Rethinking Change Agency in Organizations - Case Study Example

? The Case Background Table of Contents Introduction 3 Critical Review 4 Critical Analysis 5 Kurt Lewin’s Change Process 6 Communication and Management Plan 8 Theory and Practices 10 Conclusion 12 References 13 Introduction Change in a multinational organization can bring efficiency in the business process. This organizational change process is used to undertake by several organizations in order to overcome the present problematic issues within the organization and achieve benefits, advantages and significant business outputs in future. The organizational change process is a kind of phenomenon that used to implement in a large or small business organization in order to get positive outcome from the business operation strategies. A large or small business organization’s survival and business growth generally depends upon the ability to successful implementation of organizational change process. The following part of the study will provide the definition of organizational change process. Moreover, the study will discuss why the multinational organization is trying to implement organizational change process in their business process. Organizational change can be defined as the process of change that has a significant impact on the business and organizational performance. Moreover, this change process has a significant effect on the employees and every organizational aspect (Malopinsky, 2007, p.244). There are several types of organizational change process. From these, two major categories have been discussed below (Stickler, 2011, p.38). The subsystem organizational change include removal or addition of a good or service, new process implementation, certain department’s reorganization in order to propose effective and quality product or services (Khedher, 2009, p.151). On the other hand, organizational wide change comprise of major collaboration, rightsizing and restructuring. Incremental change includes systematic improvement of quality management considering the operational process or applying new computer system in order to increase the efficiency. On the other hand, transformational organizational change includes structure or culture changing process of an organization, such as hierarchical structure, organization’s top-down structure and many more (Collns, 1998, p.71). Critical Review It is identical from the case study that, the multinational company was into a retailing business. It is very much justified that, being a multinational company, it tried to expand business as improved system. Moreover, it is identical from the case to focus on the customer development strategy in order to make a strong presence in the global competitive market. The organization is suffering from several problems such as, over capacity of production, lack of effective HR policies and marketing support, inadequate organizational structure, lack of flatter and virtual organizational hierarchy. In order to improve these organizational issues, the organization has decided to employ organizational change process. Effective organizational change process will help the organization to achieve their global business goals and objectives. Major objective and aim of the study is to offer an effective organizational change process strategy in order to overcome the problematic issues of the multinational company. This project will determine the critical analysis of challenges. Kurt Lewin’s organizational change process has been discussed in order to implement the change process in the multinational organization. An effective management and communication plan for the multinational organization can be formulated in the succeeding parts of this assignment. Critical Analysis It is identical from the case study that, the organization is suffering from several problems. First of all, the organization is suffering from the over production capacity problem. It is one of the major concerns of the organization. Over capacity of production generally addresses excessive production considering the required market demand. Moreover, the organization is supplying less number of products comparing to the manufacturing capacity. Therefore, the organization needs to implement effective inventory control management and appoint change agents in order to bring efficiency in the inventory management system. Moreover, the organization is tending to expand in the global retail business. Therefore, it is recommended that, the organization should implement several perspective approaches in order to improve their global business process. The organization has also to face the challenge to implement customer development process and effective communication management process, while the organization structure is inadequate, lack of flatter and virtual organizational structure is affecting the organizational culture. Moreover, the management and the leaders of this organization are tending to implement change process in the business and organizational structure in order to increase the business output. The organization’s leaders have decided to focus on external assistance in order to support their organizational formation. Kurt Lewin’s Change Process It is important for the multinational organization to realize and understand every single aspect of the Kurt Lewin’s change model before implementing it into the change process (Kelly and Booth, 2004, p.23). The model has three stages, Such as Unfreeze, Move or change and Refreeze. Each of these aspects is being described below in order to implement effective change. Unfreeze This process involves the organization’s change process preparation. In this particular stage, the organization needs to understand the reason for change. In order to determine it, the multinational organization needs to carry out several research works about the organizational structure. Generally, this step of the model will help the multinational organization to provide effective training and development programme to the employees (Giffin, 2010, p.770). Moreover, this step will help the organization to increase the efficiency of organization’s communication process. It is recommended that, the top management of the organization needs to understand this step properly before implementing this. It will help to increase the business output. Move or Change After unfreezing it is the responsibility of the organization to keep the employees shifting towards the change process. The management of the multinational organization needs to highlight the benefits of the change process. Several critiques and rumours can affect the change process (York, 2009, p.321). Therefore, it is recommended that, the organization should deal with the issues and problems immediately in order to execute the change process. Moreover, it is important for the organization to motivate the employees to move towards the change process. Refreeze It is the final step of the model. It is used to help the people to shape up according to the change process and squeeze the change process. In this specific case study, the business consultants need to ensure that, all the organizational aspects can get the support of the management. Therefore, it would be easy to develop a two way communication process within the organization. (Frunzi and Savini, 1992, p.274). This communication process can be ensured through the execution of the feedback method. Moreover it is important that, the leaders and management of the organization need to provide training and development programme in order to adapt the organizational change process effectively. Communication and Management Plan In terms of organizational communication and management plan, it is clear from the case study that, the multinational company is maintaining a hierarchical organizational communication structure. This is one of the major problems of the specific multinational organization. Therefore, the organization must plan out for key areas to be achieved if change has to be made. In order to overcome this problem, it is recommended that, the organization should implement virtual and flatter organizational structure. Moreover, it can be suggested that, the organization should implement informal communication model by engaging the top level and bottom level of the organization into the decision making process. Employee engagement in the communication process will help the multinational organization in several ways. The employees can be motivated enough by the help of this strategy. Moreover, several options regarding the decision making method can be opened up. Objectives Activities Responsible Person Time Frame Organizational flexibility. Top-Down Communication Approach HR Manager 8 Months. Effective Business Output. Informal Organizational Structure (Virtual and Flatter) HR and Operation Manager. 6 Months. 12-15 Months. Review and Reconstruct organizational policies HR Managers. 1 Year. High Business Output Employee Retention HR Managers 2-5 Months. Increase skill and Productivity of an employee. Employee Engagement in communication process HR/Operation/Marketing/Sales Managers. 3-5 Months. Top-down communication approach will bring efficiency in the communication process. The employees of the organization will feel free to consult about any single issue with their leaders or sub-ordinates within the organization. Therefore, by the help of this communication model the multinational organization can effectively increase their organizational work culture. In terms of management of the total communication and other organizational process, the leaders and the managers of the organization need to construct an enjoyable, effective and healthy work environment. Through this strategy, the employees of the organization will be motivated. Moreover, they can increase the reliability and self-motivation level by this management process. Last but not the least, it is recommended that, the organization should split the large teams into the small ones. This strategy will help the managers or leaders to monitor and control each and every issue relating to the employee management. Theory and Practices In order to analyze the case and recommend appropriate theories, it can be state that, Complexity and Systems theory of organizational change can be implemented in order to improve the business process and organizational structure of the multinational organization specified in the case study. Complexity theory of organizational change can be defined as the evaluation process of diversity and several internal and external environmental factors, such as socio-politics, technology, customers and departments. According to Caldwell (2006), this specific theory can be implemented depending upon the general engagement and result of the organization. Implementation of complexity theory can help the multinational organization to overcome several complex and critical organizational issues, such as poor human resource policy as well as lack of employee training and development programme. Moreover, by the help of this strategy, the organization can improve their marketing support in order to improve their business process. As the organization is suffering from over capacity of production, therefore, several aspects of this implemented theory can suggest the organization to execute effective inventory control management practices. As a whole, it can be state that, this theory and practices will help the multinational organization to deal with the critical problems. Another theory applicable to the multinational company is the Systems Theory. Systems theory of organizational change is a specific idea that has been initiated from the engineering, biology and economics. These factors are being implemented in order to explore several important principles and laws. Based on the argument of Ziegler (2005), these can be effectively implemented across the specific structures of the organization. This theory can be applied in the following case in order to improve the organizational structure process of the multinational organization that has been specified in the case. By the implementation of this theory, the multinational organization can implement flatter and virtual organization structure that will bring efficiency in the work process of the organization. Conclusion Organizational change process is being implemented by several organizations in order to overcome the present problematic issues within the organization and achieve benefit, advantages and significant business outputs in future. The organizations need to implement this change process successfully in order to avoid several chaoses during the implementation of change process. It is identical from the case study that, the organization is suffering from several problematic issues. In order to solve these problems, the organization has decided to employ organizational change process. Kurt Lewin’s organizational change process is a great help for the planned change in the situation of the organization in the case. Before implementing this change process it is necessary for the organization to understand each and every aspect and all the steps of this model. Implementation of this model will help the organization to overcome the possible problems that can take place during the change process. In terms of communication process, it can be recommended that, the multinational organization should employ informal communication strategy. Moreover, they need to engage their employees in the organizational decision making process. This will increase the motivation and self-confidence level of the employees. The case can be viewed with complexity and systems theory of organizational change would be effective. Implementation of these change theories and practices, the organization should be able to overcome their present business and organizational issues where change can be effectively implemented. After critically analyzing and evaluating all the issues, it can e stated that, the organization can achieve their business objectives in the global market if they follow that drive them towards change for better and improved system as a whole. References Caldwell, R., 2006. Agency and Change: Rethinking Change Agency in Organizations. London: Routledge. Collins, D., 1998. Organizational Change. London: Routledge. Frunzi, G., and Savini, P., 1992. Human Relations: Leadership in Organizations. Boston: South-Western Publishing. Giffin, R., 2010. Management. Stamford: Cengage Learning. Kelly, L., and Booth, C., 2004. Dictionary of Strategy: Strategic Management. London: Sage. Khedher, M., 2009. Manage Change Using the Nanotechnology Model. London: AuthorHouse. Malopinsky, L., 2007. Facilitating organizational Change. London: PreQuest. Stickler, V., 2011. Organizational Change. Berlin: GRIN Verlag. York, K., 2009. Applied Human Resource Management: Strategic Issues and Experiential Exercises. London: Sage. Ziegler, S., 2005. Theory-Directed Organizational Practice. New York: Springer. Read More