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Change Models for Employees, Managers and Executives

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Imagine that you are an executive for XYZ, Inc., a high-end retail chain that sells luxury watches, jewelry, and hand bags. You've just been put in charge of the company's first international expansion, opening a store in Shanghai, China. This will be a short-term, small-scale change for the organization. After one year, you will be expected to begin opening additional stores in Brazil, Russia, India, and China (also known as the B.R.I.C. countries). This will be a long-term, large-scale change.

Explain which change model you would follow for the short-term change and which you would follow for the long-term change. Provide a detailed explanation for your decision and discuss the effects that these changes would have on the employees, managers, and executives within the organization.

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Solution Summary

The change models for employees, managers and executives are examined. The short-term change model is provided.

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Short-term Change Model:
For the short term change for opening a retail store in China, XYZ should follow the Lewin's change management model. This model has three stages to implement the changes appropriately. This model of change is effective to apply to the short-term changes without delaying the change implementation. This model of change is taken for short-term changes as its first step. Unfreeze, will be effective to breakdown the status quo among employees and will make them accept that changes are necessary. Facts and data are shown to the employees by creating uncertainty, which would be effective to determine the need of changes within the organization. In next step, the changes are produced as the way to reduce uncertainty, which would increase the support of employees for opening a new store in Shanghai, China. It also facilitates an effective communication with employees (Cameron & Green, 2004). The next step of this model includes a refreeze step in which changes are anchored in organizational culture by identifying support and barriers to changes. Organization would also provide support and training to employees for working in the Chinese culture that will be effective to implement the change effectively (Ziegler, 2007). This decision will have the following impact over different stakeholders:

- Impact on employees: It ...

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