiatives backfire. That’s because many managers take a one-size-fits-all approach to change. They assume they can combat resistance, a notorious obstacle, by involving employees in the design of the initiative. But that works only when employees have the information they need to provide useful input. It’s disastrous when they don’t. Also, managers often don’t tailor the speed of their change strategy to the situation. For instance, they may apply a go-slow approach even when an impending crisis calls for rapid change.

To lead change successfully, Kotter and Schlesinger recommend:

  • Diagnosing the types of resistance you’ll encounter—and tailoring your countermeasures accordingly. To illustrate, with employees who fear the adjustments the change will require, provide training in new skills.
  • Adapting your change strategy to the situation. For example, if your company must transform to avert an imminent crisis, accelerate your initiative—even if that risks greater resistance.

The Idea in Practice

The authors suggest these steps for managing change successfully:

1. Analyze Situational Factors

Ask yourself:

  • “How much and what kind of resistance do we anticipate?”
  • “What’s my position relative to resisters—in terms of my power and the level of trust between us?”
  • “Who—me or others—has the most accurate information about what changes are needed?”
  • “How urgent is our situation?”

2. Determine the Optimal Speed of Change

Use your analysis of situational factors to decide how quickly or slowly your change should proceed. Move quickly if the organization risks plummeting performance or death if the present situation isn’t changed. But proceed slowly if:

  • Resistance will be intense and extensive
  • You anticipate needing information and commitment from others to help design and implement the change
  • You have less organizational power than those who may resist the change

3. Consider Methods for Managing Resistance

“It must be considered that there is nothing more difficult to carry out, nor more doubtful of success, nor more dangerous to handle, than to initiate a new order of things.” 1

managing strategic change assignment

  • JK John P. Kotter is a best-selling author, award-winning business and management thought leader, business entrepreneur, and the Konosuke Matsushita Professor of Leadership, Emeritus at Harvard Business School. His ideas, books, and company, Kotter , help people lead organizations in an era of increasingly rapid change. He is a coauthor of the book Change , which details how leaders can leverage challenges and opportunities to make sustainable workplace changes in a rapidly accelerating world.
  • Leonard A. Schlesinger is the Baker Foundation Professor at Harvard Business School, where he serves as chair of its practice-based faculty.

Partner Center

managing strategic change assignment

Live Virtual Programs

Learn from our esteemed faculty in a rich, interactive digital environment, and equip yourself for a new, dynamic business landscape.

Saved Programs 0

managing strategic change assignment

Explore group and custom solutions

Accelerate your growth: build an outcome-based partnership between Kellogg and your organization.

Kellogg nonprofit programs

Center for Nonprofit Management

In this era of dramatic social and economic change, nonprofit leaders are being challenged as never before — and the need for leadership development has never been greater.

managing strategic change assignment

Gain the Kellogg edge

A distinctive cross-disciplinary approach puts the Kellogg advantage to work for you.

  • Executive Programs
  • Online Programs
  • C-Suite Programs
  • Executive Scholar Certificate
  • Request A Brochure
  • Find a Program
  • Our Partnership Philosophy
  • Design Process & Team
  • Association & Specialty Programs
  • Academic Partners
  • Group Registrations
  • Inquiry Form
  • Our approach
  • Nonprofit Custom Programs
  • Equity Essentials
  • Nonprofit Management Essentials
  • Join Mailing List
  • The Kellogg Advantage
  • Our Learning Environment
  • Our Faculty
  • Thought Leadership
  • Participant Perspectives
  • Alumni Benefits
  • Subscribe to Newsletter
  • Executive Education
  • Individual Programs

managing strategic change assignment

Strategic Change Management

Lead and implement change in your organization.

Is your organization experiencing growth, driving innovation or navigating disruption? If so, you’re not alone. Organizational change is inevitable in the modern business world and, for those who want to remain competitive, the ability to manage change is critical.

In this online program, you’ll learn to develop a strategy for sustainable change and gain the knowledge required to implement and oversee change initiatives while managing resistance from stakeholders. You’ll also develop the insight to maintain agility, effectively manage aversion to change, and ensure that change is sustainable through building and leading a learning-ready organization. Most participants can expect to dedicate 4-6 hours per week to watching the lectures, participating in discussions and completing exercises.

"A fantastic course with the proper cadence and amount of strategic content. The instruction was a great mix of reading and video's combined with horizontal learning that made the class invaluable."

Financial Services Executive - Investments

  • DOWNLOAD A BROCHURE

managing strategic change assignment

Who Should Attend

  • Senior and middle managers who want to drive strategic change at a company, as well as team level
  • Decision makers who need to navigate disruption in their industry with a change management strategy
  • Professionals in change management and HR who need to implement large-scale change in an organization
  • Leaders of small businesses looking to effectively manage growth and scaling

Key Benefits

  • Develop a strategic approach to change management that aligns with your organizational strategy and design
  • Gain the practical tools for implementing sustainable change in your business, while managing resistance from stakeholders
  • Understand how to build a learning-ready organization in order to remain agile and gain a strategic competitive edge
  • Learn from expert Kellogg School of Management faculty
  • Engage with an international network of like-minded professionals

Program Content

Module 1: Formulating a Strategy for Change

Understand the importance of strategy to create change and learn to write an effective strategy statement

  • Identify the key elements of an effective strategy statement
  • Practice writing a strategy statement
  • Critique an organization's strategy statement
  • Interview with Juli Duty, Founder and Executive Director, United Sound, Inc. – "Redefining Executive Strategy"

Module 2: Organizing for Change

Explore the importance of designing an organization effectively to manage change

  • Relate the importance of an organization's structure to its competitive advantage
  • Articulate the best approach to change an organization's design

Module 3: Metrics and Motivating for Change

Explore how the application of metrics can create motivation for change

  • Use metrics and measurement to motivate for change
  • Analyze data to determine the alignment between an organization's strategy and structure
  • Determine how an organization should change to align its strategy and structure

Module 4: Organizing for Execution and Innovation

Explore the use of social network structures as a way to foster execution and innovation

  • Articulate how to organize for closure versus brokerage
  • Determine whether an organization is designed for closure or brokerage
  • Analyze an organization's informal social networks and deduce whether it is structured for execution or innovation
  • Recommend changes to an organization's informal social networks to foster execution and innovation

Module 5: Building and Leading Learning-Ready Organizations

Develop a framework for creating a learning-ready organization for a competitive advantage

  • Identify the core concepts of a learning-ready organization
  • Determine the learning-readiness of an organization
  • Apply the concept of learning-readiness to organizational alliances
  • Deduce appropriate social networks to facilitate a learning-ready organization

Module 6: Becoming and Remaining Agile

Discover the importance of strategic and organizational agility to implementing change

  • Identify what agility is and discuss it in the context of organizational strategy
  • Indicate ways to become more agile
  • Apply tools to increase strategic and organizational agility

Module 7: Managing Resistance to Change

Examine the hurdles to implementing change and ways to overcome them

  • Identify different types of innovation and how innovation leads to resistance
  • Determine the risks associated with stakeholder perception to disruptive innovation
  • Recommend ideas to manage resistance to change
  • Interview with Adam Galinsky, Vikram S. Pandit Professor of Business; Chair of Management Division, Columbia Business School, Columbia University – “Creating a Sense of Disruption”
  • Interview with Loran Nordgren , Associate Professor of Management & Organizations – “Managing Resistance to Change and the Importance of Persuasion”
  • Interview with Nicholas Pearce , Clinical Associate Professor of Management & Organizations – “Leadership, Purpose and Courage”

Module 8: Making Change Sustainable

Ensure the long-term survival of your change management plan

  • Understand the difference between installing change and implementing change
  • Investigate an organization's ability to sustain change
  • Predict whether a change management plan is likely to be sustained or not
  • Interview with Sally Blount , Michael L. Nemmers Professor of Strategy – “Sustaining Change”
  • Interview with Stephen King , Adjunct Professor of Executive Education – “Forming a Culture and Using Dialogue that Sustains Change”

Edward (Ned) Smith - Associate Professor of Management and Organizations, Kellogg School of Management; Associate Professor (by courtesy) of Sociology at Northwestern University; Faculty Affiliate, Northwestern Institute for Complexity (NICO)

What is the learning experience?

Strategic Change Management integrates rich, interactive media – such as videos, infographics, and e-learning activities – along with traditional didactic components such as study guides (program notes). There will also be opportunities for collaborative learning through discussion forums.

The introductory orientation module is designed to introduce participants to the online teaching and technical support network and help connect participants to each other.

What is the program format?

The program consists of 8 modules delivered over 2 months online. Learners can expect to dedicate 4-6 hours per week to watch videos, complete assignments and participate in discussions. Each module is opened weekly, allowing a flexible but structured approach to learning, with quizzes throughout to assess your learning process. Learners may choose to engage with the program module all in one sitting or in smaller segments of time throughout the week. While the modules do not close, access to assignments is closed each week.

Could a learner choose to opt out of some topics?

No. This is an online program in which a topic module is introduced each week and the learner is expected to watch the video lectures, participate in the live webinars, complete the exercises/activities and take the mastery quiz at the end of each week to progress to the subsequent week’s topic.

What methods will be used for grading and evaluations?

Program tutors and success managers will review assignments, discussions and exercises to determine participants’ understanding of the material, as well as ensure a positive learning experience in the online learning platform.

How much time is allocated to complete assignments?

The due date for submitting assignments is typically within 7 days of the module opening, but can be as long as 14 days, depending on the scope of the assignment. However, learners may request deadline extensions to accommodate for business and personal conflicts that may arise during the program timeframe. Reach out to the program tutor or success manager to discuss any challenges you may have in completing assignments.

Can participation in this program be counted as credit toward a degree, either at Kellogg, Northwestern University or another academic institution?

No. Executive Education offers only non-degree programs and each participant receives a certificate of completion at the end of the program. This certificate does not count as credit toward a degree. In addition, at this time, our online programs do not count as credit toward a Kellogg Executive Scholar Certificate.

Does the program offer community engagement for learners?

Yes, participants can create a profile, connect and collaborate with peers. In addition, in the live webinars, participants can interact with the head tutor and other content experts.

What are the requirements for accessing the program?

Participants will need the following to access the Strategic Change Management program:

  • Valid email address
  • Computing device connected to the internet (Mac/PC/laptop, tablet or smartphone)
  • The latest version of your preferred browser to access our learning platform (though not required, we recommend using Google Chrome when accessing the Online Campus for optimal experience)
  • Microsoft Office Suite (PowerPoint, Word, Excel) and PDF viewer to access content such as documents, spreadsheets, presentations, PDF files, and transcripts
  • Additional software and resources may be required for certain programs – this will be communicated upon registration and/or at the beginning of the program
  • PLEASE NOTE: Google, Vimeo and YouTube may be utilized in the program delivery.

Do the programs offer a certificate?

Yes. Participants will receive a digital certificate of completion from Kellogg following a successful conclusion to the program. Since this program is graded as a pass or fail, participants must receive 70% satisfactory feedback on submitted assignments and assessments in order to obtain the certificate. This digital certificate can be shared with colleagues and posted on LinkedIn. (PLEASE NOTE: We do not provide reports of assessments, or “transcripts,” since this is a non-degree program.)

Who is 2U, Inc./GetSmarter and what is their relationship with Kellogg Executive Education?

Kellogg Executive Education is partnering with GetSmarter, a brand of 2U, Inc., an online education provider, to develop and deliver this program. By working with 2U, Inc./GetSmarter, we are able to provide broader access to Executive Education, beyond our on-campus offerings, in a collaborative and engaging format that is consistent with Kellogg’s standard of quality.

Additional questions?

Please contact us by calling 847-467-6018 or email us at [email protected] .

What Participants Say

“I thoroughly enjoyed my experience taking this course. I thought the content was both engaging and informative. The mix of forums, readings and videos kept me engaged throughout the course. I've already identified several ways in which I plan to bring information learned via this course back to my organization to better arm us to adapt to a rapidly changing business environment.”

Global Operations Director, Energy BBDO

“It was really impressive. The knowledge was jumping out of the videos, the articles and the case studies. It seemed so real you forget that it was an online course. An excellent learning experience, not too easy and not too hard. The interaction with the classmates was very interesting and helpful, very glad to share experiences and opinions with other people with different perspectives.”

Unit Manager, Sunlight European Battery Assembly

“My company is currently going through several deep change initiatives to position us for future success. This program has prepared me to help lead my company through these initiatives. This is a must take program for anyone looking to progress their careers in leadership!”

Business Strategy & Operations Manager

“Having worked in strategy for a little while now, I’ve always been highly interested in how organizations – and mostly the humans in them – can navigate ambiguity and change.  The capacity to align, on an ongoing basis, the strategy to an organizational structure and culture is critical to drive success and react to disruption.  I wanted to get better at understanding how to achieve this.

I’ve been lucky enough to complete the Strategic Change Management program from Northwestern University’s Kellogg Executive Education. In addition to being the perfect mix of theoretical backbone and practical tools & thoughts – it made me think about how much I could become a better leader.   Hats off to Prof. Ned Smith, PhD for building this program, it exceeded my high expectations.

Not only am I very happy to have completed it, I am now looking about what’s the next step to pursue that interest as it sparked a desire to explore even more.

Director, Strategy & Business Design at Nurun

Related Programs

managing strategic change assignment

Driving Organizational Change

The strategy of leadership.

managing strategic change assignment

Growth & Innovation

Leading and sustaining a culture of innovation, other pages in online programs:, pages in executive education.

  • Custom Solutions
  • Nonprofit Management
  • The Kellogg Experience
  • Subscribe to our Newsletter
  • Kellogg Faculty Blogs
  • Read Kellogg Insight

Kellogg School of Management

GRIN

Strategic Change Management. Workbased Assignment for Diploma in Strategic Leadership (DSM/MBA)

Term paper, 2015, 33 pages, grade: 82%, maxim weinmann (author).

1 Understanding the background to organisational strategic change 1.1 Introduction to the chosen organisation 1.2 Models of strategic change 1.2.1 Lewin’s change management model 1.2.2 Burke-Litwin’s causal change model 1.2.3 Tuckman’s model of team challenge 1.2.4 Kotter’s eight-Step change model 1.2.5 The McKinsey 7-S Model 1.3 The relevance of models of strategic change to organisations in the current economy 1.4 The value of using strategic intervention techniques in organisations

2 Issues relating to strategic change in an organisation 2.1 The need for strategic change in an organisation 2.2 Factors driving the need for strategic change in an organisation 2.2.1 External factors 2.2.2 Internal factors 2.3 Resource implications if the organisation fails to respond to the need for strategic change

3 Leading stakeholders in developing a strategy for change 3.1 Developing systems to involve stakeholders in the planning of change 3.2 Developing a change management strategy with stakeholders 3.3 The systems used to involve stakeholders in the planning of change 3.4 Create a strategy for managing resistance to change

4 Planning to implement models for ensuring ongoing change 4.1 Developing appropriate models for change 4.2 The plan to implement a model for change 4.3 Developing appropriate measures to monitor progress

5 Conclusion

List of abbreviations

illustration not visible in this excerpt

List of figures

Figure 1: Lewin's Change Management Model (Lauer 2010)

Figure 2: Burke-Litwin Change Model of Organisational Performance (Burke 2013)

Figure 3: Tuckman's Team Challenge (Stevenson 2011)

Figure 4: Kotter's Eight Steps (Kotter 2013)

Figure 5: The McKinsey 7-S Model (Strategic Management Insight 2013)

Figure 6: PEST Factors and Organisational Change (Senior and Swailes 2010)

Figure 7: Power/Interest Matrix (Lynch 2012)

Figure 8: The Six-Step Stakeholder Circle (Based on Balogun and Hailey 2008)

Figure 9: Stakeholder Classification in Relation to Resistance to Change (Brown et al. 2013)

Figure 10: Choosing Strategies for Change (Kotter and Schlesinger 2008)

Figure 11: Force Field Analysis for LPRO

Figure 12: Kotters Eight Steps to Implement Change at LPRO

List of tables

Table 1: Models of strategic intervention techniques (Based on Trendak 2014)

Table 2: Types of needs for strategic change (Based on Yaeger and Sorenson 2009)

Table 3: Factors driving the need for change at LPRO

Table 4: Year-to-year development logistics

Table 5: Resource implication (Based on Johnson et al. 2005)

Table 6: Stakeholder map LPRO

Table 7: Types of resistance to change (Based on Yaeger and Sorensen 2009 and Cumming and Worley 2014)

1 Understanding the background to organisational strategic change

1.1 introduction to the chosen organisation.

LIGAPRODUCTION (LPRO) is a full-service provider which produces and distributes high-quality point-of-sale (POS) items such as shop-window campaigns, in-store elements, store-construction elements or event productions. For our national and international clients, we offer unique custom-made items and prototypes, as well as large series productions with worldwide logistics. The concentration of six different production workshops and an in-house logistics unit under one roof, an ultra-modern infrastructure and integrated processes and information technology (IT) systems guarantee maximum flexibility and reduced transaction costs while ensuring efficient production for our clients. Throughout the project, our project management has been in constant contact with our clients and has managed all production workshops, as well as the logistics and installation unit. As a result of increasing operational fields and responsibilities, as well as the growth in total and dutiable shipments, the current IT system in the logistics department needs to be replaced with a new IT solution based on AEB’s Assist 4.

1.2 Models of strategic change

1.2.1 lewin’s change management model.

In the early 1950s, the psychologist Kurt Lewin developed his change management model in order to explain the change process. Lewin recognised three stages of change (Lynch 2012), which are shown in the figure below.

1.2.2 Burke-Litwin’s causal change model

According to Burke (2013) and Lauer (2010), the causal model of organisational performance and change – also called the ‘Burke and Litwin model’ after its developers – suggests linkages that hypothesise how performance is affected by internal and external factors, and ranks them in terms of importance. The model provides a framework to assess organisational and environmental dimensions which are keys to successful change; moreover, it demonstrates how these dimensions should be linked causally to achieve a change in performance. The model is focussed on providing a guide for both organisational diagnosis and planned, managed organisational change, and takes account of cause-and-effect relationships (Burke and Litwin 1992).

1.2.3 Tuckman’s model of team challenge

A model of team change was first published by Dr Bruce Tuckman in 1965. This consists of the following four stages (Stevenson 2011):

- Forming: Individual roles and responsibilities are unclear, and team members are highly dependent on leaders for guidance and direction; - Storming: This process defines and enables the common understanding of purpose and roles to be achieved; - Norming: Agreement and consensus is largely formed within the team. Roles and responsibilities are clear and accepted; and - Performing: The team works in a collective and mature manner to achieve organisational goals.

1.2.4 Kotter’s eight-Step change model

An eight-step model was developed by and named after Harvard Business School professor John P. Kotter, comprising overlapping steps. The first three have to do with creating the climate for change. The following three engage and enable the change in organisation. Finally, the last two steps involve implementing and sustaining change (Kotter 2007 and Lynch 2012).

1.2.5 The McKinsey 7-S Model

The McKinsey 7-S Model was created by former McKinsey consultants Tom Peters and Robert Waterman in 1978. This model includes seven different factors, as follows:

According to Johnson et al. (2005) the 7-S model is a framework for analysing organisations and their effectiveness. It assesses the seven key elements shown in Figure 5, which are instrumental in whether or not the organisation is successful.

Following Burke (2013) this model provides a holistic view of the organisation and the many interconnected variables, which make change complex. An effective change effort must address many issues simultaneously.

1.3 The relevance of models of strategic change to organisations in the current economy

In the past few decades, the world of business – and therefore the economy – has passed through several transitions. Globalisation links countries and organisations, and speeds up the way in which business is done. Lean management, empowerment of employees and collaboration are only a few keywords which can be used to describe the current economy. When it comes to managing a strategic change in an organisation, not all of the models considered in section 1.2 are suitable in the current economy; therefore, they must be evaluated to determine which is the most appropriate (Johnson et al. 2005).

Following Cummings and Worley (2014) as well as Lauer (2010) Lewin developed his model in the 1950s, and therefore did not consider most current management approaches. Rather, it is debatable whether there is any freezing in the current rapidly changing economy; moreover, the model does not discuss the empowerment of employees. Lewin treats people as objects of manipulation who are not actively involved in the change process.

Tuckman’s model is not much more recent than Lewin’s, but it is still valid and in use in the current economy; however, it focuses on change in teams rather than change in organisations as a whole. Therefore, it is not a strategic management tool.

The Burke–Litwin model, the 7-S model and Kotter’s eight steps are still used in the current economy. This is mostly because all of them consider organisations in the context of the larger environment. On the other hand, due to the use soft factors, these analytical models are not as precise as those of Lewin and Tuckman (Balogun and Hailey 2008).

1.4 The value of using strategic intervention techniques in organisations

According to Stevenson (2011) and Balogun and Hailey (2008) planning strategic change is the key to an organisation’s successful future performance, but there are various challenges to implementing such strategic planning. Adopting strategic intervention techniques (SITs) helps to create cooperation between managers and workers as teammates. The use of SIT models is directly linked to the management style in an organisation; there are models matching autocratic, participatory, proactive and reactive styles. Some SITs are listed in the following table.

2 Issues relating to strategic change in an organisation

2.1 the need for strategic change in an organisation.

Strategic change is changing the organisations vision, mission and the deducted targets. By planning a strategic change the organisation realises that there are possibilities to meeting new challenges and to prepare the organisation on these challenges rather to wait what will be.

Following Yeager and Sorensen (2009) and Johnson et al. (2005) needs for change can be various, starting by changes in different markets and economic downturns and ending with legal and social changes and new technologies. Also new theoretical and practical approaches like the Total Quality Management (TQM) program can link to an increased need for change. In every organisation the need for change is the need to stay competitive in an global market and therefore to gain competitive advantage.

2.2 Factors driving the need for strategic change in an organisation

There are various factors driving the need for strategic change in an organisation. Some of them are created and managed by organisations themselves, but most are not influenced easily. In the widest scope, these factors can be classified in two categories, namely external and internal factors.

  • No comments yet.

Title: Strategic Change Management. Workbased Assignment for Diploma in Strategic Leadership (DSM/MBA)

Similar texts

Title: Change Management zur Unterstützung flexibleren Arbeitens

Change Management zur Unterstützung flexibleren Arbeitens

Title: Change Management im Breitensport am Beispiel des Bayerischen Golfverbandes

Change Management im Breitensport am Beispiel des Bayerischen Golfverbandes

Title: SCM und Change Management durch den Einsatz von Lean Management

SCM und Change Management durch den Einsatz von Lean Management

Title: Change-Management oder Change Leadership? So gelingen Unternehmenstransformationen

Change-Management oder Change Leadership? So gelingen Unternehmenstransformat...

Title: Führung und Change Management

Führung und Change Management

Title: Wie Unternehmen neue Strategien erfolgreich implementieren. Erfolgsfaktoren und Handlungsempfehlungen für ein gelungenes Change Management in KMU

Wie Unternehmen neue Strategien erfolgreich implementieren. Erfolgsfaktoren u...

Title: Leadership Development im Change-Management

Leadership Development im Change-Management

Title: Change Management und Neuroleadership. Welche Konsequenzen ergeben sich aus den Erkenntnissen der Neurowissenschaften für die Gestaltung von Veränderungsprozessen?

Change Management und Neuroleadership. Welche Konsequenzen ergeben sich aus d...

Title: Leadership und Change Management

Leadership und Change Management

Title: Implementierung eines Inhouse-Consultings zur Unterstützung des organisationalen Change Managements mit dem Schwerpunkt Digitalisierung und Industrie 4.0

Implementierung eines Inhouse-Consultings zur Unterstützung des organisationa...

Title: Change Management als Führungsaufgabe

Change Management als Führungsaufgabe

Title: Organisationsentwicklung und Organisationspsychologie. Unternehmenskulturanalyse, Change-Management und signifikante Einflussparameter resilienter Wettbewerbsfähigkeit

Organisationsentwicklung und Organisationspsychologie. Unternehmenskulturanal...

Title: Emotionale Intelligenz von Führungskräften in Change Management Prozessen am Beispiel der IBM Schweiz

Emotionale Intelligenz von Führungskräften in Change Management Prozessen am ...

Title: An Analysis and Evaluation of Critical Success Factors of selected Change Management Models for the holistic Implementation of Transformation Projects

An Analysis and Evaluation of Critical Success Factors of selected Change Man...

Title: Leading successful changes in your business: Peakmake – A new model combining change management and change leadership

Leading successful changes in your business: Peakmake – A new model combining...

Title: Leadership and Change Management

Leadership and Change Management

Title: Leadership & Change Management. Change Management Process in Automotive Companies

Leadership & Change Management. Change Management Process in Automotive C...

Title: The Role of Change Communication in the Change Management Process within Bayer

The Role of Change Communication in the Change Management Process within Bayer

Title: Coaching zur Beseitigung von Widerständen im Change Management

Coaching zur Beseitigung von Widerständen im Change Management

Upload papers

Your term paper / thesis:

- Publication as eBook and book - High royalties for the sales - Completely free - with ISBN - It only takes five minutes - Every paper finds readers

Publish now - it's free

Title: Strategic Change Management. Workbased Assignment for Diploma in Strategic Leadership (DSM/MBA)

Academia.edu no longer supports Internet Explorer.

To browse Academia.edu and the wider internet faster and more securely, please take a few seconds to  upgrade your browser .

Enter the email address you signed up with and we'll email you a reset link.

  • We're Hiring!
  • Help Center

paper cover thumbnail

Strategic Change Management.docx

Profile image of Nidda Rohaila

Related Papers

Martin Upchurch

managing strategic change assignment

Dan-jumbo Idaerefagha

Corporations in the public sector always seem to be change resistant the banking sector being one of them. This has resulted to so many private and public sector corporations opting to go for capacity and not change. The implementation of a more improved change management strategies in the corporation will most likely always be resisted due to the uncertainty of their outcome if these proposed changes are adopted by the corporation. For so many corporations change and capacity are different, hence it is always helpful to fully understand the sector of the corporation’s status that should be changed in order for capacity development to occur. To recognise the limits of change management is paramount as identifying the possible risk. However, this is important to successfully manage the change effectively. This report would talk about change management in the banking sector and consensus making reference to different case studies in the banking sector and also various change management models such as the Lewin’s model, ADKAR model amongst others.

nogto lagraj

Blessing N . Ikiseh

This article will look at the Organisational Change Management (OCM) witnessed by the researcher in a recent organisation. Looking at how this OCM failed, the article will review the Kubler-Ross Model and how this model would have applied to this change, citing also, different psychological research evidence using this model. The essay will define some key terms used within the OCM and will follow a successive manner. First, the essay will briefly explain the OCM experienced by the investigator in the recent organisation. The diagnosis and the implementation of the change will not be discussed, and as such, the experience employees faced leading to the shock of the change will be described. Second, the article will give a brief history of the Kubler-Ross Change Curve and explain how this model would have applied to this recent change in the organisation to ensure a more effective change management retrospectively. The rationale for using this model will also be briefly discussed. And finally, the essay will recommend some effective change management strategies using psychological research of the Kubler-Ross Grief Model and the OCM literature. Lastly, further research will be proposed regarding how to effectively manage change by organisations.

Pollarise GROUPS

Kelapa Genjah Salak, Kasus Kelapa Genjah Entok Banyumas, Pengertian Kelapa Genjah, Jual Bibit Kelapa Genjah, Jual Bibit Kelapa Gading Surabaya, Jual Bibit Kelapa Genjah Salak, Jual Bibit Kelapa Gading, Jual Bibit Kelapa Gading Di Bali, Harga Bibit Kelapa Genjah Entok, Harga Bibit Kelapa Genjah, Pollaris Group tempat jual-beli bibit buah. Bibit Buah Unggul. Siap melayani pesanan dalam partai sedang maupun besar dari berbagai penjuru daerah di Indonesia. Pollaris Group Untuk Info konsultasi/ Pemesanan : Bapak Purnomo Ajy Setiawan CALL/WA 0822-2083-0527 Desa Pesuningan Rt 01/03, kec. Prembun, Kab. Kebumen Jawa Tengah (Jln Wadaslintang km 5, Prembun)

Health Technol Assess

Martin Connock

TransNav, the International Journal on Marine Navigation and Safety of Sea Transportation

Prof. Angelica M Baylon

2012 IEEE Power and Energy Society General Meeting

Dr Papiya Dutta

International Journal of Qualitative Studies on Health and Well-being

Claes Hultling

2013 IEEE Student Conference on Research and Developement

Habibollah Haron

RELATED PAPERS

Tears in the Fence

Carla Scarano

WORKSHOP INTERNACIONAL EL ROL FEMENINO Y SU PROYECCION EN LA EPOCA MODERNA

Maria Luz González Mezquita

Revista Brasileira de Educação Física e Esporte

Mauro Betti

Progress in Disaster Science

Sanjida Aktar

SSRN Electronic Journal

Dinara Karimova

Guido Broich

Acta Oeconomica

Milanka Markovic

Medidas de adaptación al cambio climático, como herramienta para reducir trampas de pobreza en el sector rural del municipio de Mosquera (Colombia)

KATHERINE LARA FIGUEROA

Synthesis Report

Raimund Rodewald

retno indriartiningtias

Physical Review B

Revista Brasileira de Recursos Hídricos

Adilson Pinheiro

Dr.Shan sasidharan

Nepal Journal of Obstetrics and Gynaecology

Rima Maharjan

Journal of Antimicrobial Chemotherapy

Mohammed H . Cherkaoui

Journal of Business Research - Turk

Alptekin Sokmen

Revija za socijalnu politiku

Jasminka Ledić

The Journal of Latin American and Caribbean Anthropology

Sandra P. González-Santos

International Journal of Ecosystems and Ecology Science (IJEES)

Hosam E A F Bayoumi Hamuda

RELATED TOPICS

  •   We're Hiring!
  •   Help Center
  • Find new research papers in:
  • Health Sciences
  • Earth Sciences
  • Cognitive Science
  • Mathematics
  • Computer Science
  • Academia ©2024

BUS 5117 - WA2 - Vision and Mission in Strategic Management

  • CRM Asignment Help
  • MBA Assignment Help
  • Statistics Assignment Help
  • Market Analysis Assignment Help
  • Business Development Assignment Help
  • 4p of Marketing Assignment Help
  • Pricing Strategy Assignment Help
  • CIPD Assignment Help
  • SWOT Analysis Assignment Help
  • Operations Management Assignment Help
  • Corporate Strategy Assignment Help
  • Change Management Assignment Help
  • Supply Chain Management Assignment Help
  • Human Resource Assignment Help
  • Management Assignment Help
  • Marketing Assignment Help
  • Strategy Assignment Help
  • Operation Assignment Help
  • Marketing Research Assignment Help
  • Strategic Marketing Assignment Help
  • Project Management Assignment Help
  • Strategic Management Assignment Help
  • Marketing Management Assignment Help
  • Business Assignment Help
  • Business Ethics Assignment Help
  • Consumer Behavior Assignment Help
  • Conflict Management Assignment Help
  • Business Statistics Assignment Help
  • Managerial Economics Assignment Help
  • Project Risk Management Assignment Help
  • Nursing Assignment Help
  • Clinical Reasoning Cycle
  • Nursing Resume Writing
  • Medical Assignment Help
  • Financial Accounting Assignment Help
  • Financial Services Assignment Help
  • Finance Planning Assignment Help
  • Finance Assignment Help
  • Forex Assignment Help
  • Behavioral Finance Assignment Help
  • Personal Finance Assignment Help
  • Capital Budgeting Assignment Help
  • Corporate Finance Planning Assignment Help
  • Financial Statement Analysis Assignment Help
  • Accounting Assignment Help
  • Solve My Accounting Paper
  • Taxation Assignment Help
  • Cost Accounting Assignment Help
  • Managerial Accounting Assignment Help
  • Business Accounting Assignment Help
  • Activity-Based Accounting Assignment Help
  • Economics Assignment Help
  • Microeconomics Assignment Help
  • Econometrics Assignment Help
  • IT Management Assignment Help
  • Robotics Assignment Help
  • Business Intelligence Assignment Help
  • Information Technology Assignment Help
  • Database Assignment Help
  • Data Mining Assignment Help
  • Data Structure Assignment Help
  • Computer Network Assignment Help
  • Operating System Assignment Help
  • Data Flow Diagram Assignment Help
  • UML Diagram Assignment Help
  • Solidworks Assignment Help
  • Cookery Assignment Help
  • R Studio Assignment Help
  • Computer Science Assignment Help
  • Law Assignment Help
  • Law Assignment Sample
  • Criminology Assignment Help
  • Taxation Law Assignment Help
  • Constitutional Law Assignment Help
  • Business Law Assignment Help
  • Consumer Law Assignment Help
  • Employment Law Assignment Help
  • Commercial Law Assignment Help
  • Criminal Law Assignment Help
  • Environmental Law Assignment Help
  • Contract Law Assignment Help
  • Company Law Assignment Help
  • Corp. Governance Law Assignment Help
  • Science Assignment Help
  • Physics Assignment Help
  • Chemistry Assignment Help
  • Sports Science Assignment Help
  • Chemical Engineering Assignment Help
  • Biology Assignment Help
  • Bioinformatics Assignment Help
  • Biochemistry Assignment Help
  • Biotechnology Assignment Help
  • Anthropology Assignment Help
  • Paleontology Assignment Help
  • Engineering Assignment Help
  • Autocad Assignment Help
  • Mechanical Assignment Help
  • Fluid Mechanics Assignment Help
  • Civil Engineering Assignment Help
  • Electrical Engineering Assignment Help
  • Humanities Assignment Help
  • Sociology Assignment Help
  • Philosophy Assignment Help
  • English Assignment Help
  • Geography Assignment Help
  • History Assignment Help
  • Agroecology Assignment Help
  • Psychology Assignment Help
  • Social Science Assignment Help
  • Public Relations Assignment Help
  • Political Science Assignment Help
  • Mass Communication Assignment Help
  • Auditing Assignment Help
  • Dissertation Writing Help
  • Sociology Dissertation Help
  • Marketing Dissertation Help
  • Biology Dissertation Help
  • Nursing Dissertation Help
  • MATLAB Dissertation Help
  • Law Dissertation Help
  • Geography Dissertation Help
  • English Dissertation Help
  • Architecture Dissertation Help
  • Doctoral Dissertation Help
  • Dissertation Statistics Help
  • Academic Dissertation Help
  • Cheap Dissertation Help
  • Dissertation Help Online
  • Dissertation Proofreading Services
  • Do My Dissertation
  • Business Report Writing
  • Programming Assignment Help
  • Java Programming Assignment Help
  • C Programming Assignment Help
  • PHP Assignment Help
  • Python Assignment Help
  • Perl Assignment Help
  • SAS Assignment Help
  • Web Designing Assignment Help
  • Android App Assignment Help
  • JavaScript Assignment Help
  • Linux Assignment Help
  • Coding Assignment Help
  • Mathematics Assignment Help
  • Geometry Assignment Help
  • Arithmetic Assignment Help
  • Trigonometry Assignment Help
  • Calculus Assignment Help
  • Arts Architecture Assignment Help
  • Arts Assignment Help
  • Case Study Assignment Help
  • History Case Study
  • Case Study Writing Services
  • Write My Case Study For Me
  • Business Law Case Study
  • Civil Law Case Study Help
  • Marketing Case Study Help
  • Nursing Case Study Help
  • ZARA Case Study
  • Amazon Case Study
  • Apple Case Study
  • Coursework Assignment Help
  • Finance Coursework Help
  • Coursework Writing Services
  • Marketing Coursework Help
  • Maths Coursework Help
  • Chemistry Coursework Help
  • English Coursework Help
  • Do My Coursework
  • Custom Coursework Writing Service
  • Thesis Writing Help
  • Thesis Help Online
  • Write my thesis for me
  • CDR Writing Services
  • CDR Engineers Australia
  • CDR Report Writers
  • Homework help
  • Algebra Homework Help
  • Psychology Homework Help
  • Statistics Homework Help
  • English Homework Help
  • CPM homework help
  • Do My Homework For Me
  • Online Exam Help
  • Pay Someone to Do My Homework
  • Do My Math Homework
  • Macroeconomics Homework Help
  • Research Paper Help
  • Edit my paper
  • Research Paper Writing Service
  • Write My Paper For Me
  • Buy Term Papers Online
  • Buy College Papers
  • Paper Writing Services
  • Research Proposal Help
  • Proofread My Paper
  • Report Writing Help
  • Story Writing Help
  • Grant Writing Help
  • CHCDIV001 Assessment Answers
  • BSBWOR203 Assessment Answers
  • CHC33015 Assessment Answers
  • CHCCCS015 Assessment Answers
  • CHCECE018 Assessment Answers
  • CHCLEG001 Assessment Answers
  • CHCPRP001 Assessment Answers
  • CHCPRT001 Assessment Answers
  • HLTAAP001 Assessment Answers
  • HLTINF001 Assessment Answers
  • HLTWHS001 Assessment Answers
  • SITXCOM005 Assessment Answers
  • SITXFSA001 Assessment Answers
  • BSBMED301 Assessment Answers
  • BSBWOR502 Assessment Answers
  • CHCAGE001 Assessment Answers
  • CHCCCS011 Assessment Answers
  • CHCCOM003 Assessment Answers
  • CHCCOM005 Assessment Answers
  • CHCDIV002 Assessment Answers
  • CHCECE001 Assessment Answers
  • CHCECE017 Assessment Answers
  • CHCECE023 Assessment Answers
  • CHCPRP003 Assessment Answers
  • HLTWHS003 Assessment Answers
  • SITXWHS001 Assessment Answers
  • BSBCMM401 Assessment Answers
  • BSBDIV501 Assessment Answers
  • BSBSUS401 Assessment Answers
  • BSBWOR501 Assessment Answers
  • CHCAGE005 Assessment Answers
  • CHCDIS002 Assessment Answers
  • CHCECE002 Assessment Answers
  • CHCECE007 Assessment Answers
  • CHCECE025 Assessment Answers
  • CHCECE026 Assessment Answers
  • CHCLEG003 Assessment Answers
  • HLTAID003 Assessment Answers
  • SITXHRM002 Assessment Answers
  • Elevator Speech
  • Maid Of Honor Speech
  • Problem Solutions Speech
  • Award Presentation Speech
  • Tropicana Speech Topics
  • Write My Assignment
  • Personal Statement Writing
  • Narrative Writing help
  • Academic Writing Service
  • Resume Writing Services
  • Assignment Writing Tips
  • Writing Assignment for University
  • Custom Assignment Writing Service
  • Assignment Provider
  • Assignment Assistance
  • Solve My Assignment
  • Pay For Assignment Help
  • Assignment Help Online
  • HND Assignment Help
  • SPSS Assignment Help
  • Buy Assignments Online
  • Assignment Paper Help
  • Assignment Cover Page
  • Urgent Assignment Help
  • Perdisco Assignment Help
  • Make My Assignment
  • College Assignment Help
  • Get Assignment Help
  • Cheap Assignment Help
  • Assignment Help Tutors
  • TAFE Assignment Help
  • Study Help Online
  • Do My Assignment
  • Do Assignment For Me
  • My Assignment Help
  • All Assignment Help
  • Academic Assignment Help
  • Student Assignment Help
  • University Assignment Help
  • Instant Assignment Help
  • Powerpoint Presentation Service
  • Last Minute Assignment Help
  • World No 1 Assignment Help Company
  • Mentorship Assignment Help
  • Legit Essay
  • Essay Writing Services
  • Essay Outline Help
  • Descriptive Essay Help
  • History Essay Help
  • Research Essay Help
  • English Essay Writing
  • Literature Essay Help
  • Essay Writer for Australia
  • Online Custom Essay Help
  • Essay Writing Help
  • Custom Essay Help
  • Essay Help Online
  • Writing Essay Papers
  • Essay Homework Help
  • Professional Essay Writer
  • Illustration Essay Help
  • Scholarship Essay Help
  • Need Help Writing Essay
  • Plagiarism Free Essays
  • Write My Essay
  • Response Essay Writing Help
  • Essay Editing Service
  • Essay Typer
  • APA Reference Generator
  • Harvard Reference Generator
  • Vancouver Reference Generator
  • Oscola Referencing Generator
  • Deakin Referencing Generator
  • Griffith Referencing Tool
  • Turabian Citation Generator
  • UTS Referencing Generator
  • Swinburne Referencing Tool
  • AGLC Referencing Generator
  • AMA Referencing Generator
  • MLA Referencing Generator
  • CSE Citation Generator
  • ASA Referencing
  • Oxford Referencing Generator
  • LaTrobe Referencing Tool
  • ACS Citation Generator
  • APSA Citation Generator
  • Central Queensland University
  • Holmes Institute
  • Monash University
  • Torrens University
  • Victoria University
  • Federation University
  • Griffith University
  • Deakin University
  • Murdoch University
  • The University of Sydney
  • The London College
  • Ulster University
  • University of derby
  • University of West London
  • Bath Spa University
  • University of Warwick
  • Newcastle University
  • Anglia Ruskin University
  • University of Northampton
  • The University of Manchester
  • University of Michigan
  • University of Chicago
  • University of Pennsylvania
  • Cornell University
  • Georgia Institute of Technology
  • National University
  • University of Florida
  • University of Minnesota
  • Help University
  • INTI International University
  • Universiti Sains Malaysia
  • Universiti Teknologi Malaysia
  • University of Malaya
  • ERC Institute
  • Nanyang Technological University
  • Singapore Institute of Management
  • Singapore Institute of Technology
  • United Kingdom
  • Jobs near Deakin University
  • Jobs Near CQUniversity
  • Jobs Near La Trobe University
  • Jobs Near Monash University
  • Jobs Near Torrens University
  • Jobs Near Cornell University
  • Jobs Near National University
  • Jobs Near University of Chicago
  • Jobs Near University of Florida
  • Jobs Near University of Michigan
  • Jobs Near Bath Spa University
  • Jobs Near Coventry University
  • Jobs Near Newcastle University
  • Jobs Near University of Bolton
  • Jobs Near university of derby
  • Search Assignments
  • Connect Seniors
  • Essay Rewriter
  • Knowledge Series
  • Conclusion Generator
  • GPA Calculator
  • Factoring Calculator
  • Plagiarism Checker
  • Word Page Counter
  • Paraphrasing Tool
  • Living Calculator
  • Quadratic Equation
  • Algebra Calculator
  • Integral Calculator
  • Chemical Balancer
  • Equation Solver
  • Fraction Calculator
  • Slope Calculator
  • Fisher Equation
  • Summary Generator
  • Essay Topic Generator
  • Alphabetizer
  • Case Converter
  • Antiderivative Calculator
  • Kinematics Calculator
  • Truth Table Generator
  • Financial Calculator
  • Reflection calculator
  • Projectile Motion Calculator
  • Paper Checker
  • Inverse Function Calculator

Online Free Samples

Managing and Leading Strategic Change

The various business industries available in the current market, largely focuses on the changes in their procedure of business conduction as the situation is changing in a frequent manner. The organizations are continuously changing their approach of dealing as they are subjected to an increased level of competition in the business market. The changes are visible in the form of business expansions, reformation in the organizational structure, task allocation and other major events relating to the employees (GU, 2014). The general point of these changes are generally progressive and at times they are situational as well. According to Kotey & Sorensen (2014), the organizations usually do not wish to conduct a change but the situations under which the organizations are operating force them to do so in order to survive in the industry. The employees of the organization do think these changes according to their consideration and usually, they do not get the reason behind those changes but this generates the existence of the leaders in the management (Cummings & Worley, 2014). According to Alvesson & Sveningsson (2015), the managerial position holders are the concerned people who are liable to communicate and manage the employees in order to make sure that the misunderstandings that are generated among the employees regarding the change gets minimized. The paper generally focuses on the issues that these managerial position holders are facing and also their assistance in the context of the leadership skills in reducing the concern of the organization. The general concept of leadership and the managerial functionality in terms of analysing the change in the organization is present in the form of various frameworks like 7 “S” model and 8 step model. The paper also focuses on the ability of the leaders in the organization to analyse these frameworks in order to properly assess the impact of the change on the organization and then act according to their analysis.

The chosen industry is the healthcare industry and the sector is the human resource management of the industry. The healthcare industry is a significantly essential part of the society and the entire society depends on the concerned industry in a significant manner. The lightest of the changes in the concerned industry get significantly high exposure and coverage as a large number of people relates to the industry. The human resource department is a major part of any organization as the concerned sector is able to conduct the entire process in a considerably smooth manner. The necessity of the human resource sector in the organization is widely recognized by the industry. The concerned sector is able to acknowledge the need for the changes and initiates the general process of adapting to the change. The organizations generally focus on the progressive and profitable business expansions and in order to do so the HRM section of the organization is the first part to calculate the efficiency and availability of the resources of the organization to match the requirement of the changes. The competitive world of the healthcare industry is forcing the organizations to change. The general demand in the concerned industry regarding the immense pressure of the patients is generating a significant amount of scope of business expansion for the organizations. The human resource management is the concerned sector to analyse the scope of the expansion with the availability of the assets of the organization. The changes that the organization considers regarding the business expansion in the section of workforce management has a significant amount of concern related to it and the factors like employee dissatisfaction, unavailability of skilled employees will be of major significance in the decision of change.

The organizational changes with a focus on business expansion generally relate to the factors like outsourcing or transfers of efficient employees in the new roles. The promotional policy helps the organization. But the additional pressure has a greater adverse impact on the workforce. The increased amount of work pressure will cause a significant amount of disturbances to the employees in performing in a productive manner. The agencies that are linked with the organization in order to provide manpower to the organization for the smooth conduction of the operations will not be pleased with the concept of outsourcing. But with the focus on the business expansion, the organization may need to follow the concept of the outsourcing in order to reduce the operating cost and that is significantly justified from the part of the organization as they are concerned with the profit for the organization. The issues like these need to be dealt with proper consideration of the matter. The internal dynamics of the organization will also be significantly affected by the change and the added point of introduction of the efficient employees in order to meet the high demand of the healthcare industry will also be a significant factor of the change that will be having its impact on the operations of the organization (Twarowska & K?kol, 2013).

As mentioned the general factors that affect the organizational change in case of the business expansion is generally the employee and the internal configuration of the organization, the management of the healthcare industry need to focus on this parts so that the primary concerns of the business expansion gets minimized. The outsourcing of the organizational assets is a genuine issue to work on for the management in order to implement the organizational change smoothly (Klimovets, 2015). As the business expansion is the main plan for the organization, so they need to focus on the smaller segments of the plan. The organization decides the mode of the change as the analysis of the change will dictate the method of adjustments that will be needed from the part of the different segments of the organization. The business expansion plan can be of continuous approach or it can differentiate from being continuous and the decision completely depends on the organizational decision makers. The change in the case of the healthcare industry business expansion can be termed as internal with a significant effect on the organization as the process of business conduction for the organization will be subjected to a major shift. The organizations in the healthcare industry which do not use the concept of outsourcing will be observed to feel the impact of it.

In order to cope up with the impact of the change in the organization, the managerial position holders need to make sure that they analyse the change in a proper manner. The management needs to manage and lead the organization through the period of the change. For that, the change analysis frameworks like 7?S” model and the 8 step model provides the added advantage and ease to the organizational decision makers. The above-mentioned models are generally used to analyse the effect of the change in an organization with a precise focus on the situation and the condition of the organization.

The 7 “S” framework is also a business tool for the organizational analysis which was developed by Robert H. Waterman and Tom Peters with an objective to analyse the condition of the organizations. The framework is able to analyse the organizational changes irrespective of their types may that be an organizational merger, restructuring, change of leadership or it may be new processes or systems into the organization. The model generally depends on the seven factors starting from Strategy, Systems, skills, shared values, structure, style to the staff of the given organization. The factors are generally divided into two division naming them to be soft “S” and hard “S” depending on the effect of them into the organizational analysis regarding the change. The segmentation of the hard and the soft “S” included Strategy, System, Structure and skills, staffs, shared values and style respectively (Ravanfar, 2015). For managing the process of the change and leading the organization in an effective manner, the 7 “S” model needs to utilized by the organization in identifying the sectors of the organization that are not aligned with the plan of expansion in the healthcare industry. The second step that needs to be followed is the determination of the design by the organization in order to manage the change and the continuous review of the mentioned aspects of the model needs to be there for effective leadership through the period of change.

As the organization is considered to be expanding, the purpose of the strategy section is to make sure the effective planning of the expansion so that the implementation of the plan becomes easy. With the knowledge of the strategy to manage the change, the organizations in the healthcare industry are expected to focus on the division of the activities and the integration of the divisions in order to follow the strategy (Hrebiniak, 2013). The mechanism for the effective coordination is to be created on this part.so that the integration of the divisions is managed well. The structural elements of the organization need to analysed and measured with a focus on the effectiveness of the systems and the impact of the rewards and the allocation of the resources in order to manage the organization has significant importance as well (Bolman & Deal, 2017). The general effect of the business expansion plan on the staff is immense as the concept of outsourcing will pose significant difficulties to the organization which the organization needs to manage. The section staff will focus on the sector of the human resource department and their performances in order to manage the change (Fullan, 2014).

The skills in the case of the healthcare industry are significantly important as the concerned trade is highly service oriented and being an emergency service the industry or the organization cannot afford to make mistakes (Goetsch & Davis, 2014). The quality of the employees and the educational qualifications of the concerned employees is a major point of attention for the organization. The organization needs to introduce effective plans for the training of the new employees as they will be inducted in the service of the industry. The style segment of the model generally specifies the process of the change in the pattern of the behaviour of the key figures in the organization in order to manage the change. The shared values of the organization are generally is the description of the rules and regulations or the norms of the organization or the expected standards of the employees of the organization in which they are required to operate to provide the scope to the organization in managing the change (Beck & Cowan, 2014).

The 8 step model for leading the organizational change is also a significantly important tool for the organization as that enables the organization with the scope of effective planning in the case of managing the organization. The 8 steps of the concerned model are the creation of the sense of urgency, creation of a guiding coalition, the creation of a vision aiming a change, communicate the vision, remove the barriers, the creation of the short-term wins, consolidation of the improvements and anchor the changes (Auguste, 2013). John Kotter’s prescribed steps for the effective leading of the change enables the managerial position holders of the healthcare industry to create a sense of emergency among the parts of the organization. The organizations need to create an atmosphere where the participating individuals know the importance of the change and the reason behind the change (Pollack & Pollack, 2015). The opportunity to serve a larger number of people with their service and the scope of the business expansion for a given organization in the concerned industry will be able to trigger the organizational decision makers in the creation of the urgency among the various sectors of the organization so that it performs to implement the plan of expansion in the desired manner. The leaders of the organization need to aware the individuals about the existing problems or the probable scope for the change. The human resource management needs to compose effective communication with every part of the industry in order to reduce the difficulties relating to the change.

According to a study by Hornstein (2015), the managerial decision makers of the organizations need to form constructive coalitions in order to monitor the entire organizations’ adaptability to the change. The coalition is to be made by the participation of a range of skills and people with the significant amount of experiences along with the employees from different areas of the organization. The coalition will increase the effectiveness in leading the change and will be of immense significance in expressing the messages throughout the organization so that the employees be able to produce maximum support to the organization (Sarayreh, Khudair & Barakat, 2013). The organization must introduce their vision for the change to the different parts of the organization. An easy to understand vision from the organization will enable the lower level employees of the health care industry to get the vision in a more effective manner which will be benefitting for the organization as the efficiency of the employees will be increased in managing the changes (Small et al., 2016).

The above mentioned four steps are generally very crucial as they are the concerned topics for strengthening the change initiatives but the formation of this is not the all that the organizations need. With the formations of the initiatives, the successful application of the initiative is also desired and in that case the next topic that needs to be checked is the probable barriers and their removal. The successful implementation of the change initiative will generally become much smoother with the effective removal of the barriers which are posing significant difficulty in the implementation process (Mishra, 2013). The general issue with the business expansion and the introduction of new employees in the system will be the insecurity of the job of the current employees and a possible conflict in the operating process of the two segments. These barriers are to be assessed by the HRM section of the organization and they need to step forward in order to make sure that the chance of rising of conflict between the junior and the senior employees does not continue. These will eliminate any sort of intentional resistance from the parts of the employees in order to block the process of change and will enable those employees to see what is needed for the betterment of the organization.

The process of rewarding and acknowledging the people who made the life easier for the leaders in order to lead the change will also be instrumental under the mentioned circumstances (Matos Marques Simoes & Esposito, 2014). The business expansion for many critics of the change is to be implemented with a completely new model of the existing process where the organizations are believed to think of starting from the scratch with every aspect of their operations may that be the manpower or the construction.

But in leading these sort of expensive parts of the changes, the leaders will feel significant trouble and that is the reason why creating and implementing the short-term goals is highly necessary (McAlearney et al., 2015). The healthcare industry with the plan of expansion in new regions must consider the concept of outsourcing so that these preliminary issues do not make an immense impact on the plan. The preliminary troubles are not only limited to one or two issues and with the win of those issues, there lies the scope for improvement. The short-term wins are needed to be analysed thoroughly in order to find the scope of improvement and integrate these wins to form the ultimate change. Segmentation in order to achieve crucial objectives is significantly needed with the proper assessment of the goals, in order to build momentum for achieving the ultimate aim (Chappell et al., 2016). The essential inputs and leading during the change with the probable success story relating to the business expansion are to be communicated from the part of the leaders. The recognition of the key members of the coalition in the organization and the publication of their contribution should be made from the part of the leaders.

The healthcare organizations in managing the plan of expansion, need to incorporate a transformational leadership where the skills of the leader will be able to overcome the above mentioned issues, faced in managing the change. The skills of a transformational leader will significantly help the organization as the leadership attributes of a transformational leader suit the organization most in managing an organizational change. The situation of an organization during the change needs to idealize the perfect example and in that context the organizational leadership is significantly crucial. The characteristics of the transformational leader in inspiring the entire workforce by his or her enthusiasm and charisma will critical in achieving the change smoothly (McKnight, 2013). The leaders of the organization in this case need to put a strong emphasis on the values, morals and needs of the employees of the organization in this case as the people associated with the change will perform more smoothly if their requirements are met by the organization.

In the plan of the expansion, the organizational leaders must provide the employees with the sufficient amount of basic facilities which enable them to fit themselves in the change process in a convenient manner. The leader must follow a proactive approach in leading the change as the environment of the organization under the change will be turbulent and the proactive follow up from the leader will provide significant calmness around the organization (Choudhary, Akhtar & Zaheer, 2013). The style of the leadership in this case will be charismatic as the presence and impact of the leader are believed to affect and inspire the employees in a significant manner. According to McCleskey (2014), the leaders in managing the change, must concentrate on the formation of the coalitions and they believe in inspiring the employees according to their group goals. The group objectives are advised to be thought as the ultimate priority by the leaders in leading a change.

On a concluding note, it can be said that the organizations will be subjected to significant turbulence during the change process but the proactive leadership with the suitable skills from the part of the leader will enable the organization to overcome the general issue of the organizational change. The leadership in the case of managing the change is significantly important as it must motivate the employees in order to overcome the preliminary adverse impact of the change.

References: Alvesson, M., & Sveningsson, S. (2015). Changing organizational culture: Cultural change work in progress. Routledge.

Auguste, J. (2013). Applying Kotter’s 8-step process for leading change to the digital transformation of an orthopedic surgical practice group in Toronto, Canada. J Health Med Informat, 4(3).

Beck, D. E., & Cowan, C. C. (2014). Spiral dynamics: Mastering values, leadership and change. John Wiley & Sons.

Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.

Chappell, S., Pescud, M., Waterworth, P., Shilton, T., Roche, D., Ledger, M., … & Rosenberg, M. (2016). Exploring the process of implementing healthy workplace initiatives: mapping to Kotter’s leading change model. Journal of occupational and environmental medicine, 58(10), e341-e348.

Choudhary, A. I., Akhtar, S. A., & Zaheer, A. (2013). Impact of transformational and servant leadership on organizational performance: A comparative analysis. Journal of business ethics, 116(2), 433-440.

Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage Learning.

Fullan, M. (2014). Leading in a culture of change personal action guide and workbook. John Wiley & Sons.

Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence. Upper Saddle River, NJ: Pearson.

GU, Y. (2014). Strategies and tactics to stimulate Social enterprise business expansion-Swedish experience.

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

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

Klimovets, M. V. (2015). Practice of outsourcing for strategic purposes by Russian and foreign companies. Mediterranean Journal of Social Sciences, 6(3 S6), 193.

Kotey, B., & Sorensen, A. (2014). Barriers to small business innovation in Australia. Australasian Journal of Regional Studies, The, 20(3), 405.

Matos Marques Simoes, P., & Esposito, M. (2014). Improving change management: How communication nature influences resistance to change. Journal of Management Development, 33(4), 324-341.

McAlearney, A. S., Hefner, J. L., Sieck, C. J., & Huerta, T. R. (2015). The journey through grief: Insights from a qualitative study of electronic health record implementation. Health services research, 50(2), 462-488.

McCleskey, J. A. (2014). Situational, transformational, and transactional leadership and leadership development. Journal of Business Studies Quarterly, 5(4), 117.

McKnight, L. L. (2013). Transformational leadership in the context of punctuated change. Journal of Leadership, Accountability and Ethics, 10(2), 103-112.

Mishra, S. (2013, September). The relevance of Kotter’s Model for Change in Successfully Implementing Lean. In IFIP International Conference on Advances in Production Management Systems (pp. 540-547). Springer, Berlin, Heidelberg.

Pollack, J., & Pollack, R. (2015). Using Kotter’s eight-stage process to manage an organizational change program: Presentation and practice. Systemic Practice and Action Research, 28(1), 51-66.

Ravanfar, M. M. (2015). Analyzing Organizational Structure based on 7s model of McKinsey. Global Journal of Management And Business Research.

Sarayreh, B. H., Khudair, H., & Barakat, E. A. (2013). Comparative study: the Kurt Lewin of change management. International Journal of Computer and Information Technology, 2(4), 626-629.

Small, A., Gist, D., Souza, D., Dalton, J., Magny-Normilus, C., & David, D. (2016). Using Kotter’s Change Model for Implementing Bedside Handoff: A Quality Improvement Project. Journal of nursing care quality, 31(4), 304-309.

Twarowska, K., & K?kol, M. (2013). International Business Strategy-reasons and forms of expansion into foreign markets. Poland: Maria Curie-Sk?odowska University, 55.

CHECK THE PRICE FOR YOUR PROJECT

Number of pages/words you require, choose your assignment deadline, related samples.

  • Navigating Professional Growth: A Reflection on Co-operative Education Experience at Post Haste
  • Adapting Strategies: Navigating the Impact of Macro-Environment Factors on Kroger's Marketing Approach
  • Harmony in the Park: A Sustainable Outdoor Music Event Marketing Plan
  • Unveiling Marketing Strategies: A Personal Evaluation of Samsung S22 Purchase
  • Journey through Entrepreneurial Leadership: A Reflection and Case Study Analysis
  • Navigating Ethical Challenges: A Case Study on Wells Fargo's Sales Culture
  • Unlocking the Power of Employee Motivation in Effective Management
  • Impact of effective leadership strategies on the business performance of UK retail firms- A Case of Tesco
  • Analysing the operational aspects for a new resort
  • Analysing leadership approaches within a project environment
  • Safeguarding Children's Welfare: Legal Protection Against Abuse
  • Navigating Compassion and Law Enforcement: A Case Study Analysis
  • Unveiling the Shadows: Understanding Drug Addiction in Australia
  • Enhancing Patient Safety Through Medication Administration: A Case Study Analysis
  • Climate Change's Impact on Corporate Social Responsibility: A Case Study of Viva Energies Australia
  • Analyzing narrative techniques in a given reading
  • Planning a web-based reporting system for Rimu Art
  • The effects of technological implementations on sustainable development in the UK construction industry
  • Child protection policy that has emphasis on an adoption approach versus child protection policy that has emphasis on use of intensive family support programs
  • Reflective essay on understanding human development across the lifespan
  • Evaluating different management support systems relating to information systems
  • Evaluating gender discrimination in early childhood education in Australia
  • Improving Early Education Standards for children and families
  • Solution to economics questions based on international finance
  • Formulating a sustainable leadership proposal for Barclays Bank

Question Bank

Looking for Your Assignment?

managing strategic change assignment

FREE PARAPHRASING TOOL

managing strategic change assignment

FREE PLAGIARISM CHECKER

managing strategic change assignment

FREE ESSAY TYPER TOOL

Other assignment services.

  • SCM Assignment Help
  • HRM Assignment Help
  • Dissertation Assignment Help
  • Marketing Analysis Assignment Help
  • Corporate Finance Assignment Help

FREE WORD COUNT AND PAGE CALCULATOR

FREE WORD COUNT AND PAGE CALCULATOR

managing strategic change assignment

QUESTION BANK

managing strategic change assignment

ESCALATION EMAIL

To get answer.

Please Fill the following Details

Thank you !

We have sent you an email with the required document.

What is Strategic Change

Strategic change is defined as a difference in the form, quality, or state over time in organization’s alignment with its external environment. Considering the definition of strategic change, strategic change could be affected by the states of firms and their external environments. Because the performance of firms might dependent on the fit between firms and their external environments, the appearances of novel opportunities and threats in the external environments, in other words, the change of external environments, require firms to adapt to the external environments again; as a result, firms would change their strategy in response to the environmental changes. The states of firms will also affect the occurrence of strategic change. For example, firms tend to adopt new strategies in the face of financial distress for the purpose of breaking the critical situations.

The strategic change is actualized in the real world. The example of Nokia which was one of the leading makers of the mobile handsets till a few years ago and which now finds itself at the bottom of the heap along with Blackberry reminds us that the strategic drift occurs without anyone noticing it and by the time it is noticed, it is too late. On the other hand, the collapse of once famous companies like Chrysler point to the transformational change that is sudden and radical in nature. The key aspect about strategic change is that it is difficult to predict and control. Hence, the optimal way to deal with it is to expect the unexpected and be ready for anything. Unless companies embrace change, they are likely to be fossilized and unless companies prepare to deal with sudden, unpredictable, discontinuous, and radical change, they are likely to go the way of the dinosaurs.

Reasons of Custom Envelopes Printing

Rotational molding, logistics warehousing, custom banner printing, computer support services, intranet portal, benefits of modular shelving, easy format of no objection certificate, clearco gets the softbank stamp of approval in new $215m round, optical modulation, latest post, rural electrification, earthquake engineering – a discipline of engineering, toxins similar to seahorses used to kill insects, the ‘genetic time machine’ uncovers secrets of our dna, scientists identify the most widespread tropical tree species, construction management (cm).

  • Free Samples
  • Premium Essays
  • Editing Services Editing Proofreading Rewriting
  • Extra Tools Essay Topic Generator Thesis Generator Citation Generator GPA Calculator Study Guides Donate Paper
  • Essay Writing Help
  • About Us About Us Testimonials FAQ
  • Studentshare
  • Strategic Change Management

Strategic Change Management - Assignment Example

Strategic Change Management

  • Subject: Management
  • Type: Assignment
  • Level: Undergraduate
  • Pages: 25 (6250 words)
  • Downloads: 3
  • Author: kareem54

Extract of sample "Strategic Change Management"

For even the most successful companies, survival cannot be guaranteed. In many segments of the economy, organisation should have talent to adapt quick to change for their survival. When business organisations fail to change, the cost of failure may be quite high. For instance, Eastman Kodak Company was once a great successful business, but now it is in the doldrums as it failed to recognise changes that were happening in the industry. Eastman Kodak narrow-minded corporate culture assumed that its strength was its marketing strategy and brand, and it miscalculated the threat of digital cameras (Dan 2012).

This research report will analyse why business is to give great significance to strategic change management, and if it failed to recognise the changes happening around it , it may become one of the 70 companies disappeared from the list of top 100 companies of Fortune magazine and how the Eastman Kodak failure is offering the costly lesson for not responding to changes with particular reference to eBay by demonstrating how eBay is responding to strategic change management quickly and fastly to secure its market position.

The strategic change involves enhancing the alignment between an organisation’s atmosphere, organisational design and strategy. Strategic change interventions include initiatives to enhance both the organisation’s association to its environment and the proper balance between its cultural, political and technical systems. Due to some major disruptions to the organization, the need for change is normally triggered such as a technological breakthrough, removal of regulatory needs or where a new CEO has been appointed who is hailing from the outside the organization.

The speed of the international technological and economic development makes the change as an unavoidable factor for an organisation. Organisational development (OD) is designed by introducing the planned change to enhance an organisation’s

  • General Motors Change Management
  • Job Redesign
  • Cited: 1 times
  • Copy Citation Citation is copied Copy Citation Citation is copied Copy Citation Citation is copied

CHECK THESE SAMPLES OF Strategic Change Management

Management of change in lufthansa airlines, airline industry and leadership, sears changes again and again, changing organizations is as frustrating as it is satisfying, challenges of orgnizational change, executive pay issues, the external environment of the suffolk county council, managing change within the uk fire and rescue department.

managing strategic change assignment

  • TERMS & CONDITIONS
  • PRIVACY POLICY
  • COOKIES POLICY

Ask a question from expert

Managing and Strategic Change Assignment

Added on   2020-09-08

   Added on  2020-09-08

Managing and Strategic Change Assignment_1

End of preview

Want to access all the pages? Upload your documents or become a member.

Quality Management Assignment: Service Industry lg ...

Managing & leading strategic change assignment lg ..., strategies in international hotels lg ..., hsbc’s challenges and strategies: a comprehensive case study review lg ..., global business environment and strategic complexity research paper 2022 lg ..., big data - analysis and uses lg ....

  • CRM Asignment Help
  • MBA Assignment Help
  • Statistics Assignment Help
  • Market Analysis Assignment Help
  • Business Development Assignment Help
  • 4p of Marketing Assignment Help
  • Pricing Strategy Assignment Help
  • Operations Management Assignment Help
  • Corporate Strategy Assignment Help
  • Change Management Assignment Help
  • Supply Chain Management Assignment Help
  • Human Resource Assignment Help
  • Management Assignment Help
  • Marketing Assignment Help
  • Strategy Assignment Help
  • Operation Assignment Help
  • Marketing Research Assignment Help
  • Strategic Marketing Assignment Help
  • Project Management Assignment Help
  • Strategic Management Assignment Help
  • Marketing Management Assignment Help
  • Business Assignment Help
  • Business Ethics Assignment Help
  • Consumer Behavior Assignment Help
  • Conflict Management Assignment Help
  • Business Statistics Assignment Help
  • Managerial Economics Assignment Help
  • Project Risk Management Assignment Help
  • Nursing Assignment Help
  • Clinical Reasoning Cycle
  • Nursing Resume Writing
  • Medical Assignment Help
  • Financial Accounting Assignment Help
  • Financial Services Assignment Help
  • Finance Planning Assignment Help
  • Finance Assignment Help
  • Forex Assignment Help
  • Behavioral Finance Assignment Help
  • Personal Finance Assignment Help
  • Capital Budgeting Assignment Help
  • Corporate Finance Planning Assignment Help
  • Financial Statement Analysis Assignment Help
  • Accounting Assignment Help
  • Solve My Accounting Paper
  • Taxation Assignment Help
  • Cost Accounting Assignment Help
  • Managerial Accounting Assignment Help
  • Business Accounting Assignment Help
  • Activity-Based Accounting Assignment Help
  • Economics Assignment Help
  • Microeconomics Assignment Help
  • Econometrics Assignment Help
  • IT Management Assignment Help
  • Robotics Assignment Help
  • Business Intelligence Assignment Help
  • Information Technology Assignment Help
  • Database Assignment Help
  • Data Mining Assignment Help
  • Data Structure Assignment Help
  • Computer Network Assignment Help
  • Operating System Assignment Help
  • Data Flow Diagram Assignment Help
  • UML Diagram Assignment Help
  • Solidworks Assignment Help
  • Cookery Assignment Help
  • R Studio Assignment Help
  • Law Assignment Help
  • Law Assignment Sample
  • Criminology Assignment Help
  • Taxation Law Assignment Help
  • Constitutional Law Assignment Help
  • Business Law Assignment Help
  • Consumer Law Assignment Help
  • Employment Law Assignment Help
  • Commercial Law Assignment Help
  • Criminal Law Assignment Help
  • Environmental Law Assignment Help
  • Contract Law Assignment Help
  • Company Law Assignment Help
  • Corp. Governance Law Assignment Help
  • Science Assignment Help
  • Physics Assignment Help
  • Chemistry Assignment Help
  • Sports Science Assignment Help
  • Chemical Engineering Assignment Help
  • Biology Assignment Help
  • Bioinformatics Assignment Help
  • Biochemistry Assignment Help
  • Biotechnology Assignment Help
  • Anthropology Assignment Help
  • Paleontology Assignment Help
  • Engineering Assignment Help
  • Autocad Assignment Help
  • Mechanical Assignment Help
  • Fluid Mechanics Assignment Help
  • Civil Engineering Assignment Help
  • Electrical Engineering Assignment Help
  • Ansys Assignment Help
  • Humanities Assignment Help
  • Sociology Assignment Help
  • Philosophy Assignment Help
  • English Assignment Help
  • Geography Assignment Help
  • History Assignment Help
  • Agroecology Assignment Help
  • Psychology Assignment Help
  • Social Science Assignment Help
  • Public Relations Assignment Help
  • Political Science Assignment Help
  • Mass Communication Assignment Help
  • Auditing Assignment Help
  • Dissertation Writing Help
  • Sociology Dissertation Help
  • Marketing Dissertation Help
  • Biology Dissertation Help
  • Nursing Dissertation Help
  • MATLAB Dissertation Help
  • Law Dissertation Help
  • Geography Dissertation Help
  • English Dissertation Help
  • Architecture Dissertation Help
  • Doctoral Dissertation Help
  • Dissertation Statistics Help
  • Academic Dissertation Help
  • Cheap Dissertation Help
  • Dissertation Help Online
  • Dissertation Proofreading Services
  • Do My Dissertation
  • Business Report Writing
  • Programming Assignment Help
  • Java Programming Assignment Help
  • C Programming Assignment Help
  • PHP Assignment Help
  • Python Assignment Help
  • Perl Assignment Help
  • SAS Assignment Help
  • Web Designing Assignment Help
  • Android App Assignment Help
  • JavaScript Assignment Help
  • Linux Assignment Help
  • Mathematics Assignment Help
  • Geometry Assignment Help
  • Arithmetic Assignment Help
  • Trigonometry Assignment Help
  • Calculus Assignment Help
  • Arts Architecture Assignment Help
  • Arts Assignment Help
  • Case Study Assignment Help
  • History Case Study
  • Case Study Writing Services
  • Write My Case Study For Me
  • Business Law Case Study
  • Civil Law Case Study Help
  • Marketing Case Study Help
  • Nursing Case Study Help
  • ZARA Case Study
  • Amazon Case Study
  • Apple Case Study
  • Coursework Assignment Help
  • Finance Coursework Help
  • Coursework Writing Services
  • Marketing Coursework Help
  • Maths Coursework Help
  • Chemistry Coursework Help
  • English Coursework Help
  • Do My Coursework
  • Custom Coursework Writing Service
  • Thesis Writing Help
  • Thesis Help Online
  • Write my thesis for me
  • CDR Writing Services
  • CDR Engineers Australia
  • CDR Report Writers
  • Homework help
  • Algebra Homework Help
  • Psychology Homework Help
  • Statistics Homework Help
  • English Homework Help
  • CPM homework help
  • Do My Homework For Me
  • Online Exam Help
  • Pay Someone to Do My Homework
  • Do My Math Homework
  • Macroeconomics Homework Help
  • Jiskha Homework Help
  • Research Paper Help
  • Edit my paper
  • Research Paper Writing Service
  • Write My Paper For Me
  • Buy Term Papers Online
  • Buy College Papers
  • Paper Writing Services
  • Research Proposal Help
  • Proofread My Paper
  • Report Writing Help
  • Story Writing Help
  • Grant Writing Help
  • DCU Assignment Cover Sheet Help Ireland
  • CHCDIV001 Assessment Answers
  • BSBWOR203 Assessment Answers
  • CHC33015 Assessment Answers
  • CHCCCS015 Assessment Answers
  • CHCECE018 Assessment Answers
  • CHCLEG001 Assessment Answers
  • CHCPRP001 Assessment Answers
  • CHCPRT001 Assessment Answers
  • HLTAAP001 Assessment Answers
  • HLTINF001 Assessment Answers
  • HLTWHS001 Assessment Answers
  • SITXCOM005 Assessment Answers
  • SITXFSA001 Assessment Answers
  • BSBMED301 Assessment Answers
  • BSBWOR502 Assessment Answers
  • CHCAGE001 Assessment Answers
  • CHCCCS011 Assessment Answers
  • CHCCOM003 Assessment Answers
  • CHCCOM005 Assessment Answers
  • CHCDIV002 Assessment Answers
  • CHCECE001 Assessment Answers
  • CHCECE017 Assessment Answers
  • CHCECE023 Assessment Answers
  • CHCPRP003 Assessment Answers
  • HLTWHS003 Assessment Answers
  • SITXWHS001 Assessment Answers
  • BSBCMM401 Assessment Answers
  • BSBDIV501 Assessment Answers
  • BSBSUS401 Assessment Answers
  • BSBWOR501 Assessment Answers
  • CHCAGE005 Assessment Answers
  • CHCDIS002 Assessment Answers
  • CHCECE002 Assessment Answers
  • CHCECE007 Assessment Answers
  • CHCECE025 Assessment Answers
  • CHCECE026 Assessment Answers
  • CHCLEG003 Assessment Answers
  • HLTAID003 Assessment Answers
  • SITXHRM002 Assessment Answers
  • Elevator Speech
  • Maid Of Honor Speech
  • Problem Solutions Speech
  • Award Presentation Speech
  • Tropicana Speech Topics
  • Write My Assignment
  • Personal Statement Writing
  • Narrative Writing help
  • Academic Writing Service
  • Resume Writing Services
  • Assignment Writing Tips
  • Writing Assignment for University
  • Custom Assignment Writing Service
  • Assignment Provider
  • Assignment Assistance
  • Solve My Assignment
  • Pay For Assignment Help
  • Assignment Help Online
  • HND Assignment Help
  • SPSS Assignment Help
  • Buy Assignments Online
  • Assignment Paper Help
  • Assignment Cover Page
  • Urgent Assignment Help
  • Perdisco Assignment Help
  • Make My Assignment
  • College Assignment Help
  • Get Assignment Help
  • Cheap Assignment Help
  • Assignment Help Tutors
  • TAFE Assignment Help
  • Study Help Online
  • Do My Assignment
  • Do Assignment For Me
  • My Assignment Help
  • All Assignment Help
  • Academic Assignment Help
  • Student Assignment Help
  • University Assignment Help
  • Instant Assignment Help
  • Powerpoint Presentation Service
  • Last Minute Assignment Help
  • World No 1 Assignment Help Company
  • Mentorship Assignment Help
  • Legit Essay
  • Essay Writing Services
  • Essay Outline Help
  • Descriptive Essay Help
  • History Essay Help
  • Research Essay Help
  • English Essay Writing
  • Literature Essay Help
  • Essay Writer for Australia
  • Online Custom Essay Help
  • Essay Writing Help
  • Custom Essay Help
  • Essay Help Online
  • Writing Essay Papers
  • Essay Homework Help
  • Professional Essay Writer
  • Illustration Essay Help
  • Scholarship Essay Help
  • Need Help Writing Essay
  • Plagiarism Free Essays
  • Write My Essay
  • Response Essay Writing Help
  • Essay Assistance
  • Essay Typer
  • APA Reference Generator
  • Harvard Reference Generator
  • Vancouver Reference Generator
  • Oscola Referencing Generator
  • Deakin Referencing Generator
  • Griffith Referencing Tool
  • Turabian Citation Generator
  • UTS Referencing Generator
  • Swinburne Referencing Tool
  • AGLC Referencing Generator
  • AMA Referencing Generator
  • MLA Referencing Generator
  • CSE Citation Generator
  • ASA Referencing
  • Oxford Referencing Generator
  • LaTrobe Referencing Tool
  • ACS Citation Generator
  • APSA Citation Generator
  • Central Queensland University
  • Holmes Institute
  • Monash University
  • Torrens University
  • Victoria University
  • Federation University
  • Griffith University
  • Deakin University
  • Murdoch University
  • The University of Sydney
  • The London College
  • Ulster University
  • University of derby
  • University of West London
  • Bath Spa University
  • University of Warwick
  • Newcastle University
  • Anglia Ruskin University
  • University of Northampton
  • The University of Manchester
  • University of Michigan
  • University of Chicago
  • University of Pennsylvania
  • Cornell University
  • Georgia Institute of Technology
  • National University
  • University of Florida
  • University of Minnesota
  • Help University
  • INTI International University
  • Universiti Sains Malaysia
  • Universiti Teknologi Malaysia
  • University of Malaya
  • ERC Institute
  • Nanyang Technological University
  • Singapore Institute of Management
  • Singapore Institute of Technology
  • United Kingdom
  • Jobs near Deakin University
  • Jobs Near CQUniversity
  • Jobs Near La Trobe University
  • Jobs Near Monash University
  • Jobs Near Torrens University
  • Jobs Near Cornell University
  • Jobs Near National University
  • Jobs Near University of Chicago
  • Jobs Near University of Florida
  • Jobs Near University of Michigan
  • Jobs Near Bath Spa University
  • Jobs Near Coventry University
  • Jobs Near Newcastle University
  • Jobs Near University of Bolton
  • Jobs Near university of derby
  • Search Assignments
  • Connect Seniors
  • Essay Rewriter
  • Knowledge Series
  • Conclusion Generator
  • GPA Calculator
  • Factoring Calculator
  • Plagiarism Checker
  • Word Page Counter
  • Paraphrasing Tool
  • Living Calculator
  • Quadratic Equation
  • Algebra Calculator
  • Integral Calculator
  • Chemical Balancer
  • Equation Solver
  • Fraction Calculator
  • Slope Calculator
  • Fisher Equation
  • Summary Generator
  • Essay Topic Generator
  • Alphabetizer
  • Case Converter
  • Antiderivative Calculator
  • Kinematics Calculator
  • Truth Table Generator
  • Financial Calculator
  • Reflection calculator
  • Projectile Motion Calculator
  • Paper Checker
  • Inverse Function Calculator

Online Free Samples

Managing and Leading Strategic Change

The various business industries available in the current market, largely focuses on the changes in their procedure of business conduction as the situation is changing in a frequent manner. The organizations are continuously changing their approach of dealing as they are subjected to an increased level of competition in the business market. The changes are visible in the form of business expansions, reformation in the organizational structure, task allocation and other major events relating to the employees (GU, 2014). The general point of these changes are generally progressive and at times they are situational as well. According to Kotey & Sorensen (2014), the organizations usually do not wish to conduct a change but the situations under which the organizations are operating force them to do so in order to survive in the industry. The employees of the organization do think these changes according to their consideration and usually, they do not get the reason behind those changes but this generates the existence of the leaders in the management (Cummings & Worley, 2014). According to Alvesson & Sveningsson (2015), the managerial position holders are the concerned people who are liable to communicate and manage the employees in order to make sure that the misunderstandings that are generated among the employees regarding the change gets minimized. The paper generally focuses on the issues that these managerial position holders are facing and also their assistance in the context of the leadership skills in reducing the concern of the organization. The general concept of leadership and the managerial functionality in terms of analysing the change in the organization is present in the form of various frameworks like 7 “S” model and 8 step model. The paper also focuses on the ability of the leaders in the organization to analyse these frameworks in order to properly assess the impact of the change on the organization and then act according to their analysis.

The chosen industry is the healthcare industry and the sector is the human resource management of the industry. The healthcare industry is a significantly essential part of the society and the entire society depends on the concerned industry in a significant manner. The lightest of the changes in the concerned industry get significantly high exposure and coverage as a large number of people relates to the industry. The human resource department is a major part of any organization as the concerned sector is able to conduct the entire process in a considerably smooth manner. The necessity of the human resource sector in the organization is widely recognized by the industry. The concerned sector is able to acknowledge the need for the changes and initiates the general process of adapting to the change. The organizations generally focus on the progressive and profitable business expansions and in order to do so the HRM section of the organization is the first part to calculate the efficiency and availability of the resources of the organization to match the requirement of the changes. The competitive world of the healthcare industry is forcing the organizations to change. The general demand in the concerned industry regarding the immense pressure of the patients is generating a significant amount of scope of business expansion for the organizations. The human resource management is the concerned sector to analyse the scope of the expansion with the availability of the assets of the organization. The changes that the organization considers regarding the business expansion in the section of workforce management has a significant amount of concern related to it and the factors like employee dissatisfaction, unavailability of skilled employees will be of major significance in the decision of change.

The organizational changes with a focus on business expansion generally relate to the factors like outsourcing or transfers of efficient employees in the new roles. The promotional policy helps the organization. But the additional pressure has a greater adverse impact on the workforce. The increased amount of work pressure will cause a significant amount of disturbances to the employees in performing in a productive manner. The agencies that are linked with the organization in order to provide manpower to the organization for the smooth conduction of the operations will not be pleased with the concept of outsourcing. But with the focus on the business expansion, the organization may need to follow the concept of the outsourcing in order to reduce the operating cost and that is significantly justified from the part of the organization as they are concerned with the profit for the organization. The issues like these need to be dealt with proper consideration of the matter. The internal dynamics of the organization will also be significantly affected by the change and the added point of introduction of the efficient employees in order to meet the high demand of the healthcare industry will also be a significant factor of the change that will be having its impact on the operations of the organization (Twarowska & K?kol, 2013).

As mentioned the general factors that affect the organizational change in case of the business expansion is generally the employee and the internal configuration of the organization, the management of the healthcare industry need to focus on this parts so that the primary concerns of the business expansion gets minimized. The outsourcing of the organizational assets is a genuine issue to work on for the management in order to implement the organizational change smoothly (Klimovets, 2015). As the business expansion is the main plan for the organization, so they need to focus on the smaller segments of the plan. The organization decides the mode of the change as the analysis of the change will dictate the method of adjustments that will be needed from the part of the different segments of the organization. The business expansion plan can be of continuous approach or it can differentiate from being continuous and the decision completely depends on the organizational decision makers. The change in the case of the healthcare industry business expansion can be termed as internal with a significant effect on the organization as the process of business conduction for the organization will be subjected to a major shift. The organizations in the healthcare industry which do not use the concept of outsourcing will be observed to feel the impact of it.

In order to cope up with the impact of the change in the organization, the managerial position holders need to make sure that they analyse the change in a proper manner. The management needs to manage and lead the organization through the period of the change. For that, the change analysis frameworks like 7?S” model and the 8 step model provides the added advantage and ease to the organizational decision makers. The above-mentioned models are generally used to analyse the effect of the change in an organization with a precise focus on the situation and the condition of the organization.

The 7 “S” framework is also a business tool for the organizational analysis which was developed by Robert H. Waterman and Tom Peters with an objective to analyse the condition of the organizations. The framework is able to analyse the organizational changes irrespective of their types may that be an organizational merger, restructuring, change of leadership or it may be new processes or systems into the organization. The model generally depends on the seven factors starting from Strategy, Systems, skills, shared values, structure, style to the staff of the given organization. The factors are generally divided into two division naming them to be soft “S” and hard “S” depending on the effect of them into the organizational analysis regarding the change. The segmentation of the hard and the soft “S” included Strategy, System, Structure and skills, staffs, shared values and style respectively (Ravanfar, 2015). For managing the process of the change and leading the organization in an effective manner, the 7 “S” model needs to utilized by the organization in identifying the sectors of the organization that are not aligned with the plan of expansion in the healthcare industry. The second step that needs to be followed is the determination of the design by the organization in order to manage the change and the continuous review of the mentioned aspects of the model needs to be there for effective leadership through the period of change.

As the organization is considered to be expanding, the purpose of the strategy section is to make sure the effective planning of the expansion so that the implementation of the plan becomes easy. With the knowledge of the strategy to manage the change, the organizations in the healthcare industry are expected to focus on the division of the activities and the integration of the divisions in order to follow the strategy (Hrebiniak, 2013). The mechanism for the effective coordination is to be created on this part.so that the integration of the divisions is managed well. The structural elements of the organization need to analysed and measured with a focus on the effectiveness of the systems and the impact of the rewards and the allocation of the resources in order to manage the organization has significant importance as well (Bolman & Deal, 2017). The general effect of the business expansion plan on the staff is immense as the concept of outsourcing will pose significant difficulties to the organization which the organization needs to manage. The section staff will focus on the sector of the human resource department and their performances in order to manage the change (Fullan, 2014).

The skills in the case of the healthcare industry are significantly important as the concerned trade is highly service oriented and being an emergency service the industry or the organization cannot afford to make mistakes (Goetsch & Davis, 2014). The quality of the employees and the educational qualifications of the concerned employees is a major point of attention for the organization. The organization needs to introduce effective plans for the training of the new employees as they will be inducted in the service of the industry. The style segment of the model generally specifies the process of the change in the pattern of the behaviour of the key figures in the organization in order to manage the change. The shared values of the organization are generally is the description of the rules and regulations or the norms of the organization or the expected standards of the employees of the organization in which they are required to operate to provide the scope to the organization in managing the change (Beck & Cowan, 2014).

The 8 step model for leading the organizational change is also a significantly important tool for the organization as that enables the organization with the scope of effective planning in the case of managing the organization. The 8 steps of the concerned model are the creation of the sense of urgency, creation of a guiding coalition, the creation of a vision aiming a change, communicate the vision, remove the barriers, the creation of the short-term wins, consolidation of the improvements and anchor the changes (Auguste, 2013). John Kotter’s prescribed steps for the effective leading of the change enables the managerial position holders of the healthcare industry to create a sense of emergency among the parts of the organization. The organizations need to create an atmosphere where the participating individuals know the importance of the change and the reason behind the change (Pollack & Pollack, 2015). The opportunity to serve a larger number of people with their service and the scope of the business expansion for a given organization in the concerned industry will be able to trigger the organizational decision makers in the creation of the urgency among the various sectors of the organization so that it performs to implement the plan of expansion in the desired manner. The leaders of the organization need to aware the individuals about the existing problems or the probable scope for the change. The human resource management needs to compose effective communication with every part of the industry in order to reduce the difficulties relating to the change.

According to a study by Hornstein (2015), the managerial decision makers of the organizations need to form constructive coalitions in order to monitor the entire organizations’ adaptability to the change. The coalition is to be made by the participation of a range of skills and people with the significant amount of experiences along with the employees from different areas of the organization. The coalition will increase the effectiveness in leading the change and will be of immense significance in expressing the messages throughout the organization so that the employees be able to produce maximum support to the organization (Sarayreh, Khudair & Barakat, 2013). The organization must introduce their vision for the change to the different parts of the organization. An easy to understand vision from the organization will enable the lower level employees of the health care industry to get the vision in a more effective manner which will be benefitting for the organization as the efficiency of the employees will be increased in managing the changes (Small et al., 2016).

The above mentioned four steps are generally very crucial as they are the concerned topics for strengthening the change initiatives but the formation of this is not the all that the organizations need. With the formations of the initiatives, the successful application of the initiative is also desired and in that case the next topic that needs to be checked is the probable barriers and their removal. The successful implementation of the change initiative will generally become much smoother with the effective removal of the barriers which are posing significant difficulty in the implementation process (Mishra, 2013). The general issue with the business expansion and the introduction of new employees in the system will be the insecurity of the job of the current employees and a possible conflict in the operating process of the two segments. These barriers are to be assessed by the HRM section of the organization and they need to step forward in order to make sure that the chance of rising of conflict between the junior and the senior employees does not continue. These will eliminate any sort of intentional resistance from the parts of the employees in order to block the process of change and will enable those employees to see what is needed for the betterment of the organization.

The process of rewarding and acknowledging the people who made the life easier for the leaders in order to lead the change will also be instrumental under the mentioned circumstances (Matos Marques Simoes & Esposito, 2014). The business expansion for many critics of the change is to be implemented with a completely new model of the existing process where the organizations are believed to think of starting from the scratch with every aspect of their operations may that be the manpower or the construction.

But in leading these sort of expensive parts of the changes, the leaders will feel significant trouble and that is the reason why creating and implementing the short-term goals is highly necessary (McAlearney et al., 2015). The healthcare industry with the plan of expansion in new regions must consider the concept of outsourcing so that these preliminary issues do not make an immense impact on the plan. The preliminary troubles are not only limited to one or two issues and with the win of those issues, there lies the scope for improvement. The short-term wins are needed to be analysed thoroughly in order to find the scope of improvement and integrate these wins to form the ultimate change. Segmentation in order to achieve crucial objectives is significantly needed with the proper assessment of the goals, in order to build momentum for achieving the ultimate aim (Chappell et al., 2016). The essential inputs and leading during the change with the probable success story relating to the business expansion are to be communicated from the part of the leaders. The recognition of the key members of the coalition in the organization and the publication of their contribution should be made from the part of the leaders.

The healthcare organizations in managing the plan of expansion, need to incorporate a transformational leadership where the skills of the leader will be able to overcome the above mentioned issues, faced in managing the change. The skills of a transformational leader will significantly help the organization as the leadership attributes of a transformational leader suit the organization most in managing an organizational change. The situation of an organization during the change needs to idealize the perfect example and in that context the organizational leadership is significantly crucial. The characteristics of the transformational leader in inspiring the entire workforce by his or her enthusiasm and charisma will critical in achieving the change smoothly (McKnight, 2013). The leaders of the organization in this case need to put a strong emphasis on the values, morals and needs of the employees of the organization in this case as the people associated with the change will perform more smoothly if their requirements are met by the organization.

In the plan of the expansion, the organizational leaders must provide the employees with the sufficient amount of basic facilities which enable them to fit themselves in the change process in a convenient manner. The leader must follow a proactive approach in leading the change as the environment of the organization under the change will be turbulent and the proactive follow up from the leader will provide significant calmness around the organization (Choudhary, Akhtar & Zaheer, 2013). The style of the leadership in this case will be charismatic as the presence and impact of the leader are believed to affect and inspire the employees in a significant manner. According to McCleskey (2014), the leaders in managing the change, must concentrate on the formation of the coalitions and they believe in inspiring the employees according to their group goals. The group objectives are advised to be thought as the ultimate priority by the leaders in leading a change.

On a concluding note, it can be said that the organizations will be subjected to significant turbulence during the change process but the proactive leadership with the suitable skills from the part of the leader will enable the organization to overcome the general issue of the organizational change. The leadership in the case of managing the change is significantly important as it must motivate the employees in order to overcome the preliminary adverse impact of the change.

References: Alvesson, M., & Sveningsson, S. (2015). Changing organizational culture: Cultural change work in progress. Routledge.

Auguste, J. (2013). Applying Kotter’s 8-step process for leading change to the digital transformation of an orthopedic surgical practice group in Toronto, Canada. J Health Med Informat, 4(3).

Beck, D. E., & Cowan, C. C. (2014). Spiral dynamics: Mastering values, leadership and change. John Wiley & Sons.

Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.

Chappell, S., Pescud, M., Waterworth, P., Shilton, T., Roche, D., Ledger, M., … & Rosenberg, M. (2016). Exploring the process of implementing healthy workplace initiatives: mapping to Kotter’s leading change model. Journal of occupational and environmental medicine, 58(10), e341-e348.

Choudhary, A. I., Akhtar, S. A., & Zaheer, A. (2013). Impact of transformational and servant leadership on organizational performance: A comparative analysis. Journal of business ethics, 116(2), 433-440.

Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage Learning.

Fullan, M. (2014). Leading in a culture of change personal action guide and workbook. John Wiley & Sons.

Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence. Upper Saddle River, NJ: Pearson.

GU, Y. (2014). Strategies and tactics to stimulate Social enterprise business expansion-Swedish experience.

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

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

Klimovets, M. V. (2015). Practice of outsourcing for strategic purposes by Russian and foreign companies. Mediterranean Journal of Social Sciences, 6(3 S6), 193.

Kotey, B., & Sorensen, A. (2014). Barriers to small business innovation in Australia. Australasian Journal of Regional Studies, The, 20(3), 405.

Matos Marques Simoes, P., & Esposito, M. (2014). Improving change management: How communication nature influences resistance to change. Journal of Management Development, 33(4), 324-341.

McAlearney, A. S., Hefner, J. L., Sieck, C. J., & Huerta, T. R. (2015). The journey through grief: Insights from a qualitative study of electronic health record implementation. Health services research, 50(2), 462-488.

McCleskey, J. A. (2014). Situational, transformational, and transactional leadership and leadership development. Journal of Business Studies Quarterly, 5(4), 117.

McKnight, L. L. (2013). Transformational leadership in the context of punctuated change. Journal of Leadership, Accountability and Ethics, 10(2), 103-112.

Mishra, S. (2013, September). The relevance of Kotter’s Model for Change in Successfully Implementing Lean. In IFIP International Conference on Advances in Production Management Systems (pp. 540-547). Springer, Berlin, Heidelberg.

Pollack, J., & Pollack, R. (2015). Using Kotter’s eight-stage process to manage an organizational change program: Presentation and practice. Systemic Practice and Action Research, 28(1), 51-66.

Ravanfar, M. M. (2015). Analyzing Organizational Structure based on 7s model of McKinsey. Global Journal of Management And Business Research.

Sarayreh, B. H., Khudair, H., & Barakat, E. A. (2013). Comparative study: the Kurt Lewin of change management. International Journal of Computer and Information Technology, 2(4), 626-629.

Small, A., Gist, D., Souza, D., Dalton, J., Magny-Normilus, C., & David, D. (2016). Using Kotter’s Change Model for Implementing Bedside Handoff: A Quality Improvement Project. Journal of nursing care quality, 31(4), 304-309.

Twarowska, K., & K?kol, M. (2013). International Business Strategy-reasons and forms of expansion into foreign markets. Poland: Maria Curie-Sk?odowska University, 55.

CHECK THE PRICE FOR YOUR PROJECT

Number of pages/words you require, choose your assignment deadline, related samples.

  • Navigating Professional Growth: A Reflection on Co-operative Education Experience at Post Haste
  • Adapting Strategies: Navigating the Impact of Macro-Environment Factors on Kroger's Marketing Approach
  • Harmony in the Park: A Sustainable Outdoor Music Event Marketing Plan
  • Unveiling Marketing Strategies: A Personal Evaluation of Samsung S22 Purchase
  • Journey through Entrepreneurial Leadership: A Reflection and Case Study Analysis
  • Navigating Ethical Challenges: A Case Study on Wells Fargo's Sales Culture
  • Unlocking the Power of Employee Motivation in Effective Management
  • Impact of effective leadership strategies on the business performance of UK retail firms- A Case of Tesco
  • Analysing the operational aspects for a new resort
  • Analysing leadership approaches within a project environment
  • Safeguarding Children's Welfare: Legal Protection Against Abuse
  • Navigating Compassion and Law Enforcement: A Case Study Analysis
  • Unveiling the Shadows: Understanding Drug Addiction in Australia
  • Enhancing Patient Safety Through Medication Administration: A Case Study Analysis
  • Climate Change's Impact on Corporate Social Responsibility: A Case Study of Viva Energies Australia
  • Analyzing narrative techniques in a given reading
  • Planning a web-based reporting system for Rimu Art
  • The effects of technological implementations on sustainable development in the UK construction industry
  • Child protection policy that has emphasis on an adoption approach versus child protection policy that has emphasis on use of intensive family support programs
  • Reflective essay on understanding human development across the lifespan
  • Evaluating different management support systems relating to information systems
  • Evaluating gender discrimination in early childhood education in Australia
  • Improving Early Education Standards for children and families
  • Solution to economics questions based on international finance
  • Formulating a sustainable leadership proposal for Barclays Bank

Question Bank

Looking for Your Assignment?

managing strategic change assignment

FREE PARAPHRASING TOOL

managing strategic change assignment

FREE PLAGIARISM CHECKER

managing strategic change assignment

FREE ESSAY TYPER TOOL

Other assignment services.

  • SCM Assignment Help
  • HRM Assignment Help
  • Dissertation Assignment Help
  • Marketing Analysis Assignment Help
  • Corporate Finance Assignment Help

FREE WORD COUNT AND PAGE CALCULATOR

FREE WORD COUNT AND PAGE CALCULATOR

managing strategic change assignment

QUESTION BANK

managing strategic change assignment

ESCALATION EMAIL

To get answer.

Please Fill the following Details

Thank you !

We have sent you an email with the required document.

  • Ethics & Leadership
  • Fact-Checking
  • Media Literacy
  • The Craig Newmark Center
  • Reporting & Editing
  • Ethics & Trust
  • Tech & Tools
  • Business & Work
  • Educators & Students
  • Training Catalog
  • Custom Teaching
  • For ACES Members
  • For Educators
  • Professor’s Press Pass
  • All Categories
  • Broadcast & Visual Journalism
  • Fact-Checking & Media Literacy
  • In-newsroom
  • Memphis, Tenn.
  • Minneapolis, Minn.
  • St. Petersburg, Fla.
  • Washington, D.C.
  • Poynter ACES Introductory Certificate in Editing
  • Poynter ACES Intermediate Certificate in Editing
  • Ethics & Trust Articles
  • Get Ethics Advice
  • Fact-Checking Articles
  • Teen Fact-Checking Network
  • International
  • Media Literacy Training
  • MediaWise Resources
  • Ambassadors
  • MediaWise in the News

Support responsible news and fact-based information today!

  • Newsletters

Opinion | Big changes coming to CNN?

Leader mark thompson’s possible strategy to reform the network is cutting star anchor salaries..

managing strategic change assignment

The week started ominously.

On Tuesday, Washington Post media reporter Jeremy Barr tweeted , “CNN C.E.O. Mark Thompson foreshadowed some big shifts coming at CNN at an all-bureau meeting in London today. Thompson: ‘Immense change is coming, and I don’t use that lightly.’”

On Thursday, we started to learn more about what those immense changes could look like. The Wrap’s Emily Smith reported that Thompson wants to “fund his digital-first transformation by cutting anchor salaries.”

Thompson has a grand plan to reform CNN, turning focus toward the digital product.

In a memo to staff last month , Thompson called it a “true multimedia strategy.” He added, “So far CNN has been slow to respond to the challenge. Perhaps that’s not surprising: the CNN of today is no longer that buccaneering outsider but a tenured incumbent. You still see our strength when big stories break. We still sport brilliant on-air, digital and producing talent and have one of the world’s most visited news websites. But, despite all these strengths, there’s currently too little innovation and risk-taking. Like so many other news players with a broadcast heritage, CNN’s linear services and even its website can sometimes have an old-fashioned and unadventurous feel as if the world has changed and they haven’t.”

So how does Thompson go about that transformation?

Rich Greenfield, a partner and media and tech analyst at LightShed Partners, told The Wrap, “The first thing they need to do is dramatically reduce costs. If you work at CNN your compensation is going to go down dramatically over the next … five years, there’s just no other way around it.”

In The Wrap, Smith noted that some of CNN’s top salaries are Anderson Cooper (estimated $20 million), Wolf Blitzer ($15 million), Jake Tapper ($8.5 million) and Chris Wallace ($8 million). Although it also should be noted that the contracts of Cooper and Tapper don’t expire for, possibly, another year or two.

Thompson wrote in his memo last month that he “passionately believe(s) that outstanding and high-profile talent will continue to be a central thread in the CNN story,” but also wrote, “change is essential if we’re to secure this great news company’s future.”

Check out Smith’s story for more details, including how CNN’s possible strategy of using few anchors, and how MSNBC might be interested in picking up talent should CNN lay off a big name or two.

Layoffs at The Intercept

More grim journalism layoff news. The Intercept, a nonprofit investigative news outlet, is laying off 15, including Editor-in-Chief Roger Hodge.

New York Times media reporter Benjamin Mullin obtained the internal memo that said, in part, “Like many news outlets, The Intercept is facing significant financial challenges. To become sustainable, we need to make some changes.”

The memo added, “This is a difficult and emotional day for all of us. We are losing colleagues who reported, edited and produced vital journalism and have done incredible work to bring important stories to life. We are grateful for all their contributions.”

Now more media news, tidbits and links for your weekend review …

  • And this headline pretty much says it all — The Daily Beast’s Julia Davis with “Putin Says He Was Not Impressed by Tucker Carlson.” About his recent interview with Carlson, Russian President Vladimir Putin told a Russian interviewer, “Sincerely speaking, I didn’t fully enjoy this interview. Frankly, I thought he would behave aggressively and ask tough questions. I wasn’t just prepared for this, I wanted it!”
  • Powerful essay in The Atlantic from Dara Horn: “Why the Most Educated People in America Fall for Anti-Semitic Lies.” Horn was on Harvard’s antisemitism advisory committee under former president Claudine Gay.
  • The Baltimore Banner’s Ben Conarck with “Why is the suicide rate so high at this Maryland jail?”
  • Mediaite’s Ahmad Austin Jr. writes about podcaster Dan Le Batard’s reading alarming gun statistics following the shooting at the Kansas City Chiefs’ Super Bowl parade on Wednesday. On his show Thursday, Le Batard noted Wednesday’s shooting in Kansas City came on the sixth anniversary of the school shooting in Parkland, Florida. Le Batard said, “So, it’s been like 2,000 days, and since then, according to the Gun Violence Archive, there have been 3,370 mass shootings in America. That’s one-and-a-half a day since Parkland. The past six years since Parkland, guns in America have either killed or injured 5,355 children — children! — ages 11 and under. Also, 25,000 between the ages of 12 and 17. That’s 5,100 kids a year.” Le Batard added, “How is America worse at this than everyone else? Forty-ninth mass shooting this year was (Wednesday).”
  • Scripps News anchor Del Walters gets choked up while commentating on Wednesday’s shooting in Kansas City.
  • The Wall Street Journal’s Ben Glickman with “Arena Group Says It Is Still in Talks With Sports Illustrated Owner.”
  • Also from The Wall Street Journal: Robert McMillan, Alexa Corse and Dustin Volz with “New Era of AI Deepfakes Complicates 2024 Elections.”
  • A heartbreaking read. For ProPublica, Stacy Kranitz and Kavitha Surana with “The Year After a Denied Abortion.”
  • A wild story from The Cut: Charlotte Cowles with “The Day I Put $50,000 in a Shoe Box and Handed It to a Stranger.”
  • For Esquire, Matthew Bremner with “What Really Happened to Baby Christina?”
  • It’s official: JJ Redick will join Mike Breen and Doris Burke on ESPN’s lead NBA broadcast team, calling the NBA Finals. On his podcast , Redick said, “Number one, wow, what an honor. … I’m honored for a number of reasons. The two that stick out the most for me is when you call a game, when you commentate on the NBA, you are part of the documentation of NBA history. And I take that role and responsibility very seriously, and the fact that I get to document this year’s NBA Finals? I’m thrilled. The second reason I’m so honored is that Mike and Doris are GOATS. These are Hall of Famers. These are two people that I’ve known for 15-20 years, each of them. Getting to work alongside two people that I just admire so much is just an honor.”

More resources for journalists

  • The 2024 Poynter Journalism Prizes are open for entries. To enter, go to the contest website. The deadline for entries is today, Feb. 16.
  • Delve more deeply into your editing skills with Poynter ACES Intermediate Certificate in Editing . Start anytime .
  • Essential Skills for Rising Newsroom Leaders (Seminar) (May) — Apply by March 26 .
  • Lead With Influence (Seminar) (June) — Apply by May 6 .

Have feedback or a tip? Email Poynter senior media writer Tom Jones at [email protected] .

The Poynter Report is our daily media newsletter. To have it delivered to your inbox Monday-Friday, sign up here .

managing strategic change assignment

Press Forward announces local expansion

11 more communities have joined the movement

managing strategic change assignment

Opinion | Jon Stewart fires back at critics as only he can

‘I guess as the famous saying goes, “democracy dies in discussion.”’

managing strategic change assignment

A poll found 1 in 5 believe in a covert Taylor Swift effort to help Biden win. What does that mean?

The majority of respondents who believe the Swift-Biden theory are Republicans and plan to vote for Trump.

managing strategic change assignment

How Sora, OpenAI’s new text-to-video tool, could harm journalism and society

If it’s as good as the demos make it look, we need to be ready for an onslaught of fake video, two Poynter AI experts warn

managing strategic change assignment

Proposed Illinois bills are ‘the most ambitious package of local journalism policy’

Illinois news outlets would get compensation from Big Tech companies and benefit from state tax incentives and a new journalism scholarship program

You must be logged in to post a comment.

This site uses Akismet to reduce spam. Learn how your comment data is processed .

Start your day informed and inspired.

Get the Poynter newsletter that's right for you.

  • Work & Careers
  • Life & Arts

Become an FT subscriber

Limited time offer save up to 40% on standard digital.

  • Global news & analysis
  • Expert opinion
  • Special features
  • FirstFT newsletter
  • Videos & Podcasts
  • Android & iOS app
  • FT Edit app
  • 10 gift articles per month

Explore more offers.

Standard digital.

  • FT Digital Edition

Premium Digital

Print + premium digital.

Then $75 per month. Complete digital access to quality FT journalism on any device. Cancel anytime during your trial.

  • 10 additional gift articles per month
  • Global news & analysis
  • Exclusive FT analysis
  • Videos & Podcasts
  • FT App on Android & iOS
  • Everything in Standard Digital
  • Premium newsletters
  • Weekday Print Edition

Complete digital access to quality FT journalism with expert analysis from industry leaders. Pay a year upfront and save 20%.

  • Everything in Print
  • Everything in Premium Digital

The new FT Digital Edition: today’s FT, cover to cover on any device. This subscription does not include access to ft.com or the FT App.

Terms & Conditions apply

Explore our full range of subscriptions.

Why the ft.

See why over a million readers pay to read the Financial Times.

International Edition

IMAGES

  1. How To Manage Strategic Change

    managing strategic change assignment

  2. Managing Strategic Change TASK A.docx

    managing strategic change assignment

  3. Assignment strategic change management

    managing strategic change assignment

  4. PPT

    managing strategic change assignment

  5. Managing Strategic Change by Tichy simply explained

    managing strategic change assignment

  6. Strategic Change Management: Leading Change in Your Organization

    managing strategic change assignment

VIDEO

  1. Strategic Management

  2. Managing Strategic Implementation

  3. A2

  4. Strategic Management Assignment

  5. P2702630 VIDEO MP4 (GSM Assignment 1: Nvidia)

  6. TPS582 Project Management

COMMENTS

  1. PDF Change Management Toolkit

    of change management. If any component is neglected, the result will be a less than optimal achievement of the initiatives goals. The below graphic illustrates the seven components required for successful change management and indicates specific consequences that occur when a component is missing. To assist you in proactively addressing

  2. 7.Sample Assignment Strategic Change Management (1)

    The learner should discuss any major issue (s) related to strategic change which happened/ or is likely to happen within the chosen organisation, and thereafter apply change models which could have helped/ or will help the organisation to bring out a smooth change in the business unit.

  3. Assignment- strategic change management

    This model offers ways and methods to understand an organization and get a deep insight into the way it works. This model integrates both the emotional as well as the practical components of change that is something that is important to create ways to enable employees deal with transition easily. This model considers all parts to be imp...

  4. 5 Steps in the Change Management Process

    5 Steps in the Change Management Process. 1. Prepare the Organization for Change. For an organization to successfully pursue and implement change, it must be prepared both logistically and culturally. Before delving into logistics, cultural preparation must first take place to achieve the best business outcome.

  5. PDF The Role of Change Management in Strategy Development

    change management is essential for strategy development and the key factors to address to ensure change is managed effectively. I also review a set of tactics to help you improve how you manage change across the entire strategy development process. When Strategy Meets Change Strategy development, by its very nature, is an exercise in change.

  6. (PDF) STRATEGIC CHANGE MANAGEMENT

    The piece of work that follows is focused on strategic change management and is broken into four activities of which the first one deals on the understanding of the background to organizational strategic change. ... This work which is being submitted was developed in 2020. It is intended as an assignment for Unit 3 in the (B2)-Pre-MBA PEARSON ...

  7. Choosing Strategies for Change

    Reprint: R0807M The rapid rate of change in the world of management continues to escalate. New government regulations, new products, growth, increased competition, technological developments, and ...

  8. Strategic Change: Definition, Steps and Examples

    Updated December 27, 2022 Organizations implement strategic changes to their business to help achieve goals or boost their competitive advantage in their market. By understanding this concept, you can learn when to implement such change and the different types of strategic change you can pursue.

  9. Strategic Change Management

    Strategic Change Management integrates rich, interactive media - such as videos, infographics, and e-learning activities - along with traditional didactic components such as study guides (program notes). ... Learners can expect to dedicate 4-6 hours per week to watch videos, complete assignments and participate in discussions. Each module ...

  10. (PDF) Strategic Organizational Change Management

    The issues of change, change management, organizational change, strategic organizational change management are explained in a conceptual framework within the scope of the literature review in this ...

  11. Strategic Change Management. Workbased Assignment for Diploma in ...

    3.2 Developing a change management strategy with stakeholders 3.3 The systems used to involve stakeholders in the planning of change 3.4 Create a strategy for managing resistance to change. 4 Planning to implement models for ensuring ongoing change 4.1 Developing appropriate models for change 4.2 The plan to implement a model for change

  12. The Future Of Leadership: From Change Management To Team Dynamics

    Embracing a change mindset involves a deep dive into the intricacies of leadership, focusing on creating an environment where psychological safety is paramount, and the human element is integral ...

  13. (DOC) Strategic Change Management.docx

    Change is a complex and multifaceted phenomenon with clearly identified and prudently worked out phases for achieving the desired outcomes. Strategic change is however defined as a systematic and planned restructuring of business processes in an organization to achieve the desired objectives (Cameron and Green, 2009).

  14. Assignment strategic change management

    Assignment strategic change management. 1. Table of contents: Task Contents 1 Understand the background to 1.1 discuss models of strategic change organisational strategic change 1.2 evaluate the relevance of models of strategic change to organisations in the current economy 1.3 assess the value of using strategic intervention techniques in ...

  15. Managing Strategic Change in Organizations: A Comprehensive

    Managing Strategic Change in Organizations: A Comprehensive | Course Hero UoS MBA MSC - Assignment 1.docx - In partnership with the... Doc Preview 2 1 Harvard University MANAGEMENT MANAGEMENT MGMT E 400 JudgeEchidna3625 9/24/2023 View full document Students also studied CHCAGE001- Learner Workbook_V2.1.docx Solutions Available Spencer High School

  16. BUS 5117

    BUS 5117 - Written Assignment Unit 2 2 Vision and Mission Role in Strategic Management Strategic management is one of the most crucial factors that help an organization succeed. However, strategic management must be bound by the vision and mission statements of the organization to ensure alignment and reflect transparency and clarity to all stakeholders and not cause them confusion (Kennedy ...

  17. Strategic Change Management : Assignment

    INTRODUCTION Strategy formulation is an essential part of any management through which firm can attain all of their targets in an effective manner. This term is helpful for each and every corporations who lead to work at small or large level (Anderson and Anderson, 2010).Thus, decision makers have to change their strategies according to requirement of time.

  18. Managing and Leading Strategic Change Assignment Sample

    Managing and Leading Strategic Change Assignment Sample - Total Assignment Help Managing and Leading Strategic Change The various business industries available in the current market, largely focuses on the changes in their procedure of business conduction as the situation is changing in a frequent manner.

  19. Managing and Leading Strategic Change

    CHANGE MANAGEMENT 1 Executive summary Managing and leading strategic change is never an easy process to conduct. It always up to a few barriers that interrupt the progress. This study also serves a similar purpose. The main context of this study is to show an urgency to the change in key areas related to the education

  20. 5 Leadership Books To Learn Skills To Manage Change In 2024

    1. Managing Transitions: Making the Most of Change. Penned by William and Susan Bridges, this book teaches you that the best way to prepare for organizational change is when you involve your ...

  21. What is Strategic Change

    Strategic change is defined as a difference in the form, quality, or state over time in organization's alignment with its external environment. Considering the definition of strategic change, strategic change could be affected by the states of firms and their external environments. Because the performance of firms might dependent on the fit ...

  22. Strategic Change Management

    The strategic change involves enhancing the alignment between an organisation's atmosphere, organisational design and strategy. Strategic change interventions include initiatives to enhance both the organisation's association to its environment and the proper balance between its cultural, political and technical systems.

  23. Managing and Strategic Change Assignment

    Part A 2.1 Key change plans in leadership, culture and management Leadership plays an effective role in managing business environment effectively and efficiently. As business environment is dynamic, tastes and preferences of people keeps on changing, however, it is responsibility of an organization under Hong Kong to cope up with such changes ...

  24. Managing Strategic Change Assignment 01

    1.0 TASK 01 1.1 Introduction The strategic management has been defined verity of ways by different authors but mostly in common background. According to these definitions, strategic decision making is very complex and with full of uncertainties where organizations may need an integrated approach of managing organization and relationships as well as organizational change.

  25. MANAGING STRATEGIC CHANGE

    Managing the change aspects successfully duringthe implementation stage can often be critical to the success of the strategy itself.This page considers different types of change and how to manage the change.1. Types of strategic change1.1 Classification of changeChange can be classified by the extent of the change required, and the speed with ...

  26. Managing and Leading Strategic Change

    Free sample Managing and leading strategic change assignment sample Managing and Leading Strategic Change The various business industries available in the current market, largely focuses on the changes in their procedure of business conduction as the situation is changing in a frequent manner.

  27. Big changes coming to CNN?

    In a memo to staff last month, Thompson called it a "true multimedia strategy." He added, "So far CNN has been slow to respond to the challenge. He added, "So far CNN has been slow to ...

  28. Barclays to return £10bn to shareholders

    The strategic update came alongside the bank's fourth-quarter earnings, which fell short of expectations. Barclays made a net loss of £111mn, beating analysts' estimates for a loss of £123mn ...