The Concord Bookshop and the Change Process Essay

747 Words Oct 22nd, 2012 3 Pages
The Concord Bookshop and the Change process
Kelly Collinsworth
HCS/587
September 3, 2012
Ginger Weatherston, BS, MAS

Introduction
Change is inevitable for business owners. External forces like technological advances and consumer demands often places financial hardship on a company. The success of online shopping has forced bookstore owners to become creative in competing with Internet companies. To remain competitive and maintain viability, bookstore owners must be able to adapt quickly and implement organizational changes. Organizational change means introducing a new enterprise resource planning system to co-ordinate and standardize internal process (Spector, 2010). Businesses often turn to strategic renewal changes to
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Kurt Lewin, psychologist, is best known for his three stages of organizational change process: unfreezing, moving, and refreezing (Spector, 2010). Resistance to change was first met from employees because they did not believe their beloved bookshop was in financial distress. Therefore, there was no urgency to change the status quo. The first stage in Lewin’s change model is unfreezing. Announcing the need for change was not enough. The board should have presented the financial statements to the employees, allowing them the opportunity to learn the urgent financial situation of the company. Employees would have seen what needed to be changed and become dissatisfied with the status quo. The second phase of the Lewin change model involves moving from one process to another. The board attempted to do this by prematurely redesigning the role of the top three managers. A better plan would have been to ask them how they could contribute to improving the financial state of the company. The managers could have presented an action plan with suggestions on how to meet the expected outcomes of the board with defined roles to keep employees accountable. Involving the employees in the redesign process would have helped the employees feel a sense of empowerment and stay committed to the change process. The third and final stage of the change model is refreezing. A commitment to enforce the proposed

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