Implementing Change: Overview of the Problem Facing Grey Book Publishers

Change Management
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Topic
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Implementing Change
Change in an organization is inevitable. Tidd & Bessant (2013) state that in a changing economy, companies ought to take up new initiatives, new projects, and technological improvements to stay ahead of the competition. It is, therefore, important for the management to carefully and systematically implement change so that the end result may bring the organization to success. The change process entails the change of various aspects of an organization that includes the organizational culture, vision, and structure. Sometimes, the change process may encounter resistance from some staff who would like to remain in the status quo (Tidd & Bessant, 2013). In such a situation, the management ought to adopt unique strategies to ensure every member of the organization understands the need for the change in order to be successful in implementing the change process. In this context, this paper seeks to analyze the need for change in Grey Book Publishers by focusing on the change management tactics that need to be applied by its management.
Overview of the Problem Facing Grey Book Publishers
The production of Grey Book Publishers has greatly gone down. This is because the employees are greatly demoralized. A plan is necessary to bring the change required to the culture of this organization. Once the culture is changed, the employees will work towards the goals of the firm and increase the sales.
Grey Book Publishing Mission
Grey Book Publishers’ mission is “To be a leading, internationally operating publishing house, providing quality services to authors and readers and create value to all stake holders.” A healthy, lasting growth of the company is essential to the realization of its mission. This goal will be achieved by expanding its market share in existing and adjacent markets.
Type of Change Required
The type of change required by Grey Publishers is a new management in the sales department. This will allow a new way to sell their products, as the new managers will come up with new ideas. The normal ways of doing things in the company (culture) should change, as the employees have grown used to them hence demoralized.
Steps to Implement the Change
The first stage is to create urgency for change. This includes presenting the sales to the employees from the past to the current time. Will (2015) states that this will help the employees know why they quickly need to reform. It will also be important to project the possible future scenarios to the employees and involved stakeholders, for example, the loss of jobs (Spiro, 2011). New targets will be set and be known to the employees so that they all can be in consensus.
The second stage is building a management team that shares the dream of changing the company. In this case, the new sales management should come in knowing that ...