Implementing Organizational Change

Proposed Strategic Change

The chief executive officer (CEO) of my company has witnessed new challenges following the successful improvement of the established structure. This development has empowered more workers to communicate with departmental leaders much faster and solve existing challenges. The company is recording improved performance and timely realization of goals. However, a transformational change strategy is recommendable that will alter the existing organizational culture and operations (Black & La Venture, 2017). With the nature of the traditional functional structure, it is agreeable that most of the workers are still less involved and unwilling to apply their competencies and improve organizational performance.

The latest change in leadership has only formalized the functional organizational structure and made it easier for both managers and employees to focus on their common goals. Unfortunately, the HR initiative did not support the introduction and promotion of a better workplace culture that could bring individuals in different units together, encourage them to embrace the idea of teamwork, and be willing to solve their differences (Black & La Venture, 2017). A new change targeting these transformational improvements will take my company closer to its goals and eventually meet the demands of all key stakeholders. The involvement of all departments, leaders, and followers will make such a goal a reality.

Applying the Star Model

The Star Model is an evidence-based framework that has worked in companies to support additional changes. It presents these key five categories: structure, processes, structure, rewards, and people (Galbraith, 2002). At the selected organization, the model will guide departmental leaders, the CEO, and the workers to collaborate and support the introduction of a new culture that is capable of promoting performance.

Strategy

Currently, this company has appropriate values, codes of conduct, and goals that provide a sense of direction. The key stakeholders will begin by learning more about the benefits of an organizational culture that minimizes hierarchies, maximizes engagement and collaboration, and fosters openness (Galbraith, 2002). The leaders should focus on this primary aim while ensuring that the overall business strategy directs workers to achieve it within the stipulated period.

Structure

The managers in my organization will rely on the available sources of authority to support redistribution of power, align departments to each other, and support the establishment of a flat hierarchy that can allow more people to relate effectively with each other. The use of this concept can encourage managers to minimize the existing virtual distances with their followers (Black & La Venture, 2017). Such a structure, combined with the concept of departmentalization, will guide more employees to be aware of their functions and the emerging demands of the targeted clients.

Processes

The consideration of the Star Model will guide managers in the selected company to consider lateral processes to transform information sharing. Individuals can liaise with one another freely and seek the relevant guidelines from their supervisors when necessary (Galbraith, 2002). The culture should be redesigned in such a way it influences the way people engage in innovative practices, focus on the wider picture, and interact with their respective leaders. The ultimate objective is to streamline the flow of information across all units and departments.

Rewards

The idea of rewards is essential since it will augment the introduced structure and processes. The provision of bonuses, work-life balances, additional pay, and health insurance coverage are some of the evidence-based practices associated with successful business firms (Black & La Venture, 2017). Since the company seeks to become more productive and profitable, the available rewards should be aligned to the wider structure and strategic direction. For example, individuals who are more creative and capable of providing solutions to existing challenges while relating positively with their colleagues should be prioritized when providing the intended benefits.

People

A new approach to the people concept in my company is crucial to support and sustain the targeted culture change. The HR department will have a role to align the established policies with the ability to pursue the above strategic direction. The leaders should ensure that the notions of openness and flexibility become the guidelines. When all the followers receive the best support and HR empowerment, they will find it easier to manage emerging conflicts, introduce better ways of completing their tasks, and beco