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In the present society, organizational change is one of the most critical factors for success in an institution. In a simple definition, change refers to the systematic approach, which involves the transition of the companys goals, processes, or core values. In most cases, these changes continue to occur to help these firms adapt and grab various growth opportunities (Cameron & Green, 2019). The transformation also helps the firms adapt and keep to the pace of the global trends, capture the new market opportunities, and cope with the competing demands. As a result, this paper explores the form of change in our firm over the past years and the best model which should have been adopted to yield the best results.
The onset of COVID 19 forced the military procurement department to change the mode of technology. Subsequently, the change process took various steps before it achieves the current state. First, the management explained to the institution shareholders why there was a need for technological change in the institution. They were reminded of the necessity of following the World Health Organization guidelines, which stipulates the need of keeping social distance to avoid contracting and spreading of the coronavirus. Secondly, the employees were trained on using modern technologies such as video conference and zoom to help carry out the institution programs. Finally, the process was monitored to discover the overall impact on the organizations products sales, marketing, and overall production. All these procedures were carried out in a short duration to help the company continue with its production process while at the same time fight against the emergence of the pandemic.
As observed, the entire first and last steps took place smoothly. All the members participated actively and were positive about the move. The organization members felt that the online platform would allow them to promote social distance and avoid the coronaviruss possible contract. However, the second section of the training was tough. A majority of the members were resistant to adopt the new guidelines as they perceived that the new technology was complex to master (Hartzell, 2014). Consequently, some members felt that the entire process was carried out in a short period. Despite the challenges, these members worked to adjust and cope with the changes proposed.
According to Lewins change in any firm occurs in three main phases. Lewin believes that change occurs in unfreezing, changing, and refreezing (Hartzell, 2014). According to the researcher, transformation occurs by creating the perception that the transition is needed, then moving members towards the new change and finally solidifying the new program (Hartzell, 2014). As compared to the action which occurred at Pioneer, the process was almost similar. The two methods used a three-stage approach to carry out their activities. They both relied on the need to sensitize the organization members on the need for change, establish the right procedure towards the transition, and finally monitor the process. Nevertheless, the two techniques differ in the number of resources, which may be required for implementation of the changes. The Lewins program may require higher resources as compared to our institutional approach.
In my opinion, I believe that the entire process could have been performed well when an integrated approach of Lewin and the firms model was used. Combining the two techniques would have helped the institution limit the challenges, such as resource limitation. The firms management would have worked to mobilize the resources required for the change before making the initiative. Further, the transition could have been made smoothly and allowed to yield better results.
References
Cameron, E., & Green, M. (2019). Making sense of change management: A Complete Guide to the Models, Tools, and Techniques of Organizational Change. 1(2). 1-363. Kogan Page Publishers. Web.
Hartzell, S. (2014). Lewin, stage model of change unfreezing changing refreezing animatedpart5 [Video]. YouTube. Web.
Hartzell, S. (2014). Explaining Kotters 8 step change model [Video]. YouTube. Web.
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