Case Study Discussion Paper (Organisational change & transformation) Research

Case Study word of honor (Organisational potpourri & transformation) - Research Paper ExampleHow was counter heighten managed at Simmons? One of the most effective methods of ensuring a lasting change within an organization is to engage different stakeholders including employees in the boilersuit performance of change. This would call up that all the stakeholders are taken on board before any decision to take on the new changes within the organization is implemented. (Ragsdell, 2000). What is as well significant to understand that in severalise to manage change effectively, it has to be communicated well and thus requires a great deal of effective communication in order to ensure that the real message is trickled down to the employees. (Almaraz, 1994). Any change management process therefore faces the detail that different people react differently to the change due to the fact that every whizz has different fundamental needs which need to be fulfilled and the boilers suit p rocess of change can threaten much(prenominal) needs. What is also significant to understand that changes often result into loss- losses such as think overs, loss of position and organizational power etc and in such a situation, it dumbfounds often difficult to accept such change and become part of it. (Paton,& McCalman, 2008). In order to overcome such situations, it is therefore critical that the overall process of change is managed properly and within an acceptable norm where losses are minimized while at the uniform time, the overall objectives are achieved with ease.(Stanleigh, 2008). It is also important to note that change often creates fears and therefore it is important that the overall process of managing fear is also managed properly. Employees often believe that the overall process of change would result into their job losses or make them redundant and therefore they may not fully accept the change and provide the kind of information and input required to make chang e successful. Leaders therefore entrust have to ensure that the fears of the individuals are managed properly and that individuals know how this change is going to affect them positively. (Saka, 2003) A close look at the overall affairs at Simmons would suggest that it was undergoing tremendous competitive pressures not notwithstanding due to the fact that its major customers were out of the business simply its overall approach was not concentrate on on the consumers. This lack of focus on consumers therefore was not only costing them presently but it was its future which was at the risk also. Apart from this, the overall organizational structure at the unwaveringly was such that it resulted into the direct competition amid different plants rather than fostering an overall process of collaboration between them. This situation therefore demanded a complete process of change management to be initiated at the firm. The overall process of change was managed at Simmons in rather a n unconventional manner where the point management of the firm was first introduced to the concept. The CEO of the firm first shared the need for change with one individual and than the process of change management was initiated in order to ensure that the top management of the firm is on one page in terms of proposed changes in the future. As such the overall approach was a top down approach wherein the changes were first introduced at the top and then they were subsequently trickled down to the lower level. Changes were introduced at the higher level first wherein the top managemen