All organizations generally do exist in an environment that strategy formulation and implementation is vital to survival. It is this environment where an organization exists that brings about the opportunities and the problems and an organization gets. Implementation of these strategies is not an easy thing; it is complicated and needs a lot of effort. It is this implementation of these strategies that brings about the concept of change in an organization.
Change is defined as being different. In our context it can mean a process where something’s and ways of doing these things become different from the way they used to be.
Objectives of the study
To look at the causes and reasons for change by the Nokia Company
To address the impacts of the change
This report is exclusively written to address this issue of change and why it is indeed necessary to adopt this change. Various models can be used in addressing a change and in this case the Kolb and Frohman change models has been used to clearly to address this change.
The change model that we shall be using in our company is the Kolb and Frohman’s change model. This model is made up of seven phases and they are explained below in relation to how our company is to embrace the change.
Scouting-This is a stage where feasibility study of the change needs to be performed and once the change is actually considered then entry point of the change should immediately be identified.
Entry-Here the expectations of all the stakeholders and how they would be affected by the change is evaluated. Tables below provide an insight to this.
Figure 1 A table on stakeholder’s expectation and reaction to change
Diagnosis-Here the causes for change as well as reasons for against the change are mentioned.
Representations of the causes and the reasons against change
Figure 2: A representations of the causes and the reasons against change
Planning-This stages relays on the results from diagnosis to make and come up with plans based on various subsystems as shown blow.
Results on diagnosis and plans formulation
Figure 3: Results on diagnosis and plans formulation
Action-This is the phase where our company is going to execute the change.
Evaluation-In this phase would look for an independent consultant to evaluate the change management process and identify the areas of weaknesses for action to be taken.
Termination-This is the last phase where finally the change is corporate and institutionalized into the Nokia Company.
Roles as OD and style to be used in leading the change
Our role as the Organizational Development department we have a great role to play in spearheading the change so as to catch up with the continuous advancements in technology and to increase our competitive advantage. The change is to advance and adopt the new windows phone platform. The style we are going to ensure that this change brings about a significant difference in this company is through engagement. We are going to engage each and every individual in the company, not even a single person should feel left out in this change. We are planning to involve their minds into the new way of thinning.
Ethical Dilemmas presented by the change and the reasons presented by the change
An ethical dilemmais a decision making problem where there exist two possible options and non of the options is ambiguous. In our case we noted that an ethical dilemma would be brought by this change since some of the staff would be undecided on whether to embrace the change or continue with the same old ways. Like all ethical dilemmas, they should be solved by looking at what is in the best interest on the primary person or subject involved. In our case for instance the primary subject is the survival of the company. We would therefore advice all the staff and personnel that it is indeed in the best interest of the company that the change is embraced.
Ways managing resistance to change and the role of company culture in the change process
Resistance to change is a common thing in all organizations. People tend to always want to stick with the old ways of doing things; this is normal but is not healthy for an organization that actually needs the change. We as the Organizational Development Consultants have come up with ways in which we are going to manage the resistance to change so that we can help put back the Nokia Company in the global map. These ways are indicated below;
-Do change management the right way in the first time
-Expect resistance to change by some personnel and staff in the company
-Address the resistance to change carefully and formally
-Get and try to identify the root causes of the resistance to change
-Engage all the personnel and staff that are resisting the change into the change
Culture one of the most important aspects to the success of our company. Culture is also something that can greatly facilitate and enable this change since culture tends to make employs and staff focuses their energy and also commitment to the change. It is the culture in our company that is going to make us one despite of the differences in ideologies we have on whether the change is necessary or not.
Step by step process of implementing the change
There are a number of processes we are going to follow as we implement the change. These processes are outlined below.
-The release of an internal memo informing our staff members that a change is necessary and the reasons for change clearly outline.
-An official announcement to the media and general public about the change.
-Actual implementation of the change and this would be followed by the launch of the first advanced windows phone products.
Feedback process to be used
An effective change management is always one that includes feedback. Employees and other staff of the company must be in a position to stipulate how they feel about the change and necessary amendments be made in need be.
Institutionalizing the changed state
There is also clear guild line that we as the change agents in the Nokia Company have come up with to see to it that they knew change in our Company is normalized. It would take some time before every staff fits in and embrace the fact that we are now indeed we are now producing the advanced windows phone products.
This would be done in a very clear way and there would be briefings each and every two days so that the staff can get feedback on the change progress.
Group and individual performance management process
It also should be noted that it is the individuals and the various groups in our company that are going to work towards the success of this change. Each and every individual in the company should therefore act as an ambassador towards embracing the change that is going on in our company and in so doing the change will be a success.
Employee Empowerment and intervention process
Employee empowerment is the process of handing the employees power to make various decisions. It is our plan that power be shifted from the top management so that a new culture can grow roots and the empowered employees in our company can help in facilitating the change.
Managing Continuous improvement process
Continuous improvement refers to the on-going and continuous effort to improve the general running of a business in terms of its products and services. As we embrace this change we will see to it that each and every day measures are taken to refine the products and services we are offering to the market and general public and this would be made possible by encouraging our employees to shift to a long term mindset.
Whether or not the company has the characteristics of a learning organization
Learning in any organization has been known to be the condition for effective management. In our company, this approach is necessary since it would help the employees adjust and clearly establish the new ways of doing things.
Our company has the characteristics of a learning organization since it can facilitate the learning of all its employees with an effort to transform it.
Learning would be a challenge for our company and this would be handled in right way possible.
Change in the Nokia Company has been so hectic, but change is inevitable and it should be embraced regardless the situation. Actually the switch into the windows phone platform was controversial but a decision was made and the risk had to be taken. As indicated above it is clear that the objectives of this report were fully met.
Based on the discussion had above a number of recommendations can be made on change management for any company looking forward to engage in change
-Change is inevitable and if a need for change emerges then it should be taken
-Change can be hectic and should be taken positive my all members of an organization to make it successful.
-Resistance to change is normal in any organization and it should be accepted and taken positively.
Nokia was once known as the world’s biggest mobile company and phone producer in the 1990s and early 2000s. Its products and services were well known and recognized by the customers since they ensured maximum satisfaction to them. This however, is not the case in recent years since Samsung and the Apple have completely taken over the market.
Hayes, J. (2018). The theory and practice of change management.
Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence. Upper Saddle River, NJ: pearson.
Carnall, C. (2018). Managing change. Routledge.
Doppelt, B. (2017). Leading change toward sustainability: A change-management guide for business, government and civil society. Routledge.
Raineri, A. B. (2011). Change management practices: Impact on perceived change results. Journal of Business Research, 64(3), 266-272.
Mehanna, H., Olaleye, O., & Licitra, L. (2012). Oropharyngeal cancer–is it time to change management according to human papilloma virus status?. Current opinion in otolaryngology & head and neck surgery, 20(2), 120-124.
Gattermeyer, W., & Al-Ani, A. (Eds.). (2013). Change Management und Unternehmenserfolg: Grundlagen—Methoden—Praxisbeispiele. Springer-Verlag.
Nasim, S., & Sushil. (2011). Revisiting organizational change: Exploring the paradox of managing continuity and change. Journal of Change Management, 11(2), 185-206.
Booth, S. A. (2015). Crisis management strategy: Competition and change in modern enterprises. Routledge.
Lin, B. B. (2011). Resilience in agriculture through crop diversification: adaptive management for environmental change. BioScience, 61(3), 183-193.