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U-3 Strategic Change Management

U-3 Strategic Change Management

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Published by: malikawan7862 on Feb 22, 2012
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1
LONDON COLLEGE OF ACCOUNTANCY AND MANAGEMENT
Programme:
 BTEC Ext
ended
Dipl
oma
i
n
St
ra
t
eg
ic M
anagemen
t & L
eadersh
ip L
eve
l ± 7
 Assignment Title: Strategic change Management (Unit-3)Student Name: Malik K.S AwanStudent ID: LCMA/PB/10439Date Issued: 01 October 2010Final Submission Date: 10 December 2010
MODULE TUTOR
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2
 
Table of contents
N
o
T
o
pic
s
 
Pages
 
no
 
P1 Compare and contrast at least three established models of changemanagementP2 Associate the examples of some organisations with the selected modelsP3 Assess the value of using strategic intervention techniques in theseorganisationP4 Examine the need for strategic change in the selected organisationsP5 Assess the factors/ drivers that are driving the need for strategic changethe selected organisationsP6 Assess the financial, human and physical implementations of theorganisations not responding to strategic changeP7 Develop appropriate and workable system to involve stakeholders theorganisation in the planning of changeP8 Develop an appropriate change management strategy for theorganisation with the involvement of its stakeholdersP9 Evaluate the systems used to involve stakeholders in the planning of change management strategyP10 Create a workable and appropriate strategy for managing resistance tochange in their selected organisationP11 Develop appropriate models for ongoing change in their selectedorganisationP12 Make plan to implement a models for change in the selectedorganisation considering its internal and external circumstancesP13 Develop practical, workable and appropriate measures to monitor progress the change management modelReferences
 
3
 
P01: Compare and contrast at least three established models of changemanagement
I
n
t
rod
ucti
on
 
of 
t
hree
 
mode
l
s
 J
ohn
 
P
.K
o
tt
er's
eight step change method; first three steps focus on de-freezing theorganisation; the next three make the change happen, and the last step re-freezing.1.
I
n
c
rease
u
rgen
cy
- inspire people to move.2.
Buil
d
t
he
 
g
ui
d
i
ng
t
eam
- get the right people in place.3.
G
e
t t
he
 
v
i
s
i
on
 
i
gh
t
- get the team to establish a simple vision and strategy,communicate the essentials, respond to people's needs.4.
E
m
p
ower 
 
a
cti
on
- Remove obstacles, reward and recognise progress andachievements.5.
C
rea
t
e
 
shor 
t-t
erm
 
w
i
ns
- Set aims that are easy to achieve, finish current stagesbefore starting new ones.6.
D
on'
t l
e
t up
- Encourage ongoing progress reporting - highlight achieved andfuture milestones.7.
M
ake
c
hange
 
s
tic
k
- Reinforce the value of successful change via recruitment,promotion, development of leadership.
Ku
t L
ew
i
s
 
mode
l
.Kurt Lewis¶s change management model is existing three stages, unfreezing, changeand refreezing.
U
nfreeze
 
y
 
Understand that change is necessary
y
 
Getting ready to move comfortable zone
y
 
Motivate the employee with reward or punishment
y
 
use Stakeholder Analysis and Stakeholder Management to identify and winthe support of key
y
 
Remain open to employee concerns and address in terms of the need tochange
C
hange
 
y
 
 Aware that change is not a even, but involve people in the process

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