The document discusses organizational change and assessment. It outlines several common change models, including McKinsey's 7S model, Kurt Lewin's three-stage model of change (unfreeze, change, refreeze), and Kotter's eight-step change model. It also discusses methods for collecting organizational data, such as interviews and surveys. The need for setting SMART goals that are aligned with organizational resources and culture is emphasized. Finally, the document provides recommendations for addressing resistance to change, such as implementing change management and properly addressing the root causes of resistance.

1. Organizations Change Assignment Help
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2. Change models
 Change is a common thread that runs all organizations without considering size,
industry and age.
 McKinsey 7-S Model
 Shared values
 Strategy
 Structure
 Systems
 Style
 Staff
 Skills
Organizational Assessment 2
Strategic and Tactical Decisions
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3. Continued….Continued….
 Kurt Lewin’s change management model
 Unfreeze
 Change
 Refreeze
 Kotter's Eight Step Change Model
 Increase urgency for change
 Build a team for the change
 Construct the vision
 Communicate
 Empower
 Create short term goals
 Be persistent
 Make the change permanent
Organizational Assessment 3
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4. Data collection method
 Two type of methods: primary and secondary methods
 Primary includes
 Questionnaire,
 Interview,
 Observation
 Survey methods
 Semi-structured interview is used to collect primary data
 It gives facility of direct interaction with employees
 Provides more and in-depth information
Organizational Assessment 4
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5. Need for goal setting
 Goal setting is a collaborative process that allows a group to function
effectively for a purpose
 SMART (Specific, Measureable, Achievable, Realistic, and Time-limited)
goals should be developed
 Goals should be aligned with the organizational resources, culture and structure
of the organization to increase communication and cooperation
Organizational Assessment 5
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6. Diagnostic skills
 Diagnostic skills refer to the knowledge and experience
 Organizational climate is the work environment and its effect on morale,
motivation and productivity of employees
 Starbucks can improve corporate climate through
 Building on employee strengths,
 Realignment of the executive leadership team and
 Reducing cost of the organization through effective business plan and
strategies
Organizational Assessment 6
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7. Options for presenting feedback
 Different options for giving feedback to organization:
 Stories,
 Appreciative inquiry,
 Presentation and
 Written and verbal format
appreciative inquiry method would be recommended
Organizational Assessment 7
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8. Resistance
 Various types of resistance might occur among employees such as lack of
understanding, lack of motivation, fear of job loss, cultural barriers and biasness and
selective perception
 Company will respond positively regarding this assessment and feedbacks. It wants
to implement some changes in management and leadership team.
Organizational Assessment 8
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9. Recommendations
 To address the resistance to change, some techniques should be followed by
organization:
 Implement change management
 Expect it
 Proper address
 Identify the root causes
Organizational Assessment 9
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10. References
 Aarts, H. & Elliot, A. (2012). Goal-directed Behavior. USA: CRC Press.
 Abilla, P. (2010). Starbucks, Change Management, and Resistance. Retrieved from:
http://www.shmula.com/starbucks-lean-change-management-resistance/7766/
 Axinn, W. G. & Pearce, L. D. (2006). Mixed Method Data Collection Strategies.
USA: Cambridge University Press.
 Cummings, T. G. & Worley, C. G. (2009). Organization Development & Change.
USA: Cengage Learning.
 Egner, T. (2009). McKinsey Seven S Model. Germany: GRIN Verlag.
 Griffin, R. W. & Moorhead, G. (2011). Organizational Behavior: Managing People
and Organizations. USA: Cengage Learning.
 Kotler,P. et. al. (2010). The Quintessence of Strategic Management: What You
Really Need to Know to Survive in Business. Germany: Springer.
 McKenna, E. F. (2000). Business Psychology & Organisational Behaviour: A
Student's Handbook. UK: Psychology Press.
Organizational Assessment 10
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11. Cont..
 Miner, J. B. (2007). Organizational Behavior 4: From Theory to Practice. USA: M.E.
Sharpe.
 Raoprasert, T. & Islam, S. M. (2010). Designing an Efficient Management System:
Modeling of Convergence Factors Exemplified by the Case of Japanese Businesses in
Thailand. Germany: Springer.
 Sapsford, R. & Jupp, V. (2006). Data Collection and Analysis. USA: SAGE.
 Starbucks Newsroom (2008). Retrieved from:
http://news.starbucks.com/article_display.cfm?article_id=34
 Stawarski, C. & Phillips, P. P. (2008). Data Collection: Planning for and Collecting All
Types of Data. USA: John Wiley & Sons.
 Steinhoff, G. (2007).Examining and Addressing Resistance to Change in an Elementary
School. USA: ProQuest.
 Worley, C. G. (2005). Managing Resistance to Change. Graziadio Business Review, 8(1),
1-8.
 Zeuschel, A. (2011). Starbucks: A New Business Strategy. Retrieved from:
http://suite101.com/article/starbucks-a-new-business-strategy-a363448
Organizational Assessment 11
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