Solution

This model identifies the change strategy in an organisation as being guided by 8 different phases. According to Pollack and Pollack (2021), adherence to these stages lead to a successful change management.

Create a sense of urgency- The reason change need to be pursued is clearly stipulated in this phase. The change is noted as the only way out for an organisation success.

Build coalition- A team of employees and different experts come together to actively pursue the change process.

Develop vision- An elaborate vision is put in place identifying the expectations or end results of the change strategy.

Communicate vision- For avoiding resistance, the change is actively communicated with different players functions highlighted.

Empower others to acting- For the earlier identified team, they are successfully empowered to take an active part in the change. Their weaknesses are managed for success in supporting change.

Short-term wins- Initial wins starts to be noted at this phase albeit in small quantification evidencing appropriateness of the change.

Consolidate- The small wins are amplified to become broad and noticeable in large scale.

Anchors change process– The change becomes part of the organisation culture as it is successfully embedded to culture.

Application The embrace of Kotter’s 8 Stages can be relevant in implementing the 2 days working week initiative. At the start,

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