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Strategic Management for Organizational Change

For the context of this question, think about any organizational change
process having the following general characteristics: 750 to 1000 words
• The change will produce a major cross-functional impact in the organization; most
business functions will have to make alignments to their own areas to make the change
successful. Examples of such changes include entry into major new markets,
expansion of global operations, major acquisitions and/or mergers, major
organizational restructuring, major efforts to change the culture of the organization etc.
(As you proceed with this question, you can either select a specific change example or
you can develop your response in a more generic way).
• The change involves numerous stakeholders, some of whom may have interests that
could result in various forms of resistance to the change
• The change needs to occur in a relative short time period (let's say 1 year).
• The change occurs in a US based moderately sized corporation (1000 employees and
gross revenues of 1.5 billion)
Consider the change context above. If you have chosen to limit your response to a
specific context, indicate the type of change you have selected. If you are responding to
the question using a generic change context, indicate that in the first part of your answer.
Next, imagine that you are a consultant to this organization. Develop a paper that lists
recommendations on how they should proceed with the change process. This paper would
include the following sections:
• How should the change be introduced?
• How should a sense of urgency be fostered? How should fear be dealt with?
• What role should leader's play in facilitating the change? Who else should be involved
in the change process and what roles might they play?
• What strategies should be used to elicit stakeholder support?
• What strategies should be used to counter resistance to change on the part of some
• How should metrics be used?
• What other "best practice" recommendations would you offer?

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• How should the change be introduced?

Change should be introduced using an approach that ensures that the employees are able to take personal ownership in the change process wherein the objective is to ensure that employees become organizationally committed to the change that is occurring within their organization. Ownership should also be extended to clients as well as vendors wherein it enables these stakeholders the ability adjust to new changes in a productive way, and allows these stakeholders to prosper and grow from the change along with your organization. Employees who are allowed to participate in the decision-making process are more inclined to be receptive to organizational change as they are able to actively play a role in decisions that will impact their career and future.

In addition, it's important to clearly outline the specific roles that employees will have in the change process, the impact their roles will have on the overall change, and how it will impact the employees position, career, and future in a positive way. It is mandatory to explicitly lay out what the process will entail, and this includes the fact that there will be problems that will arise during any change process. The worst possible action to take is to mislead employees are fail to provide enough definitive information on the actual change process as this will eventually cause resistance from employees. One ...

Solution Summary

Strategic management for organizational change are examined.