Kotter Change Management Model
Kotter Change Management Model on Human Resource System of HTC
The Kotter change management model is a very effective model which is responsible for reshaping the human resources system of a company (Kotter, 2014). This model is therefore going to be reliable in order to change the human resource system of HTC thus making sure that the company reaches its goals. On the other hand, through this model, the company is going to learn from its mistakes thus being able to forge forward peacefully (Cameron, & Green, 2012). Writers who offer marketing management assignment help at Edudorm essay writing service notes that since the Kotter Change Management Model also provides ways in which the company can be able to save costs and increase the profits, it is therefore going to impact the company positively hence seeing it beating its competitors in the competitive market (Dievernich, Tokarski, & Gong, 2014). This paper is therefore going to talk about the eight steps of Kotter’s model of change, thus developing an action plan for each of the steps (Fritzenschaft, 2014).
The following are the eight steps of Kotter’s change model:
Forming a powerful coalition
Creating vision for change
Communicating the vision
Creating Urgency
Removing obstacles
Creating short term wins
Building on change
Anchoring the changes in corporate culture
Creating Urgency through Kotter Change Management Model
In order for a company to experience a change, there needs to be an environment for change that will make it easy for things to change. Thus a sense of urgency needs to be developed on the need for change (Kotter, 2014). This will really help in motivating the employees in making changes on whatever they might not be doing right. Urgency can therefore be created through finding the potential threats which are facing the company, and predicting to the employees what is likely to happen in the near future. Secondly, look for the opportunities which might be exploited thus making the company to be able to reach its desired goals. Experts who offer strategic management assignment help at Edudorm essay writing service indicates that thirdly, starting open deliberations, thus providing the employees with a way forward and convincing them thus making them to start thinking. Finally, asking for support from customers, stakeholders from outside and industry people in order to be able to strengthen the argument (Fritzenschaft, 2014).
The company will therefore set up a team which will work in creating urgency in the company (Dievernich, Tokarski, & Gong, 2014). UsingKotter Change Management Model, the team will be able to convince the employees for the need to change thus impacting the company positively. This team will also be close to the employees thus understanding the problems that they may be encountering hence being able to change on that (Kotter, 2014). This team will therefore work for three months after which it should have created urgency in the company. The company will allocate the necessary funds to the team in order to conduct their activities effectively.
Forming a Powerful Coalition using Kotter Change Management Model
This is one of the ways of convincing the employees on the importance of change. This consequently requires strong leadership and maximum support of key persons in the company, since leading change is not easy at all (Kotter, 2014). Change leaders can therefore be handpicked from the company and it does not have to follow the company’s hierarchy. Authors who offer change management assignment help at Edudorm essay writing service points that in order to be able to lead a change, the company will therefore need bring together a team, and a coalition of people who are influential and whose power mainly comes from different sources and this may include: status, job title, political significance and expertise. The change coalition therefore needs to be able to work as a team in order to continue building urgency and drive on the need for change (Cameron, & Green, 2012).
The company is therefore going to identify trustworthy leaders, and the key stakeholders. This people will really be helpful in creating a coalition of change as they are very influential in the company (Kotter, 2014). Then, the company will ask for a commitment particularly emotional commitment from these people. If these people are committed emotionally to the company, then the coalition will be very effective and this will see the company being able to change its phase without any problems at all (Dievernich, Tokarski, & Gong, 2014). The management of the company will work on team building in the change coalition. This will not only lead to change but it will make the change to be effective. Finally, the management will look at the possible weaknesses and make sure that employees from different departments are working towards a common goal (Fritzenschaft, 2014).
Creating vision for change
When thinking about change, the company needs to see its outcome, thus there will be a lot of great ideas and solutions around (Dievernich, Tokarski, & Gong, 2014). Thus the company needs to link this vision to the concepts at hand to the employees thus making them to think about change. Creating a vision is good for making people to be able to understand why they are working towards a change. Tutors who offer operations management assignment help at Edudorm essay writing service acknowledges that this therefore allows them to be able to predict what the future will be like and hence giving their all to the company. Furthermore, the employees need to be motivated by the change leaders who should act as a good example of change in the company (Kotter, 2014).
The company is therefore supposed to determine values which are significant for change. Secondly, the management of HTC will come up with a short summary in other words a vision statement which shows where the company is headed to. Then the team will create a strategy which will be able to motivate the execution of the vision. The team should be able to formulate the vision statement in such a way that it can be described within a very short time. Finally the team should often practice the company’s vision speech in order to stick to it (Fritzenschaft, 2014).
Communicating the Vision Using Kotter Change Management Model
How the vision of the change is executed speaks more about the success of the change in the company (Cameron, & Green, 2012). This messages is therefore supposed to be effectively communicated in the company thus making it possible for the employees to work with it. It should therefore be communicated frequently and in a very powerful way thus it should be heard in each and every department of the company. Communicating the vision statement regularly helps in making sure that the employees are able to work in accordance to the vision statement (Kotter, 2014).
The team therefore will have to talk regularly about the change vision to the employees (Cameron, & Green, 2012). Secondly, the team should be able to address the change concerns and its anxieties honestly and openly. Mentors who offer corporate strategy assignment help at Edudorm essay writing service recognizes that the team should then apply the vision to all the departments of operations. This will not only see the company changing its course, but it will also be able to create change within the shortest time possible (Fritzenschaft, 2014).
Removing Obstacles through Kotter Change Management Model
In order to be able to make change effective, all the obstacles that may hinder change should be done away with. First and foremost, this obstacles should be known (Fritzenschaft, 2014). This will make it easy for the company to be able to deal with them since they will be identified. Identifying and removing the obstacles will really motivate to work hard in executing change (Dievernich, Tokarski, & Gong, 2014). On the other hand, new structures and plans of dealing with the obstacles should be put in place in order to avoid encountering any obstacles while executing change. The structures should be continually checked in order to remove any barriers that may come its way (Kotter, 2014).
The company should therefore take the following steps in order to remove the obstacles.
Hire change leaders whose main objective will be to deliver change (Cameron, & Green, 2012). This team will be able to foster change in the company. UsingKotter Change Management Model the company should then look at all the departments of the company and make sure that they are working hand in hand with the change vision. It should then be able to reward the employees who are working hard in order to offer change in the company. Then it should identify those who are against change and advise them on the importance of change in the company. Finally the team should take very quick action in order to remove any barriers hindering change in the company (Kotter, 2014).
Creating short term wins
Success is one of the main things that really motivates people into reaching their goals (Cameron, & Green, 2012). At an early stage, give the employees a taste of victory and they will be able to work hard in order to see a change. Within a short time such as a month, award those employees who have worked hard in order to see the company experiencing a change (Kotter, 2014). Therefore the team needs to create short term targets which will enable the company to be able to reach its goals of creating a change.
In order for HTC to be able to achieve this goals, it should do the following:
Look for projects which are sure which can be implemented easily without critics from other parties. This will really help in making sure that the plan works easily (Kotter, 2014). The company should avoid expensive targets thus allowing the project to be successful hence motivating the members of the staff to carry out change effectively (Dievernich, Tokarski, & Gong, 2014). Finally, the team should also be able to analyse the advantages and disadvantages of the company’s targets. This will really help in making sure that the team knows the obstacles it is likely to encounter hence being able to avoid them (Fritzenschaft, 2014).
Building on change Using Kotter Change Management Model
The best way of making sure that the change is effective, is investing in change (Fritzenschaft, 2014). This will help since the company can be able to come up with different solutions to the problems that it is likely to encounter. Moreover, usingKotter Change Management Model the team can be able to effectively execute its project since it will have the required resources which it needs to use in order to foster change in the company (Cameron, & Green, 2012). This therefore requires the company to be able to come up with very effective structures and techniques which can be able to avoid obstacles which may be encountered (Kotter, 2014).
The company should therefore analyse the problems encountered and the things which went right immediately after every win (Kotter, 2014). This will see the company effectively reaching its goals as it will be able to do away with its problems. Then, the company should set goals which are supposed to boost the performance of the employees in executing the change. Finally, the team should regularly bring to the company motivators who will be able to motivate the employees to working hard (Fritzenschaft, 2014).
Anchoring the changes in corporate culture through Kotter Change Management Model
In order to make change to become remain effective in the company, it should become the core of the company (Cameron, & Green, 2012). Instructors who offer strategy assignment help at Edudorm essay writing service argues that the corporate culture consequently determines what is supposed to be done, hence the values of the vision should be capable of showing daily works. Make non-stop efforts in order to ensure that change is visible in and every aspect of the company. This will consequently help in giving change a taste in the company’s culture (Kotter, 2014).
The team should regularly talk about progress whenever they get an opportunity to do so. Using Kotter Change Management Model the team can both tell victorious stories about change process, and keep on telling such stories throughout the year (Fritzenschaft, 2014). This will really help in boost the performance of the employees hence reaching greater heights. When hiring a new staff, the company should include the change ideals, this will help in making the change culture to be very effective (Cameron, & Green, 2012). Finally the company should also in public recognize the principle members of the change coalition hence making sure that the old and the new members of the staff live to remember their contribution (Kotter, 2014).
Reference
Kotter, J. P. (2014). Accelerate: Building strategic agility for a faster moving world.
Fritzenschaft, T. (2014). Critical success factors of change management: An empirical research in German small and medium-sized enterprises.
Cameron, E., & Green, M. (2012). Making sense of change management: A complete guide to the models, tools and techniques of organizational change. London: Kogan Page.
Dievernich, F. E. P., Tokarski, K. O., & Gong, J. (2014). Change management and the human factor: Advances, challenges and contradictions in organizational development.
https://www.prosci.com/blog/kotters-change-management-theory
