AC1.1 Discuss models of strategic change
Types of Change
Evolution: Transformational change implemented gradually through interrelated initiatives; likely to be proactive change undertaken in anticipation of the need for future change
Adaptation: Change undertaken to realign the way in which the organisation operates, implemented in a series of steps
Revolution: Transformational change that occurs via simultaneous initiatives on many fronts; more likely to be forced and reactive because of the changing competitive conditions that the organisation is facing
Reconstruction: Change undertaken to realign the way in which the organization operates, with many initiatives implemented simultaneously; often forced and reactive because of a changing competitive context.
AC1.2 Evaluate the relevance of models of strategic change to organisations in the current economy.
Kotter’s model suggests that change is a gradual process and it should be dealt like wise. The change starts itself starts when and urgency in the organisation is created either to fulfill new requirement and need to resolve current issues. This leads to formation of vision and clear objectives which defines the change to be taken forward. In current economic scenario, where the industry is in very competitive environment and the economic recession has further tightened its position, it becomes necessary for the organisation to win the confidence of the staff and employees and keep them involved and engaged with the proposed strategic change. Any failure to change strategy, will further dampen the overall business growth of the organisation and this could occur if the organisation does not consider to take the change and follow a standard approach of handling change at an organisational level. To resolve this scenario, kotter’s 8 step change model has a great relevance to it. There should be a proper communication between the key stakeholders of the organisation on the need of taking change. When change occurs at an organisational level, then every member of the organisation is directly or indirectly gets affected and henceforth to avoid any sort of hurdle a change model should be used at organisation level, to prepare and plan to resolve the unwarranted situation. Similarly, the change model of team has its relevance because, the change in organisation is initiated by a team and it’s the responsibility of the team to take the change forward and bring it to an organisational level. Keeping this in view, the tuckman’s model of learning styles becomes important as it discuss the the stages of team development and henceforth, by focusing at these stages, it becomes easier to prepare for the change. The stages of Forming, Norming, Storming and Performing defines the four stages and this in turn helps to identify where and at which stage what policy and strategy to be considered. Team consists of individuals and every team member is an individual first and then a part of team and therefore, it becomes important to consider how to involve individuals first in the change. Of individuals are not ready for the change then a strong team can never be formed and if the team fails then the change at organisational level can never be success. And this gives high importance to consider the individual change model. By evaluating and studying the current economic scenario, it becomes necessary for every organisation to consider the change models of Organisation, team and individual and then to form a strategy. No change can become success if these approaches to managing change at various level is not considered. AC1.3 Assess the value of using strategic intervention techniques in organizations.
The strategic intervention techniques used in organisation, helps it find out its organisational strength, which becomes helpful while designing the change process. Strategic intervention techniques helps the organisation to involve every stakeholder of the...