Change Model Case Study

4.2.2. Step Two: Forming a change coalition
In this step, strong leadership quality is required to communicate effectively to people convincing them to support for change as its necessary. It is leading phase of the management or concerned person. It demands for creating coalition of influential people who can transform the mind of workforce.
4.2.3. Step Three: Creating a vision for change
Planning for change always come with many ideas and thoughts floating around. In these steps all such thoughts are linked to create a possibly new and unique vision for the change that people can adopt easily. It helps management to let people do about the reason behind the change and new working systems.
4.2.4. Step Four: Communicating the Vision
Once
There should be continuous efforts ensuring change is seen in various aspect of the firm. Showing corporate culture, day to day achievements can be attained. This is aimed to support the change giving strong place in organizational culture.

5. Kotter’s 8 Step Change Model for TR Limited
From the above discussions on two models of planned change, TR limited should use Kotter’s 8 Step Chang Model to implement their need for change. As HR director sees some possibilities of resistance to change within the line workers, using this model, positive points of the change can be conveyed to workers.
Step 1: As management strongly sees a need of reorganizing the line workers, in the very first step, it can look for identification of potential threats that can occur in future if the change is not implemented. In addition, opportunities can be examined and listed down to showcase it to employees.
Step 2: In order to communicate what needs to be change and how opportunistic it is for the firm and workers, leaders must be identified for effective communication. Leaders would provide strong message to the workers for the need of
It would help employees to connect their working with the future of the firm.
Step 4: As MD of TR limited wants a force planned change to happen in the organization, it can face the resistance. This step of the model would benefit the firm by communicating vision to each and every department and let them know more about the benefits they can receive by adopting change.
Step 5: In the next step, it would help TR limited to remove all the possible hurdles coming in the way of reorganizing process. In this step, structure, roles & responsibilities, performance and rewards can be organized in line with the vision so that people who are resisting the change, start connecting with the need for change.
Step 6: Once the reorganizing process is implemented, TR’s management must identify each and every possible positive response from the workers in terms of increased productivity and outcome. Then it should be shared with the staffs presenting it as a short term win and gain their positive response for the