This method that Kotter came up with has been widely accepted by many management practitioners and is as follows below. If the Walmart applied all or some of these steps, then it could have increased the chances of the changes to be effective.
Step 1-Create urgency-since change can only be effectively initiated when the entire organization sees the need for the change and the change that should be experienced soon. The Walmart management did not take time to explain the employees why these changes were essential and urgent. Walmart management should have opened a candid and honest discussion with the employees about the change that is required in relation to the outside forces in order to create the urgency.
Step 2- Form a powerful coalition- such a coalition would work best if it has the most influential people like experts or people with titles within the organization. Walmart did not bother to form such coalition that would ensure each employee understands and participates in suggestion and implementation of the significant changes.
Step 3 - create a vision for change- with a clear vision each member will understand what they are called upon to take part in. With each employee able to see for themselves the sense behind the changes it gets easier to work with such a team, yet Walmart just made the changes and passed out a memo outlining the changes to be implemented by employees, hence uwilling participation for the sake of retaining ones job.
Step 4 -- communicate the vision- this must be done as many times as possible to keep the vision of the changes fresh in the mind.
Step 5 -- remove obstacles- the obstacles could be employees against the changes or established procedures that could barricade the changes.
Step...
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