Course material

1. (Mt) – Case study executive interview regard global leadership
Hi, please see the attached paper. Have a look at it and in case of any edit, please let me
know. Otherwise, it is my pleasure to have you as my buddy now and future. Until the next
invite, Bye!Running Head: GLOBAL CHANGE MANAGEMENT LEADERGlobal Change
Management LeaderNameInstitutionDate1GLOBAL CHANGE MANAGEMENT
LEADER2Global Change Management LeaderIntroductionEver since the mid-2000s,
organizations have experienced a myriad of changes. Thesechanges include the opening of
new markets which go hand in hand with new labor pools. Thedigitalization of the world
has also brought about innovative practices that are disruptive to theentire business world
(Jalagat, 2016). The earlier business models are obsolete as the businessworld becomes less
and less predictable. These and many other changes have resulted in theintroduction of the
concept of change management. Change management identifies thedifferences and helps
stakeholders properly transition into the new world (Hao & Yazdanifard,2015). Firms that
can adopt change management are in a better position to achieve competitiveviability. Most
of them have come to this realization. As a result, they have taken sophisticatedbest
practices to manage change both at the local (internal) and global levels. Various
changemanagement models would aid in successful transitions.This paper focuses on
specific change management models through a practical approach.The practical approach
will involve interviewing a global business executive on best practices ofchange
management that they have applied in their organizations. The global change executivewho
is the subject of this study is Elon Musk, the CEO of Tesla Motors. All these will relate tothe
change theory as it relates to change management initiatives. The findings will then
bealigned with the applicable change management models to discover their applicability
andviability.Additionally, the assignment will describe the subject of the interview and
theirresponsibilities in the organization. The paper will also have an analysis of the
changemanagement practices from a global context. In the end, there will be the lessons
learned fromGLOBAL CHANGE MANAGEMENT LEADER3the global executive’s practices
and their organization in general. Additionally, there will berecommendations on change
management models and change management in a global contextthat could propel the
organization to greater heights.Change ModelThe change model chosen for this report is
Kurt Lewin’s 3 step change model. Thissection discusses the three steps in detail as they are
all applicable to the discussion. The modelgives managers or the change agents a
comprehensive framework through which they caneffectively manage changes. It
recognizes the need to have all stakeholders on board for effectivechange management,

2. especially on a global scale. The three steps include; unfreezing, changeimplementation, and
refreezing.At the unfreezing stage, the managers recognize that there has been a specific
structurein place for a long duration of time (Dijesh & Roseline, 2017). The fabric in
question shouldalready be unprofitable for the company. Alternatively, the management
should have identifiedbetter structures to drive the growth of the company. For instance,
the organization as a wholecould be moving in the right direction. However, there may be
people or processes which are nolonger useful but are still part of the organization. In such
a case, the practices must geteliminated, lest they contribute adversely to the company’s
progress. Unfreezing now means thatthe managers encourage or drive employees to
become aware of their daily activities. After theyare knowledgeable and gain perspective of
the same, they can then unlearn the bad habitsidentified. They may begin to open up to
other possibilities that could enhance the achievementof objectives (Cummings et al., 2016).
In short, unfreezing is a reassessment of practices andprocesses to set in motion the wheels
that promote change. It is important to note that it is duringthis stage that managers
identify any restraining forces towards the change.GLOBAL CHANGE MANAGEMENT
LEADER4The second stage is the change implementation itself. Since now, the employees
haveopened up their minds to the wheels of change. It is time to begin the implementation
process.The implementation process is usually a transitive stage and process (Dijesh &
Roseline, 2017).People have to learn new tasks and take over new responsibilities. T…