Organizational Transformation – Solved Essay

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You will utilize your change model for this assignment. Review the feedback submitted by your instructor on your previous change model assignment. Make any changes or modifications necessary for the submission of this assignment. Evaluate the performance of your organization or department. Identify an area that would significantly benefit from initiating a change. Write a paper (1,500-1,750 words) in which you describe the particular area you propose to address through a change initiative. Include the following for your company:..(Organizational Transformation)

Solution

Organizational Transformation

Introduction Organizational change is when a firm decides to transform itself from the current state to some specific futuristic designation. Organizational change encompasses the modification of managerial structures (Burke, 2011). For an organization to excel in the market, therefore, it will need to find appropriate and modern techniques to operate effectively at cost-efficient rates. I have chosen the Coca Cola Company and will address strategic management as an area that shall benefit from transformational imitative to develop the organization. Organizational transformation is imperative to the growth of any given firm, through it companies reawaken to their full potential and become highly competitive in the market as compared to their previous states.(Organizational Transformation) Issues in the Strategic Management Performance Gap The performance gap is well defined as the existing variation between the objectives of the company’s performance and the current operational status of the organization (Stephen, 2010). A performance gap occasionally happens as a consequence of the introduction of new ideas, which may enhance the performance of the firm. Improper Communication In an organization, communication refers to a process through which information is shared from one person to another both in and outside the company. Ineffective communication among employees ultimately leads to poor organizational performance. (Organizational Transformation) Consequences of ineffective strategic management Organizational Growth Organizations are most likely to fail when the firm has no performance measure. The performance measure is critical for employee commitment to obligation since their results are often evaluated and awarded at specific intervals of time.(Organizational Transformation) Innovation and Invention The innovativeness of a firm is critical for its growth since its competitiveness is fully dependent on how different it is. As such, effective employee communication positively affects an organization’s ability to remain innovative and in the process, it will invent more and become more productive than before (Wischensvsky, Danie & Fariborz Damnpour, 2006). At Coca-Cola, more of these are needed for the company to remain to keep growing and eliminate competition in the process as well.(Organizational Transformation) As you continue, premiumacademicaffiates.com has the top and most qualified writers to help with any of your assignments. All you need to do is place an order with us. (Organizational Transformation) External and Internal Driving forces, Contributing Issues, and the Affected Individuals Externa Forces Competition Any change in the company’s competitive environment is impactful on the strategies of the company and its operations. Some of the changes that may occur include mergers and acquisitions (Boundless.com, 2016).(Organizational Transformation) Technology Advancements of technology have often been a constant threat to the development of all firms. Embracing new technologies, in that regard, necessitates adaptability (Boundless.com, 2016). Thus, an organization is prompted to transform by changing its operational tactics and structure. Globalization Any particular organization in this era needs to embrace globalization for it to capture the new and growing transnational markets (Boundless.com, 2016). For that to happen, a change in the taste of the product, company culture, and communicative adaptability is necessary for organizational change.(Organizational Transformation) Internal Forces Transformation of Management Corporate culture and strategy can easily be impacted on by executive management. This essentially is critical for the transformation of strategic management (Boundless.com, 2016). Company Restructure Firms may need to restructure their existing structures and operations to quickly adapt to the introduced business units, product lines, and global development (Boundless.com, 2016).  (Organizational Transformation) The stakeholders Involved Stakeholders are the company owners. If anything, they must always be mindful of any possible changes that their companies need. Moreover, they might often need to be reminded or advised of the benefit of organizational transformation. Creditors It is imperative to note that any changes within the organization might either need short term or long term lending, which is fully dependent on the type of change.(Organizational Transformation) As you continue, premiumacademicaffiates.com has the top and most qualified writers to help with any of your assignments. All you need to do is place an order with us. (Organizational Transformation)

The Role and Obligations as a Change Leader and the Applicable Leadership Theories Change leaders act as role models by demonstrating and practising the behaviors and attitudes that are necessitated for the change and that everyone has to commit to. They are, moreover, the key decision-makers. Mostly, they have the authority of finances and human resources, and as such, must make proper decisions that shall positively affect the initiative. Team leaders are also motivators to change. Their main obligation in this is to offer recognition to their follower to keep focus. The applicable leadership theories to use in this scenario include power and influence theories. Power and influence theories are based on the concepts of how leaders utilize power and to operate the company, and how their leadership styles ultimately affected by it. In addition to that is the contingency theory, whose concept is based on the fact that a leader’s way of operation is directly related to the prevailing situation. Effective leadership, as such, leans on the qualities of the leader, their style of leadership, and the conditions in place.(Organizational Transformation) Change Agents to Recruit and their Functions To begin with, employees will to the list of change agents since they are fully responsible for undertaking the obligations launching and managing transformation in a company. Secondly, managers shall be recruited to assist in overseeing the process of the initiated change. Including consultant in the recruitment, the list must also be a priority because they are crucial in helping employees to find solutions to arising challenges by assessing valid information. Change agents are mostly obligated to train organizational members on how to utilize data and impact change. They are further expected to train members of the company the skills to evaluate impactful action plans that are underway validly.(Organizational Transformation) Change Model to Develop Strategies This change model is relevant in aligning the available resources within the organization. Additionally, it allows for change to be implemented without causing any negative impacts on the company operations. The efficiency and effectiveness of the organization if also maintained. Lastly, it uses the minimum time possible to implement change to a company. Aspects of Strategy Through strategic analysis, an organization can assess and identify the exact position that fits its entities. The process involves the examination of the environment of work as well as the connection amid various ranks of stakeholders. It is a responsibility of the executive management to carry out the environmental assessment (Carnall, 2008). As soon as a company is through with strategic analysis, it should start making strategic choices that will lead it to its objectives ultimately. After that, the organization can proceed to strategically implementation of its plans. Here, appropriate resource allocation and organizational structure are critical. Potential Barriers to change Some of the potential barriers to change may include complexities in implementing the plan for change and lack of consensus, where inappropriate communication of company employees may jeopardize the plan (Carnall, 2008). To ensure guarantee success, an elimination criteria of the highlighted concerns should be in place. Evaluation Methods for Determining Success First, by use of organizational records and documents, it imperative to review minutes, memos, and applications to track the progress of the implementation. Additionally, the use of questionnaires and interviews, as well as observational techniques, shall assist in gathering the necessary information. To support the transformation and its process, various strategies the adoption of Kotter’s 8-Step Change Model (Carnall, 2008). The steps of the model encompass the creation of urgency, formulation of a powerful partnership, creating a vision for transformation, effectively communicating the vision, eliminating barriers, creating short-term successes, building on the transformation, and finally supporting the transformation process in company culture. As you continue, premiumacademicaffiates.com has the top and most qualified writers to help with any of your assignments. All you need to do is place an order with us. (Organizational Transformation) Establishment of the Change Plan Multiple organizational plans are often created to direct an organizational operation in a given direction. It is imperative the mission, and vision statement is articulated to help communicate the plans of the company to the task force and public in general. In that regard, a change plan is essential in redirecting the company to the right paths that shall lead to increased performances as desired by its stakeholders (Carnall, 2008). However, it is notable that a successful transformation encompasses frequent communication and repetition of the vision and mission statements, which is vital in stopping individuals from society from giving in to failure during tough times. References Burke, W. W. (2011). Organizational Change; Theory and Practice. Thousand Oaks, CA: Sage. Carnall, C. (2008). Managing change in organizations. Upper Saddle River, NJ: Prentice Hall. Boundless.com (2016) Inside and Outside Forces for Organizational Change; Boundless Management. Retrieved from: http://oer2go.org/mods/en-boundless/www.boundless.com/management/textbooks/boundless-management-textbook/organizational-culture-and-innovation-4/managing-change-for-organizations-39/inside-and-outside-forces-for-organizational-change-211-10718/index.html Stephen, T. (2010). Successfully managing change in organizations. New York, NY: Industrial Press Wischensvsky, J. Danie and Fariborz Damnpour. (2006). Organizational Transformation and Performance: An Examination of Three Perspectives.” Spring

Question

You will utilize your change model for this assignment. Review the feedback submitted by your instructor on your previous change model assignment. Make any changes or modifications necessary for the submission of this assignment. Evaluate the performance of your organization or department. Identify an area that would significantly benefit from initiating a change. Write a paper (1,500-1,750 words) in which you describe the particular area you propose to address through a change initiative. Include the following for your company:

1. Discuss the issues in this area and the current outcomes as a result of the issues.
2. Describe the external and/or internal driving forces, contributing issues, and the people affected.
3. Evaluate the stakeholders involved and discuss how they will be affected by your change initiative.
4. Clarify your role and responsibility as a change leader. Discuss the leadership theory (or theories) you will use to guide the change process.
5. Discuss the change agents you need to recruit in order to successfully implement your change. Describe the roles of these change agents.
6. Utilize your change model to develop strategies: (a) Explain the relevance of this model to your organization; and (b) Present the strategic aspects using your model. Be sure to clearly define the purpose of each aspect, the people involved, and the actions that need to be taken.
7. Identify, or predict, the potential barriers to change. Discuss possible ways to overcome these obstacles, including methods for dealing with emerging or unforeseen circumstances that could impede implementation.
8. Describe the evaluation methods you will use to determine the level of success of your change initiative. Discuss what metrics or measureable determinates you will use.
9. Propose strategies to anchor change or support continuous change.
10. Establish how your change plan supports the organizational mission/goal, genuinely addresses stakeholder concerns, and will serve as an equitable contribution for the community or society overall.

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Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required. This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.