The Organizational Change Opportunity Of Tegel Foods Limited And Product Quality Essay

Foreword by Spenser Johnson: One the surface, the story of this book appears to be a fable that is relatively easy to grasp, but it does subtly impart an invaluable lesson on change. The book covers John Kotter’s Eight Steps to bring about successful organizational change and can be equally useful for a high-school student as it is for a CEO of a multi-national organization.

Another researcher, John P. Kotter (2006) outlined the “Eight Steps to Transforming Your Organization,” which are:

Transformation can be almost impossible unless the majority of people within the organisation are involved and willing to help.(Cengage Learning AUS, 2015)

This paper presents an analysis of the market structures, strategic planning, market environment, and internal environment of Kudler Fine Food in order to suggest the best market structure which can be helpful for its long-term profitability and recommend strategies which can make it more competitive and successful among its industry rivals.

Within the business world, there are different theories of effective change implementation. The corporation this research focuses on is Duke University Children’s Hospital, which is highlighted in the textbook. The topic of the research paper will focus on the process of implementing change within the hospital. Implementing change within organizations is very relevant to this course. Not only is the course called Leading Organization Change, but the topics we have been focusing on revolve around methods of implementing change. With changes, organizations need to take steps to fully plan the change in order to ensure a smooth transition and acceptance (Spector, 2013). Research will show how Duke University Children’s Hospital assessed

To avoid these hazards and capitalize on the opportunities the companies of today need to become stronger competitors. To become the 21st century organization that will succeed some of the transformations needed include reengineering, restructuring, quality programs, mergers and acquisitions and strategic and cultural change. Useful change is often associated with a multi-step process that creates power and motivation significant enough to overwhelm all the sources of inertia and driven by high quality leadership and not just management. Kotter states that the eight steps required to produce successful change are; (1) Establishing a sense of urgency; (2)Creating the guiding coalition; (3) Developing a vision and strategy; (4) Communicating the change vision; (5) Empowering broad-based action; (6) Generating short term wins; (7) Consolidating gains and producing more change; (8) Anchoring new approaches in the culture. Kotter goes on to suggest the first four steps in the process serve to defrost a hardened status quo, steps five to seven introduce new practices and the last phase grounds the change in the corporate culture. It’s important to go through all of the steps in sequence however normally one operates in multiple phases at once. To skip a step or get to far ahead without the establishment of a solid base will almost always lead to problems. There are

This assignment will critically evaluate change models and strategies with reference their effectiveness when implementing a change in an organisation. Justify and design an intervention which demonstrates how a leader can initiate this change. In order to address the subject of change one must grasp a full understanding of what it is change, change can be defined as "a necessity to adapt, stay relevant & survive" (Hayes, 2010).

The purpose of this book is to make us see that nearly all-operating prescriptions for creating large-scale corporate change are nothing but myths and that changes do not happen from one day to another by a miracle, the change from good to great is the result of a successful plan who

Anand, N. & Nicholson, N. (2001), _Change: How to Adapt and Transform the Business (Decision Makers)_. London: Thomas Learning. Pp. 46, 71, 99.

Implementing Organizational Change: Theory into Practice, Third Edition, by Bert Spector. Published by Prentice Hall. Copyright © 2013 by Pearson Education Inc.

In order to examine this issue further, this research will look at a number of different sources. Contemporary managerial sources are explored in order to understand how other voices in the field are describing similar methods for change. First, popular structures for change management are examined, especially within their correlation to Palmer & Dunford (2009). This is followed with an extensive

There are numerous models of change; most change models advocate a logical approach with different stages. Although the models may differ, they have communalities which include the need to prepare for the change before its implementation and then entrenching the change (Cameron and Green, 2012). One of the most recognized is the 8 stage model by Kotter (2012). The first step is creating a sense of urgency, the second step is forming a powerful coalition, the third is creating a vision, followed by communication of that vision. The fifth step is the removal of obstacles; the sixth step is creating short term wins, seventh is building on change and lastly is anchoring changes in the corporate culture (Kotter, 2012). The steps may be undertaken in a concurrently as well as consecutive manner,

Strategy is the plan an organization develops, which inhibits the competition’s ability to replicate (Parnell, 2014). Bob’s mission statement identified their purpose, “To provide groceries, fresh foods, and ready-to-eat food that is of the highest quality and convenient at a fair price, while being a valued member of the community of Hanover” (Parnell, 2014, p. 396). However, they failed to achieve some of the key points of their

Most organisations are in a constant state of change. Over the decades there has been improved technology, globalisation, ecological and social considerations in organisations. Some organisations are seemingly ready to make changes whenever required and generally embrace change. Other organisations avoid, delay or stop change from happening. For organisations change is the way to stay competitive and to develop. The paper seeks to explore the different changes in organisations and how it has made an impact.

Fostering change in the work place is an aspect that every manger will face in their career. Changes often lead too many discussions with our employees and as a manager or a leader how we foster change directly impacts the business and careers of others; ultimately, their success is your success. Your personal management or leadership style of change will directly impact the company’s profit margin and may determine if you retain key talent in your organization. There are many aspects of change and it not the intention to discuss every philosophical approach. It is to focus on how we personally accept change, how as a managers or leaders we administer that change, and finally, how we prepare for the next change to come.