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Managing Organizational Change

Analysis of change management strategies in organizations.

Sophia Johnson
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Running Head: Managing Organizational ChangeManaging Organizational ChangeTitle:Course Name:Topic Name:Professor’s Name:Student Name:Date:Discuss the proposed changes to the training and development initiatives at Potter’s Peanuts toensure the company’s continued success in bothnational and international markets. In yourresponse, explain the rationale behind the changes, describe the recommended strategies forimplementing them, and address potential resistance. Additionally, propose two diagnostic toolsthat could help identify the necessary changes in the organization. Finally, recommend twostrategies for sustaining the change long-term. Your answer should be between 1,500 to 2,000words.

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Running Head: Managing Organizational ChangeIntroductionNow in the present timeorganizationalchange is one of the mostamazing andvisible forms ofchange.Mainlytheorganizationalchangehascomeaboutduetotherelationsbetweenenvironmentand theorganizations.Thechangeresearch andpracticeof organizationaims at thedevelopmentandimprovement oforganizationsfor thereasonof enhancingresponsivenessandeffectiveness toouterchanges through bettercommunication, structure,people management,ability,and structures(Prescott Edward&Michael Visscher, 1980).To successful for anorganization in midst ofdemanding customersandhighly-competitive market it isvitaltoregularly, if notcontinuouslyevaluate therequirementfor initiating changes.Organization in terms of industry size and history.Potter’s Peanutsis afamily-owned businessorganizationthat has been operatingtheir networknationally forthe last35 years.This company is a food based organizationandnationwide thecompanyhas over 280,000staff members.Companies headquarterare situated inUnited States,and recentlythe company acquired two smallermanufacturingandprocessingunitsin Europecontinent. Potter’s Peanuts is becomingmore and moreaware of the rise inglobalcompetition,andthe companyis looking topreserveits market sharenationally, whiledevelopit globally.HR program/policy/process/procedure/initiative that has been proposed should bechanged.Importantly leadership, with majoreffortfrom the HumanResourcestaff, isconcernedthatinvitingand retaining thebrightest and topin thefood processingandagriculturalfieldisvitaltosustaining innational and internationalbusinesscompetitive market sharebenefit(Barney J,1991). With thatvaluable idea andvision inthemind, the leadershipunderstandsthat it will haveto beconsideredin ensuring that all its HumanResourceinitiatives arereasonable,mainstream,

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Running Head: Managing Organizational Changeconsistent,andcontinuous.Forthesuccess intoday’smarketplacePotter’s Peanuts has beennotedthatitsdiversity andenclosureefforts, vision and values,its, but moreopenlyfor itsoutstandingefforts in thedevelopmentandtrainingfield.Potter’s Peanutsstronglybelieves inwelltraining and development, as illustrated by thereliable andcontinuouspresentof saidefforts toinfluencesuccessfulwisdom andlearning so that employees canrealizeandimprovetheir full capabilities.Employeeanalysis and benchmarking havebrieflyshowedthat Potter’seffort totraining and developmentthat reallyoverarchingstatistics as to why employeesin anorganizationhave remainedreliable andloyal.Three reasons why this change is important to make.Threemainreasons for why the changes are important to make are: to ensure thatthe companyPotter's Peanuts remainsuccessfulandrelevant in today’sbusinessmarket; thatworldwidedevelopment and growthdoes not detract from itsearliersuccess in the marketplace; and, that allthe efforts of innovativetraining and development continue to beas successfulandasreliableinthe pasttime(Barney J,1991).Becauseinfood industry Potter's Peanutsisa great part,there areno standards,rulesandregulations, that have to bepursued, there aresome issues oftraining anddevelopmental that the companyPotter's Peanutsmust requiredaddressingto stay food industryin acompetitivemanner.In acompany’s competitivenessproductivity isa highestmeasurement.It ismeasuredone of theimportantvariables governingprofitableproductionendeavor. As manybigcompanies find the cost ofexecuting welltraining and development to bereasonablyexpensive costs; thesespecificefforts must beconsistent and constantto maximize theoutputofexpanding environmentsandchange in diverse(Olson Trond&Gaute Torsvik, 2000).Describe the recommended change.
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Business Management

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