Essay on Strategic Change Management
3.3 Systems used to involve stakeholders in the planning of change
The involvement of stakeholders in the planning of change is essential. In this regard, the company should develop effective communication system. At this point, the use of effective communication style contributes to the involvement of employees in planning of change. The company needs to receive positive feedback from stakeholders to introduce the change. At the same time, to engage stakeholders in planning the change, Harley Davidson can use balanced score cards approach that helps the company to collect information on the position of stakeholders concerning possible improvements and changes. In addition, the company can use interviews and questionnaires to involve stakeholders in the process of change.
In actuality, the involvement of stakeholders into the process of planning and development of the change is essential because, in such a way, the company can reach positive outcomes in its organizational performance, when the change is to be implemented. In fact, the involvement of stakeholders in planning the change minimizes the risk of the resistance to the change, which may arise, when the change is introduced without obtaining consent from the part of stakeholders. The involvement of stakeholders in the elaboration of the change contributes to the formation of a positive attitude of stakeholders to the change and prevents the resistance of the stakeholders to the change. Stakeholders understand reasons why the change is being introduced as well as consequences of the change. Therefore, the change becomes predictable and stakeholders are certain in the future of the company as well as in their own future in the company and relations with the company. As a result, the company can prevent the risk of the resistance to change through the wide involvement of stakeholders in the planning of the change, its elaboration and implementation.
4.1 Appropriate model for change
In such a context, the development of a reliable model for change is essential for the successful introduction of the change. In this regard, the company should use the close interaction and communication with stakeholders to obtain the detailed information on the needs and expectations of stakeholders. On the ground of this information, Harley Davidson can elaborate strategic goals the change is supposed to achieve. After that, the company should choose methods and resources with the help of which the change will be implemented. Finally, the company should control the implementation of the change.
4.2 Plan to implement a model for change
At this point, it is important to dwell upon basic recommendations to the board about developing a strategy for change. Obviously, the company has to develop the plan of the change. To meet this goal, Harley Davidson has to conduct the detailed market analysis, assess its resources and capabilities, conduct the analysis of the competitive position of the company, understand needs and wants of customers and only after that start developing and introducing any changes. The first step to the introduction of the change is the definition of goals of the change. In this regard, Harley Davidson needs to improve the marketing position of the company; to introduce new products; to support innovations; to hold the leading position in the market.
The second step is the elaboration of methods and strategies to meet goals. In this regard, it is possible to recommend Harley Davidson to focus on the stimulation of innovations within the company; formation of customer loyalty through positive company-customer relationships; development of new products and software; view a possibility of acquisition or merger with another player in the market to expand the company’s market share. In this regard, the company needs to implement the plan using the full potential of its human resources and technologies developed and to be developed by the company.
4.3 Measures to monitor progress
In the course of the implementation of the plan, Harley Davidson should pay a particular attention to the control of the implementation of the plan. To meet this goal, the company should conduct regular monitoring of marketing performance, comparison to rivals. The appointment of control officers monitoring the implementation of the plan may be helpful. Furthermore, the company should introduce changes in the original plan, if necessary, respectively to the organizational performance and situation in the market.
Finally, on implementing the plan and, therefore, changes, Harley Davidson should conduct the evaluation of the implementation of the plan, which involves the detailed analysis of the implementation of the plan and assessment of its effectiveness. In such a way, the company will be able to assess strengths and successes of its plan and changes being introduced as well as drawbacks, which prevented the company from the successful implementation of the change. Harley Davidson would be able to use this experience in the future to avoid errors and pitfalls identified, which are associated with the failure to introduce changes.
Thus, it is obvious that Harley Davidson needs considerable changes. The growing competition and the complacency of the organizational culture have deteriorated the position of the company in the market in recent years. In such a situation, Harley Davidson should use effective strategies to eliminate existing threats and to introduce changes successfully. In this regard, the development of innovations is crucial for the further progress of the company but, to stimulate innovations, Harley Davidson needs to change its organizational culture and business processes.
