From time to time, organizations find it necessary to implement changes on some of the components to enhance effectiveness. However, leaders need to organize for the change because unplanned changes may cause organizational failure. Some factors that may necessitate a change in an organization are changes in the demographic, cultural, and social environment. Even though organization vision and change vision are essential to an organization, change vision is more critical when leaders intend to implement organizational changes.

From time to time, organizations find it necessary to implement changes on some of the components to enhance effectiveness. However, leaders need to organize for the change because unplanned changes may cause organizational failure. Some factors that may necessitate a change in an organization are changes in the demographic, cultural, and social environment. Even though organization vision and change vision are essential to an organization, change vision is more critical when leaders intend to implement organizational changes.

The difference between organization vision and change vision is that organization vision is long-term, whereas change vision is short-term. The organization’s vision focuses on the long-term achievements of the organization. On the other hand, a change vision is short-term and only focuses on the goals of the change being implemented (Deszca et al., 2019). A change vision contributes to the organization’s vision because the main reason for carrying out changes is for the organization to achieve its long-term goals and objectives. Thus, organization vision focuses on the organization’s long-term goals, whereas change vision focuses on a particular anticipated change.

Assuming that XYZ Company wishes to implement a technological change in the production department, the five-steps checklist for change would be effective in determining how ready the organization is. First, the objectives of the change include cost reduction, quality improvement, and bulk production (Susan & Novianti, 2019). If the organization does not implement the change, it could fail to meet market demand, and production costs will continue to be high. Employees are well aware of these risks. Second, organizational members are aware of the need for change, and they feel the need for it because there have been several complaints from customers regarding the quality of goods. This was evaluated through the technology acceptance model (TAM) that studies employees’ perception of the usefulness of technology and ease of use (Aziz et al., 2020). Third, as the change leader, I will work closely with the financial department to ensure that all individuals understand that the company has not been producing optimally due to ineffective production processes, which lowers profitability. Fourth, the team responsible for the change will enlighten other employees on the financial benefits of technological improvement. Besides, advanced technology will make work easier for the employees, which makes them believe that the change is worth investing in. Fifth, some stakeholders feel that adding more laborers would be cheaper compared to the cost of machines. However, this will add unnecessary costs because human labor cannot equate to machine production.

The change vision for XYZ Company will not only focus on the company’s profitability but also on the customers and employees. First, the change aims at providing customers with high-quality products that meet their needs and specifications. Besides, it aims at meeting customers’ changing demands. Second, the change will make the workplace a better and safe place for employees by making work more accessible. Lastly, the change will ensure maximum profitability for the firm, which will benefit the employees in terms of remuneration and the community in terms of corporate social responsibility. To sum up, the five-steps checklist is a good way of ensuring that an organization is ready for change and articulating a change vision.

Case 2:

Difference between an Organization Vision and a Change Vision

An organization’s vision is a statement that helps keep people within the organization on track. It contains the objectives an organization is looking forward to achieving and what they hope to achieve. On the other hand, a change vision is vital when an organization wants to change some of its strategies (Pasmore, Winby, Mohrman & Vanasse, 2019). It is a vision that provides a picture of how the organization will look once the change strategies have been implemented. A change organization is an eye opener to all the people in the organization; It teaches the people to let go of the past experiences they have had within the organization that did not lead to success. It also introduces people to put more effort into the present as they work toward making the future successful.

Change Scenario in Lighty Organization

Lighty Organization deals in brands and marketing. It creates brands not only for themselves but also for other companies. They also develop marketing strategies to ensure their products sell locally and internationally. They market through their online websites by using posters and enlightening advertisements (Deszca, Ingols, & Cawsey, 2019). In the recent past, the organization realized that they were experiencing a gradual decrease in its sales and, thus, was incurring losses that had not been experienced before. Therefore, they needed to develop a strategic plan to create organizational change.

The first step is to analyze the current situation and make a plan. This process involves identifying the problem. One of the problems is that the organization is still advertising items and products that are out of stock. Since the orders by the customers are not met, the customers get frustrated and completely opt out of a partnership with Lighty Organization. This action leads to a reduction in the number of loyal customers and, thus, massive losses. With the realization of the problem, the organization has to come up with possible solutions (Rajan & Ganesan, 2017). In this case, the answer would be to re-evaluate the items in their market so they can give their customers an accurate picture. They should also provide updates on the things in and out of stock. Their honesty will attract even more customers into the business. After setting the change plan, Lighty Organization will have to develop new objectives, which will be an excellent guide in their business.

The following strategy will be setting the people within the organization into teams. Each team should be assigned specific tasks so that no job is undone. Working as a team will be vital as it will make the work easier and help the people avoid mistakes (Al-Omari, Alomari, & Aljawarneh, 2020). A manager should be chosen from each group. They will assist in the coordination of the work that is being done. Also, they will ensure accountability as they will be answerable to the overall manager of the organization.

Communication is essential in ensuring that any change strategy succeeds. There should be effective communication in all the departments within the organization. Effective communication will lead to a good and easier workflow. It will provide mobile support from all the members and ensure that any resistance is minimized. The change vision of the organization should be effectively communicated. The areas that require to be changed should be addressed. The strategy that is going to be incorporated should be shared as well as the action plan. Most importantly, the timeline that the organization should work through to ensure success in the change should be displayed to ensure that all the members are working to achieve the same goal within the set timeline.

The next step is implementation. All the strategies that had been put earlier should be implemented so the organization can achieve its goals. A test run should be a strategy to ensure that the implemented processes are effective. In this case, the organization should analyze its sales before and after implementing the change strategies (Rajan & Ganesan, 2017). This action will guide them to know whether or not they are on the right track. From the analysis, the organization will then make changes where necessary. The organization should embrace short-term wins and reward them in the implementation process. This action will motivate all the workers to keep doing their best to ensure the organization’s success.

The last step is finalization. Lighty organizations should do an overall analysis of the change strategies they incorporated. After the study, they should agree on the systems that all the members will embrace in the future. After that, they should evaluate the whole process to learn what led to either profit or loss. With this information, they will develop new strategies to complement the already set ones.

A change Vision in Support of the Change Scenario

The number of sales within the organization will increase. Since Lighty organization has informed their audience of what is in and out of stock, the customers will make their purchases. Hence, the items are available as opposed to when they would make purchases of items not available. Also, progressive profits will be experienced since there will be more customers in the business. The organization’s growth will be equally seen as profits will be channeled back. There will also be an improvement in how all the members work and perform their duties. The organization will also be more united than before. This action is because they worked in teams. Therefore, they got time to interact with one another.