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Identify and critically evaluate at least three diverse models or frameworks that can be used to address organisational change.
Organisational Change Strategies
Introduction The unit looks at how complex organisations can provide strategies for, respond to and evaluate change. Methodologies and various tools and techniques will be applied.
Scenario Learners may use their own employment context, or that of another organisation with which they are very familiar, to base their assignment. However, in the case that they are not able to do so, please use the below scenario: -
You are a manager within an organisation that is currently undergoing a period of change.
Your role is to guide the organisation through the change programme ensuring employee commitment as well as meeting organisational objectives.
Task 1: Identify and critically evaluate at least three diverse models or frameworks that can be used to address organisational change. Assess their suitability within your identified scenario context. Remembering a model must be ‘fit for the purpose intended.’
Identify and justify the change solutions for this scenario that help achieve organisational objectives. Apply a range of creative problem solving techniques can be used to address change challenges.
Identify and outline your scenarios organisational strategy. Critically evaluate how your deduced solutions will align and contribute positively and feasibly to organisational future direction.
Guideline word count: 1,300 - 1,500 words
A.C. 1.1 – Critically evaluate the range of organisational change, models and frameworks that could be used in your organisation
A.C.1.2: - Identify and apply a range of creative problem solving techniques to address change changes
AC. 1.3 – Critically evaluate, determine and justify change solutions that link to the achievement of organisational strategy
Task 2: Research, identify and critically evaluate two change implementation models, with the focus on the requirements of implementation. Your work may have connections to 1.1 findings.
Evolve a positive, feasible and ethical criteria that validates the change implementation model, clearly signposting it’s critical success factors and related key performance indicators
Guideline word count: 850 - 1,000 words
A.C. 2.1 – Critically evaluate a range of change implementation models
A.C. 2.2 – Identify and justify the criteria to select and support a change implementation model and will achieve the organisational change desired.
Task 3: For this task you are required to demonstrate application of analytical tools that effectively monitor both the processes involved in change and the effects. Monitoring will be over time, therefore the factor of time and key critical points of risk and potential shock should be considered. Enterprise Risk Management techniques would be of value to explore here.
Measurement may be quality, budgetary factors, environmental factors, cultural changes, engagement modelling. 3.1 / 3.2 would blend well together.
For this task state your intended strategy(s) to management your change scenario. Conduct a risk assessment on them or modelling of your choice, determine how risk may be avoided, reduced, designed out or transferred.
Guideline word count: 850 – 1,000 words
AC: - 3.1 Identify and demonstrate the use of analytical tools to monitor the progress and the effects of change within your organization
AC: - 3.2 critically assess monitoring and measurement techniques used to measure and track change within an organization
Ac: - 3.3 Analyze and critically assess strategies to minimize the impact of adverse effects of change in your organization
Task 4: Identify the key risk factors that have an adverse effect on the strategic direction of the firm, as well as those positives, that may be exploited further, for internal or competitive advantage. Decompose the elements of risk, via a logical criteria and critical review and evaluate those processes.
Together with your team critically analyse the results of the change impact review, summarising the points discussed and qualified recommendations. You may wish to form a specialists Delphi group for this purpose.
Develop a PowerPoint presentation of your change findings, and present them to your primary stakeholders or sponsors. For assessment purposes only the PowerPoint works are required. You may wish to conduct an audience profiling exercise, media review to ensure that the presentation is in its best context, to maximise on exceeding stakeholders’ expectations.
AC: - 4.1 critically evaluate the processes required to review the impact of the change in your organization
AC: - 4.2 critically analyses and discuss the results of a change impact review
AC: - 4.3 Formulate findings of a change analysis and present them in an appropriate way for different stakeholders
Learners are required to complete all tasks.
Assignment Guidelines All work must be submitted in a single electronic document (.doc file). This should go to the tutor and Centre Manager/Programme Director, plus one hard copy posted to the Centre Manager.
The assignment must be the Learner’s own work and not copies of theories or models. Direct quotes should be kept to a minimum, and shown in inverted commas. Models described and other quotes used must be properly attributed and referenced as appropriate. Learners must acknowledge or reference any sources that have been used to complete the assignment, listing reference material and web sites used.
Learners are encouraged to produce a reflective statement of no more than 300 words (which does not count towards the final word count), describing the value and knowledge gained from undertaking this assignment. The reflective statement is not assessed; however it encourages you to review the value and application of your learning.
Overall word count guide: 2500 - 4500 Plagiarism and Collusion In submitting the assignment Learner’s must complete a statement of authenticity confirming that the work submitted for all tasks is their own. The statement should also include the word count.
Plagiarism and collusion are treated very seriously. Plagiarism involves presenting work, excerpts, ideas or passages of another author without appropriate referencing and attribution. Collusion occurs when two or more learners submit work which is so alike in ideas, content, wording and/or structure that the similarity goes beyond what might have been mere coincidence.
Appendices Separate Appendices should not be used. Any use of tables, graphs, diagrams, Gantt chart and flowcharts etc. that support the main report should be incorporated into the back of the assignment report that is submitted. Any published secondary information such as annual reports and company literature, should be referenced in the main text of the assignment but not included.
Confidentiality Where a Learner is using organisational information that deals with sensitive material or issues, they must seek the advice and permission from that organisation about its inclusion. Where confidentiality is an issue, Learners are advised to anonymise their assignment report so that it cannot be attributed to that particular organisation.
Word Count Policy
In total, the assignment report should be between 2500 - 4500 words. Learners must comply with the required word count, within a margin of +10%.These rules exclude the index (if used), headings and information contained within references and bibliographies. When an assessment task requires learners to produce presentation slides with supporting notes, the word count applies to the supporting notes only.
Referencing and Professionalism A professional approach to work is expected from all learners. Learners must therefore identify and acknowledge ALL sources/methodologies/applications used. The learner must use an appropriate referencing system to achieve this. Marks are not awarded for the use of English; however the learner must express ideas clearly and ensure that appropriate terminology is used to convey accuracy in meaning.
Submission of Assignments All work to be submitted on the due date as per Centre advice.
All work must be submitted in a single electronic document (.doc file). This should go to the tutor and Centre Manager/Programme Director, plus one hard copy posted to the Centre Manager.
Sample Answer
Identify and critically evaluate at least three diverse models or frameworks that can be used to address organisational change. Assess their suitability within your identified scenario context. Remembering a model must be ‘fit for the purpose intended.’
A.C. 1.1 – Critically evaluate the range of organisational change, models and frameworks that could be used in your organisation To address organisational change effectively, selecting appropriate models or frameworks is crucial, particularly in a scenario where employee commitment must be ensured while organisational objectives are achieved. This analysis critically evaluates three diverse models of change management—Lewin`s Change Management Model, Kotter`s Eight-Step Change Model, and the ADKAR Model—assessing their suitability for the given scenario.
Lewin’s Change Management Model
Developed by Kurt Lewin, this model is one of the most recognised frameworks for organisational change. It consists of three stages: Unfreeze, Change, and Refreeze .
Unfreeze : Prepares the organisation by recognising the need for change and breaking down existing processes or behaviours that may hinder progress.Change : Implements the transition through new initiatives or procedures. This stage requires clear communication and support to encourage employee commitment.Refreeze : Solidifies the new practices into the organisational culture, ensuring sustainability.
Critical Evaluation :
Strengths : The model is simple and focuses on the psychological aspects of change, making it highly effective in environments resistant to change. It emphasises preparing employees, which aligns with the need for their commitment.Weaknesses : It may oversimplify complex change processes and lacks agility, which can be a limitation in dynamic industries.Suitability : In the scenario context, this model is beneficial for initial engagement and establishing long-term change, especially where employees need reassurance and gradual transition.
Kotter’s Eight-Step Change Model
John Kotter’s model is a structured, step-by-step approach to implementing change effectively. The eight steps are: Create urgency, Build a powerful coalition, Develop a vision, Communicate the vision, Remove obstacles, Create short-term wins, Build on the change, and Anchor the changes in corporate culture .
Critical Evaluation :
Strengths : The model prioritises employee engagement through communication and collaboration. It is well-suited for ensuring commitment by involving employees in the change process and celebrating small wins.Weaknesses : It can be time-intensive and rigid, potentially challenging in fast-paced environments. Overemphasis on sequential steps may overlook emerging issues during implementation.Suitability : This model is highly suitable in the given scenario, where employee commitment and a structured approach are paramount. Its focus on collaboration aligns with the need to maintain organisational cohesion during the change process.
ADKAR Model
Developed by Prosci, the ADKAR Model focuses on five building blocks: Awareness, Desire, Knowledge, Ability, and Reinforcement . It takes a people-centric approach to change by addressing individual employee needs.
Critical Evaluation :
Strengths : The model’s emphasis on individual change management ensures employees are prepared and supported. It identifies gaps in readiness and provides a roadmap to address them, promoting commitment at all levels.Weaknesses : It may require extensive resources and training to implement effectively. The individual focus might overlook broader organisational dynamics.Suitability : The ADKAR Model is appropriate in the scenario for its focus on personalising change efforts and ensuring employee buy-in. However, it may need to be combined with other models for a more comprehensive organisational approach.
Continued...
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