Organisational Change Management Answers | Assessment Answer

mphasizes on the large scale change management. With that, the simultaneous management of the quality and change are also being identified. Through this article, the importance and the coordinated approach of the quality and change will be tried to identify. The essay mainly covers the methodology and analysis, arguments, findings, implications, the suitable strength and the weaknesss and last but not the least conclusion. All these sections will be helpful in critically analyzing the article as well (Alnaweigah, 2013).

Methodology and Analysis:

The methodology which is used in the organizational management is quite similar in different aspects. As defined in the objective above that the most promising growth of the organization can only be done, when the appropriate coordination of the quality and changes can be done. For adapting this approach, the most suitable methodology should be used. There are various models which are defined in the article. According to the author, the two best models named as the “Kotler’s Model and the Doppelt’s Seven Point Wheel Model will be used for defining the process of coordination. Both of these models are considered as the best models to solve the organizational issues.

Rather than this, the process of analysis is also considered as the major outcomes obtained from the Kotler  and the Doppelt’s Model. After obtaining the suitable output, the large scale program related to the organization can be easily performed.  With the help of this program, the appropriate analysis of the quality and change can be done (Zhang, 2012)

Argument : The argument defined in the article mainly emphasizes on the organizational management of the organization. The main argument is related to the aspect that whether the coordination of the change and the quality can be possible. To manage this argument in the suitable manner, there are various supporting aspects are provided which supports that the coordination of the both the aspects is essential. To support the interconnections of both quality and change, some arguments are also defined in the article. Rather than this the argument is also related to the performance related to the organization which can be affected by the change and the quality process. Though for managing the performance aspects there are various frameworks which are defined  which are known as the TQM (Total Quality Management), EFQM  ( European Foundation for Quality Management), ABEF (Australian Business Excellence Framework), IIP and the  PQASSO. In fact on the international level as well, the ADRI is introduced which is helpful in defining the interconnection of both the aspects. But, according to Ian Smith (Author of the Article), the aspects related to the performance needs an improvement in coordination with the quality and change (American Society for Quality, 2015).

Conclusion and Findings:

In the article, the author has tried to define the major findings and conclusion related to the organizational change and quality. The article clearly shows the interconnection of both the aspects (i.e. Quality and change) which can able to provide the suitable growth perspectives to the organization. In fact, there are various evidences defined, which shows the positive impact for the progress and the improvement of the organization. The major findings which are obtained at the end of the research relate to the coordinated approach of the quality and changes in the organization. As the example of the library is defined in the article, through which the suitable management aspects can be identified. Through his assessment, the author has declared  that with the help of the suitable models and the toolkit, the intersecting issues related to the organizational quality and organizational changes should be tried to identified on the wider level in the concluding section. The conclusion also helped in defining the proactive solutions related to the common issues and problems of the organization (McNamara, 2014) 

Implications:

There are various implications defined for the managers. From different types of implications, the most prominent implication is related to the formation of the pointers in “green” and “red” form. With the help of these pointers, it becomes easy to manage the different aspects related to the change and quality in the organization. Rather than this, the suitable strategic plans and the well -defined approaches are also been adapted by the managers to achieve the appropriate targets in favor of the organization (Becker & Gerhart, 1996)

Strength:

During the critical analysis of the article, the major strength and weakness are tried to identified. The major strength which is highlighted in the article is quality and change management in the organization are having a focused approach. According to the case study define in the article, the employees themselves are working for the managing the suitable quality and change in the organization. The other strength is related to the identification of the various models for coordinating both the aspects of the organization (Becker & Gerhart, 1996)

Weakness:

The major weakness of the article is related to the lack of evidences.  Before adapting the concept of the quality and the change, the organization requires a suitable evidence or valid proof. For example, the output and the suitable reviews are obtained by the interconnection of changes and quality which is not defined properly in the article. Only few case studies and examples are defined in the article which are not sufficient to assess and conclude. The other weakness is related to the unavailability of the models. Only few models are defined properly for showing the relationship between the change and the quality in the organization (Smith, 2011)

References

Alnaweigah, A. B. (2013). Total Quality Management Role in Organizational Change and Development - Case Study: Taif University. International Journal of Business Administration , 4(4). Retrieved from www.sciedu.ca/journal/index.php/ijba/article/viewFile/3026/1784

American Society for Quality. (2015). We are the faces opf Quality. Retrieved from https://asq.org/: https://asq.org/learn-about-quality/total-quality-management/.../implementing-tqm.htmlwww.asq-qm.org/resourcesmodule/download_resource/.../@random536a2af846c2d/

Becker, B., & Gerhart, B. (1996). The Impact of Human Resource management on Organisational Performance: Progress and Prospects. The Academy of Management Journal, 39(4), 779-801. Retrieved from https://www.jstor.org/stable/256712?seq=1#page_scan_tab_contents

McNamara, C. (2014). Organizational Change and Development. (NilesRiver.com, Editor, & Authenticity Consulting, LLC) Retrieved from https://managementhelp.org/: https://managementhelp.org/organizationalchange/

Smith, I. (2011). Organisational Quality and Organisatinal Change: Interconnecting paths to effectiveness. Emerald Insight, 32(111-128). Retrieved from https://www.emeraldinsight.com/doi/abs/10.1108/01435121111102629

Zhang, Z. (2012). Developing a TQM Quality Management Method Model. Netherland: Faculty of Management and Organization. Retrieved from https://www.rug.nl/research/portal/files/3232065/97a48.pdf