Phoeniz LDR 535 Positive Organizational Change

Running head: APPLY: KOTTER’S 8-STEP CHANGE MODEL CHART

APPLY: KOTTER’S 8-STEP CHANGE MODEL CHART

Apply: Kotter’s 8-Step Change Model Chart

Shawn Cyr

LDR 535

January 19, 2021

Dr. Gwen

Step one: Create Urgency

Due to the COVID-19 pandemic, Samsung’s technicians need to understand how different software systems go with each product while working on other demographic sites. The business might not competitively position itself in the market if these technicians do not understand how different software systems function with the right product that attracts customers in every job site.

Step two: Form a Powerful Coalition.

These technicians require quality support from the upper management, which can be designing an education and training program for every member. Once the underground issues are well understood, every technician will get on board with this training program.

Step three: Create a Vision for Change

This training program projects a visionary goal that if everyone attends the scheduled classes, there will be improved service delivery, and customers will remain happy and satisfied. As a result, every technician will have the knowledge, skills, and necessary resources at hand to market the products.

Step four: Communicate the Vision.

Communication to every technician will be via emails, and some signs posted within the office. Besides, feedback will be conveyed individually to give room for technicians to express their opinions about the coming changes.

Step five: Remove Obstacles.

The training's commencement will be communicated to every technician in advance, reminding them about the exact time and date. During the training session, each technician will complete some modules to recap what is being taught.

Step six: Create Short-Term Wins

Accordingly, once the technicians have completed the training, the company is guaranteed to report positive feedback about each job site's customer service. Also, technicians will feel motivated because they have all the available tools and resources required to handle the job competitively.

Step seven: Build on the Change.

The company will record a high turn-up rate from technicians from remote areas that now, after the training, they have the right tools to complete the job without asking for assistance. The software will be handled by technicians who complete and pass all the modules.

Step Eight: Anchor the Changes in Corporate Culture

As the organization expands, all the new technicians should finish this training before going to places of work all alone. Having this as a standard instructional course will promise that everybody stays on the same wavelength regarding the work that should have been finished.

References

Burke, W. W. (2017). Organization change: Theory and practice. Sage publications.

Wiki, C. I. O. (2019). Kotters 8 step change model.[Online] Available at: https://cio-wiki. org/wiki. Kotter% 27s_8-Step_Change_Model [Använd 31 mars 2020].