Making Change: Streamlining the Transition Process - Essay Sample

Making Changes

Once everyone is in line with changes to be done, then the time comes for deploying the difference and here the team is guided as they adapt. Communication, support as well as education are essential, which helps in limiting any form of difficulties of transition, and if a problem arises, it is addressed with immediate effect. In introducing this change, there is also a need for providing further education and training required by the staffs or team. Even there is switching on technology use, and it is essential to incorporate and help crews to learn about (Cummings et al., 2016). There is also an aspect of evaluating if the shift will help in discovering the talents of the staffs, which is an added advantage of shifting. Finally, there is a need for regular assessing or taking feedback from team members on how operations are progression since the change was introduced. This is a way of obtaining feedback, which is an essential tool for adjustments.

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Refreeze the New Status Quo

Once the change has been initiated and measured regarding the feedback administration needs to refreeze the status quo. This is an important change management model whereby regular reviews are made to check the new procedures being charted (Hayes, 2018). There should also reward those who steadily keeps new approaches and even those who make a significant effort to upkeep the changes.

Analysis of Lewin’s Change Management Model About Avon Products Case

The Tm group of Avon product found themselves in a difficult situation whereby fundamental changes were needed to support turnaround. This has the meaning that all practices introduced should be fast, and they should be easy to use (Cummings et al., 2016). In addition to that, it should be efficient and effective. This change was decided to be done on talent whereby the guiding principles were

Execute on the what - The companies found that well-executed abilities lead to top dominance in great earning deals. Here is where the focus was on various skills of individuals, which was enhanced through a program of talents management and development (Cummings et al., 2016). Here, individuals are distributed in the new processes which rise from new changes introduced.

Differentiate on how - This is the point where the focus is based on the rationale of why the Company failed. It was discovered that is through incapability of leaders, which was the root core and leaders needed to be replaced. New talents and management were required by the Company to restore its financial position and financial performance (Cummings et al., 2016). In addition to that, the aspect of transparency was to be incorporated in change introduction to restore Company to its original financial position.

Types of Appraisal Information Collected Its Remunerations to the Company

The type of information collected is about performance management, which results from the Company introducing change. As the Company entered turnaround, the Company has to understand the performance of low participants' rates. This is because standards of management performance is a crucial determinant of company progress (Kerzner, 2017). Therefore it was necessary to gather information on performance management to understand the following processes

The business benefit - It is projected through the introduction of change in leadership and change in activities; the Company will benefit due to an increased rate of participation (Tang, 2019). It is also expected that the changes were to make associates work towards accomplishing goals with the expectancy of getting recompenses from excellent performance.

The simple path - One of the simplest ways of achieving business goals is to have managers tell their associates what are their goals. This helps staffs to determine whether there is complexity to be encountered when it comes to achieving those objectives. If the path is complicated, managers need to come up with taking small incremental steps of breaking that complexity (Collings, 2018). In every level, managers ask themselves whether it adds value to the manager, or it increases complexity. It is said to add value to managers if it helps them to break down the complexity, which is a sign of good leadership. If the step does not help in breaking the complexity, then it is said that the information collected about a simple path is not beneficial to the Company. The simple way to be used by managers includes goal labels individual ratings and behavioural ratings. All these must be positive when evaluating the performance of the new change.

Prediction of Success With Changes Introduced

It is expected that after identification of flaws in management, changes were to be introduced to rectify those flaws which will determine whether there is a success or not. If the amendments are adopted well, it can lead to an improvement in financial performance as time progresses (Hayes, 2018). For the next five years, the Company is supposed to achieve a topmost position about its competitors. This is because year by year, there is a need for assessing leadership within the Company and adjust accordingly. If this tactic does not work, the Company needs to come up with other strategies such as shifting of employees in various branches for in attempt of achieving effective performance management

Conclusion

The aspect of introducing change within a company is one of the crucial factors which should be highly considered. This is because, through change introduction, the company is trying to achieve the best results in terms of delivering. Also, evolution is an essential factor since it acts as a solution to an already identified problem. Therefore, if it is going to be introduced, it must be designed in a way which suggests that there will be solving that problem. However, it is somehow challenging to integrate change, and a process is needed to do so. For example, in Avon products case, there was the identification of talents which was used as one factor of change introduction. Other factors included training and educating new leaders on how to incorporate change for the betterment of the organization

References

Bakari, H., Hunjra, A. I., & Niazi, G. S. K. (2017). How does authentic leadership influence plan organizational change? The role of employees' perceptions: Integration of theory of planned behavior and Lewin's three-step model. Journal of Change Management, 17(2), 155-187. Retrieved from https://www.tandfonline.com/doi/abs/10.1080/14697017.2017.1299370

Collings, D. G., Wood, G. T., & Szamosi, L. T. (2018). Human resource management: A critical approach. In Human Resource Management (pp. 1-23). Routledge. Retrieved from https://www.abacademies.org/articles/Strategic-management-of-the-personnel-development-of-industry-companies-1939-6104-18-3-385.pdf

Cummings, S., Bridgman, T., & Brown, K. G. (2016). Unfreezing change as three steps: Rethinking Kurt Lewin's legacy for change management. Human Relations, 69(1), 33-60. Retrieved for https://journals.sagepub.com/doi/abs/10.1177/001872671557770

Hayes, J. (2018). The theory and practice of change management. Palgrave. https://www.amazon.com/Theory-Practice-Change-Management/dp/1352001233#reader_1352001233

Idkowiak-Baldys, J., Santhanam, U., Buchanan, S. M., Pfaff, K. L., Rubin, L. L., & Lyga, J. (2019). Growth differentiation factor 11 (GDF11) has pronounced effects on skin biology: plos one, 14(6), e0218035. Retrieved from https://journals.plos.org/plosone/article?id=10.1371/journal.pone.0218035

Kerzner, H. (2017). Project management: a systems approach to planning, scheduling, and controlling. John Wiley & Sons. Retrieved from https://books.google.com/books?hl=en&lr=&id=xlASDgAAQBAJ&oi=fnd&pg=PR19&dq=Kerzner,+H.+(2017).+Project+management:+a+systems+approach+to+planning,+scheduling,+and+controlling.+John+Wiley+%26+Sons.&ots=Xb6mVTWYAU&sig=gYpd46Bk2A0KslVz0IO3FcU9DjE

Tang, K. N. (2019). Change management. In Leadership and Change Management (pp. 47-55). Springer, Singapore. Retrieved from https://link.springer.com/chapter/10.1007/978-981-13-8902-3_5