Organisational Strategic Change
Definition of Background to Organizational Strategic Change
“Strategy” word is using for planning to do something for beneficial future of the organization and making policies of different levels to achieve their goals and objectives.
Organizational strategic change refers to the situation where some positive changes are required to work better than before. This situation can happen mostly in two times i.e. a company is newly established and going to design a management structure and working pattern, secondly a company merged in another company, after amalgamation of two or more companies, they may need to make up a new management and operational structure and some changes may be required in order to focusing the previous working environment and techniques of both companies which are amalgamated.
There are many models introduced by different legends of management theories, some below mentioned models are famous which are very effective to make a strategic plan in organizational strategic change.
1. John P Kotter’s eight to successful change.
2. Kübler-Ross five stages transition (grief) cycle.
3. Prosci’s five building blocks ADKAR (awareness, desire, knowledge, ability, reinforcements) model.
4. McKinsey’s change management model – unfreez and refreez.
5. Burke-Litwin’s casual change model; action research; gap analysis
All these five persons have introduced very effective point of view for organizational strategic change. But it is not important that we can implement all these models or elements of a specific model for business strategy of an organisation, because every organization has different working pattern, management styles and internal & external working environment. These models can be used for this purpose but first of all the organization’s implementation authority should focus on their own business environment then they may apply the elements of these models on the business strategy.
Focusing on a UK’s most emerging company
“Strategy” word is using for planning to do something for beneficial future of the organization and making policies of different levels to achieve their goals and objectives.
Organizational strategic change refers to the situation where some positive changes are required to work better than before. This situation can happen mostly in two times i.e. a company is newly established and going to design a management structure and working pattern, secondly a company merged in another company, after amalgamation of two or more companies, they may need to make up a new management and operational structure and some changes may be required in order to focusing the previous working environment and techniques of both companies which are amalgamated.
There are many models introduced by different legends of management theories, some below mentioned models are famous which are very effective to make a strategic plan in organizational strategic change.
1. John P Kotter’s eight to successful change.
2. Kübler-Ross five stages transition (grief) cycle.
3. Prosci’s five building blocks ADKAR (awareness, desire, knowledge, ability, reinforcements) model.
4. McKinsey’s change management model – unfreez and refreez.
5. Burke-Litwin’s casual change model; action research; gap analysis
All these five persons have introduced very effective point of view for organizational strategic change. But it is not important that we can implement all these models or elements of a specific model for business strategy of an organisation, because every organization has different working pattern, management styles and internal & external working environment. These models can be used for this purpose but first of all the organization’s implementation authority should focus on their own business environment then they may apply the elements of these models on the business strategy.
Focusing on a UK’s most emerging company