Change Management. Student Name. Institution Of Affiliation.

Step 2 is forming a powerful guiding coalition. Leadership will have to be on board and on the same page in regards to the change. Kotter and Cohen reveal the core problems people face when leading change. Their main findings are that the central issue concerns not structure or systems but behavior and how to alter it (Farris, 2008). The success of the changes will depend on the ability of the managers to show their commitment to change and motivate the employees to do the same. Without any process to track the implementation, the change can also fail.

Kodak is known for providing the quality services, innovative products offering the best quality to customers. It developed competitive advantages and satisfied its customers during many years. Kodak has evolved different strategies in the field of traditional photography where it brought innovations and modification. Kodak has a successful history in the industry. According to the case study, the main reason behind the success of Kodak in the industry is its quality.

Not only were the leaders impressed by the employees insights, they took action to address all of the problems. As a result, participation increased, communication improved, relationship between employees and management improved, and access to training and development opportunities were wide-spread. But most importantly, once the original change initiatives were introduced, employees embraced the initiatives, offered insights on how to improve their outcomes, and ensured their success.

The Kodak Company was undisputed in the photo industry until Fujifilm, a Japanese company, was established in 1934.  Since its inception Fujifilm has become a leader in motion picture photography, audio and videotape and the floppy disc industries.   The company also boasts products such as still cameras, camcorders, photofinishing equipment, paper and chemicals, imaging and information products for the office and health care markets.

Leading and managing change require a solid theoretical foundation. This assignment will research the theoretical elements of change and change management. Addressed will be the following: Organic Evolution of Change, Formulating Strategic Development Approaches, Leadership and Management Skills and Gathering and Analyze Data. As societies continue to evolve and changing demand creates the need for new products and services, businesses often are forced to make changes to stay competitive. The businesses that continue to survive and even thrive are usually the ones that most readily adapt to change. A variety of factors can cause a business to reevaluate its methods of operation. According to literature from the past two

Kodak or Eastman Kodak (as it was known back in the 1970s) was a dominant player in the sale of photographic films worldwide for most of the 20th century. The firm had substantial market share, positive cash flow and a stack of patents (worth billions). Kodak could be forgiven to think that it enjoyed an unassailable competitive position.

Week 3, the lecture on Managing Change describes organizational changes that occur when a company makes a shift from its current state to some preferred future state. Managing organizational change is the process of planning and implementing change in organizations in such a way as to decrease employee resistance and cost to the organization while concurrently expanding the effectiveness of the change effort. Today's business environment requires companies to undergo changes almost constantly if they are to remain competitive. Students of organizational change identify areas of change in order to analyze them. A manager trying to implement a change, no matter how small, should expect to encounter some resistance from within the organization.

In order to examine this issue further, this research will look at a number of different sources. Contemporary managerial sources are explored in order to understand how other voices in the field are describing similar methods for change. First, popular structures for change management are examined, especially within their correlation to Palmer & Dunford (2009). This is followed with an extensive

Kodak is a multinational company based in US but with operations across the globe. The company was established in 1889 by George Eastman. The company as then known as Eastman Kodak Company but currently is popularly known as Kodak. The company is involved in the production of photographic and imaging materials and equipment’s (Fandel, 2007).

The success of any business company depends on the strategy it takes on to increase its efficiency. This is because all organizations look forward to increase their returns, and minimize their expenditures. In light of this, success in a business then depends on how successful it is in maximizing its resources, and expanding its market share. This can only be realized when alternative strategies are considered in promoting the business of the company. Essentially, businesses can sustain their exemplary performance by undertaking some change management initiatives. This will depend on the strategies considered by these ventures.

The Eastman Kodak Company was established in the 1880’s as a film business, set on establishing its brand name in the marketplace through customer-focused advertising and growth through research and development and low cost mass production. The founder, George Eastman, described Kodak’s competitive philosophy by commenting that “nothing is more important than the value of our name and the quality it stands for. We must make quality our fighting argument” (Gavetti, Henderson & Giorgi, 2005).

Background Eastman Kodak Company, headquartered in Rochester New York, was founded in 1889. The corporation, now multinational and focusing on imaging and photographic equipment, posted revenues in excess of $6 billion in 2011. During most of the 20th century Kodak was dominant in the photographic film industry in 1976 it held 90% of the market but began a downward slide once the Internet, digital cameras and computer processing grew. By 2007, Kodak ceased making a profit and in January 2012 filed for bankruptcy protection and ceased making cameras, video cameras and began to focus on the corporate digital imaging market (De La Merced, 2012). In evaluating Kodak's corporate strategy from the mid-1980s onward, we find that there four major management paradigms in place during this transitional period:

Since the early 1880’s, Kodak had proven themselves to be great innovators and had worked on building their brand on a domestic and international front. They invested heavily in marketing to establish their image and realized early on that their profits would come from consumables rather than hardware. They sold their equipment at low prices in order to fuel their highly profitable film sales. This use of a razor-blade strategy, coupled with strong relationships with retailers positioned Kodak as an industry leader. Additionally, their heavy investment in R&D allowed Kodak to grow organically, proving fruitful with the advent of color film. Thus, Kodak’s expertise in color film

Eastman Kodak Company, commonly known as Kodak is an American multinational imaging and photographic equipment, materials and services company headquartered in Rochester, New York, United States. It was founded by George Eastman in 1889. Kodak is best known for photographic film products. During most of the 20th century Kodak held a dominant position in this sector. In fact, Eastman Kodak Co. is one of the dominant market share holders within the camera and other photography-related industries. Kodak pioneered amateur photography and is often credited for the invention of roll film and the first camera. The markets for color film and color photofinishing in 1954 were controlled by Kodak. It had over 90% of the amateur color

ology The idea of progress administration is recognizable in many associations today however how they oversee change (and how effective they are busy) changes tremendously relying upon the nature of the business, the change and the individuals included. Associations that handle change well