HRMT440DBR4.docx
HRMT440DBR4
1. Initial Question: Leroy thinks it is important to use a set of steps from an established change model to guide the change process. He has recommended the OD Action Research model, Appreciative Inquiry, and Kotter's 8-Step model as potential alternatives. But the VP of HR wants to know all of the details and is also concerned about the potential resistance to change at Red Carpet, so Leroy thinks it's important to discuss this as well. Red Carpet is seeking long-term success with this change, so Leroy would like you to include a forward-thinking statement regarding the future of Red Carpet after the change. In no time, you and Leroy will be riding the elevator to the 27th floor with a beautiful view of Philadelphia, and he is confident that your collaborative effort will be well-received.
Review the Red Carpet scenario for this course, and with your classmates, discuss the following questions about Red Carpet’s change management plan:
· In your opinion, which one of the following change models will be best for Red Carpet's change process: OD Action Research model, Appreciative Inquiry, or Kotter's 8-Step model?
· What interventions would you recommend to address the challenges at Red Carpet?
· Considering the organizational culture of Red Carpet, how could you help the organization use communication to overcome resistance to change?
· How will you evaluate the success of the change process at Red Carpet?
Primary Post:
Change Model
Kotter's 8-Step model best fits Red Carpet's change process. This model provides a structured and systematic approach to change management and is widely recognized as a successful model for leading change. The eight steps of the model include "establishing a sense of urgency, forming a powerful coalition, creating a vision for change, communicating the vision, empowering others to act on the vision, creating short-term wins, consolidating gains and anchoring new approaches, and establishing ongoing mechanisms for change" (Cameron & Green, 2019). By following these steps, Red Carpet can ensure that the change process is well-planned, effectively communicated, and supported by all stakeholders and that the change is sustainable over time.
Intervention
The challenges faced by Red Carpet can be addressed through a combination of interventions aimed at improving efficiency, increasing customer satisfaction, and enhancing the company's reputation. Firstly, the company should invest in technology and training to improve the speed and accuracy of its customer service operations. This will help reduce wait times and improve the quality of customer interactions, which will help increase customer satisfaction and improve the company's reputation (Lewis, 2019). Secondly, the company should focus on improving the quality of its products and services. This can be done by regularly monitoring and collecting customer feedback and investing in ongoing research and development efforts. This will help ensure that the company can stay ahead of the competition and remain relevant to its customers. Finally, Red Carpet should focus on improving its marketing and communication strategies to increase awareness of its products and services and to build its brand (Lewis, 2019). This can be achieved through social media, online advertising, and other digital marketing tactics, as well as through traditional marketing techniques such as print ads, direct mail, and public relations.
Communication
To help Red Carpet use communication to overcome resistance to change, I recommend that the organization ensure that all stakeholders have access to information regarding the change process, its objectives, and expected outcomes. Additionally, I recommend that the organization create an open dialogue between management and employees about the changes taking place so that everyone can be informed and engaged in the process (Lewis, 2019). Furthermore, I recommend that Red Carpet cultivate a culture of trust and collaboration to support the change process.
Evaluation
To evaluate the success of the change process at Red Carpet, I recommend using both quantitative and qualitative methods. On the quantitative side, I measure performance indicators such as customer satisfaction, employee engagement and turnover, financial performance, and operational efficiency. On the qualitative side, I would monitor changes in the organization's culture through surveys and interviews with stakeholders. I would also implement a feedback loop to measure the effectiveness of the interventions implemented as part of the change process.
#1 Jason
The Kotter 8-step model would be the best course of action given the Red Carpet’s challenges and much needed changes. When an organization such as the Red Carpet faces a need for change, it can have a significant impact on management, employees, and shareholders. The Red Carpet requires some systematic changes. Kotter’s 8-step model clearly lays out a well-developed path to change that will address the Red-Carpet challenges.
Create Urgency
Creating and communicating a sense of urgency and why changes are needed. During this step, stakeholders will need to be prepared for the required changes and encourage them to participate in the changes. Stakeholders will need to identify the existing challenges within the Red Carpet and acknowledge them. This can be done using the SWOT analysis method. Open discussions will need to take place explaining the reasons for the changes.
Building a Guiding Coalition
“For changes to have lasting success, marshalling of resources to implement the change will take a coalition of key players (Kotter, J. 2006).” Red Carpet Leaders alone cannot successfully implement an organizational change by themselves. This will take well respected stakeholders to help collaborate, communicate, and disseminate the necessary change.
Form a Strategic Vision
Well respected key stakeholders will need to communicate how the future will be different from the past to help employees understand and visualize before they are able to get buy-in. Initiatives will need to be thoroughly communicated and demonstrate how they support that strategic vision.
Enlist a Volunteer Army
The amount of changes required in the Red Carpet are a large-scale change or transformational that can only happen when the majority of stakeholders rally around a common goal or opportunity. Stakeholders will have to want to actively or voluntarily participate for much needed change to occur. “Collectively, they must be unified in the pursuit of achieving the goal together (Kotter, J. 2006).”
Enable Action By Removing Barriers
Obstacles that are found to be in the way or challenges preventing change from occurring will be required to be removed. This will allow stakeholders to collaborate effectively and efficiently to make an impact across the Red Carpet.
Generate Short Term Wins
Achieving short term wins will allow stakeholders to get results and increase confidence in the necessary changes and help move towards the strategic vision of the Red Carpet. All short-term wins will need to be identified, captured, recognized, and communicated frequently. Tracking progress will help energize stakeholders and increase necessary momentum.
Sustain Acceleration
Sustained acceleration will be necessary by making sure that the stakeholders are working diligently to achieve both the strategic vision and change goals while keeping track of the progress. The coalition will need to keep track of what worked well and what things didn’t work so well. Unnecessary procedures will need to be identified and eliminated during this step. Red Carpet leaders will need to continue communicating their vision and the benefits of the short-term wins helping them achieve the desired organizational change while maintaining or increasing momentum.
Institute Change
Communicating and demonstrating the difference between the new changes versus the old ways of doing business will help the Red Carpet become stronger and implement the change. Internal system process will be required to evaluate new operating procedures to facilitate new behaviors and the new ways of doing business.
Intervention
With the necessary changes within the Red Carpet a detailed implementation plan will need to be created, communicated, and passed down to the lowest levels. The implementation plan would need to include the 5 W’s. Who: At the highest levels of the Red Carpet the management plan will need to be created. HR will play a significant role in the planning phases and with the implementation of the plan. What: The plan will have to include all stakeholders and getting them onboard with the change plan. Contingency plans will need to be included in all phases of the change plan. When: Change should not occur until the plan is completed by the change plan team. How: Red Carpet leaders will need to commit their change plan in writing for all stakeholders to see. Why: Communicating why significant change is required will be necessary and the prioritization of any necessary resources to prevent any additional or substantive costs to the Red Carpet.
Overcoming Resistance to Change
Establishing effective communication with all stakeholders will be key to resistance to change. This can take the form of using company technology for stakeholders to communicate with all levels of leadership and to ask questions when they are in doubt or don’t understand why the need for change. The use of meetings such as town-halls, or all-hands, or a collaborative media board will help aid in the resistance to changes. Management periodically checking-in with stakeholders will help see them making necessary changes. All lines of communication will be necessary for Red Carpet leaders, managers, and stakeholders.
Evaluating the Success of Change
The Red Carpet would benefit from leaders, management, employees, and customers seeing the noticeable changes in the way they operate. Conducing frequent internal audits from a Quality Assurance and Quality Control Team will help ensure that changes are taking place or identifying challenges in system processes causing delays in a service or process. Stakeholder, Shareholder, and customer reviews will help demonstrate the success or failure of new operating procedures. These evaluations will help leaders and managers to see and hear that changes are working.
#2 Nakeba
· Which change model will be the best for Red carpet’s change?
In my opinion I believe that the Kotter’s 8-step model will be best fit for Red Carpet because it coincides with all the company’s concerns, values and expectations both Leroy and VP of the HR. This model consists of a systematic change process. This system can help to correspond with the employees, especially the ones that have a challenge of getting on board and not being resistant to the goals and the success of the company in the long run. When using this model company have been known to have great success and are able to achieve all their goals.
· What interventions would you recommend to address the challenges at Red Carpet?
First, I would recommend an open-door policy for communication to be able to address all needs and concerns. Then I would address all the challenges that Red Carpet have one by one in order to get a handle on things so that we can be operating in the right direction for the good of the company. I would sit down with each department to get all their concerns and ask how they think we can make it better. After we speak with each department and employee, we will make an evaluation on how we are going to move forward and make recommendations that we will implement and expect every person to abide by. Therefore, each employee will be properly trained, tested and will sign off on the information that was given to them. Everything will be documented that you read, understood, passed and signed.
· Considering the organizational culture of Red Carpet, how could you help the organization use communication to overcome resistance to change?
Again, the most important process that we can do is to be able to communicate often so that everyone understands what the expectations are. We want to be able to listen first and talk second. Then we must communicate the reason for the change because we are about to boost the morale of the whole company. We want everyone to get excited about the new changes that are coming, and that will be put in place for the good of the company. We do not want anyone to be resistant to the changes that will occur, and we do not want anyone to be hesitant of this process. We want to include all employees and even have Team Leads that will help to implement the changes.
· How will you evaluate the success of the change process at Red Carpet?
Finally, we want to keep track of a week and monthly report of how Great of a job that we are doing. The change processes will come in segments so that it will not be a overwhelming at one time, and finally on a periodic basis we will have practice exercises that will help each employee get used to the process of how things will be done going forward.
