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

Process Of Change And Specific Change Strategies In The Coca-Cola beau monde - Essay congressmanHowever, there are several varied criteria for creating the design and making action plans for implementing the same. This includes the readiness of the organization to turn out the flip, its present change capabilities, the organizational culture and power distributions, and finally 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 military operation interventions at the individual, group and total systems level. Besides the above, there are planned change interventions for modifying the organizational body structure and technology human resource interventions are aimed at improving the performance and wellness of members, strategic interventions aimed at managing the relationships within the organization with the external environment and the internal work ones and structu res which are required for supporting the strategies. The final form 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 break off in the organization. The project makes an analysis and critical review of the change strategies undertaken in the Coca Cola smart set 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 specific change strategies used in the organization The critical analysis and evaluation of the change process in Coca Cola can be conducted with the help of two models, namely Weisbords Six-Box Model and Nadler-Tushman congruity 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 nearly crucial factor s 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 go bad between 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 schooling of organizational hierarchy and effective teams which can contribute maximum 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 spheric and the local governance of groups and geography. Moreover the process of designing groups and teams was particularly effective and a learning sleep together (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