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Merrill Lynch Change Management - Case Study Example

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As we all know that change is necessary, an organisational change is when the organization is restructured, and it is bigger than just modifying a program. It is restructuring of the company. Change, according to the Institute of Industrial Engineers, is a muscle that develops to abundantly enjoy the dynamics of the life set before us…
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Merrill Lynch Change Management
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Download file to see previous pages The goal of change management is to make sure that change is not being resisted by employees and is being properly incorporated. To make the process of change smoother, a structured and systematic approach should be used.
One thing we should always remember is that even though it can be necessary, we should not bring about a change just for the sake of changing. Normally these changes are done to stay competitive, to upgrade the company. The necessity of change does not take place from within the firm; it is usually because of outside drivers or forces. There are many models which help in change management. One of these is the AKDAR model; Awareness, Desire, Knowledge, Ability and Reinforcement. According to Tech-FAQ, this model says:
"Awareness is sharing the knowledge of why the change is taking place. Desire is having the motivation to participate in the change process. This desire must exist for the employees and the organisation as a whole. Knowledge of how to change must be known, not just that there is a need to change. Ability is making the change happen by changing behaviours and implementing new skills. Reinforcement is when individuals and organisations are reinforced to sustain the changes; making them the new behaviour otherwise they will go back to their old behaviour".
Literature Review
The force field analysis, developed by Kurt Lewin was developed initially for social situations. It talks about forces which can help you achieve your goals or factors which will hinder the process of getting towards your goals. According to 12-Manage, Lewin's view of this analysis is that "issue is held in balance by the interaction of two opposing sets of forces - those seeking to promote change (driving forces) and those attempting to maintain the status quo (restraining forces)". The driving forces should be more than the restraining forces; this would shift the equilibrium and a change will occur.
The force field analysis is a method which helps in identifying the most important target groups for a campaign, identify competitors, it helps in identifying how to influence these target groups and helps in investigation the balance of power regarding an issue. The driving forces are written on the left while the restraining forces are written on the right.
The force field analysis consists of a series of steps according to Valuebasedmanagment.net,
1. Analyse the current situation
2. Know the desired situation
3. Identify where the current situation will go if no action is taken
4. List all the driving forces toward the desired situation
5. List all the restraining forces toward the desired situation
6. Question all of the forces: are they valid Can they be changed Which are the critical ones
7. Give a score to ...Download file to see next pagesRead More
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