MOD004453 ELEMENT 011 MANAGEMENT REPORT SAMPLE
INTRODUCTION
Change is significant for associations, specially, in developing and high rivalry business situation. Various study of change portrays the adequacy of adjustment procedures, and framework of associations. The Lewin’s change model presents the perspectives on the stages for change in association. This paper sees the Lewin’s model as three stages measure (unfreezing, movement and refreezing) for change in association. Here, we will first have small discussion on the background of the organization and then move on to identifying and analysing the changes through SWOT method. This article is basically assessed for change hypotheses in various periods of authoritative change. This survey gives viable ramifications and by one way or another the insusceptibility to change has been talked about.
ORGANIZATION BACKGROUND
The paper is based on my experience at KT Exports where I was appointed as an HR (Human Resource manager). The company is a leading export company, known for exporting woven and non-woven garments across the world. As an HR, I was appointed the task of recruiting and training employees for the development of the company. With my first-hand experience in the company, I will critically analyse the modes of changes and recommendation for development and success. While training the employees I realized that they were not skilled to do the appointed job. The last HR could not select a set of skilled people who are efficient to bring company success.
DIAGNOSIS: CHANGE RECOGNITION
Change recognition plays a very important role in any successful company or business. SWOT analysis is an exemplary tool to characterize key components into a plan or improvement of answers for issues in different fields of movement and at different degrees of significance, for example, in the field of procedure, creation measures, showcasing, product advancement, conveyance, plans of action, operational administration, and others. It is utilized to assess the interior and outside factors engaged with an association, plan, task, individual, or business action (Hussain, et al., 2018).
SWOT ANALYSIS
|
STRENGTH |
Quality product Experienced
Price range Partnership pattern Clear target availability |
|
WEAKNESS |
Weak Management Limited investment Unskilled and aged employee Limitations in infrastructure |
|
OPPORTUNITY |
Broader market capability Stable economic growth Profitable Government support development |
|
THREAT |
Economic crisis at global platform Low market access Competition High demand of customers |
The results of the SWOT analysis of KT Exports indicate that quality commodity and experience are the main strengths of export company. The company pays special focus to the availability quality commodities. With the support of proper infrastructure, the distribution of export commodities will also be the strength of the company in competing with other regions. The table also reveals that the biggest threat to the company is economic crisis and high competition. The company needs to adapt a strong set of employees and a strong infrastructure to sustain in the market. The company has failed to build its infrastructure. Research confirms that low skilled employees highly effect the company growth. Therefore, the company must immediately set up skilled employees (Gürel and Tat, 2017).
CHANGE MANAGEMENT APPROACH
The word change refers to any alterations in a task or an organization. It can be because of some internal or external factors. The following factors are responsible for the incapability to carry out change in KT Exports:
The change was not backed up by strong logic. Employee involvement is necessary in such cases, however, each of them were involved with individual issues and work which is a symbol of low leadership.
No proper management and leadership followed to tackle the employees.
MODES OF CHANGE: LEWIN’S MODEL
Lewin’s 3step model includes: unfreezing, moving and freezing steps. The 1st step is unfreezing, this step is to change the current situation with the association, the moving advance is to move from the current state to another state, lastly the freezing step is to remain at the new state (Burnes and Bargal, 2017).
| UNFREEZING | As per the study of Lewin, that advanced change at different levels can be arranged furthermore, this requires the framework of the company to be unfreeze. As clarified in writing survey, there are various purposes behind difference in a company and this will redirect from its present position or the norm to a new course. This stage will expand the
bunch practices for change or to build the leader’s compelling factor for change at more elevated level, and Lewin proposes that the powers including for the state of affairs will make least opposition than the powers applying for change and this methodology will be more compelling system for change. In case of KT Exports, the company has many employees who are of 50-60 years of age. The company must think of some plan to retire them and bring in fresh candidates. |
| MOVEMENT | New skilled employees should be included replacing the old unskilled ones. Or improving the method of training the old ones. Various study states that during change measure the leader’s directness, reaffirms and improve the trust of employees’ association in authoritative change measure with respect to the conversation and gatherings at whatever point examined in organization, this permits workers for their conclusions and accomplish better feeling of. The leader’s having empowering conduct will offer the help or ideas during the time spent change will harvest benefits of assignment responsibility and adequacy. The dynamic job of workers in authoritative change tends representatives toward good sentiments. This will upgrade the representative acknowledgment for change measure and furthermore select changes during change measure for empowering the authoritative support. This change interaction of Lewin second step will move the conduct or mentality of
office, association, or individual to the following new level. The worker’s contribution will be more compelling if workers are enabled in power and duty. |
| FREEZING | The new employees sharing information among each other about tasks, client assistance, execution results and choices making, data stream from staggered, making business arrangements, difficult conditions, new innovation, work strategies, thoughts for hierarchical improvement, share ability and aptitude, share advancement programs, contribute in taking care of issues and business activity. By doing this, an assortment of data and thoughts might be produced, which may contribute the advancements compelling and reasonable in the circumstance, raise probability, make part responsibility in carrying out change, employees will find enthusiasm in work (Sarayreh, et al., 2013).
|
RESISTANCE APPROACH TO CHANGE
As per research, employees’ revolt to uncertainties and unknown predicaments. The internal factors must be handled with efficiency by providing them with a good idea about the plan of change. However, in case of KT Exports management could not explain the employees or rather involve at all levels of discussion. In each step of the study, the initiative assumes a part of a change specialist in the Kurt Lewin’s model to unfreeze the association. The ground breaking initiative style influences the hierarchical change measure. In this sort of administration style, the leader organizes with representatives, share their insight, give an open door in settling on choices in hierarchical level (Agboola and Salawu, 2011).
CONCLUSION AND RECOMMENDATION: SMART OBJECTIVES
This investigation has huge social ramifications. The key factors that can empower change in association with trade of remunerations and acknowledgments bring huge social ramifications for upgrading the authoritative change measure. From my involvement with my module, I have fundamentally uncovered on my individual qualities and shortcomings, individual capacity and past experience. The improvement I have suggested depends on my past experience reflection and exertion to perform better as well as getting direction from leaders and criticism from peers and the use of hypotheses and ideal models to legitimize and support it. To foster my authority abilities more, I need to accept SMART analysis to guarantee objectives are feasible and reasonable. Some recommendations for effectively handling the internal factors of the company are as follows:
Recommendations: more compatibility between management and staffs
| Specific | Involvement of employees and staffs with the management. More communication required which can be facilitated through weekly workshops and meetings |
| Measurable | Feedback from the group |
| Achievable | 60-75% |
| Relevant | Communication skills |
| Time bound | 7-8 months |
Recommendations: more opportunities for the staffs
| Specific | The staffs should be involved more at all levels. |
| Measurable | Feedback from the group |
| Achievable
|
The new employees sharing information among each other about tasks, client assistance, execution results and choices making would increase their involvement. 60-70% can be achieved. |
| Relevant | Increased company goal |
| Time bound | 5-6 months |
References
Agboola, A.A. and Salawu, R.O., 2011. Managing deviant behavior and resistance to change. International Journal of Business and Management, 6(1), p.235.
Burnes, B. and Bargal, D., 2017. Kurt Lewin: 70 years on. Journal of Change Management, 17(2), pp.91-100.
Gürel, E. and Tat, M., 2017. SWOT analysis: a theoretical review. Journal of International Social Research, 10(51).
Hussain, S.T., Lei, S., Akram, T., Haider, M.J., Hussain, S.H. and Ali, M., 2018. Kurt Lewin’s change model: A critical review of the role of leadership and employee involvement in organizational change. Journal of Innovation & Knowledge, 3(3), pp.123-127.
Sarayreh, B.H., Khudair, H. and Barakat, E.A., 2013. Comparative study: The Kurt Lewin of change management. International Journal of Computer and Information Technology, 2(4), pp.626-629.
Know more about UniqueSubmission’s other writing services:
