tcstudent, this is my sample answer for the second Question that you posted. I was able to find which Exam the second question was from to get the Mark Allocation (10 Marks), but I couldn't find the Mark Allocation for the first Question. Could you please tell me which year it was from?
I'm not saying that this is the perfect answer for a 10/10, but take from it what you wish to.
Happy to answer any Questions about it.
Change management theories provide a template for successful change in large-scale organisations.
Explain how Kotter’s change management theory could be used to
• promote driving forces for change
• reduce restraining forces for change
• promote the use of low-risk practices.
In your response, include an example from a large-scale organisation or significant change issue that you have studied this year. (10 Marks)Kotter’s theory of change management has a number of stages that relates to a person’s response and approach to change, in which people see, feel and change. His theory can be used for any change occurring within a large scale organisation.
Driving forces are those forces affecting a situation that are pushing in a particular direction and are supporting the goal or proposed change. When addressing the change issue, the leader must be able to use Kotter’s theory by clearly explaining the issue and its impact on the organisation’s stakeholders. For example, a recently significant change management issue is Woolworth’s decision to stop selling caged eggs by 2018. It is crucial for the leader at Woolworths who is managing the change to clearly outline the reasoning (possibly due to customer demand), and explain benefits of the change. Another principle of Kotter’s theory is for the change team to create a vision for the organisation. When the change issue has been addressed, the change team at Woolworths may clarify and further explain to its employees and stakeholders how the organisation will be better off with the change occurring. When this has been outlined, stakeholders are more likely going to support the change occurring, and will thus become a driving force because of the potential gains that arise from the change (more customers coming to an ethically and socially responsible organisation who takes responsibility for its impact on the environment).
Restraining forces are forces that act to restrain or decrease the driving forces for change. Another principle of Kotter’s change theory is to communicate the vision. It is important for Woolworths to get as many employees involved in making the change happen. Failure to understand the benefits of change happening means that the employee will not demonstrate support for the change, and will instead attempt to stop it from occurring. One particular stakeholder is the current suppliers who distribute the caged eggs to Woolworth’s stores. The suppliers would attempt to stop Woolworth’s decision because of how it negatively impacts on them (not being able to sell caged eggs and earn money from the sale).
Low-risk practices are a participative approach to the implementation of change, use of communication, work groups and support for those who are impacted. One characteristic of low-risk practices is empowering employees to make decisions, which is also one of Kotter’s change management principles. By doing this at Woolworths, will allow employees to remove obstacles. By allowing the employees at Woolworths to make decisions that will benefit the organisation, means that they are more likely going to feel supported and continue to drive the change happening. Employees who make good decisions should be recognised and rewarded for their commitment. Another principle of Kotter’s change theory is the consolidation of the changes. One factor of low-risk practices is that there is two-way communication between management and employees. Once the feedback has been received from the organisation’s stakeholders including customers, management and employees should evaluate the feedback. Employees who are part of this stage are more likely going to demonstrate further support for the change, because of their large involvement in the change process. They will feel that their input is valued, and is taken into consideration by the senior management at Woolworths.