Change Management Impact CHANGE MANAGEMENT PLAN FOR GLAXOSMITHKLINE COMPANY 7 Change Management Plan for GlaxoSmithKline Company Florzaireth Da Silva HRM 531 March 21, 2017 Richard Dettilng Change Management Plan for GlaxoSmithKline Company Change management is said to involve the movement from one state to another, in most cases, from the problem state to a solved form. Change comes individually or in organizations. From an individual perspective, the change could be attained if the employees increase their skills, values, attributes and behaviors. On the contrary, change in the organization arises from the reward systems, work designs among others. Due to among other things, globalization, technological advancement as well as organizational consolidation, change has become an important part of every organization. Corporations need to undergo changes to survive in the changing business environment. To manage change, change management is required for groups and individuals. As far as efficient organization strategy is concerned, internal and external conditions that necessitate the changes should be considered (Cameron & Green, 2015). All the same, individual change should be pursued before an organizational change is sought. In other words, change management should be adopted at the individual level so that it can initiate change at the corporate level. Change agents are the ones who implement change strategy. However, they need to possess a clear understanding of strategic change concept. The change agents need to have change models and tools so that change can be implemented. In essence, the skills required for change are analytical skills that could be utilized for analyzing change contexts. Critical thinking could be used for applying the change. Besides, self-awareness is necessary for the modification managers to develop change from the organization’s point of view, rather than the manager’s perception (Hayes, 2014). This paper seeks to examine change management plan in GlaxoSmithKline Corporation a pharmaceutical company that is based in the United Kingdom. In the process of change, three states come into play, current state, transition state and future state. To achieve change, a number of approaches are utilized. The methods used make use of PESTEL and Porters five forces. Based on the existence of the internal and external environment that is unique in each organization, no ideal tool could be called best to be applied by an organization. For this reason, change is implemented independently as per an organization’s specific needs. Some of the methodologies of change are planned as well as the emergent approaches. In proposed approach, change is said to be deliberately developed through a rational and intentional process that is driven down from the top down based on an assumption of a stable environment. The initial goal is to seek improvement of individual operations t ...

1. Change Management Impact
CHANGE MANAGEMENT PLAN FOR GLAXOSMITHKLINE
COMPANY 7
Change Management Plan for GlaxoSmithKline Company
Florzaireth Da Silva
HRM 531
March 21, 2017
Richard Dettilng
Change Management Plan for GlaxoSmithKline Company
Change management is said to involve the movement from
one state to another, in most cases, from the problem state to a
solved form. Change comes individually or in organizations.
From an individual perspective, the change could be attained if
the employees increase their skills, values, attributes and

2. behaviors. On the contrary, change in the organization arises
from the reward systems, work designs among others. Due to
among other things, globalization, technological advancement
as well as organizational consolidation, change has become an
important part of every organization. Corporations need to
undergo changes to survive in the changing business
environment. To manage change, change management is
required for groups and individuals. As far as efficient
organization strategy is concerned, internal and external
conditions that necessitate the changes should be considered
(Cameron & Green, 2015).
All the same, individual change should be pursued
before an organizational change is sought. In other words,
change management should be adopted at the individual level so
that it can initiate change at the corporate level. Change agents
are the ones who implement change strategy. However, they
need to possess a clear understanding of strategic change
concept. The change agents need to have change models and
tools so that change can be implemented. In essence, the skills
required for change are analytical skills that could be utilized
for analyzing change contexts. Critical thinking could be used
for applying the change. Besides, self-awareness is necessary
for the modification managers to develop change from the
organization’s point of view, rather than the manager’s
perception (Hayes, 2014). This paper seeks to examine change
management plan in GlaxoSmithKline Corporation a
pharmaceutical company that is based in the United Kingdom.
In the process of change, three states come into play,
current state, transition state and future state. To achieve
change, a number of approaches are utilized. The methods used
make use of PESTEL and Porters five forces. Based on the
existence of the internal and external environment that is unique
in each organization, no ideal tool could be called best to be
applied by an organization. For this reason, change is
implemented independently as per an organization’s specific
needs. Some of the methodologies of change are planned as well

3. as the emergent approaches. In proposed approach, change is
said to be deliberately developed through a rational and
intentional process that is driven down from the top down based
on an assumption of a stable environment. The initial goal is to
seek improvement of individual operations through the group
applications of change programs. From an emergent point of
view, change is found from an unpredictable environment.
Change is then developed from variables that include the
external environment (Bradley, 2016). The process of change in
an emergent approach is said to be open-ended and driven from
the bottom to the top and adapted to changing organization
conditions.
In the modern business setting that is shaped by a range
of factors, various tools could be used to manage changes. As a
result of internal and external environment, each of the
organizations needs to consider and analyze their situations to
take the most appropriate approach as well as tools to
implement the changes successfully. In the case of GSK, the
company utilized both the emergent as well as the planned
approaches to alter how the change was brought in the business.
GlaxoSmithKline also used the changing kaleidoscope to
analyze the contextual features and adopt the most suitable
design choices that would be used to implement the changes
(Bradley, 2016).
GlaxoSmithKline is said to be United Kingdom based
corporation that manufactures pharmaceutical products. The
company was incepted in 2000 after a merger between
GlaxoWellcome and SmithKline Beecham companies. Initially,
GlaxoWellCome operated as an independent entity. After the
merger, GlaxoSmithKline was born. Presently, GSK is said to
be the second world largest manufacturer of pharmaceutical
products. Even so, the company has undergone changes before
becoming the giant corporation it is today.
The first changes took place in the year 1994. The changes
were driven by the increasing competition, government policies

4. and changing consumer behaviors. The customer at that time
was the National Health Service. The managers decided to bring
change as a strategy to achieve competitive advantage. The
employees were confident that change would be attained that
will move GSK forward. The senior executives had prepared the
workforce for the incoming changes. They created change
awareness by introducing the RATIO program. The program
directly involves Role clarity among the employees. The
workforce was expected to accept the change, work as a team,
and seek innovation as well as output orientation. The RATIO
program was backed up with a range of support change
initiatives that included the cross-function project group
(Bradley, 2016). Altogether, RATIO program succeeded in
creating culture change awareness.
The other change in the company started in 1997. The
company sought to restructure as well as reengineering
programs. That was initiated by the recent merger with the
Wellcome Organization. The change reduced the number of
Glaxo Hierarchy from 7 to 4. The company shifted its strategy
from focusing on individuals products to disease management.
The company also resolved to join hands with local Universities
and Biotechnology organizations to reduce the expenses. After
the changes, the firm achieved a good relationship with the
customers. The employees were also prompted to change their
behavior and attitude to align with the new strategies at the
company. After the change had been implemented, new staff
evaluation and reward procedures were put in place. Also,
computer-based feedback system was implemented. The other
change that was adopted is that of customer focus. The company
resolved to put the needs of the client first.
Based on the previous statement, the new approach to
change comes when the contingency is subjected to play their
roles in an unpredictable environment without planning. The
new approach is critical, in the sense that, it could be
implemented within a short duration of time. The form of
change follows a systematic manner. Even so, the emergent

5. approach has several limitations due to uncertainty. However,
the restrictions are quashed if proper mechanisms are put in
place by the management. GSK applied both emergent as well as
the planned approach in a series of phases. Change in the
company was initiated by the changes in how business is
conducted. The new approach was applied to the company
through the creation of change awareness and the introduction
of re-engineering and restructuring programs. Planned approach
at the company was the long term strategy that would bring
change.
GSK also utilized the kaleidoscope strategy of change where
several things at the company underwent a transformation
(Bridges & Bridges, 2017).
Time (+) –GSK sought to change the time it takes to serve their
customers.
Preservation (-)-The company aimed at preserving its talented
employees with the objectives of keeping their talent intact.
Diversity (+) - diversity in the workforce was an exclusive
remedy that would bring change in the company.
In conclusion, GSK underwent two stages in their change
strategy. The first one was the emergent approach that was
applied together with the planned approach to achieve long term
company changes. On the other hand, change kaleidoscope was
utilized as the primary tool that was used to implement the
changes. The kaleidoscope model was employed to conduct an
analysis of each and every GSK contextual features with the
aims of determining the appropriate options that were available
at the disposal. During the initial stages of change, the tool
created change readiness among the employees.

6. Reference
Dessler, G. (2017). Human Resource Management (15th ed.).
Upper Saddle River, NJ: Pearson Education.
Hayes, J. (2014). The theory and practice of change
management. Palgrave Macmillan.
Cameron, E., & Green, M. (2015). Making sense of change
management: a complete guide to the models, tools and
techniques of organizational change. Kogan Page Publishers.
Bradley, G. (2016). Benefit Realisation Management: A
practical guide to achieving benefits through change. CRC
Press.
Bridges, W., & Bridges, S. (2017). Managing transitions:
Making the most of change. Da Capo Press.
7

7. Full Performance Strategy Analysis Grading Guide
HRM/531 Version 11
3
Full Performance Strategy Analysis Grading Guide
HRM/531 Version 11
Human Capital Management
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Edited in accordance with University of Phoenix® editorial
standards and practices.
Individual Assignment: Full Performance Strategy
AnalysisPurpose of Assignment
The purpose of this assignment is to give learners an
opportunity to apply lessons learned about performance
management. Students will provide an overview of the process
and make detailed recommendations based on that analysis.
Students will gain an understanding of the importance of a
strong performance management strategy to the success of the
organization.Resources Required

8. Human Resource Management; shrm.org.Grading Guide
Content
Met
Partially Met
Not Met
Comments:
Describe the overview of the performance management process.
Include a flowchart of the performance management process.
Explain the job analysis.
Examine the skills gap analysis and performance evaluation.
Determine ways to measure employee performance.
Assess counseling for exceptional or performance that needs
improvement.

9. Attach an appendix of the resources needed to create a
comprehensive performance analysis.
The paper is 1,225 words in length.
Total Available
Total Earned
8
#/8
Writing Guidelines
Met
Partially Met
Not Met
Comments:
The paper—including tables and graphs, headings, title page,
and reference page—is consistent with APA formatting
guidelines and meets course-level requirements.

10. Intellectual property is recognized with in-text citations and a
reference page.
Paragraph and sentence transitions are present, logical, and
maintain the flow throughout the paper.
Sentences are complete, clear, and concise.
Rules of grammar and usage are followed including spelling and
punctuation.
Total Available
Total Earned
2
#/2
Assignment Total
#
10

11. #/10
Additional comments: