View Insert Format Tools Table Window Help a Change Summer 2018 [Comp References

Question

View Insert Format Tools Table Window Help a Change Summer 2018 [Comp References Mailings Review Q-Search in Doc un kD ? ? Design Layout View Sty Kotter, J.P. (2007). Leading change: Why transformation efforts fail. Harvard Business Review, Kotter, J.P., & Schlesinger, L.A. (2008). Choosing strategies for change. Harvard Business Sirkin, H.L., Keenan, P., & Jackson, A. (2005). The hard side of change management. Harvard 85, 96-103. Review, 86, 130-139. Business Review, 83, 108-118. 1. Kotter (2007) argues that there are 8 steps to leading change, and that at each step, change leaders can make critical errors. In your own words, summarize the eight steps and the major errors that might be made at each step. (4 points) 2. Kotter (2007) hints at an idea that he develops more thoroughly in a later article (Kotter & Schlesinger, 2008). Specifically, some people will resist change efforts. Based on the information in Kotter & Schlesinger (2008), explain why people might resist change and how leaders can deal with such resistance. (2 points)

Explanation / Answer

A) John P. Kotter established an eight step process of Change model to develop the process of Change in an organisation and to improve its chances of success. The 8 steps are :-

1) The first step is to create a sense of urgency. That means to develop a sense of need for a change in an organisation. It can be done either by showing the competition's winning strategy or by showing the activities in the marketplace.

2) The next step is to create a powerful alliance. It can be done by convincing the employees to make a necessary change in the organization to become successful. Assembling a group with a strong power and aims to lead them for the change is important. To lead the change it is needed to gather a powerful group i.e. higher job title, values or political expertise etc.

3) Creating a vision is important to carry on the change process. It is needed to develop a strategy to create a vision which can bring the change. Vision helps the organization to sort out all the ideas and select the important ones. Forming a clear vision is good for the organization, which helps the employees to understand the plan and help them to remember it.

4) After developing the vision it is important to communicate it with all the employees in the organization. The communication can be done through all the possible channels and let the employees know about the new change and strategy.

5) The next step is to remove any obstacle for an effective change. Not every employee in an organisation supports the change, there are some employees who may resist the change going to happen in the organization. It is important to identify those barriers and remove it to fulfill the vision.

6) After removing the obstacles, it is needed to create short term wins to motivate employees. Nothing can motivate employees more than an easy success. Leader must create a situation where employees can clearly view their performance improvement. They can also be motivated by getting any kind of reward or prizes for their work. Employees must be motivated to do even a simple task.

7) Building the change is the most crucial step. Kotter said that project may fail mostly in this step. Success can only come if the leader can identify the gap and focus on the improvement. Eliminating all the policies which don't fit in the vision and also hiring the employees who can better understand the vision.

8) The last step is the anchoring the changes in the organization. The new change must show an effective work in the day to day process. Also efforts must be put to make the changes visible in the organization. Now it is necessary to link up the success with the effective changes that has already been done in the organization.

B) Resistance to change :-

There are four reasons behind the resistance to change according to Kotter and Schlesinger. These are :-

I) Parochial self-interest :-

It is when employee thinks and believes that the newly established change can lead him/ her to loose values of something such as power, position, status, money etc.

II) Misunderstanding and lack of trust :-

It is one of the common reason for resistance. Employees may sometimes misunderstand and due to that they may fear to adopt the changes in the organization.

III) Different assessments :-

Employees have different perspective and they estimate various things about the changes in the organization. This lead them to have different point of views.

IV) Low tolerance for change :-

There are many employees in an organisation who suffers from anxiety and stress disorders which makes changes in the behaviour. Those employees may resist as the feel stressed out because of the environmental changes around them.

Dealing with the resistance to change :-

I) The managers may become more open and flexible towards the employees and make them understand the importance of change in their professional as well as personal life.

II) Leader can engage employees by advising them to share their personal opinion and discuss their reason for negativity towards the change.

III) If the managers implement the changes in various small steps then the employees may gradually understand the need for the change.

Hope this helps :)

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