How can the change kaleidoscope and force-field analysis help
an organization to deliver its intended strategy?
Change Kaleidoscope
During change, organizing and
bringing together a wide range of implementation options and related features is
very important and this purpose is fulfilled by Change kaleidoscope. Change
kaleidoscope was developed by Hope Hailey and Balogun in 2002. For the task of
implementing any kind of strategies in an organization there needs to be
considered many factors like competencies, current resources and other aspects
of an organization, and Change kaleidoscope model deals with them.
There are different types of questions
contained in the Change kaleidoscope regarding the particular organization, which
helps in understanding and identifying every single aspect of an organization.
Doing this, an organization can regularly observe and monitor the change under
implementation. It helps
to picture the change as a process rather than a controllable and fixed transition
of events.
The eight contextual elements that consist on change kaleidoscope
are as enlisted through the diagram and table below:
Image
source:http://www.marketinginsight.ch/wpcontent/uploads/2011/09/Change_Kaleidoskop.jpg
Time:
|
How quickly is
change needed? Is the organization in crisis or is it concerned with
longer-term strategic development?
|
Scope:
|
What degree of
change is needed? Does the change affect the whole organization or only part
of it?
|
Preservation:
|
What organizational
assets, characteristics and practices need to be maintained and protected
during change?
|
Diversity:
|
Are the different
staff / professional groups and divisions within the organization relatively
homogeneous or more diverse in terms of values, norms and attitudes?
|
Capability:
|
What is the level of
organizational, managerial and personal capability to implement change? Is
there a need to improve this capability before the change process can be
started?
|
Capacity:
|
How much resource
can organization invest in the proposed change in terms of cash, people and
time?
|
Readiness for
change:
|
How ready for change
are the employees within the organization? Are they both aware of the need
for change and motivated to deliver changes?
|
Power:
|
Where is the power
vested within the organization? How much latitude of discretion does the unit
needing to change and the change leader possess?
|
Image
source:
proworkproject.com
Force-field analysis:
Force Field Analysis
was developed by an American social psychologist named Kurt Lewin using Force
Field Diagrams. According Kurt
Lewis “an issue is held in balance by interaction of two opposing sets of
forces- those seeking to promote change (driving forces) and those attempting
to maintain the status quo (restraining forces)”. For any individual or
organization, driving forces must be higher than restrictive/preventive forces
for the change to happen.
Evaluating, analyzing and identifying the various forces that
are involved in an issue is the main task of force-field analysis, and this is
why this method is used. By identifying the positive and negative forces, it
helps an organization by providing with the alternatives to take the decisions towards
the desired change, so that the organization can fill up the gaps in the change
process and successfully implement the strategy.
.jpg)
Image source: www.valuebasedmanagement.net
Change Kaleidoscope
of Hewlett-Packard at the time of Meg Whitman's arrival.
References
·
About value based management,
2013.[online] force field
analysis and diagram- Kurt Lewin [Accessed 3rd April 2013]
·
About Thompson, C., 2013. Expect HP revenue growth in 2014 [online] Available at: <http://www.cnbc.com/id/100484758 > [Accessed 3rd April 2013]
·
About Proworkproject,. Change kaleidoscope. [online]
Available at: <http://www.proworkproject.com/prowork/change-kaleidoscope.html > [Accessed 3rd April 2013]
·
About mind tools, 2010. force
field analysis. [online] Available at: < http://www.mindtools.com/pages/article/newTED_06.htm >
[Accessed 3rd April 2013]
·
About Mickey,J,.
2013. Strategic Change Context
using a change kaleidoscope and force-field analysis[online] Available at:
< http://www.kenyaplex.com/resources/7361-strategic-change-context-using-a-change-kaleidoscope-and-force-field-analysis.aspx > [Accessed
3rd April 2013]
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