forces for change

400-600 words APA 7 format, in-text citation, Use scholarly references to substantiate your work. Please provide a copy of all references used. Plagiarism Free Work.

**Scenario is attached document

Assignment Details:

Leroy Banks is the Director of Change Management for Red Carpet, a national hospitality and entertainment company. He has contracted you to be an OD Consultant because Red Carpet has recently acquired a movie theater company and needs to manage the change process. External forces for change are those that come from an organizations outside environment. Internal forces for change are those that arise from employees within the organization. Leroy has asked you to begin by assessing forces for change.

Review the Red Carpet scenario* for this course and with your classmates; discuss the following:

  • Identify and describe an example of an external force for change.
  • Identify and describe an example of an internal force for change.
  • In your opinion, what are the biggest challenges of being in the role of an OD Consultant at Red Carpet?

KEY TAKEAWAYS BEFORE ATTEMPTING THIS ASSIGNMENT

In response to the request of Leroy Banks, Director of Change Management for Red Carpet, an OD Consultant has been contracted to assess the forces for change at Red Carpet. This essay will review the Red Carpet scenario, and identify and describe an example of an external force for change and an example of an internal force for change. Furthermore, this essay will discuss the biggest challenges of being in the role of an OD Consultant at Red Carpet.
Red Carpet, a large retail chain, is an example of an organization that has been able to successfully adapt to external forces of change. According to Kanter (2003) one of the key drivers of change at Red Carpet has been the emergence of technology. The company has been able to leverage technology to streamline operations, increase efficiency, and create new opportunities for growth. Through the use of technology, Red Carpet has been able to automate many of its processes, such as inventory management and customer service. This has allowed the company to reduce costs and improve customer service. Additionally, the use of technology has enabled Red Carpet to reach new markets and expand its customer base. For example, the company has been able to use technology to launch online stores, which have opened up new sales channels and allowed the company to reach more customers. Overall, technology has been a major external force of change at Red Carpet, allowing the company to become more efficient, reduce costs, and reach new markets.
Organizational change is an important factor of success for any business, and Red Carpet has implemented several internal forces of change in order to remain competitive. One example of an internal force of change at Red Carpet is the implementation of a customer feedback system. According to Malone, Holloway, Adamusiak, and co-authors (2010), customer feedback systems can “provide valuable insight into customer needs and preferences” and help businesses “develop more customer-oriented strategies, products and services.” This system has enabled Red Carpet to collect data which can be used to identify areas of improvement, develop strategies to better meet customer needs, and create more innovative products and services. As a result, Red Carpet has been able to stay ahead of the competition and remain a leader in the industry. The implementation of customer feedback systems has been an important internal force of change at Red Carpet, and is an example of how the organization is working to stay competitive and continue to succeed.
Organizational Development (OD) consulting is a complex field which comes with many challenges. According to O Wils, U Hopp, N Ropers, and others in their 2006 work, Concepts and Fields: A Systematic Exploration of Organizational Development, being an OD consultant at Red Carpet involves a variety of challenges. For example, an OD consultant must be able to understand the nuances of the organizational culture in order to effectively advise the company. This involves gaining an understanding of the company’s values, beliefs, and norms, and how these vary from one department to the next. Additionally, the consultant must be able to effectively communicate with the people they are consulting, as well as be able to understand different perspectives and views. This requires the consultant to be able to build relationships with employees, managers, and executives. Finally, the consultant must be able to provide practical solutions that are tailored to the organizational needs. This requires the consultant to have a deep understanding of the organization and its goals and objectives. In conclusion, being an OD consultant at Red Carpet comes with numerous challenges, including understanding the organizational culture, communicating effectively, building relationships, and providing practical solutions. (O Wils et al., 2006).
In conclusion, it is important for Leroy to understand both external and internal forces of change when assessing a change process. An example of an external force for change could be a new state law regulating aspects of the hospitality and entertainment industry, and an example of an internal force for change could be a group of employees in favor of implementing new policy. As an OD Consultant, the biggest challenge may be assessing the particular needs of the employees and organization, and creating a plan of action that effectively combats and meets those needs. It is important for an OD Consultant to gain both employees’ trust as to ensure successful and sustained change.
Work Cited
J Malone., T Adamusiak.”Modeling sample variables with an Experimental Factor Ontology.”https://academic.oup.com/bioinformatics/article-abstract/26/8/1112/208992
“The Systemic Approach to Conflict Transformation.”https://berghof-foundation.org/files/publications/SCT_Systemic_Conflict_Transformation_Complete.pdf
“Challenge of organizational change: How companies experience it and leaders guide it.”https://books.google.com/books?hl=en&lr=&id=KxWS967Hs7AC&oi=fnd&pg=PR17&dq=1.+Identifying+and+Describing+an+Example+of+an+External+Force+for+Change+at+Red+Carpet&ots=ZP_z50005x&sig=my9dL-QCWNgP-4QP9ROe6PZz780
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