Case Study Discussion Paper (Organisational change & transformation) Research

Case Study Discussion (Organisational compound & transformation) - Research subject ExampleHow was change managed at Simmons? One of the most effective methods of ensuring a lasting change within an placement is to engage different stakeholders including employees in the general process of change. This would mean that all the stakeholders are taken on board before any decision to take on the new changes within the organization is implemented. (Ragsdell, 2000). What is similarly significant to understand that in order to manage change effectively, it has to be communicated well and thus requires a great deal of effective dialogue in order to ensure that the real message is trickled down to the employees. (Almaraz, 1994). Any change management process therefore faces the fact that different people respond differently to the change due to the fact that everyone has different fundamental needs which need to be fulfilled and the boilers suit process of change can expose much(pren ominal) needs. What is also significant to understand that changes often result into loss- losses such as jobs, loss of position and organizational power etc and in such a situation, it becomes often difficult to accept such change and become part of it. (Paton,& McCalman, 2008). In order to overcome such situations, it is therefore critical that the overall process of change is managed properly and within an acceptable norm where losses are minimized while at the same time, the overall objectives are achieved with ease.(Stanleigh, 2008). It is also important to note that change often creates fears and therefore it is important that the overall process of managing fear is also managed properly. Employees often believe that the overall process of change would result into their job losses or make them redundant and therefore they may not fully accept the change and provide the kind of study and input required to make change successful. Leaders therefore will have to ensure that the f ears of the individuals are managed properly and that individuals know how this change is going to arrogate them positively. (Saka, 2003) A closer look at the overall affairs at Simmons would suggest that it was undergoing tremendous competitive pressures not only due to the fact that its major(ip) customers were out of the business but its overall approach was not centered on the consumers. This lack of focus on consumers therefore was not only be them presently but it was its future which was at the risk also. Apart from this, the overall organizational structure at the sloshedly was such that it resulted into the direct competition betwixt different plants rather than fostering an overall process of collaboration between them. This situation therefore demanded a complete process of change management to be initiated at the firm. The overall process of change was managed at Simmons in rather an unconventional manner where the top management of the firm was head start introduc ed to the concept. The CEO of the firm first shared the need for change with one individual and than the process of change management was initiated in order to ensure that the top management of the firm is on one page in terms of proposed changes in the future. As such the overall approach was a top down approach wherein the changes were first introduced at the top and then they were subsequently trickled down to the lower level. Changes were introduced at the higher level first wherein the top managemen