Strategic Change Management 2 essay

2.1 The need for strategic change

In actuality, Harley Davidson needs substantial changes to be introduced, but these changes should be grounded on the detailed analysis of the current marketing situation, competitive environment, and resources of the company. Obviously, Harley Davidson should focus on the effective introduction of innovations and facilitate the process of introduction of changes. The company needs changes and strategic change management should help the company to introduce the changes successfully. In this regard, the introduction of innovations is apparently one of the major ways to the ongoing success of the company in the market. However, the strategic change management needs a solid theoretical background to complete changes successfully.

2.2 Factors that are driving the need for strategic change in the organization

In this regard, it is important to place emphasis on the fact that the need for strategic change in Harley Davidson is driven by multiple factors. One of the major factors that drive the change in Harley Davidson is the growing competition from the part of its major rivals, especially from the part of Honda and others. Another factor that affects the position of the company and drives the change is the progress of technologies and respective changes in the needs and expectations of customers.

2.3 Resource implications of the organization not responding to strategic change

However, theories alone are not enough to maintain the competitive position of the company in the market and to improve its current position in the industry. In this regard, Harley Davidson should focus on strategies for managing resistance to change within the company. Obviously, the top executives of the company are conscious of the necessity of changes but they need to gain the support of stakeholders to introduce changes successfully. Among the major stakeholders of Harley Davidson it is possible to single out managers, employees, shareholders, customers. Managers need to improve the performance of the company and to improve its marketing position to maintain the steady development of Harley Davidson. Employees need to work in comfortable environment and receive high wages for their work. Shareholders are interested in the improvement of the position of the company in the market and consistent rise of its share price. Customers, in their turn, are interested in products of the high quality sold at affordable price. Interests of stakeholders can be met, if the company manages to accelerate its technological development and introduce innovations, which can help the company to hold the leading position in the market, increase its revenues, increase share price, and, therefore, the company will be able to offer customers products of the higher quality and higher wages to employees.

3.1 Systems to involve stakeholders in the planning of change

To meet this goal, Harley Davidson has to communicate the change to employees. Employees should understand the ultimate goals of the change and their benefits from the change. In addition, Harley Davidson should stimulate the involvement of employees in the elaboration of the change. In such a way, they will support the change because they feel that they have created the change. Also, the motivation of employees is important to support and introduce the change, including both material and non-material motivators.

3.2 Change management strategy with stakeholders

In this regard, the company should use the full potential of the leadership. At this point, it is possible to recommend using of transformational leadership style, which is particularly effective in organizations conducted substantial changes. Alternatively, Harley Davidson should use steward leadership, which implies that leaders perform the role of stewards and guides for their employees, helping them to pass through the change. Finally, the company should grant employees with larger autonomy that will stimulate their creative and innovative work. The autonomy of employees is very helpful because they do not feel the pressure from the part of managers in the course of the introduction of the change. They feel being free in their work that naturally stimulates their innovative activities.