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1. Running Head: Change Management 1
Assignment#3, Project 2
On
Change Management
Submitted by
Dated

2. Change Management 2
Contents
Executive Summary ............................................................................................................................3
Introductions......................................................................................................................................4
Thesis Statement................................................................................................................................5
Accenture IT infrastructure .................................................................................................................5
Issues at Accenture raise the need of Change...................................................................................6
Management Strategy and Purpose of the Change...............................................................................7
ADKAR Model for Change Management..............................................................................................8
Awareness......................................................................................................................................8
Desire ............................................................................................................................................8
Knowledge .....................................................................................................................................8
Ability............................................................................................................................................9
Reinforcement................................................................................................................................9
Areas of IT Structure Integration..........................................................................................................9
Selecting an IT Platform...................................................................................................................9
App Management Strategy..............................................................................................................9
Outsourcing Strategy ....................................................................................................................10
IT Structure was changed into IT Business ......................................................................................10
Implementation Plan ........................................................................................................................11
John Kotter’s Model......................................................................................................................11
Create Urgency .........................................................................................................................11
Coalition...................................................................................................................................11
Vision for Change......................................................................................................................11
Communicate the Vision............................................................................................................11
Empower Action........................................................................................................................12
Create Quick Win ......................................................................................................................12
Build on change.........................................................................................................................12
Make it stick..............................................................................................................................12
Conclusion .......................................................................................................................................12
Recommendation.............................................................................................................................13
Bibliography.....................................................................................................................................14

3. Change Management 3
Organizational Change Management
Executive Summary
Change management has become one of the most essential elements for the business
organizations and it plays important role in the performance of the organizations. In the modern
businesses practices, change management approach is used to get competitive advantage in cut-
throat competition. Therefore, in the following study, the considering the importance of change
management, the Accenture company’s IT Structure Change management strategy is discussed
to create an understanding about the impact and influence of the change management on the
overall performance of the organization.
Accenture was having a problem to manage its business operation at globalized level because of
having an out dated IT infrastructure, and it was not supporting the organization to achieve its
objectives. Therefore, the management decided to change its IT structure for the flow of
information by improving communication in internal and external environment. For this purpose
the organization had to face little resistance by the employees which was managed by the
ADKAR Model and Kotter’s eight forces model of change management.
In the result of the change management, Accenture did not merely improve its operations, but at
the same time, organization succeeds to improve employees’ performance. Human resource
management became improve, and overall management received benefit by the IT strategy and
overall revenue of the business increased as well.

4. Change Management 4
Introductions
In the current period of rapidly changing environment, each association must need to roll out
suitable improvements to satisfy the necessities of the clients and business sector. Change is and
it iskey for the association to hang on their position in the business and to get success in the
highly intense market of neck breaking competition. As the time passes requests and yearnings
of the clients are changing expediently thus to get by in the business sector association must need
to set aside a few minutes(Cummings & Christopher Worley. ., 2014).
Change is fundamental and essential for the survival and achievement of every organization.
However, in the meantime tolerating the change is significantly more troublesome for the
workers. Also, most troublesome piece of the change management is usage of the change.
Changes of associations can roll out any sort of improvement relying on its methods. Changes in
an association may comprise of change in possession, business sector movement, and change in
real life line, change underway line and presenting new item.Significance of change cannot be
denied. Rolling-out proper and exact improvements help the association in turning into a
compelling and productive association. In the event that the change management procedure is
oversee in a successful way it will give extreme advantages to the association and will build the
benefit. In like manner if management neglects to deal with the change it can cost a substantial
misfortune to the association(UCISA, 2015).
Considering the importance of the change, in the current time period, most of the organizations
depends on the innovative technology and consider technology as an important part for the
organizational operations and use it for competitive advantage. However, with every new day,
the technology has been developing rapidly, therefore, for the organization survival alongside the
other facts, the organization needs to improve make technology integration timely to keep the

5. Change Management 5
organization performance up to date by the mean of rapid and effective organizational
operations(Thomas, 2014).
The most concerning influence of innovative technology is that it has given an international way
to deal with the business and changed the whole world into a globalized village, where
associations have gotten incredible advancement, in the meantime, now association need to
endeavor hard to make due in a business with a neck-breaking rivalry. In this very extraordinary
business circumstances, the main association chance to win the business race is to think of
inventive Business methods and change management is one of them(Sambamurthy & Zmud,
2012).
Thesis Statement
Taking change management as an important aspect for the survival and success of organization,
in the following writing,It is proposed to discuss the IT structure integration at Accenture, to
improve the organizational operations and employees performance. For this Purpose, the IT
structure integration at Accenture and the change management practices are aimed to discuss to
create an understanding about the importance of change management and impact of change
management on the organizational operations and workers. The Accenture made IT integration
to improve the flow of information and communication for the organizational operations.
Accenture IT infrastructure
The parent Firm Arthur Anderson was built up in 1913 as a firm that deals with the accounting
matters with an aim to satisfy the necessity and to accomplish the goals of new assessment
directive which was recognized by the Federal Reserve System. It the year of 1954; the
organization enhanced its practices by acquainting counseling administration by getting the

6. Change Management 6
upper hand by offering diverse administrations from its rivals. In 1989, Arthur Anderson
Consulting chose to partition its business into two sections i.e. counseling administration and
bookkeeping review(Jeffery, 2010).
Issues at Accenture raise the need of Change
In 2001, the counseling firm decided to separate from the Parent organization Arthur Anderson
and another organization named Accenture was established. There were around 75000 workers
working in fifty workplaces at distinctive area around the globe at the time when Accenture was
separated from its parent organization. The principle issue that realized the need of change
within the emerging organizationwas raised when the organization was order by the courtto pay
$175 million and to abandon its name. However, it had not a major ordeal for Accenture, but
rather Accenture had been permitted to use Parent organization's IT formation for one year (Axe
& Gollenia., 2012).
In this way, there was one year for the association to set up new IT foundation. To oversee such
a gigantic association, it was difficult to build up another IT structure in one year. Also, in the
wake of being isolated it was crucial for the association to approach change in the Information
technology framework to approach globalized practices fruitful(Thomas, 2014).
The change in the Information technology system became necessary for the organization because
IT Manager at Accenture found that the technology use by the Parent organization is out dated
accordingly it would not help the association to accomplish the obliged results. Taking after
issues were available inside of the legacy framework. These issues are as follow:
One of the major issues was that the database out date and it was not able to access through
internet. Application were based on the legacy system, therefore, there was no option to

7. Change Management 7
interconnect them with each other. The decentralized system was one of the major reason as the
technology was not available to centralize the system. The IT expense were used as a cost and
this cost had to be fix a specific budget for the IT every year(Accenture, 2015).
The issues of the legacy IT frameworks were not supporting the operations of separated
organization as the workers needed to stay connected as they invested the majority of their
energy outside the workplaces. Also, workers needed to do additional work while dealing with
legacy framework physically and the clients needed to sit tight for extended periods for their
turn. It was seen, that the workers general execution were lessened and there was a risk of
enormous worker turnover. In addition, the decentralized framework was opposing association to
empower the smooth stream of correspondence. Consequently, the clients were conceivably to
move towards alternate contenders and the business would be annihilated(Accenture, 2015).
Management Strategy and Purpose of the Change
In the situation it became important for the association to oversee's IT auxiliary reconciliation to
achieve the authoritative objectives, by enhancing the stream of correspondence and by
unwinding the representative's practices. The association chose to change the IT reasoning
regarding IT Management. The Parent organization was utilizing IT as an expense focus and in
consistently, a particular spending plan had been settled for the IT. In any case, this IT change
obliged tremendous spending plan, and they need to persuade shareholders to backing the IT
management Strategy. In this angle, the association chose to change the framework by
considering the accompanying vital objectives; the IT coordination must be done step savvy by
transient objectives and in the wake of accomplishing achievement in first level, the venture will
be completed on the following level so danger might be evaded at most extreme level. For this

8. Change Management 8
purpose to create understanding about the change the ADKAR model was selected by the
management at Accenture(Hiatt, & Crease, 2003).
ADKAR Model for Change Management
To Make the need of Change, the management at Accenture, followed the five building block
Model (ADKAR) to justified the required IT change within the Organization (Boca, 2013):
Awareness
The process of change always required to create the need of the specific change. For this aspect,
the management explained its goals and objectives and proved that with the current IT structure,
there are not able to achieve the organizational goals. Therefore, the awareness was created by
communicating that the IT Structure change is ultimately important for the organization.
Desire
The desire of the change was justified as the organization wanted to improve the flow of
information by improving the communication channel and wanted to speed up the organizational
operations by the mean of advance technology.
Knowledge
The knowledge in the ADKAR model of change means to have clear understanding about the
advantages and disadvantages of the change. In this aspect, the organization realized, that
integration of the IT structure is a cost effective task and at the same time, they realize that the
resistance could have to face by the staff. However, by considering the advantages, it was
realized that the change will be helpful for the company to achieve it goals and objectives and
overall, change will help the staff to do their task effectively and efficiently(Caroline, 2013).

9. Change Management 9
Ability
Ability of the staff and the organization was evaluated through this aspect, in which it was
realized that the staff required to training to manage the change whereas it was found that
organization has the financial ability to accept the change.
Reinforcement
Reinforcement in ADKAR model of change concerns to the continuity of the work after the
change by motivating the employees. For this purpose, organization justified that the employees
will be provided rewards in the admiration of their performances.
Areas of IT Structure Integration
Selecting an IT Platform
In the wake of taking care of the issue in regards to the IT management the following step was to
choose a stage. For the reasons of the association, IT arranging processes began to use and the
dialog was begun to go ahead with the 'Best-of-Breed" utilizations of to embrace the applications
gave through the "one-stage" method. In this viewpoint, both methodologies have their own
particular focal points and drawback for the association. There were opportunities to spare cost
by BOB approach as the authorizing expense and support expense would decrease on the off
chance that to get administrations from a solitary seller. In this angle, there would be question
mark on the hierarchical capacity in the event of sharing data among the diverse specialties units.
Considering all the factors, the company decided to go for then one-platform technique for the
organizational IT operations(Accenture, 2015).
App Management Strategy
There was incredible multifaceted nature to oversee about 600 globalized and about 1500
neighborhood applications subsequently the association chose to decrease the application to

10. Change Management 10
evacuate the unpredictability. In this viewpoint, it was anticipated to decrease the IT cost by the
virtue of utilizing single stage methodology. For this reason, Microsoft thinks of Windows NT to
deal with the serve and Mircrosoft Outlook was utilized to email to the customers of Accenture.
The arrangement was further gone before and SAP was chosen for the organization of the
applications for man asset arrangement and for budgetary arrangements. It is on the grounds that
in Parent organization it was incapable for business for running HR and money related suit for
items along these lines; the worker needed to face incredible test to oversee HR and budgetary
errands, as they were basic and edifices. There was no consistency for the HR to make
troublesome choice(Jeffery, 2010).
Outsourcing Strategy
Another methodology had been utilized by the association amid the IT rebuilding endeavor as
the outsider was utilized by the Accenture and the majority of the information stockpiling had
been outsourced to run the foundation system of the association. In this perspective, the
hierarchical server was decreased wonderfully. The IT Senior chief Bob Kress clarified that the
IT cost was decreased by the virtue of utilizing outsourcing and as a part of this perspective 68%
percent of the association work had been outsourced to lower-cost areas including India, China,
Philippines, and Latin America. In this perspective as technique, named "Center light" individual
methodology was embraced(Drnevich Paul & Luckock, 2013).
IT Structure was changed into IT Business
Association chose to change's IT as an expense item into an IT business in this way, the email
foundation was begun to keep running under overseen administration approach. In the old
framework at guardian association, high cost was acquired in the event of expanding space for
capacity in the email records of the specialist. Expert began to take care of the IT issues by

11. Change Management 11
calling application specialists. Also, IT applications were institutionalized on the planet, in key
ranges authority staff had been enlisted to give 24/7 administration, through this assistance was
charged $20 per call, and customized administrations had been offered for basic
application(Accenture, 2015).
ImplementationPlan
John Kotter’s Model
For the implementation of the Change, John Kotter’s eight stepped model was used(Appelbaum,
2012):
CreateUrgency
Urgency was created by communicating the with the staff and stake holders about the
requirement of change for the organizational purposes.
Coalition
A strong Coalition was increased by the mean of communication in which employees, stake
holder and shareholders aspects were considered and employees were taking into confidence by
giving them information about the expected change.
VisionforChange
Vision for the change was created. The company aimed to improve its IT structure for the flow
of information by the mean of improving the communication channels in the internal and
external environment.
CommunicatetheVision
The vision of the expected change was shared with the shareholders and staff members and the
employees, who were afraid of change, were communicated and were given confidence.

12. Change Management 12
EmpowerAction
The employees were empowered to with an aim to implement the change. For this purpose the
employees were given training so that they could improve their knowledge according to the
integrated technology system.
CreateQuick Win
Quick wins were created by allotting small goals to the employees. It is an important step to
make the employees familiar with the new technology and to take advantage from the
integration. However, in this process the employees were expected to make some mistakes.
Buildonchange
On the base of the result created by the quick win, the performance evaluation was made and the
employees who did not perform well was provided training to improve their skills and at the
same time, the strategies were also evaluate and necessary changes in strategy were made to
ensure the advantage from the change.
Makeit stick
At the initial stage, it is not easy to completely implement the change, accordingly, there were
possibilities to face some challenges. In such situation there is need to show determination. Thus,
instead of leaving the purpose, the organization modified its policies and strategies and remained
determined with the goals associated with the Change.
Conclusion
The IT structure integration helps Accenture to meets its objective effectively and efficiently.
The management became centralized, that made the managers relaxes and let them to improve
their performance. Similarly, with the smooth information flow and communication, the human
resource operation improved. Thechange managementconsiderably improvedthe cost of revenue
of overall business.

13. Change Management 13
Recommendation
The Accenture had to face tenses circumstances because, the parent company did not integrated
the IT structure for a long time therefore, the IT system became out date. Considering this aspect,
for the future, it is recommended to the organization to make timely integration to avoid the
tensed circumstances. Moreover, to improve the employee’s performance to give confidence to
the employees, there is needed to give rewards to the employees in the admiration of the
performance. It will be helpful to improve their performance and organization profit as well.

14. Change Management 14
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to-oneinstitute.org/docs/6_PRbrochure_040611(1).pdf
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