THE CHANGE TO DIFFERENT STORES AND THE STRESS IT HAS CAUSED

Table of Contents
Table of Contents 3
EXECUTIVE SUMMARY 4
1. INTRODUCTION 5
2. EVALUATION OF FACTORS IMPACTING EFFECTIVE IMPLEMENTATION OF CHANGE 5
3. CRITICAL EVALUATION OF CHANGE MANAGEMENT MODELS 8
4. CHANGE MODEL TO USE FOR ORGANISATION 10
5. CONCLUSION AND RECOMMENDATIONS 12
REFERENCES 13

EXECUTIVE SUMMARY

The management of change in organisations is important in order to be able to implement change effectively. There are different change management models that can be utilised in implementing change in organisations with the different models having their advantages and disadvantages. Examples are Kotter's eight-step model and the CIPD's stress management model.

The recommendations for M&S in Durham to improve the performance of the stores are as follows:
Follow the 8-step Kotter model as the framework for change implementation.
Involve the employees in the discussion of the changes and define the timing of the process pre- and post-implementation.
Communicate to the wider employee group the approach being taken and the involvement of selected employees in the change management.
These key recommendations are designed to support an effective implementation of change management.

1. INTRODUCTION

This report provides an understanding of the factors impacting effective implementation of change. Marks and Spencer is undergoing a change in one of its stores and this report presents various change models and the appropriate model to be used for Marks and Spencer in its change challenge. The structure of the rest of the report is as follows: evaluation of factors impacting effective implementation of change in an organisation; critical evaluation of change management models; change model to use for the change challenge of Marks and Spencer;