First, the organization should identify if its employees are ready for the change in the organization. First, the timing of the organization’s programs should be identified to execute change at the right time. The speed for implementing the change is then identified depending on the business culture. The company should hence determine the availability of the skills, knowledge, and abilities needed to train the employees for the change (Hanson 2). The next step for executing change in an organization is preparation (Hanson 2). The preparation stage requires the organization to develop a clear vision for the planned change. The organization then unfreezes the opportunities that the company could get if it implements the change while communicating with the employees on the importance of the change (Hanson 3). The execution stage then kicks off with the management building the employee confidence in executing the change (Hanson 4). The expectancy theory is thus applied in the stage where the employees are made to believe on the possibility of the plan. The management should ensure equity among the employees and encourage feedback for corrective purposes. Finally, after the company executes the plan, it should identify sustainability and institutionalization strategies for the long-term competitive advantage of the organization (Hanson 6).
Therefore, Hostess Brands could have identified the changes in customer preferences. They would have ventured into the new opportunities while considering the change management steps to implement new business models for its success. The company management would have done a market survey to determine the reasons for customer change in tastes and preferences. The plan for change would then be determined while identifying the appropriate time and budget for executing the plan. The organizations could have then determined the positive effects of implementing the plan while involving the employees in the change plans.
Effective Change Management
Although organizations execute change to gain a competitive advantage in business, some do not succeed since they do not employ various factors. The article thus elaborates on the six factors that every organization needs to achieve successfully through change. First, the leaders should be confident about the change and inspire the employees to work together towards achieving the same goals to implement change successfully. Secondly, during the change period, the management should ensure good and clear communication from the top management to motivate the employees towards executing change (Marrell 20). It should provide training services to the employees for the change to be carried out in a rightful manner. Thirdly, it should identify the importance of learning to enhance the employees’ skills towards initiating change (Marrell 21). Fourthly, successful organizations measure their level of success during the change implementation period to implement corrective measures.
Measuring the level of success thus helps the management to ensure that change is achieved within the specified budget and time. Successful companies often involve their employees, who are the most affected, during the change implementation. Employee involvement will help the organization to counter employee resistance as a result of the change (Marrell 22). Enacting various strategies to ensure the sustainability of the improvised change is also a vital step. Therefore, organizations should consider technology and skills needed to ensure the long-term sustainability of the post-change world. After identifying the identified factors needed for change, the organization should then execute the change plan in three phases. First, it should understand the environment and what is needed for the change. The organization should then design on the implementation period while creating awareness on the perceived changes (Marrell 24). Finally, it should implement the change and ensure a positive improvement upon enacting change in the organization.
Works Cited
Hanson, Steve. "Change management and organizational effectiveness for the HR professional." (2013).
Merrell, Phil. "Effective change management: The simple truth." Management Services 56.2 (2012): 20-23.
