Project and Organizational Change Management

Question: Discuss about the Project and Organizational Change Management. Answer: Introduction Organizations undergo change management to cope up with increasing competition in the market scenario. As opined by Bushe and Marshak (2015), organizations require change for improving its performance, changing job processes or roles and modification in its structure or culture. Through change management, organizational tools are better utilized that enhances the productivity and revenue generation. Background Info about Woolworths Cameron and Green (2015) commented that Woolworths Limited is one of Australias most renounced and trusted brands; providing a top-notched product and service experience to all its customers. It came into existence in 1924 and is one of the leading companies in Australia regarding revenue collection and customer database. The exclusive and unique quality of products and services offered by this brand have leveraged its popularity across Australia and New Zealand. The departments of Woolworths Limited are Supermarkets and Petrol, Big W, Masters Home Improvement, Endeavour Drinks Group, Hotels, Financial Services and EziBuy. Woolworths Limited is headquartered in Australia and has more than three lacs employees working across New Zealand and Australia (Cummings and Worley, 2014). Leadership, Governance, and Management change of Master (Owned by Woolworths) Masters is one of the popular departments of Woolworths Limited specialized in offering various products starting from outdoor furniture, bathroom accessories and household decors to its customers. But, due to poor and degrading performance, Woolworths wants this department to undergo a change in its governance, leadership, and management for preventing it from getting shut. Hornstein (2015) commented that previously this department used to follow autocratic leadership that has to be changed to transformational leadership. It will help the employees of Master in getting motivated for meeting the organizational goals. Here, the leaders have to enhance the productivity through a high level of communication with the employees. It will surely reduce stress and will enhance the relationship between leaders and employees that will help in increasing sales. According to Rosemann and vom Brocke (2015), Master can undergo a change in its management level from flat management structure to prod uct management structure. This change is required as it will help in managing the several departments located in various cities. Each of these stores will have different HR and marketing department that will carry out their operations locally. It will, therefore, help in effective management of the departments and each manager from every department will be reporting the head of Masters at the corporate office. Senge (2014) stated that Master could also undergo a change in its governance to alignment committee and innovation. His change will ensure in providing a dynamic infrastructure to Masters that will help in driving proposals throughout the organizational lifecycle. It also will facilitate in representing constitute groups those will align with the organizational strategic goals. It will provide Masters a platform to bring innovation in its product line and marketing strategies. As a result, it will attract the loyal and potential customers considerably that will also leverage its organization position and business (Van der Voet, 2014). Lewins Change Model The change in an organization is important as it helps the business to thrive in this cut-throat competitive environment. Master can adopt Lewins Change Model; that can operate in 3 steps: Unfreezing, Change, and Freezing. As mentioned by Bushe and Marshak (2015), in the Unfreezing stage, Master has to prepare itself to accept the change that is necessary for its organizational growth and development. This stage has made things clear regarding the changes that are necessary for the organization to flourish and expand. Moreover, while adopting his stage, it is necessary to encourage the employees for embracing the change management. In the change section, employees resolve the uncertainties within the organization and look forward to a positive and enthusiastic way of action. They accept the change and hence contribute to making the change flourishing. Cummings and Worley (2014) opined that in the refreezing stage, employees embrace the changed ways, and hence its starts taking shape within the organization. The employees, sensing stability, feel confident as well as comfortable with innovative ways of working. Conclusion This overall assignment helps in understanding the reasons and causes behind implementing change management in Master Home Improvement of Woolworths Limited. As the sales and customer base of the company was falling, Woolworths thought of improvising change management within the organization to improve its productivity and prevent it from shutting down. A change in governance, leadership and management are discussed in this context. Along with this, Lewins Change Model is also discussed that helped in understanding the way of implementing change management within the organization. It will help in improving its sales and revenue collection after this change management takes place successfully. References Bushe, G.R. and Marshak, R.J. eds., 2015.Dialogic organization development: The theory and practice of transformational change. Berrett-Koehler Publishers. Cameron, E. and Green, M., 2015.Making sense of change management: a complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers. Cummings, T.G. and Worley, C.G., 2014.Organization development and change. Cengage learning. Hornstein, H.A., 2015. The integration of project management and organizational change management is now a necessity.International Journal of Project Management,33(2), pp.291-298. Rosemann, M. and vom Brocke, J., 2015. The six core elements of business process management. InHandbook on Business Process Management 1(pp. 105-122). Springer Berlin Heidelberg. Senge, P.M., 2014.The dance of change: The challenges to sustaining momentum in a learning organization. Crown Business. Van der Voet, J., 2014. The effectiveness and specificity of change management in a public organization: Transformational leadership and a bureaucratic organizational structure.European Management Journal,32(3), pp.373-382.