Assignment Sample on Change Management

Executive Summary

The aim of the study is to discuss the change tools and change management tools that can be integrated to manage the changes in the Alpha Plastics. The three major stages of Force Field Analysis has been included in this report along with the steps of change process. Model of Force field analysis and Kotter’s 8-step change model are discussed in the study for better comprehension of the change process in an organisation. Several issues are identified in Alpha Plastics, hence effective changes are required to make. Company has followed the model of change management tools to make the changes in an organisation.

 1. Introduction

Change tools and change management tools are extremely beneficial for making a change in a decision according to the situation. The models help to integrate to manage the changes within the changing situation. The change tools are the tools or techniques that can be utilised to ease the tension that emerges in the shifting process. The purpose of the study is to analyse models of the change tools and change management tools to integrate the changes in Alpha plastics. Integration and application of tools and models according to the changing situation are critically discussed in the study.

2. Critical discussion of tools and models

Force field analysis

Force field analysis (FFA) is the primary tool or technique for the evaluation and analysis of root cause which can assist to take necessary action once the cause of the problem has been recognised. The technique or tool is basically based on the general premise that any circumstance is the outcome of the forces in favour and against the present state being in the balance (Mak and Chang, 2019). FFA was developed by Kurt Lewin and this change model includes three stages as Unfreezing, refreezing and changing. According to Lewin, perception of change in the mind of an individual is necessary and then shifting towards a new and desired behaviour level and finally coagulating the new change as the norm. As opined by Mahmud et al. (2019), increasing and countering the forces that are favourable can assist to persuade a change by strengthening positives and reducing the negatives.

Force Field analysis presents the outcomes that may be positive and negative according to the situation so that both can be simply contrastable. It focuses on everything and considers several aspects of creating the changes that are desired by the Alpha plastics. It motivates the agreement regarding the priority of factors that are relative on either side of the balance sheet. FFA motivates the true reflection on the fundamental roots of an issue and its emulsion (Smartt et al. 2018). FFA tools require the complete involvement of individuals to give the accurate and systematic information that is necessary for productive analysis. FFA is good when integrating any change within the changing situation as it helps to think about the change and the pressure for and against a conclusion.

Kotter’s 8 step change model

Kotter’s 8 step change model is the steps of a change process that includes creating a sense of urgency, creating the guiding vision, developing the strategies and vision, interacting with the change vision, eliminating the barriers to action, achieving short term wins, building on the change and instituting the changes. Kotter’s 8 step change model is a simple step by step change model that provides a clear explanation and proper guidance on the complete change process which is relatively simple for implementation (Kang et al. 2020). The model gives emphasis on the acceptability and involvement of the workers of an organisation for the success of the overall process. The major significance of this model is on building and making the correctness for change rather than the process of actual change. It is the most famous model and important because the model represents a roadmap that is simple to comprehend which the change managers have to follow even if the changes are new to them (Lazuardi and Muhyi, 2021).

The model is extremely beneficial for the change process as each step explains exactly what is needed to be changed in an organisation or project or any circumstances. As opined by Jayatilleke and Lai (2018), each step has its importance and even skipping a single stage might create a serious issue during the change process. Though it provides a detailed explanation of the required changes still the process is quite lengthy and time-consuming which is the major drawback. Kotter’s 8 step model is generally and necessarily top-down and demoralises the scope for co-creation and participation (Tang, 2019). The model can create dissatisfaction and frustration among the workers if the requirements of the individual are not properly attended to. An organisation can ignore failure by following the steps of Kotter’s model and become proficient at the changes of implementation.

3. Application to chosen situation

Alpha plastics are a renowned chemical industry developed by two young chemists who produce industrial adhesives and laminates (Alphap.com, 2021). Later the company was merged with the Colmar chemical company which is slightly larger than Alpha plastics. A problem arises after the merging of the two companies where the employees of Alpha plastics have emerged with a sense of fear due to the ruthless management whose interests are only in the profits and efficiency. Alpha plastic is known for looking into the needs and necessities of employees rather than the profits of the company (Alphap.com, 2021). Management of Alpha is extremely popular because of the working condition, comprehension of the informality and good pay rates. Worry of the employees of Alpha increases due to the probable redundancies. The reason for the reorganisation of the company is due to the integration of both the companies which took place slower than it is anticipated.

Several problems arose after the merger with the other company as the low morale of the employees, communication problems and the contrasting structure of the two firms. As opined by Szarek (2017), the flexibility in the communication and management process was more informal with the involvement of staff.  The problem can be solved by following the change model tool such as Force field analysis (FFA). FFA helps the companies to look at several aspects of the problem and make the changes in an organisation accordingly. FFA provides flexibility in the producers of interviews, fewer complications of risk, better working conditions (Szarek et al. 2019). Recent changes in an organization have taken place but it is claimed by the Alpha personnel that the changes are in favour of the employees of Colmar who are mainly the members of the union. Complete changes for the betterment of employees and organisation are not made and have only themselves to blame each other if the interests are not safeguarded by anyone.

Communication offers one of the major reasons for the issue in the new organisation due to its size which creates major difficulties. Alpha personnel feel extremely low due to the current situation and are extremely uninterested and uncommitted to work (Alphap.com, 2021). Barriers in language create an issue due to geographical separation, hence, written communication was increased and more prioritised. A decision regarding any changes in the interest of the company of Alpha personnel takes second place. Kotter’s 8-step model is applied by the higher personnel of an organisation to make changes where the problems are identified and steps of changes are followed. The potential threats are highlighted and identified and the opportunities are examined that can be tapped through interventions with the help of this model. Honest discussions are initiated to make individuals think of the issues that are prevalent (Janićijević, 2017). The support and involvement of the employees and other industry people are requested on the issue of change.

Guiding coalitions are formed where the effective leaders for the change are identified and form a strong coalition of change who can work as a powerful team. The weak areas are recognised in the team by ensuring the influential people in the team across different functional departments. As opined by Paraschiv et al. (2019), a strategy and vision are well developed that are required for the change and core values are determined with the help of Kotter’s 8-step change model. It is ensured that change leaders can demonstrate the vision which can be simply comprehended and followed. The changes in the vision have to be communicated convincingly and powerfully and issues and concerns of the people need to be handled with involvement and honestly. Obstacles are removed and short-term wins are created and the gains are consolidated by following the model of Kotter’s 8-step change model. Following the model of Force field analysis and Kotter’s 8-step model, the company has made the changes accordingly for its betterment.

4. Conclusion

Based on the above study, it can be stated that Change tools and change management tools play a significant role in the change management of Alpha plastics. Force field analysis (FFA) and Kotter’s 8 step model is an effective tool that can be used by companies for any changes. FFA is used to distinguish the factors within an organisation that drives an individual towards the desired state. Kotter’s 8-step model is used by the company to develop the capacity of an organisation to change and maximise the opportunities for success. Alpha plastics has faced several challenges after merging with the Colmar chemical company such as communication issues, structural issues and employee issues which are illustrated in detail in the study. The changes in an organisation take place with resolving the issue with 8 steps of Kotter’s model.

References

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