Effects of Changes on the Employees, Managers, and Executives within the Organization - Essay Example

? Change Model Assignment (Mgt 435) Change Model Assignment (Mgt 435) Introduction In this age of modernization and globalization, change is quite evident. Due to the presence of varied changes, the management of the organization has to update their systems, methods, technologies, and modes of thinking. Such types of decisions are more evident in case of retail organizations operating in the field of luxurious items like watches, jewelry, hand bags, and many other items. This is so because the trends and fashion are changing now with the perceptions and attitudes of the individual. So, it is extremely essential to improve the decision making powers and planning to cope up with such changes to retain the portfolio in the market among others. Besides, it might also help to improve its brand image and reputation of the organization as compared to other rivals operating in the similar sector. In order to do so, most of the organizations operating in the retail sector desire to undertake an international expansion to acquire a large array of new customers, to increase its range of sales and a profit margin as well. In this essay, the importance of change model is highlighted along with its types as per the terms. This is because the types of change models entirely differ for short or long term processes. Change Models The XYZ Inc, a high-end retail chain selling luxurious ornaments, watches, and hand bags also decided to generate its foothold in a new international market named Shanghai by opening a retail store. By doing so, it might facilitate the XYZ Inc to generate a high range of revenues and ROI along with the enhancement of total sales (Sharma, 2006). Although it is very short-termed, the types of change model implemented for such a type of alterations are described below: Figure 1. Sustainability Model (Sharma, 2006). The above model describes that in order to reflect or maintain the similar sustainable nature; it tries to get engaged in varied types of operations like an expansion into new markets (Shanghai) to increase the total range of sales (Figure 1). This may be possible only due to the excitement to attain a new range of customers and revenues as well. Along with this, the practice of such expansions in Shanghai might enhance the range of a market share and popularity of XYZ Inc (Weiss, 2012). This might help in the enhancement of the brand image and reputation of the organization in the market among other rivals. It might also improve the financial condition of XYZ Inc as compared to previous financial years. Thus, it may be stated that the expansion of XYZ Inc into Shanghai market proved extremely effective for the organization in a long run (Paton & McCalman, 2008). Similarly, in case of long-term and large scale changes, the model to be implemented requires a high level of planning and analysis so that it would surely lead to success. Moreover, a continuous improvement is essential that may be possible only through a constant enhancement of people, equipment, and policies or strategies of the organization. Otherwise, it might prove effective for XYZ Inc to open additional retail stores in the regions like Brazil, Russia, India, and China as the level of competition in these markets are extremely high. So, to retain the portfolio and position in these markets, it is essential to continuously up-date the techniques and equipments of the organization as compared to others (Paton & McCalman, 2008). Along with this, high-end training programs might also be implemented within the XYZ Inc so as to enhance the level of skills and talent of the employees to develop attractive and trendy products (Weiss, 2012). This might only help the organization to increase its range of customers and a profit margin as well as the brand value of its products. So, such types of change models specified below may be used in case of long-scale changes (Sharma, 2006). Rationale for Such a Type of Decisions of the Management Figure 2. Improvement Cycle ( Paton & McCalman, 2008). In order to increase the market share and equity of the XYZ Inc, such a type of rationale is used by the management. Apart from this, the management of the XYZ Inc also decided to attract a large range of new customers as it is extremely essential to sustain in this competitive market scenario of short-scale changes (Paton & McCalman, 2008). Similarly, with long-scale changes, XYZ Inc tries to maintain sustainability and competitiveness in the market among other rivals operating in the market. Moreover, in order to improve the level of trust and reliability within the minds of the customers, such a type of change models are implemented within the organizations (Paton & McCalman, 2008). This might help XYZ Inc to retain its older customers as well as attract new ones and increase its profits. Not only this, if the level of trust becomes exclusively high over the brand, then in spite of new entrants the customers might remain loyal along with that particular company for a long period of time. This is extremely essential for XYZ Inc to sustain in a long run (see Figure 2). The Effects of Such Changes on the Employees, Managers, and Executives within the Organization Employees: The employees are the pillars of success for any organization, without them an organization may not function for a long run. So, it is extremely essential for the management of the organization to provide all types of work facilities in order to retain the staff (Anderson & Anderson, 2010). This is so because with the help of these employees, the introduction of new product lines and features takes place. Therefore, it is essential for the management of the organization to present all types of information related to the organization in front of the employees to attain their support. If the employees of the organization are with the management, then nothing is impossible for the company. Similarly, as the employees of the XYZ Inc are previously informed about such short –term changes, so they are all extremely happy. Only then, it might help with the betterment of the organization resulting in the amplification of its revenues and ROI (Anderson & Anderson, 2010). Managers: The managers also accept the change models implemented both for short and long scale changes in XYZ Inc. Due to which, they present varied types of ideas and plans for its betterment. Along with this, numerous talented managers might also be retained within the organization of XYZ Inc for many years without any type of troubles. Moreover, numerous types of workshops and training programs are also implemented for the advancement of the managers of XYZ Inc (Anderson & Anderson, 2010). Executives: The executives also fully accept the changes that take place due to the implementation of the change models for short and long terms. This is mainly due to the proper coordination and communication of the management and the executives of XYZ Inc. So, the culture and environment of the organization is just perfect to implement any type of changes. Due to which, both short and long term changes have proved effective for the organization. Therefore, the implementation of these changes has improved the phase of the organization XYZ Inc in (Anderson & Anderson, 2010). Conclusion Conclusively, it may be stated that after analyzing the impact of the situation, varied types of change models might be implemented within the organization. They are introduced to improve the organizational prospects and image. Along with this, changes might also increase the fame and dominance of the organization of XYZ Inc in the market among other players. It is extremely essential for any organization to retain its dominance in the market among others. References Anderson, D. & Anderson, L. A. (2010). Beyond change management: How to achieve breakthrough results through conscious change leadership. San Francisco, CA: John Wiley & Sons. Paton, R. A. & McCalman, J. (2008). Change management: A guide to effective implementation. Thousand Oaks, CA: Sage. Sharma, R. R. (2006). Change management. New Delhi: Tata McGraw-Hill Education. Weiss, J.W. (2012). Organizational change. San Diego, CA: Bridgepoint Education, Inc. Read More