Organizational Change Management and Adaptation to the Change - Research Paper Example

Introduction Every organization is assured of change which enables to implement new business strategies. The implementation of new strategies permits employees to overcome resistance to change. People and environment undergo transformation due to the constant evolution. Same goes for every organization in which transformation can be minutest or immense. Due to gigantic rise in market competition, change in organization can often happen within the management. The reason behind adaptation of change in an organization is to improve the current performance of particular company, respond towards the rapid environmental change in the company and ultimately to increase the efficiency of employee performance. The biggest challenge of every leading organization in the world is to manage and overcome the speed of change. This research paper will analyze and discuss about the optimum implementation of approach method to overcome and manage resistance to change. Analysis The change in every organization has become a vital and inevitable factor. The integral component of successful organization is adaptation to the change in the technology, new processes and eventually managing the change. Coca-Cola is one of the most popular and global leader in beverage industry. The competition of Coca-Cola Company is with PepsiCo. The market completion of Coca-Cola Company is both nationally and internationally. The resistance towards change in organization has become pivotal factor and main reason for failure of many organizations. A survey conducted states that employee resistance towards change in organization affected 60% of the reengineering projects. The change management implemented by Coca-Cola Company is to motivate the employees. Intrinsic values and motivational factor provided to employees is also known as the employee engagement. The focal point of Coca-Cola Company is to create brand relationship with every employee and bring efficiency in every sector. The area of improvement in Coca-Cola Company is done through the employee engagement surveys. The survey is done twice a year to know the implementation and actions required for the improvement in organization (Burke, 418). The implementation of employee engagement in Coca-Cola Company is to create more committed workforce, provides clear idea to the employees about the level of expectance and the performance of employees can be increased with the aligned of organization objectives. The aligned of company goals provided to any employee can help in waste elimination. Change management is also implemented by Tesco. Tesco is the largest UK retail industry. The market share capture by Tesco in UK is 31.6%. Every leading organization need to implement and bring change in organization to gain competitive advantage on market share. In the year 2003, change management implemented by Tesco is by the introduction of Self-Checkout. Self-checkout is new system which is totally different from normal checkout and more advance in technology. It offers new methods of serving customers effectively. The implementation of Self-checkout system was to improve shopping experience and provide enhanced service to customers. Normal checkout system used to take time. But the introduction of self-check made easy for customer without spending much time. The first application of self-checkout system in Dereham store was to help customers to feel that they are valuable part of Tesco. Eventually, the introduction of self-checkout helped to increase sales, cost effectiveness and customer satisfaction (Lewis, 53). The implementation of change management created positive impact on sales. In UK, the transactions which are made by customers through self-checkout were 25%. The cost effectiveness is the pivotal factor for any managers and senior executive who implement change management in organization. The application of self-checkout significantly helped to reduce the labor cost and increase customer base. The annual report shows that more than 1.5 million customers prefer to use self-checkout system rather than normal checkout system. Domino’s Pizza one of popular international franchise pizza corporation. The introduction of new technology system and new internet based delivery order are the changes made by Domino’s Pizza to maintain the competition in the market and grow their market share globally. The resistance towards the changes leads to the misleading and confusion among the employees. The deeper emotions and many cognitive options can mislead employees. The strategies employed by organization to resist against the change is by explaining the cultural change to the employees by offering free vouchers and workshop. Discussion The change management comes in every organization to maintain its competitive market share and economic growth. The start of the changes leads to the born of resistance. The resistance of the employees can be intense but strategies must be deployed to overcome the issue of resistance. Every organization is different and best possible practices must be implemented. Some proven strategies of Kotter Six Approach Model are firstly creating a way to communicate and facilitate with the employees. The progress of organization and implementation of new future initiates must be regularly updated to the employees. Regular team meetings held by the key managements to make employee much freer. Second step is to build a new marketing strategy and market to each group. New plan must be implemented that can benefit employees to understand the positive outcome of the strategies which can make their job much efficient and enhanced. The goal of the business strategy must be understood by every member in the organization. Third step is to market the strategy. The team member of each functional group must be invited to participate in presentation and lecture about the change management. Each group member must effectively understand the introduction of change in strategy. Fourth step is to select agent for management and negotiation of planning. Every organization has key positions for group of change agents. Selecting agents who can help to implement and manage the planning. Select single member from each group who are vocal and can motivate other team members (Kotter 31). Both in case of managerial position and non-managerial position select a member from groups. Step five is developing key deliverables and manipulation. Key deliverables must be developed for each member of the organization and department. All the members who are involved in the implementation of the new business strategy should know key deliverables. Deliverables is mainly the output generated from the implementation of change management in organization. The goals of the group can be deployed by tailoring the deliverable by each group head in particular department of an organization. Deliverable can be implemented from one member head to increase the sale and can also be executed by the other group head to lower the cost. Final step is to create key goals, milestone and coercion. The goals and milestone should be created by group of change agents to measure the success by application of change management throughout the year. The performance report should be generated regularly. The six steps implemented is the Kotter Six Approach Model. The people and group member who meet the goals to make organization successful should be rewarded publicly. The change is an organization can sometimes cause inconvenience and can be sometimes more beneficial. Proper facilitation, education and manipulation can help to overcome employee resistance. Organization may often fail due to the ignorance of change initiatives. But the effective implementation of change management and strategies to overcome resistance to change among employees can help organization to be successful. Conclusion This can be concluded that the effective application of strategies can help employees to overcome resistance to change. The cause of resistance is mainly due to the lack of clarity and inadequate communication about the change management. The application of organization change process must be implemented after development of new faith and vision in organization. Hierarchy and managers of the organization must exhibit trust among the employees in every department to solve the problems that are created in organization. The building of trust and open communication among the employees can help to resist against the change management. The facilitation, negotiation, involvement, coercion and manipulation of employees can help to handle resistance. Works Cited Burke, Warner. Organizational Change: A Comprehensive Reader. New Jersey: John Wiley & Sons, 2008. Print. Kotter, P. John. HBR’s 10 Must Reads on Change. New York: Harvard Business School Publishing, 2010. Print. Lewis, Laurie. Organizational Change. New Jersey: John Wiley & Sons, 2011. Print. Read More