Starbucks Coffee Corporation will be taken as a case study and its success in managing change will discuss in a separate section. In the end, a Conclusion will sum up the points discussed in the paper.
In almost all organisations that can successfully implement and sustain change ultimately dominate the competition. The winners in todays hostile organizational environment will be those practices that are able to make and maintain improvements constantly. In the evaluation stage, the sources of likely resistance to change are considered. Stakeholder management is an important component of the planning stage. These initial steps are essential and must be handled excellently. In urgent situations, the time spent on these steps may be shortened, but neither step should be left out. All the planning in an organisation will be ineffective if implementation fails or if the improvements from a useful implementation cannot be sustained. (Sutterfield 2006)
Unluckily, in many organisations change implementers often use force. As expected, this forced implementation triggers resistance from employees and consequently this dooms the change effort to short-term success at best, and failure at worst. According to Peter Senge (1994), the goal should be commitment to the change, not simply compliance with the change. This will draw upon the trust that should have been built between managers and employees. It is very hard to implement change when there is a prevailing feeling of distrust.
Creating a sense of ownership among employees is an important tool for involving individuals in the change process. It also helps team leaders to development a good understanding with their team members. (Kotter 2002)
For the implementation of change there is a need for dedicated team. Therefore, organizations should form teams whenever any substantial changes are planned and try to enrol representatives from all areas