Organization Culture

Organization Culture

A change management plan is an essential factor that helps shape the organization's future performance. Effective organizational change management makes the organization maintain a constant state of evolution, thus allowing the workers to remain motivated and productive. For a successful change management plan, the change has to develop the best model to adopt it to recover its lost market glory and performance. Essentially, there are three models that the firm can adopt in their change management depending on the change idea or design, which they wish to have.

The first model is Lewin's change management model, which in the most instance deals with three stages of change that include transitioning, refreezing and unfreezing. This is the widely accepted model in psychology for implementing change because it involves the organization's current state. In addition, the McKinsey 7-S model is another important model of change that deals with shared values, systems, staff, skills, and strategy. Basically, this model is used as a tool by an organization to assess the well-being and future success of the company (Normandin, 2015). Significantly, the model looks at the organization's seven internal factors and analyzes whether the company has the structure to succeed. Another important change management model is Kotter's 8 step, which builds teamwork, creates a vision, increases urgency and staff empowerment. This model is popular among change leaders because it offers them an easy-to-understand roadmap that they can follow to initiate the new changes in the organization. Therefore, having analyzed the three models, it is evident that all of them have a key mandate of ensuring that it helps the change leaders identify potential areas of resistance within the organization and what can be done to eliminate that resistance before the change process starts.

Recommendations

Based on the case scenario of Delta Pacific Company, it is significant that it would be appropriate to adopt Lewin's model of effecting change for their plans. This is because Lewin's model is a practical process that involves stages that have the potential to explore for the organization's successful growth. It is evident from other firms that the practices of Lewin's model have provided good results to them at the end. Thus, for that case, I suggest that DPC also looks at the possibility of using this change model for the benefit of all organization sectors.

Based on this model, it is significant that the first thing to start with is the awareness stage. The unfreeze phase is one of the significant stages of model awareness because it always shows the reality that the firm is facing hardships that need urgent addressing from the management. To address the hardship and inconveniences that affect the firm, there is a need to incorporate all stakeholders in the preparation that aims to bring change to the firm (Team, 2017). The company management must ensure that it identifies its prevailing circumstance and communicates it to the workers. By doing that, every stakeholder within the company will accept and appreciate that there is a need for change in the company that needs to look at. More importantly, this phase of the change model also involves challenging values, beliefs, and attributes necessary for the firm change. It is evident that the unfreeze stage is always the transition stage, which is more critical in the entire change management process. The unfreezing stage is always critical because it involves improving the readiness and willingness of people to change by fostering the realization of change needs in the company.  

The second part of the change management plan involves change itself. This phase is significant in the change plan because it indicates the new ways and suggestions on how things should be done within the company. Basically, this phase is always focused on suggesting new formats of doing things to achieve short-term goals. The change management is informed about the new change that is about to take effect in the company; thus, they need to prepare a significant strategy that will lead to a successful transition of change. Looking at the significant factors of this stage to the change plan, it is true that it is not a one-day event (Team, 2017). Due to the time that the stage will take to be initiated, it is expected that the members involved in the change plan will be patient enough to allow for the changes that want to be made within the company to be evaluated and confirmed. Therefore, looking at how critical this stage is to the company, it is necessary for management to conduct an awareness session with the community and stakeholders to help them understand the benefits associated with the intended changes that want to be made within the company (Stebbins, 2017). More importantly, this stage provides the managers and employees with the understanding the what is needed in the transition and the period the change will take to be effective to the company.

The final stage gets the organization into refreezing phase. This is the ultimate stage in which people have to accept a new way of working. It is a stage that involves affecting and adopting the proposed changes suggested from the change stage. The organization at this point evolves as a reformed company with entirely polished systems (Team, 2017). At this period, the employees internalize the new values and suggest ways, thus institutionalizing them as the organization's new culture. Also, this phase makes the environment of the organization's operation change, thus making the employees focus on being on performing and bringing positive growth in terms of returns and profitability (Bryan, 2018). More importantly, to make the change vital to the company at this end-stage, there's a need to have a celebration session with all stakeholders, including workers, as that will act as a sign of unity towards the establishment of a better organization that, going in future will record positive profitability.

Conclusion

The use of Lewin's model for a company's change has great opportunities and promises towards the organization's future success. It is evident that the model is simple and easy, thus important in managing change in the company. Although to make change management successful, there is the time factor that needs to be considered the later outcome are positive thus significant for organization performance. More importantly, based on the case, it is evident that with the use of the model, Delt Pacific Company can be able to make a change and become a successful company in the current modern market. The model is important because it helps in accounting for resistance and uncertainty that an organization can be experienced at all staff levels within an organization. Therefore, as a change management leader, it is evident that using the Lewin model for the company changes is the best idea forward because it will ensure that the company regains its success in performance and market glory. 

References

Bryan, J. (2018). Successfully managing change in the workplace. Corporate Real Estate Journal, 8(1), 53-64. Essential Partnership. Forbes.

Normandin, B. (2015). Three types of change management models. Retrieved on, 30(6), 2014.

Stebbins, S. (2017). Change Management Methodology and Strategic Communication: An

Team, M. T. (2017). Lewin's Change Management Model: Understanding the three stages of change. from MindTools.com. Retrieved February 14, 2022, from https://www.mindtools.com/pages/article/newPPM_94.ht