Essays on Implementation Of Strategic Change Essay

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IntroductionAccording to an ancient philosopher like Heraclitus from Greek, only change is permanent than any other thing. In fact, Heraclitus argued out that change forms the core of the universe. This wise though stresses why implementation of strategic change forms a critical part of organizations and humans alike. Change management is the structured way of transforming organizations, its methods of operation, its staff, and culture from a current model to another desired model that is favorable for future progress. The process of ensuring that change is successful is then referred to as implementation of strategic change.

Proper implementation of strategic change will enable the organization and staff to accept change within the organizational setup. In organizations, change can result from an alteration in technology and change in strategies of operations among other sources. With social, political, and economic uncertainties in the global business environment, it is paramount for organizations to adopt implementation of strategic change to guarantee their survival in the dynamic business environment (Hiatt and Creasy, 2003). It is also a fact that all factors that appear naturally are subject to continuous change yet human beings have the tendency of resisting change.

In organizations, to manage change resistance, there must be a proper measure for implementation of strategic change. This report seeks to examine the importance of change to organizations, implementation of strategic change process, the role of stakeholders in ensuring successful implementation of strategic change, overcoming employee resistance to change, and the strategies for implementing organizational successful change. The paper tackles these areas with regard to the Coca Cola Company. Why Organizations Should Adopt Implementation of Strategic ChangeIt is crucial for organizations to adopt change for various reasons.

Firstly, it has been stated that organizations need to change to allow them bring new changes to cope with changes in the business environment. The organization should also implement strategic change to improve its general performance and meet customer demands and preferences. Implementation of strategic change also increases employee performance, improves the general efficiency and effectiveness of an organization, improves return on investments, and allows an organization to set standards in its industry. Finally, change implementation is necessary for organizations to remain viable in the market (Jeff and Creasey, 2003). The Implementation of Strategic Change ProcessImplementation of strategic change has been attracting research and debate across the globe for quite some years along with the entire topic of organizational change management.

Several change management and implementation theories developed by management professionals and psychologists resulting from the extensive research on the topic. According to Paton and MacCalman (2008), the theories and philosophies developed are meant to ensure successful implementation of strategic change in organizations. Preparing for change, planning and managing change, implementing change, and reinforcing the change are the stages taken by organizations to ensure a high competitive advantage.

Preparing for change as the first stage of implementation of organizational strategic change seeks to identify the need and capacity to change and then developing strategies to enhance such capacities. The phase that follows is the actual stage of managing organizational change. This stage is crucial in planning for the change itself and communicating it to employees and organization’s stakeholders to avoid change resistance. The last stage will be the implementation and reinforcement of change.

Implementing and reinforcing change entails activities such as collection and analyzing of data from employee and stakeholder feedback, solving issues to minimize resistance, and setting the minimum degree of resistance from inside and outside factors that the organization should cope with, and finally, concluding the process of change management and implementation.

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