Change Models Essay examples

Finding acceptance seems to be a vital factor in the world today. It has the power to motivate people to make major changes in the way they think, live, dress, and look. We see the most changes in beauty and fashion because American media influences people to be more like “perfect” stereotypes, such as celebrities. Following these stereotypes gives a sense of belonging to people that have been ridiculed all their lives, but they fail to realize that a person should be free to look and dress as they please. The crazed infatuations of beauty and fashion have caused people to take irrational measures of change by undergoing numerous surgery procedures, developing eating disorders, and becoming emotionally dysfunctional. We live in a world

Although most companies use the transformation process it is natural to see that they use it to provide different things to satisfy their customer needs. For example the AA will provide a

Change is a strange word and brings up many different responses. According the Merriam-Webster (2016) the simple definition of change is “:to become different: to make (someone or something) different: to become something else” Just the word change can bring a great array of emotions from fear, to dread, all the way to utter satisfaction. This paper will look more closely at the hard questions that must be asked before a change can be made. Taking into consideration the leader’s behavior, the followers experience, commitment, and values. The paper will wind up looking at change coming to fruition and what is to come. Now on to the hard questions.

Mind Tools (2017) describes the McKinsey’s 7S as having a hard elements, which are easier to identify and leaders can influence them directly like Strategy, structure and system and soft elements are more with as being hard and shared values, style, staff and skills as being soft. Strategy is the plan of the organization objectives that will build an advantage over the competitive opposition opponents (Singh, 2013, Mind Tools, 2017). Next is the structure is the dynamics of the organization structure, for instance, the organization chart or chain of command (Singh, 2013, Mind Tools, 2017). Then there is the systems which are the procedures and activities that are conducted daily by staff in order to get the job done (Singh, 2013, Mind Tools, 2017). The shared values are the superordinate goals, like the core values of the organization are next and the style is the adopted leadership style (Singh, 2013, Mind Tools, 2017). The last two are staff which is the employees and their abilities to perform their job duties and skills which are the capabilities and competencies that each employee has to achieve the objective of the organization (Singh, 2013, Mind Tools, 2017).

Organizational change has many concepts from wide changes to small changes that can affect a company. Introducing a new person into the company, changing mission statement, restructuring, and even adding stock options are examples of organizational changes. According to Spector it is important to understand, analyze the dynamic of change, and requirements of effective change implementation. Successful changes requires management to explore many drivers of change. Strategic responsiveness occurs when external factors affects the company for example, government regulation, new competition, and economic changes. In response to these events an organizational change is necessary to create and

Organizational change is often used to improve all or part of an organization, such as a process. Organizational change may occur as the organization changes its strategy for success or when there were decisions made to change the entire environment that the organization is currently functioning under (Cawsey, Deszca, & Ingols, 2011). Change can also occur as the organization evolves while moving through life cycles. In order for organizations to grow and develop, there must be change at various stages of this process.

Organizational change encompasses many challenges to both the individual, and the organization. An organization is a living system, as Flower (2002) states “living systems cannot survive without change, challenge, variety, and surprise” (Flower, 2002, p. 16). An organization requires the ability to adapt in to survive as Darwin states in The Origin of Man, “It is not the strongest of the species that survives, nor the most intelligent, but the one most responsive to change” (Read Me First, 2013, p. 1). It must adapt to the changing market, global economic pressures, stakeholder demands, and the diverse needs

At some point it becomes necessary for an organization to undergo changes. If embracing change is truly one of the organizations core beliefs than efforts should be taken to make the necessary transition. A strategic planning structure allows the organization to stay focused on plans, yet be flexible and adaptive and, therefore, able to deal with change effectively (Galbraith, et al., 2001, pg. 38).”

The methods to evaluate the outcome of the implementation of the change include four contains: 1. create a multidisciplinary team, 2 collect a baseline data and after implementation data 3. staff education. 4. Using chart and table as a tool to compared the data to evaluate the effectiveness of the implementation hourly rounding.

Organizational changes are often initiated because of an adjustment in strategy (Yukl, 2013). Examples of strategic changes include the introduction of new products or services, entering new markets, or changing or adding partners, suppliers, or distributors. Because strategic changes often require multiple changes in roles, attitudes, values, and technologies, this type of organizational modification can be especially difficult to implement and sustain (Szabla, 2007; Yukl,

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.

The Burke-Litwin Model highlights the main elements or source of major transformational change and also the changes that are incremental in nature. The four transformational factors are external environment, mission and strategy, leadership, and organizational culture. The main cause that makes a company to make changes is the external environment. It can force any organization to make changes to its mission, culture, leadership, and operating strategies. Changes in the 12 drivers in The Burke-Litwin Model bring a series of change to the overall structure. Various internal and external organizational factors that influence the changes in the organization are:

For any business in the rapidly evolving world of business, planning and implementing successful organizational change is indispensable. Essentially, organizational change refers to a process whereby an organization strives to optimize performance in order to achieve its ideal state characterized by high performance and profitability (Côté & Mayhew, 2014). Any business would be more likely to lose its competitive edge, as well as fail to meet the demands of its loyal consumers if it doesn’t plan and implement change. Weiss (2012) emphasizes that all organizations ought to embrace change, and it’s imperative to note that successful organizational change doesn’t involve simple process of adjustments; instead it requires appropriate change management capabilities.

Luxury product sales boost in the emerging marketing like China, which has extraordinary growth and strong potential consumers for the development of luxury goods in the China market. With gradually lower and lower increase of revenue in the European countries, Louis Vuitton (abridged as LV in the following sections) commits itself to set up more stores in China. However, LV is faced with the problems of declining profits in China, which urges it to adjust its entry strategy into the China market. In this case, this report will focus on distinguishing the factors that influence LV’s development in China and