- Introduction
“Change is inevitable” as most researchers and scholars argues. Organizations need to align the respective changes within their operational policy through a set dynamic framework. Failure of the organization to implement a dynamic framework to align or address the respective changes is likely to have marginal implications hence the need for planned organizational change (Gerhardt, 2004). The planned organizational change is termed as the process which moves organizations from a present state to a more desirable future state in relation to enhancing the organizational effectiveness. Through the different frameworks and models, organizations are able to conduct organizational development and change management practices towards increasing effectiveness in their operations.
The notion behind a practice aimed at altering or changing the people and organizations towards a positive change is defined as the organizational development as facilitated by organizational development specialists. They use different approaches and methods to create a competitive edge in relation to addressing the issue. Such approaches embraced by Organizational development specialists include; facilitation approach, design approach, collaborative approach, an analytical approach, a top-down approach, and long-term approaches. However, prior to the implementation of such approaches, there is marginal essence to diagnose change and plan for change. Diagnosing and planning for change entails a strategic process that involves the understanding the current state of how an organization functions and also availing essential information on designing change interventions (Anderson, 2010). The notion attached availed above provides some of the respective approaches on diagnostic change models which are frequently embraced in the process as organizations attempts to figure out the current and the future needs are and will be. The use and the applicability of the model is based on three approaches which are; helping in reducing the complexity of thousands of things “going on” into manageable categories, they help point out different aspects of organizational activities and dimensions that demand attention, providing a common language and vocabulary, and also offers a sequence of actions that avails the users to follow in a given change situations.
- Company Overview
Wal-Mart was founded in 1962 by two brothers Sam Walton and James Walton, the company has grown to be one of the leading retail stores globally. The initial store that the duo opened was Wal-Mart Discount City in Rogers, Arkansas. The initial store acted as the baseline towards the current and continuous growth that Wal-Mart continues to enjoy within the local and international markets on retail stores industry. Globally, Wal-Mart is positioned as the second largest company based on the successive growth, shares that the company has acquired within the market and the dominance within the industry. According to Gale, (2004) the organization has been able establish and acquire substantial shares within the industry with United States holding some of the company’s shares through; Wal-Mart discount stores, Supercenters, Neighborhood Markets, and Sam’s Club warehouse membership clubs. Internationally, the company has established operations with various stores ventured by the company. Based on internal and external environments depict a diverse impact on the performance of the company with aspects such as technology advancements marginally contributing to the growth of the company. Wal-Mart records over $256.3million in relation to their 2005 report which was an increase of 11.6% compared to the previous year. Through implementation of strategic business decisions aimed at ensuring that consumers receive discounts, availed with products and services at their convenience are some of the significant aspects that have propelled Wal-Mart towards success. The company introduced discount and expanded especially during recessions enabling their customers save money a huge contributing factor in relation to the company success and growth plus dominance within the market. Wal-Mart operates chains of discount store, supercentres and wholesale stores. The retail market is competitive with various entrants and the existing giant companies having a huge impact towards the company growth and development.
- Diagnosis
Although Wal-Mart has grown marginally in the recent years, the company is faced with numerous challenges that have damaged the reputation of the company. The respective challenges faced by the company depict the need for change to create a more favorable environment. Based on the availed definition on the organizational diagnosis of change, this entails to the process of understanding the current state on how the organization function and availing necessary information for designing change interventions.
Wal-Mart current functions avail challenges hence the need to develop changes on the current undertakings. These challenges ranges from the protests in November 2012 where workers were asking for the more hours and also better pays, critics on the notion that Walmart imports numerous cheap goods from China plus other low-countries, corruption by the Walmart executives in the Mexican subsidiary to other labor disputes. These cases depicts the need for making changes in Walmart towards helping the company rebuild on the economy and also strengthening on the working families. The preceding analysis presents provides some of the strategic approaches that the company can embrace in relation to making some of the changes to create an effective working environment for the employees. The notion attached to the size plus the political influence of Walmart largely affects the working conditions of the workers in United States. The labor standards and wages set by Walmart are likely to influence other organizations in United States offering similar services. The sensitivity of Walmart based on the size and the political influence as proffered above indicates the essence of developing strategic measures aimed at addressing the issue.
- Kotter's 8-Step Approach
In change management, there is need to develop strategic approaches that are aimed at creating a competitive edge within the market to avert failure through adapting at change. The 8 step process outlined by Dr. Kotter is aimed at enabling the organization averts failure through a strategic approach to adopt on changes occurring within the environment (Ackerman, 2010). At Walmart, the changes on the working conditions, labor standards to wages plus the diversification or increase in number of subsidiaries to the political influence requires a strategic 8 step process to enable the company create a competitive edge. Through the use of the Kotter’s 8 Step approach, the respective changes can be implemented to enable the company improve on the ability to change hence increasing the success currently and in the future while averting some of the indentified challenges. This step approach is availed in the following analysis in reference to the indentified changes or challenges at Walmart.
Step 1: Establishing a sense of Urgency
The notion attached to the proffered aspect is based on the need to help the organization understand the essence based on the need for the change. There is urgent need for Walmart to develop strategic approaches to build on the recent changes, threat among other aspects to create opportunities. Failure to address the current challenges or changes faced by Walmart is likely to keep damaging the image and reputation of the company, making the company a vulnerable as a poor working environment, and influencing on the working conditions of the employees in the country. Building on the proffered threats, the company can be able to create opportunities by involving all the stakeholders ranging from the consumers to the employees. However, the success of the recommended change can only be effective through the ability of the 75 percent of the company management need to buy on the change. Based on the recent efforts by the company to build on their image, it is evident that the company is most likely to embark on the recommended changes hence creating a competitive edge into the market.
Step 2: Forming a Powerful Guiding coalition
The notion attached to the step entails the need to develop a strategy that convinces people on the essence of change (Cheung, 2009). The analogy attached to the concept depicts the need for strong leadership and through visible support from some of the key people within Walmart. Bill Simon, the head of Walmart U.S is one of such leaders whose support is vital towards enabling the organization achieve the set changes. The recent efforts portrayed by Simon depict the possibility of strong leadership based on the recommended sound plans while integrating public relations among other aspects in relation to creating a competitive edge. Approaching leaders in Walmart such as Simon is a guarantee of possible support for the set policies on changes and objectives within the organization. Furthermore, support from the workers and communities across the country through single voice on Organization United for Respect at Walmart (OUR Walmart) creates the possibility of receiving support to enable the company create a competitive edge on some of the listed changes. The group provides inspiration on the possibility and the need to change giant companies such as Walmart despite their size, and the political influence.
Step 3: Creating a vision
The vision to propel Walmart to make some of the recommended changes is based on the set objectives, inspiration by some of the widely involved groups, and also the values behind the need for change. The developed vision is aimed at helping the involved players and other stakeholders have a clear understanding on the need to enact some of the recommended changes and also creating an effective change. The recommended vision to guide the company is “Changing Walmart towards rebuilding on our national economy and strengthening working families”. The vision incorporates the essence of change and the respective benefits that the entire nation is likely to achieve hence creating a competitive edge.
Step 4: Communicating the vision
The notion attached to the approach on the set aligns with the need to effectively communicate on the vision behind the change. The message based on the need to communicate on the essence of enacting strategies to change the current working conditions, labor standards and wages among others aligns with the essence to ensure a competitive edge (Cheung, 2009). The communication strategy enables the decision making within the organization in relation to solve problems. Through integrating the vision on the respective social media platforms, the workers and communities will be able to participate and have a clear understanding on the essence of change within the organization.
Step 5: Empowering others to Act on the Vision
The step indicates the need to get rid of some of the obstacles that are likely to deter change, changing systems or some of the structures that are likely to undermine the vision of the organization, and encouraging risk taking and also nontraditional activities, actions and also ideas. To facilitate change at Walmart, empowering others is based on advocating for leadership change and tangible efforts by the company to address the issues through a set timeframe. The obstacles likely to cripple the success of implementing the recommended changes include; lack of support from the organization and poor communication system among others. This depicts the need to developed structural changes to facilitate the changes.
Step 6: Planning for and Creating Short-Term Wins
The analogy attached to the step is aimed at planning for visible performance improvements, creating the recommended improvements, and recognizing and rewarding employees involved in the improvements. The plan to execute and implement the changes is to be initiated in the next few weeks. The plan is an ongoing process after implementation to ensure evaluation and monitoring the progress of the company to achieve the set changes. Incorporating and integrating the set objectives are based on short term wins.
Step 7: Consolidating Improvements and Producing still more change
The step is based on the essence of using the increased credibility towards changing systems, policies and structures towards fitting the vision (Burke, 2008). The plans to implement the changes at Walmart are based on hiring, promoting and also developing employees capable of implementing the vision through training. This should also involve reinvigorating on the process with some of the new projects, themes and also the change agents.
Step 8: Institutionalizing New Approaches
The steps will involve the articulation of different connects occurring between the newly implemented behaviors towards facilitating the organizational success. The plan will also ensure the development of different means towards ensuring leadership development and succession is achieved. The previously recommended leadership approach forms a critical aspect behind the need for the step towards facilitating change on Walmart.
- Conclusion
In conclusion, there is need for urgent changes in Walmart as availed or proffered above. Through some of the recommended strategies, Walmart can be able to address some of the identified challenges that need urgent attention in relation to the implications on the company reputation. The respective recommended strategies are likely to propel the organization on diagnosing some of other changes that needs to be made and design an approach that aligns with the respective changes. The organization also should embrace a strategy towards sustaining some of the major changes through embedding the respective changes within the organization through a continuous top down, bottom up leadership plus process improvements and also supportive and innovative actions throughout the organization. Walmart is highly influential not only based on size and the political influence but also on the implications on the entire economy. The essence of enact and implement the recommended changes is based on the need to build not only on the reputation of the company in the local and international market but better the welfare of working people and communities across the country
- Introduction
“Change is inevitable” as most researchers and scholars argues. Organizations need to align the respective changes within their operational policy through a set dynamic framework. Failure of the organization to implement a dynamic framework to align or address the respective changes is likely to have marginal implications hence the need for planned organizational change (Gerhardt, 2004). The planned organizational change is termed as the process which moves organizations from a present state to a more desirable future state in relation to enhancing the organizational effectiveness. Through the different frameworks and models, organizations are able to conduct organizational development and change management practices towards increasing effectiveness in their operations.
The notion behind a practice aimed at altering or changing the people and organizations towards a positive change is defined as the organizational development as facilitated by organizational development specialists. They use different approaches and methods to create a competitive edge in relation to addressing the issue. Such approaches embraced by Organizational development specialists include; facilitation approach, design approach, collaborative approach, an analytical approach, a top-down approach, and long-term approaches. However, prior to the implementation of such approaches, there is marginal essence to diagnose change and plan for change. Diagnosing and planning for change entails a strategic process that involves the understanding the current state of how an organization functions and also availing essential information on designing change interventions (Anderson, 2010). The notion attached availed above provides some of the respective approaches on diagnostic change models which are frequently embraced in the process as organizations attempts to figure out the current and the future needs are and will be. The use and the applicability of the model is based on three approaches which are; helping in reducing the complexity of thousands of things “going on” into manageable categories, they help point out different aspects of organizational activities and dimensions that demand attention, providing a common language and vocabulary, and also offers a sequence of actions that avails the users to follow in a given change situations.
- Company Overview
Wal-Mart is a leading company founded in 1962 and this was a result of inventive works of two brothers who were known as Sam Walton and James Walton. From that time onwards, the company has successfully grown and is today amongst the leading retail companies across the globe. At the onset of the brother’s initiative was the Discount City with its original inaugural centre in Rogers, Arkansas. At that period, these stores were baselines and contributed immensely to the Walmart growth capacity. The successes attributed to Walmart make it to be a leader, only coming second in its market dominance. The analysis of Gale, (2004) indicate that Walmart market share has trippled, creating a remarkable breakthrough in its overall market share. The concept established hence with the marketing model of Walmart establishes an important platform within which its capacity to handle complex transactions is complementarily underlined. Its conceptualization metrics explore the changing levels of Wal-Mart discount stores, Sams clubs and Supercenters. It also includes neighborhood Markets and newer classical memberships. In the international scale, the concept relating to both the internal and external environment only reclassify its overall store ventures. It’s diverse spectrum only illustrates an important performance platform relevant to its objective operations. Wal-Mart has a huge revenue of over $256.3million as per its 2005 report. This report demonstrates an increment of 11.6% compared to the previous year. By incorporating relevant strategic business decisions the company has successfully generated significant aspects within which have generated optimal results in its last decade of operation. The company has a well established discounted procedure within which its market dominance has been fully defined. The impact of this scenario has been fully incorporated into its overall operational chains. Wal-Mart operates within the core levels of the market chains and these levels include discount store, supercentres as well as wholesale stores. The company has real time competitive retail markets with various levels of entrants and the existing multinational companies having significant impact towards Walmart developmental phases.
- Diagnosis
Despite Wal-Mart being able to grow marginally in the last years, its business spectrum has been based on the changing market fronts. The challenges have overwhelmingly included attributes that have damaged the company and its overall development. The challenges are hence examined within this fundamental capacity to fully expand the concepts of the internal challenges. Based on the indicated definition on the organizational diagnosis of change, this entails to the process of understanding the current state on how the organization function and availing necessary information for designing change interventions.
Wal-Mart current functions avail challenges hence the need to develop changes on the current undertakings. These challenges ranges from the protests in November 2012 where workers were asking for the more hours and also better pays, critics on the notion that Walmart imports numerous cheap goods from China plus other low-countries, corruption by the Walmart executives in the Mexican subsidiary to other labor disputes. These cases depicts the need for making changes in Walmart towards helping the company rebuild on the economy and also strengthening on the working families. The preceding analysis presents provides some of the strategic approaches that the company can embrace in relation to making some of the changes to create an effective working environment for the employees. The notion attached to the size plus the political influence of Walmart largely affects the working conditions of the workers in United States. The labor standards and wages set by Walmart are likely to influence other organizations in United States offering similar services. The sensitivity of Walmart based on the size and the political influence as proffered above indicates the essence of developing strategic measures aimed at addressing the issue.
- Kotter's 8-Step Approach
In change management, there is need to develop strategic approaches that are aimed at creating a competitive edge within the market to avert failure through adapting at change. The 8 step process outlined by Dr. Kotter is aimed at enabling the organization averts failure through a strategic approach to adopt on changes occurring within the environment (Ackerman, 2010). At Walmart, the changes on the working conditions, labor standards to wages plus the diversification or increase in number of subsidiaries to the political influence requires a strategic 8 step process to enable the company create a competitive edge. Through the use of the Kotter’s 8 Step approach, the respective changes can be implemented to enable the company improve on the ability to change hence increasing the success currently and in the future while averting some of the indentified challenges. This step approach is availed in the following analysis in reference to the indentified changes or challenges at Walmart.
Step 1: Establishing a sense of Urgency
The notion attached to the proffered aspect is based on the need to help the organization understand the essence based on the need for the change. There is urgent need for Walmart to develop strategic approaches to build on the recent changes, threat among other aspects to create opportunities. Failure to address the current challenges or changes faced by Walmart is likely to keep damaging the image and reputation of the company, making the company a vulnerable as a poor working environment, and influencing on the working conditions of the employees in the country. Building on the proffered threats, the company can be able to create opportunities by involving all the stakeholders ranging from the consumers to the employees. However, the success of the recommended change can only be effective through the ability of the 75 percent of the company management need to buy on the change. Based on the recent efforts by the company to build on their image, it is evident that the company is most likely to embark on the recommended changes hence creating a competitive edge into the market.
Step 2: Forming a Powerful Guiding coalition
The notion attached to the step entails the need to develop a strategy that convinces people on the essence of change (Cheung, 2009). The analogy attached to the concept depicts the need for strong leadership and through visible support from some of the key people within Walmart. Bill Simon, the head of Walmart U.S is one of such leaders whose support is vital towards enabling the organization achieve the set changes. The recent efforts portrayed by Simon depict the possibility of strong leadership based on the recommended sound plans while integrating public relations among other aspects in relation to creating a competitive edge. Approaching leaders in Walmart such as Simon is a guarantee of possible support for the set policies on changes and objectives within the organization. Furthermore, support from the workers and communities across the country through single voice on Organization United for Respect at Walmart (OUR Walmart) creates the possibility of receiving support to enable the company create a competitive edge on some of the listed changes. The group provides inspiration on the possibility and the need to change giant companies such as Walmart despite their size, and the political influence.
Step 3: Creating a vision
The vision to propel Walmart to make some of the recommended changes is based on the set objectives, inspiration by some of the widely involved groups, and also the values behind the need for change. The developed vision is aimed at helping the involved players and other stakeholders have a clear understanding on the need to enact some of the recommended changes and also creating an effective change. The recommended vision to guide the company is “Changing Walmart towards rebuilding on our national economy and strengthening working families”. The vision incorporates the essence of change and the respective benefits that the entire nation is likely to achieve hence creating a competitive edge.
Step 4: Communicating the vision
The notion attached to the approach on the set aligns with the need to effectively communicate on the vision behind the change. The message based on the need to communicate on the essence of enacting strategies to change the current working conditions, labor standards and wages among others aligns with the essence to ensure a competitive edge (Cheung, 2009). The communication strategy enables the decision making within the organization in relation to solve problems. Through integrating the vision on the respective social media platforms, the workers and communities will be able to participate and have a clear understanding on the essence of change within the organization.
Step 5: Empowering others to Act on the Vision
The step indicates the need to get rid of some of the obstacles that are likely to deter change, changing systems or some of the structures that are likely to undermine the vision of the organization, and encouraging risk taking and also non-traditional activities, actions and also ideas. To facilitate change at Walmart, empowering others is based on advocating for leadership change and tangible efforts by the company to address the issues through a set timeframe. The obstacles likely to cripple the success of implementing the recommended changes include; lack of support from the organization and poor communication system among others. This depicts the need to developed structural changes to facilitate the changes.
Step 6: Planning for and Creating Short-Term Wins
The analogy attached to the step is aimed at planning for visible performance improvements, creating the recommended improvements, and recognizing and rewarding employees involved in the improvements. The plan to execute and implement the changes is to be initiated in the next few weeks. The plan is an ongoing process after implementation to ensure evaluation and monitoring the progress of the company to achieve the set changes. Incorporating and integrating the set objectives are based on short term wins.
Step 7: Consolidating Improvements and Producing still more change
The step is based on the essence of using the increased credibility towards changing systems, policies and structures towards fitting the vision (Burke, 2008). The plans to implement the changes at Walmart are based on hiring, promoting and also developing employees capable of implementing the vision through training. This should also involve reinvigorating on the process with some of the new projects, themes and also the change agents.
Step 8: Institutionalizing New Approaches
The steps will involve the articulation of different connects occurring between the newly implemented behaviors towards facilitating the organizational success. The plan will also ensure the development of different means towards ensuring leadership development and succession is achieved. The previously recommended leadership approach forms a critical aspect behind the need for the step towards facilitating change on Walmart.
- Conclusion
In conclusion, there is need for urgent changes in Walmart as availed or proffered above. Through some of the recommended strategies, Walmart can be able to address some of the identified challenges that need urgent attention in relation to the implications on the company reputation. The respective recommended strategies are likely to propel the organization on diagnosing some of other changes that needs to be made and design an approach that aligns with the respective changes. The organization also should embrace a strategy towards sustaining some of the major changes through embedding the respective changes within the organization through a continuous top down, bottom up leadership plus process improvements and also supportive and innovative actions throughout the organization. Walmart is highly influential not only based on size and the political influence but also on the implications on the entire economy. The essence of enact and implement the recommended changes is based on the need to build not only on the reputation of the company in the local and international market but better the welfare of working people and communities across the country
References
Ackerman, L. & Anderson.D. (2010).Beyond Change Management. San Francisco, CA: Pfeiffer.
Adamopoulos, A. (2010). Managing organizational change as a result of the agile process.Agile Journal.Retrieved from http://www.agilejournal.com/articles/columns/ column-articles/3097-managing-organizational-change-as-a-result-of-the-agile –process
Burke, W. (2008).Organization change: Theory and practice (2nd ed). Thousand Oaks, CA: Sage.
Cheung, G. (2009). A multiple-perspective approach to data analysis in congruence research.Organizational Research Methods, 12(1), 63–68.
Clark, C. (2007, August 5). Change management. Retrieved from http://changemanagement-commrelationleaders.blogspot.com/2007/08/change-management-od-vs-change.html
Gerhardt, P. (2004). Organizational change: A comparison of four of the best models of all times. Retrieved from http://www.paulgerhardt.com/homework/ organizational_change.pdf, 1–47.
Gale, 2004"Variety Stores." Encyclopedia of American Industries Online Edition.. 3 November 2005.
