...Concord Bookshop Paper It is safe to say that change is inevitable and an important part of most organizations. Changes usually occur to improve the productivity in an organization because of a crisis or to prevent any issues that may arise. Problems usually arise when the changes made are not manages appropriately. This is why it is so important to familiarize oneself with the phases of the organizational change process. This paper discusses the different phases and determines which phases were not completed or executed by the concord bookshop and eventually caused the change failure. Phases of the Organizational Process To start the organizational change process there are several steps are taken. The first step is goal recognition. According to Ingram (n.d.) to make a change one must realize a change is inevitable. The need for change can be brought to light in several ways. Audits and employees can help in identifying issues as well as the use of assessment tools such as SWOT (Strengths, Weaknesses, Opportunities, Threats) or Gap analyses are useful in identifying problems. The second step of the organizational process is planning phase. This is the time when the decision makers can sit down to discuss the steps he or she will need to perform to achieve the desired goal. Research will assess what effects this change will have on the organizations...
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...Organizational Change Process at Concord Bookshop HCS/587 Organizational Change Process at Concord Bookshop The intense competition and economy are two major drivers of organizational changes. The development and implementation of any significant organizational changes requires strategic planning. Kurt Lewin’s change model offers a simple and an effective approach for implementing the organizational changes. The lack of a strategic planning to implement the organizational changes could be demoralizing for the staff and disastrous for the entire organization. The purpose of this paper is to demonstrate the impact of poor organizational change planning at Concord Bookshop in New England. Additionally, the paper will describe the Kurt Lewin’s three phases of organizational change. The failure to follow three phases of organizational change resulted in employees’ resistance to embrace the proposed changes. The Concord Bookshop was a highly regarded bookstore famous for its knowledgeable staff and friendly service. The online mega bookstores, such as Amazon, Barnes and Noble have created a stiff competition forcing the Concord Bookshop owners to implement significant organizational changes. The owners failed to include the staff members in the change process creating an environment of resistance that forced many long-time employees to leave the organization. Kurt Lewin’s Phases of Change Model Unfreeze Phase During this phase, the top management effectively communicates with...
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...Concord Bookshop Paper The article “Tales of Woe at Concord Bookshop” is about a small town bookshop that has been in existence for 64 years. Many people of the town enjoyed using the bookshop. The bookshop’s financial situation was considered to be the worst it had ever been, so the board of directors made a drastic decision to hire a new general manager. No changes were going to be made to any current employee. This paper will show the organizational change processes that were not implemented at the Concord Bookshop, which led to the change failure. The phases in an organizational change process are strategic renewal and organization change, behavioral changes, and employee participation and resistance to change. According to Spector (2010), strategic renewal requires organizational change and demands “wide-scale invention, reinvention, and redesign of business processes and organizational structures” (p. 4). For strategic renewal to be successful, organizations need to create new business models. The business model is the organizations approach to generating revenue and making a profit. Changing an existing business model is more difficult than starting a new one because changing an existing model requires organizational changes. These changes usually affect behavior patterns of existing...
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...Concord Bookshop Paper Read “Tales of Woe at Concord Bookshop” in Ch. 1 of Implementing Organizational Change. Prepare a 350- to 700-word paper discussing the phases in the organizational change process including the following: • Describe 2 to 3 phases of the organizational change process that were not completed or implemented at the Concord Bookshop that lead to the change failure. • Format your paper according to APA standards. The Concord Bookshop is not a health care organization, but the organizational change process you study in this course applies to other types of organizations. In this assignment, you must focus on the change process. You observe how this process applies to health care organizations as you progress through the course. This assignment is due in Week One. |Content |Points |Points |Additional Comments: | |60 Percent |Available |Earned | | | |3 |X/3 | | |Discusses the phases in the organizational change process | | | | |Described 2 to 3 phases of the organizational change process that were not | | | | |completed...
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...Concord Bookshop Paper Shobin Kovoor HCS/587 February 27, 2012 Laura Hurst Concord Bookshop Paper Change is a natural and necessary process in an organization. Continual and managing change has become one of the greatest challenges in today’s successful organization. Implementing successful organizational change is a key challenge to many businesses. This paper provides a description about phases in organizational change process and what lead to the failure of Concord bookshop to survive change. An organizational change means introducing a new enterprise resource planning system to co-ordinate and standardize internal process (Spector, 2010). According to Kurt Lewin, there are three phases of organizational change. First one is unfreezing. In this phase, the organization needs to identify the need of change and find solutions. A strategic renewal is needed. Organization must make the people visualize the need for change. Next phase is change. This phase is aimed on individual behavior. People try to do things in a better way. This process takes long time. Next phase is refreezing. In this phase changes are implemented and evaluated. The organization needs new goals and good leadership. Concord bookshop is an old store, that is running for 64 years in New England. This store was famous in the small community and they had support from the people. The management knew the need for change. There was financial crisis in the store. The owners failed to communicate the vision...
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...Concord Paper Deejah Klein HCS 587 December 24, 2012 Introduction Change is inevitable. According to Borkowski (2005), “change is a very complex phenomenon involving the multiplicity of man’s motivations in both micro and macro systems and that man gets satisfied with his equilibrium and is resistant to changing his status quo.” Most organizational efforts will be met by resistance. The Concord Bookshop is initiating a change due to the store’s financial situation. The President of the bookshop announced that a new general manager will be hired. This will not lead to any salary cuts or employee lay off. Employees were not happy with this change and met with board members to express their concerns but the board members had already made up their minds and told employees to decide on how they want to proceed. This approach backfired, which led some of the employees to quit or give their notice (Spector, 2010). This paper discusses the phases in the organizational change process and also discusses the phases that was not completed or implemented at the concord bookshop that led to the change failure. Phases in the Organizational Change Process In 1947, Kurt Lewin developed a three stage process of implementing change which is necessary for effective change within an organization. The three stages are: Unfreezing: Recognizing the need for change is very vital. This is the first phase that involves preparing the organization to accept that change is necessary. The existing...
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...Concord Bookshop Paper According to the famous phrase “the only constant in this world is change”. Life changes constantly and changes happen either it is with a positive or with a negative outcome. “It is not the strongest of the species that survive, not the most intelligent, but the one most responsive to change,” according to Charles Darwin. With organizations, change is constant. Organizational change is inevitable in order to cope with competitors. The private owned business Concord Bookshop is located in Boston, Massachusetts and has been the pride of the town for years. According to the reading, Concord Bookshop is considered as one the best in New England. The Concord Bookshop develops a change due to the bookstore’s financial state. This essay will discuss the phases in the organizational change process and discusses the phases that were not implemented at the concord bookshop that resulted to company’s business failure. The three phases of organizational change are turnaround, tools and techniques, and transformational behavioral change. In turnaround phase, implementing cost effective measures are, usually, the first step in most recovery approach as they can be accomplished quickly and generally needs little or no capital or investment of any resources. Another phase of organizational change is the tools and techniques that aims on improving internal organization processes. Changes on the organizations processes are being made without affecting behaviors of employees...
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...Concord Bookshop Introduction As the world is changing with Technology, many companies are finding themselves struggling to stay afloat in competitive market. Whenever new business strategy is introduced in a company, a change has to take place. The way changes are introduced and implemented, determines the success of the change. Before change is introduced, there must be need for change and after implementation of change; there is expectation (Vaughn, 2012). Change is not an easy process; it requires team work in planning, organizing and implementation. Organizational change is successful when it is effective and yield growth, but a failure when is unproductive. This paper will discuss the phases in the organizational change process and what lead to the change failure at the Concord Bookshop. Phases of Organizational Change Process Change is trying to do things in a different way for a better result or outcome. (Spector, 2010). Kurt Lewin’s three stage theory of change are Unfreeze, Change and Freeze. The Unfreezing stage is the understanding of the need for change and preparing for it. It requires moving away from the comfort zone of the old norms. The Change stage or Transition is the most difficult time of the change. At this stage reaction to change are displayed, people are frustrated and fearful. Support is need at this stage either in form of training, or in-services and mistakes are expected...
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...Concord Bookshop Creating Change Within Organizations HCS 587 March 30, 2013 Professor David Harrell Concord Bookshop The Concord Bookshop was a 64 year old small establishment that had been well established in New England. The establishment had been having financial difficulties due to larger competitors and Internet purchases. The board decided to hire a new general manager to change the direction of the company to avoid ruin. There are three stages of an organizational change process. When changes in an organization do not complete these stages or leave one of them out it can result in angry employees who are resistant to change. Ultimately this leads to financial ruin of the organization. This paper will describe processes of change that were not completed at the Concord Bookshop which lead to change failure. Phases in Organizational Change Process There are three stages of the organizational change process for implementation to be effective. Kurt Lewin’s Model for Change describes the three vital phases as unfreezing, moving, and refreezing. The first stage, unfreezing, occurs when employees or an organization learns that change is required, which creates dissatisfaction with the way things have always worked. “We must accept disconfirming information and connect it to something we care about” (Spector, 2010, p. 29). This stage creates increased anxiety for the stakeholders of an organization. Open communication is imperative for discussions of change to decrease...
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...The Phases in the Organizational Change Process HCS/587 October 14, 2013 The Phases in the Organizational Change Process Spector (2010) stated “organizational change is typically initiated in response to a trigger event or a shift in the environment that precipitates a need for altered strategies and new patterns of employee behavior” (p.18). According to Spector (2010), to understand and analyze the dynamics of change it is important to sort out and distinguish the different approaches that can be taken. In chapter one Spector gives the reader insight into the Concord Bookshop, a bookstore that is in the process of implementing new changes. Spector (2010), states that “for the Concord Bookshop, the increasing penetration of online booksellers into the store’s market space triggered the requirement for strategic renewal” (p.18). Kurt Lewin developed a change model to assist organizations such as the Concord Bookshop with changes. There are three steps in Lewin’s...
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...Concord Bookshop Organizational Change Paper Concord Bookshop Paper It is safe to say that change is inevitable and an important part of most organizations. Changes usually occur to improve the productivity in an organization because of a crisis or to prevent any issues that may arise. Problems usually arise when the changes made are not manages appropriately. This is why it is so important to familiarize oneself with the phases of the organizational change process. This paper discusses the different phases and determines which phases were not completed or executed by the concord bookshop and eventually caused the change failure. Phases of the Organizational Process To start the organizational change process there are several steps are taken. The first step is goal recognition. According to Ingram (n.d.) to make a change one must realize a change is inevitable. The need for change can be brought to light in several ways. Audits and employees can help in identifying issues as well as the use of assessment tools such as SWOT (Strengths, Weaknesses, Opportunities, Threats) or Gap analyses are useful in identifying problems. The second step of the organizational process is planning phase. This is the time when the decision makers can sit down to discuss the steps he or she will need to perform to achieve the desired goal. Research will assess what effects this change will have on the organizations finances, productivity, quality of merchandise, etc. Communication is the...
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...Concord Bookshop Paper Horace Steward III HCS 587 May 12, 2014 Debra Kent Concord Bookshop Paper Concord Bookshop is a small family owned and operated bookstore located in New England. Faced with increasing financial hardship and competition from megastores and online competitors, members of the Concord board made the decision to make major business changes. Hiring of an outside general manager was the spark that ignited the ensuing firestorm, and resulted in eight seasoned employees quitting or planning to resign. Faced with pressure from unhappy employees and local authors, members of the board met to provide an opportunity for employee concerns to be vented. The meeting resulted in board members giving employees an ultimatum and employees leaving with a sense of betrayal. A brief synopsis of the events that occurred at the Concord Bookshop might have been avoided by the adoption and implementation of organizational change process. The phases in the organizational change process are strategic responsiveness, behavioral change, employee participation and resistance to change (Spector, 2010). Strategic responsiveness involves recognizing the need to make changes by an organization as the result of internal or external factors. In the case of Concord, financial pressures caused by competition was a catalyst for change. According to Spector (2010), “Behavioral change directly targets patterns of employee actions and interactions in order to meet the company’s strategy...
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...Type in your essay topic: ex. Vietnam War JOIN LOGIN CUSTOM ESSAYS HELP CONTACT Concord Book Paper Essay Below is a free essay on "Concord Book Paper" from Anti Essays, your source for free research papers, essays, and term paper examples. Join Anti Essays to read full essay. Already a Member? Login Now Please upgrade your account to view this essay on Concord Book Paper. Running head: CONCORD BOOKSHOP PAPER Submitted by: jmb529 Concord Bookshop Paper Jonell Benson HCS/587 Ginger Weatherston University of Phoenix Concord Bookshop Paper This paper will discuss the organizational change process from the readings of, “Tales of Woe at Concord Bookshop.” The variety of change processes gives change leaders and administrators the ability to visualize the internal and external components of change that will go against the status quo and possibly cause a clash between the owners and the workers. The phases in the organizational change model are strategic responsiveness, behavioral change, employee participation and resistance to change. Also included, are the three faces of change and trigger events and change. I will describe two portions of the change process that were not completed or implemented at the Concord Bookshop, which caused failure of the change process. While attempting to implement change, the change leader must first assess the need for change. There was an increase in the amount of competition with Borders and Amazon, so the board independently...
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...Change is inevitable; it happens everywhere, it happens every day. Change is the new norm, the new stability. The idea of change even in the best of times is unsettling to most individuals. “It is not the strongest of the species that survive, not the most intelligent, but the one most responsive to change,” stated Charles Darwin. The Concord Bookshop went through changes as many other companies are faced in today’s recession, fierce competition, innovative technology, and restructuring needs. According to Kurt Lewin there are three phases of change implementation: freezing, moving, and refreezing. In this paper, I will describe phases that Concord Bookshop failed to complete that lead to change failure. Phases of Organizational Change Before the change occurs, there are techniques a company can use to minimize resistance. These include good strategic planning, commitment to leadership and team-building skills, and good communication skills (Gambrel & Stevens, 1992). Concord Bookshop failed to use any of the said techniques. According to Spector (2010), a new organizational model is necessary for a business to gain profit and survive in the market. When Concord management hired new general manager there is no strategic planning done. Although the management attempts to hire new manager is needed to keep updated with technology and the ability to competition, management’s approach to change implementation led to resistance and resentment. Concord management failed to involve...
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...Concord Bookshop HCS/587 December 10, 2012 David Harrell Concord Bookshop Concord bookshop was an organization that had challenges. This paper entails the description of the Concord bookshop and its organization. Organizational change process is explained along with Lewin’s Change Model phase; unfreezing, change, and refreezing. The phases of Lewin’s Change Model that Concord did not implement at the time of the change will be described also. The Concord bookshop was an independent bookstore company that implemented a change during a time when the competition booksellers were chain bookstores and Internet books sales (Spector, 2010). The hire of a general manager caused conflict between the Concord owners and the employees the way the change was presented. Concord owners were set with their decision (Spector, 2010). The company did not listen to the employee’s concerns and told the employee’s the company will do it the way of the company and if he or she did not like it, it was his or her choice to continue or not with the company (Spector, 2010). The employee’s believed they were unimportant and dispensable; this led to the employee’s quitting. Lack of proper change implementation by the owners led to conflict and resistance from the employee’s. The Concord owner’s did not use the organizational change process or the strategic renewal approach. Strategic renewal helps to redefine the relationship with the employee’s. The organizational change process...
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