Strategic Change Management Assignment
Level 7 Strategic Change Management Assignment Guidelines
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Write a report on Managing Organisational Change in Your Organisation, or a department within it.
The report must use a specific change scenario to illustrate the points being made, and it is meant to be a plan for how the organisation can manage the change in the future. Part of the assignment requires you to consider stakeholder negotiation; this is best done using known, named stakeholders who will be directly involved, so if you organisation is very large it is advisable to base the assignment on just one department or section with which you are familiar.
Section 1 The need for Change.
The environmental analysis should briefly identify actual trends that will impact on the organisation, and come to a conclusion on whether the environment itself is stable or volatile.
The type of environment (benign or turbulent) and the type of organisation will dictate what type of change is likely. There is a four box (Balogun) model for this in the Study Pack which considers internal and external drivers for change, and the speed of change required. Explain which type of change is expected, and why the others are not applicable to your organisation in the circumstances that you have analysed.
Clearly describe the actual change that will be required in order to respond to the influences that you have identified. This needs to be specific, so do not write about your entire organisation unless you have detailed information about the all of the changes that are needed. If the change is too big for you personally to write a detailed plan then it is too big for this assignment.
The likely outcomes if the changes are not made could include an analysis of the implications for the whole organisation, and wider stakeholders.
Section 2 The Process of Change
Use stakeholder analysis (known stakeholders wherever possible) This could include Lewin’s Forcefield analysis, Johnson & Scholes Stakeholder Mapping models, or both. You should explain the likely attitudes of each stakeholder and assess the implications for the management of the change. Who will oppose/obstruct the change? What stakeholder negotiation will be needed? Who should carry this out?
Other models you could use include culture models such as Handy and Johnson & Scholes. Consider the existing culture, whether the change will require a change, and relate this back to stakeholders. This will be useful for your final plan.
What you are identifying in this section is aspects of the organisation that will be helpful towards making the change happen, and those which are incompatible with it.
Section 3 Planning for Change
This section should present a clear plan for managing the future change in your organisation. This is not ideas to think about, but actions.
Start by briefly stating the precise change that is needed, and the main obstacles that you identified in Section 2
In the plan, you need to choose an approach to managing the change, and justify it. This could make use of the Coercive – Consultative Continuum to establish style and timescale.
Propose a plan for managing the change – this could use Kotter’s eight stage model and the Change Curve.. Draw on the evidence from the previous two sections to show that your recommendations are not generic, but are specific to your organisation.
The plan should not just be about operational issues. How should named stakeholders be negotiated with? Who will do this? What structural and cultural changes will be needed? The plan is about how the change will be managed, as well as what will happen. Managing people and stakeholders is central to this.
Strategic Change Management Assignment
Strategic Change Management Assignment
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