Solution
| (AC2.3) Explain different approaches to managing change. Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Word count: Approximately 400 words |
| Kotter’s Change Management Model This is identified as a model used in guiding change strategy. It is holistic as comprised of 8 different phases which guide change implementation (Harrison et al., 2021). These include; Creating a sense of urgency– In the beginning of a change process, the need must be identified. For example, in implementing hybrid working, the COVID-19 effect can be noted. Also, the limitations of full-time remote working could be identified. Building a coalition– Experiencing change imply noting major leadership and management supporting and advocating a change strategy (Sittrop & Crosthwaite, 2021). The established coalition is important for evoking the staff towards embracing new working strategies. Developing a vision and strategy– For the team established, they would need to be made aware of the vision. This is for the hybrid working model by evidencing its positive impact to their performance, improved engagement and fostering of appropriate collaboration. Communicating vision– The need for change is eventually cuspidated to the rest of the organisation. The hybrid working is identified to be relevant to the entire organisation by leverage on emailing, meetings and town hall engagements for evidencing rationale for hybrid work for eliminating misunderstanding. Empowering coalition– After identification of the rationale of the change and hindrances for the team identified, they can be passed through capacity development to improve their skills. The outcome of this is successfully embracing the hybrid working to be core area of their operations. Generating short-term wins– At this stage, an organisation begins celebrating initial gains from the change process. For example, the outcome of hybrid working begins to be noted in the organisation including cooperative relations and staff feedbacks on engagement scope. Consolidation of gains for increased change scope– In this level, the initial success is replicated in the entire organisation. For the hybrid working case, the change can be passed to be integrated to all the departments in the organisation (Laig & Abocejo, 2021). Anchoring change to organisation culture– The hybrid working need to e integrated in the organisation culture. According to Denyer and Rowson (2024) staff are rewarded appropriately due to being able to participating in the hybrid working. Impact of Kotter’s Model of Change Implementation Through an embrace of Kotter Model of change, hybrid working process is successfully implemented. According to Harrison et al. (2021), the model guide in achievement of an effective and relevant course of action easily followed and executed. The model is holistic as it engaged leaders teams, effective communication while prioritising on the likely resistance and attempts of promoting level of concern. Also, ensuring that the short-term wins which are consolidated in the entire organisation is eventually cemented to organisation culture. |
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