Health Communication Campaign: Audience Profile Analysis
Change Implementation Case Study
Shelia Williams
University of Phoenix/Atlanta
Change Implementation Case Study
Implementation of a new idea is a more difficult than just proposing it. This is especially true in organizations where the old method has been used for many decades. Change ideas have to be able to reach the employee’s understanding, agreement, and willingness to act. The change will require planning, time, and strategic moves, as it is a switch of an organization from an existing practiced system to a new one. Therefore, the information contained in this paper will seek to evaluate the change leadership of Archie Norman and his top executives during the first six months at Asda, and offer recommendation for specifics steps that could be taken in the next 18 months to ensure continued success. Additionally, the information will compare and contrast different theories of change implementation and the effectiveness or ineffectiveness of each on this particular case study. However, before any recommendations can be made, one must look at the changes leadership of Archie Norman.
Archie Norman has been hired to change the downward spiral of the Asda supermarket change. He offered a three-year plan that should return the company to profitability and growth. He replaced the management team with individuals from outside the company and hired a consultant with considerable retail experience. The headquarters staff was cut by 30% and an 18 months pay freeze was enacted. Norman had meeting regularly with his top management team. He concluded that the whole organization was dysfunctional and would need to be revamped from the ground up.
Archie Norman has made many needed changes in the organization. By starting at the top and moving downward, he has shown that the change will involve everyone. Getting upper management involved in the day-to-day operations gives them a chance to see and
Shelia Williams
University of Phoenix/Atlanta
Change Implementation Case Study
Implementation of a new idea is a more difficult than just proposing it. This is especially true in organizations where the old method has been used for many decades. Change ideas have to be able to reach the employee’s understanding, agreement, and willingness to act. The change will require planning, time, and strategic moves, as it is a switch of an organization from an existing practiced system to a new one. Therefore, the information contained in this paper will seek to evaluate the change leadership of Archie Norman and his top executives during the first six months at Asda, and offer recommendation for specifics steps that could be taken in the next 18 months to ensure continued success. Additionally, the information will compare and contrast different theories of change implementation and the effectiveness or ineffectiveness of each on this particular case study. However, before any recommendations can be made, one must look at the changes leadership of Archie Norman.
Archie Norman has been hired to change the downward spiral of the Asda supermarket change. He offered a three-year plan that should return the company to profitability and growth. He replaced the management team with individuals from outside the company and hired a consultant with considerable retail experience. The headquarters staff was cut by 30% and an 18 months pay freeze was enacted. Norman had meeting regularly with his top management team. He concluded that the whole organization was dysfunctional and would need to be revamped from the ground up.
Archie Norman has made many needed changes in the organization. By starting at the top and moving downward, he has shown that the change will involve everyone. Getting upper management involved in the day-to-day operations gives them a chance to see and
References: Spector, B. (2010). Organizational Change: Theory Into Practice Second edition. Upper Saddle River, New Jersey: Library of Congress.