Process Of Change And Specific Change Strategies In The Coca-Cola Essay

Process Of Change And Specific Change Strategies In The coca plant-Cola company - Essay ExampleHowever, there are several different criteria for creating the design and making action plans for implementing the same. This includes the readiness of the memorial tablet to accept the inter diverseness, its present change capabilities, the organizational culture and power distributions, and at last the skills and abilities of the change agent. There are different kinds of organizational diagnosis which are based on their individual outcomes, such as human process interventions at the individual, group and total systems level. Besides the above, there are planned change interventions for modifying the organizational structure and technology human resource interventions are aimed at upward(a) the performance and wellness of members, strategic interventions aimed at managing the relationships within the organization with the external environment and the internal processes and structures which are required for supporting the strategies. The final stage of the change interventions is evaluating the effects of the same and managing institutionalization of the change so that persists and continues to be sustainable in the long run in the organization. The project makes an analysis and critical review of the change strategies undertaken in the Coca Cola Company and arguments are presented with the regards to the extent to which the change strategies have been successful in the organization.... Critical review of process of change and circumstantial change strategies used in the organization The critical analysis and evaluation of the change process in Coca Cola can be conducted with the care of two models, namely Weisbords Six-Box Model and Nadler-Tushman Congruence Model. Weisbords Six-Box Model Following is the diagrammatic representation of this model. Figure 1 Weisbords Six-Box Model (Source Aspire, n.d., p.1-3) In this model, the two most all-important(a) facto rs for the purpose box are goal clarity and the degree to which the organizations are clear about their mission and purpose, the agreements of goals and the extent to which people supports the organizations purpose. With regards to structure, the model seeks to find the fit betwixt the structure and purpose of the organization. It is seen that the planned change implementation has been effective with regards to the fitness of the organizational structure of Coca Cola with the purpose of the change. Organizational leaders have particular researched extensively for the designing and development of organizational hierarchy and effective teams which can contribute level best to the change processes. The different design options with regards to the restructuring of the companys headquarters were particularly effective in achieving high level of balance between the global and the topical anesthetic governance of groups and geography. Moreover the process of designing groups and teams w as particularly effective and a learning experience (Hatch, 2005, p.14). With regards to relationships, the model contends the importance of three main types of relationships, i.e. relationships between individuals, relationships between departments and units performing