Concord Bookshop is a private owned business located in Boston, Massachusetts. Concord Bookshop has been the pride of the town for years. According to history, Concord Bookshop is regarded as one the best in New England. In any organization, change is inevitable. Change is a way of life both in organization, in families; the birth of a child, going to college whether is undergraduate or graduate school. Change could happen at any time. Here I am going to focus on organizational change. What then is organizational change? My definition of organizational changes is simply the changing of the way in which the business is organized.
Every organization has a culture put together. Along the line, this culture may have to be revisited if the organization will grow and be successful. According to (Rampur, 2009), organizational change is a very common concept found among successful companies. Making your business survive and make profit is the goal of any organization. When this goal is not met, organization will have to find out and figure out how to make an amendment to maximize growth and profit. For example, hostile takeover could change the entire culture of any organization. The question is why did Concord Bookshop organizational change process not quit successful?
The Essay on Concord Bookshop Paper
... proper processes and tools to support change implementation in all phases of change in an organization. The Concord Bookshop did not consider employee resistance to ... business solution (Spector, 2010). The real application of change has to do with involving people to change a process, technology, or even organizational wide change ...
Why did the workers become bitter about the process that took place? In case of Concord Bookshop, it was not a hostile takeover, but the Board led by President Morgan “Kim” Smith made a drastic decision that a new general manager will be hired. The de facto demotions triggered outrage among the employees. Also, the owners’ immovable stance was not acceptable by the employees (Mehegan, 2003).
There are phases of organizational changes process that any organization must follow if they must succeed. In nursing, before you can comfortably care for a patient, you must put a plan of care in place.
In health care setting, assessment, planning, implementation, and evaluation is vital if you must provide a quality care for the patient. I believe that if organization must thrive to grow and make profit, there is need for organizational change and proper plan has to be in place. Whether is a health care organization or a manufacturing industry, you have to follow proper process in regard to change. In the case of Concord Bookshop, the strategy during this process of organizational change was not appropriately put in place. There was no leadership communication.
I am able to identify that Concord failed to inform the staff about the change that was about to happen. I believe that if the Board and the owners at Concord Bookshop had made the employees to be aware of pending changes, things would not have gone the way it went. It is imperative that people be aware of the need to make a change or improve the way things are currently done in the organization to meet up with the external challenges. There would be no need of the managers putting their resignation at the same time. To me, Concord failed to inform the employees of the organizational change process.
Lewin has 3 Models in organizational changes; Unfreeze, Change, and Refreeze. According to Lewin’s Model of the Unfreeze-Change-Refreeze; this is a stage of getting people in the organization ready to accept that change is necessary, which involves break down the existing status quo before you can build up a new way of operating. I believe strongly that this phase was not properly put in place. The 2nd phase of organizational process that Concord failed to follow is 3rd phase of Lewin’s Model which is Refreezing. According to Lewin’s model of organization change, this is where, the changes that are made is been embraced by employees.
The Essay on Implement Change Management Processes
During the demonstration of skills did the student: (Tick if completed) ❑ Plan IT system changes ❑ Current system evaluation ❑ Organisation needs vs benchmark ❑ Identify technology system change needs ❑ Access changes ❑ Prioritise changes ❑ Implement change ❑ Monitor and review implementation Trainer’s Name:Date: / / Trainer’s Signature: Reviewed Auditor’s name:Date: / / Auditor’s Signature: ...
At this juncture, the organization is ready to refreeze. (Mind Tools 2003-2013).
In this phase, Incentive systems are put into place to achieve desired behaviors. In conclusion, for any organization to survive the global challenges and able to meet up, organizational change becomes a task that must be done. No one like changes, but change is a way of life. Change is inevitable. People change, environment change, families change and so is organization. For organization to have a smooth or less resistance during change process, effective communication becomes vital and critical.
Nothing is permanent. People resist change. According to Sugar (2009) for a successful organizational change process to be effectively implemented, it becomes necessary to communicate to employees the need for change. The management should make the case for change convincingly and credibly to the employees. The attention of the management should be to expand and mobilize support for change, through the use of incentive systems and training. This method of organizational change process discussed in this paper also applied to health care organizations.
