Change Management – MTC Ltd case study – Master assignment

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change management | A&H Business Technology

Change Management – MTC Ltd case study. Change management has a significant role in an organisation that assists top managers to cope many important issues such as risks management, change resistance and organisation development.

This article will analyse MTC case study and show how the methods or concepts are applied to cope the MTC’s changing issue.

Finding – Change Management – MTC Ltd case study

The main problem that we encountered in the case study is mainly based on the resource management or resource re-routing such as requirement of new premises, new equipment and more funding.

Another issue is about the organisation restructure such as change in leadership or change in roles of the employees

For these problems we use OD model for the change process or the transition in the organisation. Our group would suggest theories and changes in the present model. The structure of the OD model mentioned is given as steps below.

Confrontation with environmental changes, problems and opportunities

Our group analysed and reviewed the change by MTC Ltd, and identified the major causes that inhibited the smooth flow of the change process.

The main problems included resource allocation for the change that included change in premises, equipment and funding; another major problem was opposition of the organisational restructure.

Hence we needed to identify the major causes that are for and against the change; this could be done by the Force field analysis.

For a change to occur in an organisation, the equilibrium should be disturbed either by adding the forces which promote the change or remove the forces which are against the change.

The change occurs when the driving forces of the change are greater than the resisting forces.

The force field analysis works together with the Kurt Lewin’s change management model, where we reduce the restraining forces to unfreeze the status quo and move towards the change and freeze the change to establish a new status quo.

We identified the forces that influence the change and expressed them in the form of force field analyses –

Forces promoting the change Forces resisting the change
High demand for the training Higher work loads
Maintain core-competency in this field and gain competitive advantage Lack of expertise in the new area, need to learn new lessons
Supportive funding available Political influence/ Reduced influence
Increased profit Lack of incentives to employees

 

Influencing the forces -The forces that resist the change need to be reduced or removed from the organisation in order to carry out the change process.

Lack of incentives to the employees is a major reason for their distress, it can be eliminated by providing them incentives from the profit earned by the organisation from the new training process. The employees who have a great political influence and are against the change need to be made key players in the change process, and gain their confidence.

We need to use the process of issue selling and get senior managers on board and use their influence.

Hence by reducing the resisting forces that I discussed we can start the change process, as the forces promoting the change are greater than the restraining forces.

2. Identification of implications for organisation

Resistance to change in MTC Ltd can take many forms and it is difficult to identify the reasons for the resistance. Resistance to change is a term that would tend to label people with when they are not willing to adapt to a new change or accept it.

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