Process Of Change And Specific Change Strategies In The Coca-Cola company - Essay Example

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Change intervention is the way in which members and practitioners in organizations jointly plan and implement organizational development interventions. The designing of intervention are particularly done for the purpose of attaining vision and goals of the organization. …
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Process Of Change And Specific Change Strategies In The Coca-Cola company
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Download file to see previous pages However, there are several different criteria for creating the design and making action plans for implementing the same. This includes the readiness of the organization to accept the change, its present change capabilities, the organizational culture and power distributions, and finally the skills and abilities of the change agent. There are different kinds of organizational diagnosis which are based on their individual outcomes, such as human process interventions at the individual, group and total systems level. Besides the above, there are planned change interventions for modifying the organizational structure and technology; human resource interventions are aimed at improving the performance and wellness of members, strategic interventions aimed at managing the relationships within the organization with the external environment and the internal processes and structures which are required for supporting the strategies. The final stage of the change interventions is evaluating the effects of the same and managing institutionalization of the change so that persists and continues to be sustainable in the long run in the organization.
The project makes an analysis and critical review of the change strategies undertaken in the Coca Cola Company and arguments are presented with the regards to the extent to which the change strategies have been successful in the organization....
Critical review of process of change and specific change strategies used in the organization The critical analysis and evaluation of the change process in Coca Cola can be conducted with the help of two models, namely Weisbord's Six-Box Model and Nadler-Tushman Congruence Model. Weisbord's Six-Box Model Following is the diagrammatic representation of this model. Figure 1: Weisbord's Six-Box Model (Source: Aspire, n.d., p.1-3) In this model, the two most crucial factors for the purpose box are goal clarity and the degree to which the organizations are clear about their mission and purpose, the agreements of goals and the extent to which people support’s the organization’s purpose. With regards to structure, the model seeks to find the fit between the structure and purpose of the organization. It is seen that the planned change implementation has been effective with regards to the fitness of the organizational structure of Coca Cola with the purpose of the change. Organizational leaders have particular researched extensively for the designing and development of organizational hierarchy and effective teams which can contribute maximum to the change processes. The different design options with regards to the restructuring of the company’s headquarters were particularly effective in achieving high level of balance between the global and the local governance of groups and geography. Moreover the process of designing groups and teams was particularly effective and a learning experience (Hatch, 2005, p.14). With regards to relationships, the model contends the importance of three main types of relationships, i.e. relationships between individuals, relationships between departments and units performing ...Download file to see next pagesRead More
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