Change Management Consultation (Essay Sample)

Surname Course Number and Name Institution Professor Date Change Management Consultation Discuss the need for change for the company in the scenario using the systems contingency model or the organizational life cycle model. The company’s need for change can be elucidated using the organizational life cycle model. Bearing in mind, the company is in a stage where it requires its workers to work collaboratively to advance innovation as the company expands (Shelygov et al. 1297). The organization is in stage five of the organizational life cycle model. The stage improves the growth of the company through interpersonal collaboration, different management styles, and behavioral management. Describe the difference between a learning organization and a traditional organization. A learning organization is always ready for optimized change. The company makes acceptable changes and routines. A learning organization is always ready, planning, and implementing desirable actions. On the other hand, a traditional organization is always more rigid to change. Instead, it mainly focuses on stability with no adjustments. They are always much slower to respond to transitions. Identify which stage of Woolner’s 5 Stage model the company is currently in. The company is in stage two of Woolner’s 5 stage model. This is a developing phase. Explain why the company is in the identified stage. The company is in stage 2 because it hired a consultant to help it transform into a learning organization. It indicates that the company has realized its need for change and is persistently making efforts for change. In the second stage, the company tends to hire external professionals to propel various organizational changes. Explain how the company would use Senge’s 5 disciplines to become a learning organization. The components of Senge’s 5 disciplines include system thinking, mental models, team learning, shared vision, and personal mastery. The company can use system thinking to realize that every person is an essential part of a learning organization. The discipline promotes unity and wholeness which instills a collaborative mindset. Personal mastery helps the company to assist its employees to review and realistically assess their current thinking. It directs the employees to personal visions that link the learning experiences to the organization’s goals. The mental model will help the company to create a vision of change through images and generalizations that will deeply influence the workers’ understanding of learning. A shared vision starts with the company’s leaders. The leaders can advance a shared vision by motivating and encouraging workers. This can therefore help the organization become a learning one. In conclusion, the company can use team learning to allow each employee to take part in the various instances of problem-solving. It enables the organization to think and work towards its goals. Identify the result and the nature of the change to take the company from a traditional organization to a learning organization using Balogun and Hope Hailey’s model. Evolution. The best choice for the organization is incremental changes that result in transformation. Explain why the result and the nature of change would be appropriate for the company in the scenario using Balogun and Hope-Hailey’s model. Bearing in mind that the company has always existed as a traditional organization, incremental changes will allow the organization to adjust to the idea of change while learning new techniques to increasingly convert it into a learning organization. Discuss how the four steps of the action research model could be applied to the change process for the company in the scenario. The initial step of the action research model to be applied in the company is identifying a problem. The company has accomplished this by realizing that it has never invested in the development and training of its employees. Secondly, the organization has employed a change management professional to assist in identifying other areas of opportunities, analyzing and changing them into a learning organization. Data collection will help the company to have more concrete visuals and evidence of what is wrong and what could have happened if the change techniques are properly implemented. The fourth step is implementation. Implementing the necessary steps that have been agreed on will help to change the organization from a traditional to a learning one. Recommend two innovation strategies that management could use to transition the company in the scenario from a traditional to a learning organization. Cooperation and exploration. Exploration strategy can be used in the company’s change management through changing the organization’s top-down approach to bottom-ups. It will allow for input fro...