WEEK 18

Week: 18

How can using the change Kaleidoscope and force-field analysis help an organization to deliver its intended strategy?

Change kaleidoscope            

Hope Hailey and Balogun developed change Kaleidoscope in 2002 to be a way of pulling together and codifying the wide range of contextual features and implementation options that require consideration during change. It is more of a model than a method, but it is usable tool for comprehensive framework which deals with all of the factors that the authors deemed significant by the literature. The model include an outer ring which is concerned with the features of the change context that can either enable or contain change, and an inner ring that contains the menu of implementation option open to change agents. The model can be used as tool for analyzing in industries such as information technology management consulting, administration and system service outsourcing, pharmaceutics, newspaper and magazine distribution and banking. The strength of model lies in its recognition of the complexity of change and the need for change to be context sensitive. The model work best when change is transitional in its nature. (Hailey, Balogun.,2002)

Force- Field analysis

 The principle force field analysis was developed by Kurt Lewin, 50 decade ago is a major contribution to the field of psychology, organization development, social science, change management, process management and social psychology. It provides a frame work for looking at the force that influences a situation, originally social situation. It looks forward at forces that are either blocking movement towards goal (hindering force) or driving movement towards goal (helping force). The hindering force is commonly known as resisting to change. It is related with employee behavior and act as main hurdles of change. Whereas the helping force represent competition, demographics and technology that drive force of change. The field is very dynamic, experience and changing with time. The approach allowed breaking down common misconception of social phenomena, and determining the basic element construction. Therefore, Lewin used theory, mathematics and common sense to explain a force field and hence determine the cause of human and group behavior.(P Sarah, 2010)

Hewlett Packard change kaleidoscope diagram:

Time:	Time for change Require immediate change Focus on brand name
Scope:	Proper management style Management layout need to change Motivation technique require
Preservation:	Employee’s optimistic thinking Brand goodwill Proper working environment
Diversity:	Need harmony between management and workforce Norms and value Diversity in perception
Capability:	Improve IT sector Initiate change with skill employee
Capacity:	Train employee Motivate employee for change perception
Readiness for change:	Hard to accept new CEO Challenge to change employee
Power:	Proper utilization of power by CEO Equality and motivation among employee Proper authority to employee

Reference

1.      Hope Hailey V, Balogun,J., (2002), 'Devising context sensitive approaches to change: the example of Glaxo Wellcome.', Long Range Planning, 35(2), p.153-178 

2.      P Sarah (2010) Force Field Analysis (online) http://www.mindtools.com/pages/article/newTED_06.htm (Accessed on november 27, 2013)