Similarities

SIMILARITIES

• It could be seen that Kotter’s model and case study overlap on many change methods and aspects. According to Kotter vision for change is divided into two steps. The first step is to create a vision for change. According to it company needs to introduce a summary vision for change and creating strategies to implement it.
• As mentioned in the case study, if the vision is not clear than implementing change will become complex and it can lead the organization in the wrong direction. In support with Kotter, case study suggests creating the vision for what the change is about and also clarify why change is crucial and how to it can be achieved. Coming back to Kotter’s model creating vision for change is not sufficient, communicating the change among the organization is very essential. Only special meetings for change implementation won’t help much so it is essential to communicate change by “walk the talk”. When people see how change is going to play an important role as their benefit they will try to accept change.
• According to Kotter’s build on the change step the reason for project failures is the early declaration of project success. On the other hand, change is not happening quickly. For long-term change achievement company has to arrange small wins in the starting of the project. The case study suggests that many employees are only worried about immediate results after applying the change. If change could be more proved more exciting in the starting stage of the project employees will be willing to take risks in the later part of the project. After winning continuous improvement is necessary.an organizational failure in change readiness can force management to spend a lot of time and energy dealing with resistance to change.
• It is important to notice a change in every aspect of the organization. According to Kotter’s model, people should be convinced why change is crucial. For managing and leading the change, the leader should be selected to do this task. Skillful leaders play a vital role in managing change and make employees understand why change is necessary for the organization. Major obstacles should be eliminated or controlled by the selected key person in the company.it would increase the confidence among employees that if a selected leader among them can support change then they should also support implementing change. according to the case study, even a well-planned change introducing into an organization won’t work without a change agent. It requires knowledge, ability to carry the requirements needed for change and most importantly skills play an important role. According to Kotter managing change is not so challenging but leading change is challenging. If key people can work in support of bringing change to organization other employees will put trust on them.it is important to have a good mix of employees work in supporting the change from the different department and different level.
• There should not be an ongoing programme that can affect change. gather people who are still resisting to accept change. Make them understand the value and necessity of change in an organization. According to Kotter comparing the organization structure and performance to check the progress of the new vision.