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Traditional management model is a type of approach applied in institutions and typically concentrates on accomplishing the goals and objectives that the superior management of the organization has put in place. Notably, these goals in many occasions relate to the increased sales within the organization or profits with the intention of pleasing the shareholders. Contrary, quality-focused operations need a partnership with the clients with the purpose of producing a product or services that satisfy the expected needs or expectations. In the traditional management approach, the workers are strictly responsible for the quality of the product, and the organization’s designers tend to understand what customers require. Wal-Mart is considered as an American international retail corporation that controls a series of hypermarkets, discount division stores, and grocery stores. Also, the organization is regarded as the world’s most prominent institution by revenues that approximates up to $490 billion as observed by the fortune global 500 lists in 2016. This is a type of organization that has continuously operated under the traditional management model and as outlined by the chief executive; the business is experiencing severe problems with this style of management, and it will need some time to fix them.
This organization needs change management that is typically the discipline that controls how various executives prepare, equip and support employees to continually embrace change to focus on the business success and results. Also, the change management process provides a structured procedure for helping the employees and stakeholders in an organization to operate from their current condition to their future state. Change management on many occasions is related to project management where on some occasions; change executives manage with the help of project managers to prepare the business for change that the project is needed to produce. Change management has many goals that include boosting the projected return on investment since when an institution uses finance to develop or invent a modern business tool, the investment is only considered worthwhile if the workers typically use the device. This is strategically the common goal of change management that assists the workers and other stakeholders in adopting the change program into the manner in which they carry out their responsibilities for the change to have the desired effect. Also, another goal associated with change management is that it reduces disruption as specific institutional changes such as acquisition or changes in the superior leadership can leave workers feeling unsettled and insecure. Change management tools can assist the institution to reassure workers and get them concentrate on their daily rules within the business (Anderson & Anderson, 2010). Building workers morale is another goal of adopting the change management in an institution like the Wal-Mart since workers associated with changes often want to know that the business is acknowledging their wants and has taken them into account. An effective change management plan can be the difference existing between disgruntled employees and workers who feel energized and empowered by the change.
When it comes to the proposed action plan for creating change, the Wal-Mart organization needs to establish a sense of urgency where it must carry out detailed research and get to understand the trends in the organization for it to understand the realities of the competitive markets that includes the Amazon. Moreover, the organization needs to know its potential consumers and the things that would delight the workers (Ingram, Yue, & Rao, 2010). It has to start getting to know them into details, getting to know what they love most and go on accomplishing them time after time. Secondly, there is the need of forming a stable coalition since for a successful change to be performed by the Wal-Mart, they must come up with the knowledge tools and mindset to manage and encourage the change efforts throughout the company. Come up with a technique that will aid in accomplishing the goal. Thirdly, there is the need for creating a vision where the Wal-Mart change management team must come up with a mental picture, mission, and vision that will assist in guiding and leading the change effort. The fourth step is through communicating the concept where the Wal-Mart organization must use the various channels and techniques of communication, marketing and knowledge transfer possible to incorporate the new mission and plans. The change management team should be helpful in guiding, encouraging and developing current behaviors and setting the tone through leading by example.
The fifth phase is for the company to come up with short-term advantages where it has to initiate short-term wins and measurable performance advancement. It is also significant to acknowledge and recognize the stakeholders taking part in these kinds of improvement as part of empowering other stakeholders. The six phases are allowing others to abide by the created vision where Wal-Mart Company must eliminate the barriers it faces through removing the obstacle that challenges the idea (Anderson & Anderson, 2010). It has to outline and recognize employees taking part in these advancements as part of the empowerment. The seventh step is for the company to consolidate improvements and to produce still more change as it has to employ best workers who will typically use the organization’s vision. Lastly, Wal-Mart Company has to incorporate new approaches as part of the change process through expanding channels that encourage leadership growth and of the newly adopted changes.
Anderson, D., & Anderson, L. A. (2010). Beyond change management: How to achieve breakthrough results through conscious change leadership (Vol. 36). John Wiley & Sons.
Ingram, P., Yue, L. Q., & Rao, H. (2010). Trouble in store: Probes, protests, and store openings by Wal-Mart, 1998–2007. American Journal of Sociology, 116(1), 53-92.