We can work on Leroy thinks it is important to use a set of steps from an established change model to guide the change process

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 in 400- 600 words 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?

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Alright, let’s craft a plan for Red Carpet, keeping in mind Leroy’s recommendations and the VP of HR’s concerns. As we ascend to the 27th floor, let’s focus on a robust and sustainable change strategy.

Choosing the Best Model: Kotter’s 8-Step Model

For Red Carpet, Kotter’s 8-Step model appears to be the most suitable. Its structured, sequential approach addresses the need for clear direction and sustained momentum, critical for long-term success. Given the potential resistance, the model’s emphasis on creating a sense of urgency, building a guiding coalition, and communicating the vision is particularly valuable. The OD Action Research model, while iterative and collaborative, may lack the structured guidance needed for a large-scale transformation. Appreciative Inquiry, focusing on strengths, is valuable but may not address the underlying operational inefficiencies that necessitate change. Kotter’s model provides a roadmap to navigate the complexities of Red Carpet’s transformation.

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Recommended Interventions to Address Challenges

To tackle Red Carpet’s challenges, several interventions are crucial.

  • Step 1-3 of Kotter’s Model: Focus on creating urgency, building a guiding coalition, and forming a strategic vision. This lays the foundation for change.
  • Process Improvement Workshops: Conduct workshops to identify and streamline inefficient processes in the operational departments.
  • Skill Development Programs: Implement training programs to upgrade the skills of employees, particularly in areas identified as weak points during the process analysis.
  • Cross-Functional Teams: Establish cross-functional teams to foster collaboration and break down silos between departments.
  • Performance Management System Review: Revamp the performance management system to align with the new strategic goals and reward desired behaviors.

Overcoming Resistance to Change Through Communication

Red Carpet’s organizational culture requires a sensitive and transparent communication strategy.

  • Open Forums and Town Hall Meetings: Conduct regular open forums and town hall meetings to address employee concerns and provide updates on the change process.
  • Two-Way Communication Channels: Establish two-way communication channels, such as feedback boxes and online platforms, to encourage employee input and address concerns.
  • Change Champions: Identify and train change champions from different departments to act as advocates for the change and address employee concerns.
  • Transparency and Honesty: Communicate the rationale behind the changes clearly and honestly, addressing potential concerns and uncertainties.
  • Highlighting Success Stories: Share success stories and positive outcomes of the change process to reinforce the benefits and build momentum.

Evaluating the Success of the Change Process

To evaluate the success of the change process, we’ll employ a multi-faceted approach.

  • Key Performance Indicators (KPIs): Establish clear KPIs, such as customer satisfaction scores, operational efficiency metrics, and employee engagement surveys, to track progress.
  • Regular Progress Reviews: Conduct regular progress reviews to assess the effectiveness of the interventions and make necessary adjustments.
  • Employee Feedback Surveys: Conduct employee feedback surveys to gauge employee perceptions of the change process and identify areas for improvement.
  • Customer Feedback Analysis: Analyze customer feedback to assess the impact of the changes on customer satisfaction.
  • Financial Performance Analysis: Analyze financial performance data to assess the impact of the changes on the organization’s bottom line.

Forward-Thinking Statement

Looking ahead, Red Carpet will emerge as a more agile, customer-centric, and efficient organization. By embracing change and fostering a culture of continuous improvement, Red Carpet will solidify its position as a leader in its industry. This transformation will create a sustainable competitive advantage, enabling Red Carpet to thrive in the dynamic marketplace. The company will have a workforce that is empowered, adaptable, and invested in the long term success of the organization.

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