Assessing the internal factors to change


There are so many reasons to bring the change in the organization because with out this you never will be to achieve your goals and objectives.

Strategic: Some time the normal course of business need change its strategies in order to get the target and objectives of the organization which was affected by the external environmental factors.

Structural: Due to certain external factors influence organization do need to change its structure. Structural change involves change in hierarchy of power, goals, targets, operational procedures and management system.

Process-oriented: Under this method of change organization change its production process to assemble the product and services in an innovative way in order to achieve the optimum level of productivity.

People-centered: This type of change alters the human behavior, skills and human performance with in the organization.

External Factors to change:

There are some different external factors to bring the change in an organization that are the main reasons of the organization changes.

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External factors seriously manipulate the change in an organization and are frequently the prompt for a change method. Mostly the common external factors are economic, technological & social and political forces. All of these services need to be analyse from whether it is a competitor new product push price downward and rising competitiveness to the universal trend of finance or the way the government is captivating the country and the tightening or soothing of regulations. All of these forces have need of scrutiny and acting ahead when needed.

Printing host was mostly influence by the internal factor as the company objective is not only to maximize the profit but also the wealth of its partner there fore it decide by utilizing the existing marketing and sale department but to expand the business line by diversifying its product and services like move it towards the web developing services likely to be provided by software house. For this purpose printing host plan to make changes in its production and operational processes to by changes in structural, process and people behaviour to comply with the changes.

Strength and weaknesses of the organization:


This is an official, in order and balanced approach to organize business entity.

The bureaucratic organization approach was formerly as innovative as the current participative style, and it was measured as humanistic in it. Bureaucracies be devised to get better the quality of work life, and for the time, they do.

If we look at social objection, bureaucracy was intended to correct the cruelty, favoritism, and inequalities that characterize organization at the early stages of the Industrial uprising.

Company was the ownership of the owner and they are responsible to handle and control its operation.

To correct following abuse, Max Weber, a German sociologist, promote a new organizational style that would eliminate social and personal injustice.

Bureaucracy is an orderly, futuristic system in which its operations not affected by the prejudice of the factory owner.

Strength and weaknesses of bureaucratic organisation include.


The strengths of a bureaucratic organization are:

Controlling and monitoring system over the employees with predefined rules and regulation.

No confusion as the reporting relationships is clear and well defined.

The system is centralized and all the decisions can be monitored procedure.

There is standardization and everyone has to follow the same

In printing host all of the above strength were found as it is small organisation mainly control by two partners.


Following are the weakness in bureaucratic organisation:

The job might turn out to be boring for the workers

The communication has to go all the way through a lot of level that it gets vague.

Moreover a lot of control discourages innovation and inspiration.

There are too many levels in the hierarchy.

The bureaucracy itself encourage political performance and group try to use other resources to go up the chain of command

The decision making the main process including all the other processes is very slow

Lots of factors that do fit in printing host like lack of innovation, information has to get partners approval before make a final decision on it.

System development for the change

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Managing change is the main responsibilities of management and it should be looked carefully. Change is due to many reasons such as; when organization introducing new policy, change in exiting strategies and change in organization mission and vision.

The three principals of change that I think are most important when managing change is:

Change only happen when every one person make a decision to implement the change.

When change make is easy to make effective and efficient work on day to day processes.

To change the character, change the system.

In an organization change can only be implemented when each person in the organization takes responsibility and accept to assimilate the new way of doing things. Effective management of change will be more effective when one see the importance and the impact that change will bring to them as individual and overall organization. It is o paramount important when individuals realize whether change is going to make them be more effective   and reliable resources in the organization, without this they can be very reluctant adopting new change. (John Kotters,1995)

The following matrix is based on a design Peter Senge has provided in his famous Fifth Discipline Fieldbook. It shows the different steps of involvement and participation in change processes:


Under this decision about the change are taken at strategic level. Stakeholder and employees have only choice left to accept the top down instruction imposed on them. Such change or implementation leads to irritation and lead to less co corporation.


It means that change strategies are intended at top-level and stakeholders are inviting to join in--the change is advocate. The limitation of selling lays in the fact that the top management always wants to take notice of a "yes", and the staff wants to hear that they will stay their jobs. So, it is obvious all of them give a compliant "yes", which is not a secure base for dedication.


At the same time as still a top-down approach, lay the image out for examination by the stakeholders and ask for their remarks. The management intends to find out whether stakeholders support the change process, and open up for proposal.


It is the preferred means for a management that recognises that it can not possibly have all the desired answers. Consult the stakeholders about the change, strengthen the vision of change. However, such a process takes time and requires dedication at the top-level to correct previous decisions.


It means mounting an idea jointly with stakeholders as of basis. It secure the highest level of possession.

Have a look at a figure that shows tools that are related to the five different steps, and the required degree and type of leadership.

Techniques of managing change.

Behavioral change technique-

Through this system manager will judge the behavior of the employees when change has implemented. By this approach manager will communicate with each individual and forward the reason of such change.

Team motivation

By this technique it's become easy for the manager to implement the change in the operation knowing that as a group it will be simple for them to adopt the change quickly.

Re education

By using this technique, manager communicates the new knowledge to the existing staff members. In order to implement, change in an effective manner. By doing this it become easy for the member of staff to adopt the change with out hesitation other wise it will become time consuming and become complex in most of the situations.

Golden hand cuffs

Under the techniques key players should retain and reward them later if they continue with change. This will increase the de motivation level with in the organization. As employees feel their future unsecure as they know most of their colleague left the business by doing this and their future will also at risk if it would happen again.

Creation of motivation of change

An organization is required to be ready for any change which is in relation to to take place. These processes involve the search of resist force. Any before time independent or challenging increase in driving force for change will, according to the Lewin model, be met by an equal and opposite increase in resist force. No change will occur unless there is motivation within the organization to do so. If there is no inspiration, it must be induce. This is a lot the mainly difficult part of any change process. Changes not only involve learning, but unlearning something that is already present and well integrated into the personality and social relationships of the individuals. It is for this grounds that an organizations culture can often act as a resist force to change.

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Practically: The following methods are often used by managers and OD consultants to unfreeze an organizational system:

Lack of confirmation of current behaviors or attitude.

Formation of responsibility, distress or worry to motivate change.

Establishment of psychological safety by reducing barrier to change.

Provision of information to employees and stakeholders give awareness of the primary phase of the change process.

By the people:

If the existing staff member fail to adopt the changes and with the passage of time instead of improving they are creating problem in new system and making it difficult to run. Then the only way left to management to sort out the list of members that are creating trouble for change to implement and replace them with innovative work force.

By the system:

If the structure of the new system is too complex and by doing various actions correctly it produce wrong output. The only way to get out of this problem is to amend the system accordingly and if it is possible otherwise install new system if correcting existing system would cost high as compare to buy the new one.

By itself organization:

Some time political and environmental issues creates problem for new system to work like if some government restriction on new system. Such factors are out of control of the organisation therefore an organisation can do nothing just simply windup the process.

There are some tools and analysis to analyse the organization's situation.


The SWOT analysis is an extremely useful tool for understanding and decision-making for all sorts of situations in business and organizations. SWOT is an acronym for Strengths, Weaknesses, Opportunities, and Threats. Information about the origins and inventors of SWOT analysis is below. The SWOT analysis headings provide a good framework for reviewing strategy, position and direction of a company or business proposition, or any other idea.

Use the SWOT analysis for business planning, strategic planning, competitor evaluation, marketing, business and product development and research report.

The SWOT analysis uses


Organization strength is its resource and capability that can be used as a base for developing a competitive edge. Examples include:


well-built brand name

superior repute among customer

cost benefit from proprietary know-how

limited access to upper grade natural resource

encouraging access to supply network


The absence of certain strengths may be viewed as a weakness. For example, each of the following may be considered weaknesses:

require of patent protection

a weak brand name

poor reputation between customer

high cost structure

lack of access to key distribution channels


The external environmental examinations reveal definite new opportunity for income and growth. Some example includes:

an displeased customer requirement

entrance of new technology

loosen of set of laws

elimination of international trade barriers


Changes also present threats to the firm in it external environment. Some examples of such threats include:

shifts in consumer tastes away from the firm's products

emergence of substitute products

new regulations

increased trade barriers

Printing host can assess the change by using the SWOT analysis by doing this it will help it to under stand its strengths in the current market and what are the opportunities like diversify by opening the new line by providing the web development services, one strong advantage for Printing host is that it can use its exiting marketing and sales department in order to capture the order form there new customers but there are major threats for printing host and that will be the market of that product the technological issues the expertise of human force etc. this analysis will help printing host to adopt the change in an effective manner.

Task3: Implementation

Models for changes in organization:

What is 7-S model?

The sevens Ss is a method for analyzing organization and its success. It look seven factor that play vital role in organization success:







Share value

Consultant at McKinsey & Company builds up the 7S model in the late 1970s to help manager address the difficulty of organizational change. The model shows that organizational protected systems and the many organized variables involved make change complex, and that an effective change effort must address many of these issues simultaneously.

Lewin's 3 Step Model

Key significance of Lewin's 3-Step Model

This is often cited as Lewin's key contribution to organizational change. However, it needs to be recognized that when he developed his 3-Step model Lewin was not thinking only of organizational issues. Nor did he intend it to be seen separately from the other three elements which comprise his planned approach to change (i.e. Field Theory, Group Dynamics and Action Research). Rather Lewin saw the four concepts as forming an integrated approach to analyzing, understanding and bringing about change at the group, organizational and societal levels.

A successful change project, Lewin (1947a) argued, involved three step


Unfreezing is the basic step in the theory. Under this step organisation helping the stakeholders to understand the importance of the change required. It will help the mangers to inform the stakeholder to stop doing the thing in the way they always done but to explain them the importance driving forces that diverting its way towards change.


After the uncertainty unfreeze stage, in change stage Stakeholders think of resolving uncertainty and discover alternative ways of doing things. No they are trying to flow new instruction and direction of doing things.


Once the employees are familiar with the new ways of doing things then refreeze stage arises where proper instruction has been issued to them. It means making sure that the changes are used all the time; and those they are incorporated into everyday business


Implementation process and outcomes:

With out practical implementation we cannot get the exact output of any ideas or strategies we makes.

Implementation Success:

These are the keys to effective strategic planning implementation for your business.

Full and active managerial support,

Effective communication,

Employee participation,

Thorough organizational planning and competitive analysis, and

Extensive professed require for the strategic planning.

If you are implementing your strategic planning in an organizational situation that is already employee-oriented, with a high level of trust, you start the strategic planning implementation with a huge plus. An additional plus is an organization that already thinks strategically.

Unfortunately, the implementation of strategic planning most frequently occurs as an organization moves from being traditionally reactionary to strategic. So, often, learning to think strategically is part of the strategic planning implementation learning curve. So the changes by the people are the big change in an organization. Bring the change success will be come.