Analyzing the methods for understanding and mapping change in any organization is an essential process that enables the management to find ways of increasing profitability or the general success of a company. As a change leader, understanding and mapping change in any organizational set-up enables the management to weigh options and to provide knowledge so that there can be the provision of knowledge for making an informed decision (Worley & Mohrman, 2014). On the other hand, mapping change in an institution is essential as it allows for proper identification of change as well as the steps that are required; succinctly, mapping change allows for the identification of the scenarios that can occur in during the processes of implementing change. Therefore, there is a need to map out change in the Delta Pacific Company. In the organization, the management is undertaking the shift from production to consulting. However, in the organization, the profitability continues to decline even with the resources and training in place. In Delta Pacific Company, mapping change should be conducted to find the gaps between the organizational workflow as well as the structure. Through mapping the organization, the entire leadership is capable of evaluating the management structure in relation to the primary businesses processes that aim at delivering values to the customers (Worley & Mohrman, 2014). Additionally, the issues that arise from the workflow disconnects usually become painfully obvious through business mapping.
Delta Pacific Company is facing difficulty amidst the globalization, a situation that is impacting the profitability and the normal operation of the manufacturing processes. As the change leader in Delta Pacific Company, the best suitable change model is the Prosci ADKAR. The model is goal-oriented that often guide the organizational and individual change (Worley & Mohrman, 2014). The model consists of five major concrete outcomes that individuals need to achieve for a complete and long-lasting change. Some of these outcomes include desire, awareness, ability, knowledge, as well as reinforcement. Through outlining the objectives and outcomes of a successful change, the ADKAR model is often considered to be an effective tool for planning change management activities that enable leaders as well as the management to facilitate change and supporting the employees throughout the change process.
In most cases, organizational change begins the organizational change starts with managing individual change. In Delta Pacific Company, change is usually a difficult and a complex process, however, it is inevitable. Usually, the most commonly cited reason for the failure of projects is the problems associated with the people side of change. The change model being used, Prosci ADKAR, is goal-oriented and it is most effective for the change required in Delta Pacific Company. The model is most effective because it is goal-oriented and therefore, able to change the perception of the people, management, and workers from the traditional manufacturing or production processes to the consulting activities. The model consists of the desire and awareness as some of the factors that make the model to become most effective for the change required in the Delta Pacific Company.
From the Prosci ADKAR model, the first step is the creation of awareness, whereby employees are made to become aware of the need to change from the production processes to the consulting and other services that may not necessarily lead to profit but the customer's loyalty. The second step is the creation of the desire that can enable employees to participate and fully support the change (Geldmann, Joppa & Burgess, 2014). The third step is the creation of knowledge; through the model and in the Delta Pacific Company's case, through gathering knowledge, employees will be able to understand the change processes which need to be made clear for the employees. The fourth step is the creation of the ability for the workforce and the employees to learn new skills as well as the change in the management behaviors. The fifth and the final step is the reinforcement which is often done to sustain the changes, a scenario that can make it clear for employees understand the change processes.
In the change process, one must plan to encounter different things. For instance, resistance to change may be evident from some of the employees or even at the management level. Changing the normal operation of an institution from the original form may interfere with the work processes of some people (Geldmann, Joppa & Burgess, 2014). In Delta Pacific Company, transforming the workforce from the production of tangible products to the consultation services may prove to be a challenge. In the process of conducting the change processes, one also need to expect the change in the profits for the company. In the process of mapping out change, it is necessary to prepare the minds of the people on the profits and losses that may be incurred by the institution.
Each of the steps in the change model entails ideas that can best help in the Delta Pacific Change process. The creation of awareness is essential for every employee in the organization as it prepares them psychologically in the changes that are required. In addition, the development of knowledge and desire drives the change processes, thereby enabling the people to adapt to the new changes in the organization. The desire, as well as the reinforcements, are other steps that enables the organization to adjust to the required changes in the organization.
Geldmann, J., Joppa, L. N., & Burgess, N. D. (2014). Mapping change in human pressure globally on land and within protected areas. Conservation Biology, 28(6), 1604-1616. Retrieved from: https://doi.org/10.1111/cobi.12332
Worley, C. G., & Mohrman, S. A. (2014). Is change management obsolete?. Organizational Dynamics, 43(3), 214-224. Retrieved from: https://doi.org/10.1016/j.orgdyn.2014.08.008
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Essay Sample on Unlocking Org Change: Analyzing & Mapping for Knowledge & Profitability. (2023, Feb 12). Retrieved from https://proessays.net/essays/essay-sample-on-unlocking-org-change-analyzing-mapping-for-knowledge-profitability
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