The Organizational Simulation Will Look Into The Three Theories Of Change Management

Internal and External factors affect the four functions of management in several ways. A way that affect the external factor would be to encourage spending and making sure websites are readable and that buttons are operable and viewers have easy access without a large amount of difficult and straits. This can drive away business. The driving forces or environmental or forces, internal driving forces are inside the business and external forces are outside the business. Things that affect internal forces are machinery, equipment, computers capacity, culture, management systems, financial systems, employees moral. External factor are things outside the business things that affect this force is the

I also conducted pilot project the following week, I want to see the marketing condition of the new sunglass product, to find its drawbacks and relative developing ways.

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

With the high interest of adopting a more eco-friendly environment, Spectrum Sunglass Company was challenged to provide a greener product to the largest retail customer Big Mart in a short timeframe. Big Mart suggested that Spectrum to reduce the use of petrochemical raw materials in the manufacturing of the products from 90% to 50% within two years. In the interim, Big Mart requested a detailed implementation plan of action within three months. If action plan is not received, Big Mart will cancel business with Spectrum and will work with competitors willing to incorporate greener products. As the Director of Product Innovation, I was eager to implement the change for numerous reasons. Prior to being presented with this challenge, many customers voiced concerns over the company’s environmental impact. Looking for ways to develop the company economically while setting Spectrum apart from competitors both price and design wise. Although the deadline for the action plan was short, the thought of the company growing by developing a distinctive product was positive. However, being a middle manager, I do not have the authority to put the change in place. Collages and senior management support is highly needed.


Kotter’s 8-step model for change is very straightforward in presentation. There are 8-steps as the

It is the purpose of this paper to describe and discuss resistance to change as it relates to organizations today. I plan to utilize several scholarly references including the book “Managing Organizational Change” as written by Ian Palmer as this book provides insight into diverse aspect of change. I also plan to utilize Brian Palmers book Making Change Work as it looks at the human side of change management.

The philosophy behind Kotter’s Theory is managing change is “The fundamental purpose of management is to keep the current system functioning. The fundamental purpose of leadership is to produce useful change”

The research paper introduces the reader to the concept of change management in a corporation. Change management is an important aspect applicable to any organization. It entails the technology employed to effect change in an organization. There are many models of change management; however, this paper focuses on the Kotter’s model of change management. The Kotter’s model of change management dictates that the change leader use eight steps to effect change in the organization. The research paper seeks to broaden the reader’s perspective on the Kotter’s model by illustrating the application of the Kotter’s model in International Business Machines (IBM). IBM encountered serious financial problems in the early 1990’s and so the executives hired Louis V. Gerstner to break down the company for sale. However, Gerstner saw an opportunity to change the convert the company to its original self. The paper reviews in detail the change process and relates it to the Kotter’s model.

In addition, change models can be used for changing a strategy (Gioia and Chittipeddi, 1991) or changing an organization (Caldwell, 2003). The change itself can be done episodically or continuously (Weick and Quinn, 1999).

The environments in which contemporary businesses operate in are constantly changing and in order for them to survive and remain effective they must recognize these shifts and respond accordingly (McShane, 2010, pg 408). There are numerous pressures that drive organizational changes such as: population change, change as a result of legislation, increasing competition, technological change and mergers and acquisitions (Course Document, Module 9). Change is often met with resistance and a workplace is no exception. It is the responsibility of effective leaders to manage these resistances by minimizing the negative impact of the resistance (Course Document, Module 9).

Internal factors mean that the company has control over it and are able to decide what happens within the business. For instance: staff morale, financial reserves, leadership and management skills, the location of the business, low cost of production, differentiated products and so on.

"Businesses are constantly required to adapt to changing environment in order to maintain their position in the market and even more so if they are to truly grow.” (Biedenbacha and Soumlderholma, 2008). Changes are the crucial things in “the present market, the present rate of technological progress and growing and developing worldwide rivalry let us predict a proceeding with requirement change in future. (Armenakis and Harris, 2009). The writer says change never begins of the fact that never ends (Weick and Quinn, 1999). The firm`s constantly attempt to adapt change in environment, they grab the culture and learn to run quick and easily the firm regularly try to evolve perfectly and implement, we can find major changes in short and long run success. "Research suggests that failed organizational change initiatives range from one third to as high as 80% of attempted change efforts." (Fisher, 1994; Beer and Nohria, 2000; Higgs and Rowland, 2000). Many researchers effort failed the learning space and supervise the manager in the field of change management. Then came John kotter, who focused on the change management field, specifically his first article was published in 1995 in Harvard Business Review. The same year he released the book and titled the book "Leading Change"(kotter, 1995), both kotter`s (1995) article and (1996) book are based on kotter`s personal research and experiences in the business filed, the book does not have any

These are awareness, desire, knowledge, ability and reinforcement. (22) Kotter (1995) model is considered to be a leading model of change with 8-Steps for effective change. In more recent times (24) Fisher (2012) created a personal transition curve and (25) Covey (1989) had an earlier model the seven habits that empower you to make decisions and take action rather than responding to occurrences around you.

“Change is important in organizations as it allows employees to learn new skills, explore new opportunities and exercise their creativity in ways that ultimately benefit the organization through new idea generation and increased commitment” (Leigh & Demand, n.d., para. 6). The concept of organizational culture shift can be viewed as a process that is undertaken for growth and success, as it creates room for new opportunities and risk taking. The purpose of the paper which highlights the need for organizational and cultural change, and its intrinsic benefits, will be achieved through an analysis of the internal culture and the influence of external environment, by observing the benefits of incorporating change in an organization. Furthermore, I will discuss the advantages and disadvantages of adapting to changes and the competitive edge it provides to organizations.

The first category includes the school created by Hammer and Champy, with extensions in the second group, outlined by the "six sigma" method.