Week;18 Case Study Hewlett- Packard

How can using change kaleidoscope and force- field analysis help an organization to deliver its intended strategy?

Change Kaleidoscope was developed by Hope Hailey and Balogun (2002). It is a diagnostic framework and can be particularly useful in a context sensitive change processes, which one can argue is the case in the management processes. (Stanford University USA).  The kaleidoscope contains of an outer ring  concerned  with  the  organisational strategic context,  the next  ring is the middle  ring which  comprises of the features  of the  change concept/ context,  and  finally  the  third  ring consists  of the choices that can  be  made.

The eight contextual features of change kaleidoscope is as follows:

Time	How much  time is allotted to the organization to  achieve plan or is it concerned with  long term strategic planning or development
Scope	If  it is the change then is it going to hamper the organization as a whole or is it going to effect a particular department. What kind of change is required?
Preservation	If a change is about to happen than what are  the company assets that have to  be preserved or protected.  To what extent is it essential to maintain continuity in certain practices or preserve  specific assets
Diversity	Is the staff in the organization concerned diverse or relatively homogenous in terms of its values, norms and attitude?  Are there professionals who identify more with their profession than their organization?
Capability	Is  the organization capable enough to handle changes?
Capacity	Is there enough capital and resources to divert towards the change?
Readiness	Is the staff informed about the upcoming change and are they ready to accept it?
Power	Where is the power vested in the organization?

Force Field Analysis:

Force field analysis is a useful decision making technique. It helps us to make decisions by analyzing the forces for and against a change, and  it helps us communicate the reasoning behind our decisions. (Cralson)

While carrying out force field analysis we should consider the following questions:

·     What business benefit will the change deliver?

·     Who supports the change? Who is against it? Why?

·     How easy will it be to make the change? Do you have enough time and resources to make it work?

·     What costs are involved?

·     What other business processes will be affected by the change?

·     What are the risks involved?

dChange Kaleidoscope for Hewlett Packard.

Works Cited

Cralson, A. (n.d.). Retrieved from Mind tools: http://www.mindtools.com/pages/article/newTED_06.htm

Stanford University USA. (n.d.). Retrieved from Pro Work Project: http://www.proworkproject.com/prowork/change-kaleidoscope.html