The Future of Work
1/1/2021 How Safe is Your Job
Name: Ali Rizwan
Student ID:20057288
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Table of Contents
Part A...........................................................................................................................................................1
Background:.............................................................................................................................................1
Lewin's theory:........................................................................................................................................1
Lewin's Model for change:...................................................................................................................1
Unfreezing:..........................................................................................................................................2
Change:................................................................................................................................................2
Refreeze:.............................................................................................................................................3
Limitations:..............................................................................................................................................3
Why Organizational Leaders Should Understand The Change Management Process.............................4
Example:..............................................................................................................................................4
Possible Challenges That HR Will Face Implementing Lewin's Model......................................................4
References:..............................................................................................................................................5
Part B:..........................................................................................................................................................6
Part C.........................................................................................................................................................10
Evidence of contribution to module community- 20%..........................................................................10
APPENDIX..................................................................................................................................................14
Transcript of your interview..................................................................................................................14
Figure 1 Kurt Lewin's Model of Change Management.................................................................................4
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Part A
Background:
If a firm wants to stay relevant in the long run, it must effectively handle change. (Hartzell,
2012) Regardless of size, sector, or age, all businesses are subject to change. Because of the
rapid pace of change globally, companies must adapt just as swiftly. Organizations that adapt to
change are more likely to succeed, while those who aren't may find it difficult to cling on. (Mind
Tools, 2009) Examples of organizational transformation are going from brick-and-mortar to e-
commerce, revamping the website, creating new departments, or shifting from silo structure to
matrix.
"Change management" is a well-known word in today's business environment. Although the cap
acity of companies to adapt and prosper in the face of change varies widely depending on the typ
e of business, change, and individuals who are affected. A crucial consideration here is how well
personnel inside the company can grasp the concept of change. (Mind Tools, 2009)
Lewin's theory:
Lewin's Model for change:
There are three steps in Kurt Lewin's change model: unfreezing, modifying, and refreezing. An
easy-to-understand paradigm can help you better comprehend change. He thinks that change
begins with the realization that something has to change, then develops the desired level
of behaviour is achieved and becomes the norm. This paradigm is still in use today, as seen
by the employment of change models based on it. (Hartzell, 2012)
Unfreezing:
Unfreezing a policy is the first step towards introducing a new one. An important part of the
unfreezing process includes educating employees about the current state of affairs' negative
effects. To maintain or gain a competitive advantage in the marketplace, employees must be
made aware of the significance of altering their old ways of thinking, processes, personnel,
and organizational structures. At this time, employees must learn more about the upcoming
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change and benefit them individually. The more we learn, the more inclined we become to
accept a shift in the status quo.. (Hartzell, 2012)
Change:
As soon as the humans are unfrozen, they may start moving again. Lewin understood that
transformation is a process that necessitates a shift in the organization's status quo. (Hartzell,
2012) The execution of the modification signifies the beginning of the transitioning or shifting
process. We are now entering a new phase of our lives. During this review process,
information flow and leadership are key drivers of successful and long-term change
implementation. (Raza, 2019)
Information flow: A company's ability to solve problems effectively depends on the
free flow of information from one level of authority to the next and from one person to
another.
Leadership: An individual's ability to persuade others to attain a shared objective is what
is meant by the term "leadership." Determine your goal and motivation before embarking on
a well-planned transformation.
To maintain a shift, an iterative strategy is required. In Lewin's view, the failure of a change
process if it is not adequately supported may be attributed to a lack of reinforcement.
Organizations should do the following during the Change stage:
Do your best to make sure everyone is aware of the planned implementation, its
advantages, and who will be affected by it.
Encouraging and energizing activity
Participate in as many people as possible.
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Figure 1 Kurt Lewin's Model of Change Management
Source: Org. leadership and Change Management, 2021
Refreeze:
If the alteration is made permanent, it will have its full effect. There must be a concerted effort to
guarantee that the company's restructured structure and improved efficiency are
firmly established before the new organization can become the norm. Changes can be done in the
future, if necessary, of course." Re-freezing" will aid employees in adapting to a new workplace
and taking advantage of the structural changes that have been implemented. The third step of
Lewin's paradigm, "freeze," was misunderstood by many as "refreeze." (Morrison, 2014)
Limitations:
Too rigid and out-of-date for today's world.
In contrast to nurturing, it might be interpreted as combative.
It doesn't go into enough detail. (Airiodion and Crolley, 2021)
The planned change model by Lewin does not take into account radical or revolutionary
change; it is most beneficial when gradual change is conducted in an organization. (Juneja,
2015)
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Why Organizational Leaders Should Understand The Change Management
Process:
With the right organizational change management, a firm may maintain a state of
continuous evolution and introduce new technologies or procedures while providing employees
with a positive work environment throughout these transitional phases. (Michigan State
University, 2019)
Example:
By developing more divisions, Google was able to reinvent itself. There were so many projects
being worked on by the company's R&D department that higher management
had difficulty prioritizing them. The remedy is to break the company into several smaller ones,
each of which will report to Alphabet, the new parent business.
Leaders must be in charge of change, or they will be in charge of them. When leaders take on the
role of change management, the expectations of their
workers, partners, stakeholders and clients are met. (Deshler, 2019)
Possible Challenges That HR Will Face Implementing Lewin's Model
Insecurity among employees is a fundamental challenge of the change management paradigm.
People are nervous when they hear about a new policy or procedure. There are concerns
regarding whether or not they will be able to accomplish their job effectively.
Additionally, the procedure of defrosting is really difficult. There's a lot of patience required in
the process of adaptation. In a challenging climate, the organization may not have the time to
adjust to changes. (Airiodion and Crolley, 2021)
You should utilize it when you're seeking to create long-term cultural transformations and make
changes consistent with your company's long-term objectives and values. Imposing it can
be difficult, especially without the proper tools and support for managing organizational changes.
Using this strategy, if you're okay with a more gradual approach to change
management projects, maybe a big benefit. (Aktas, 2021).
Start from the top. Regardless of the fact that it's essential to connect with representation at each
level from the get-go, all profitable change the board actions originate at the top, with a
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composed and very well gathering of officials clearly endorsed by the CEO. Make the sound and
impassioned case together. Pioneers will commonly put out the case for big change on the sole
basis of crucial business objectives, for example, "we will new markets" or "we will expand 20
percent a year over the coming three years (Morrison, M., 2014).
Word count: 1065
References:
Airiodion, O. and Crolley, F. (2021). Kurt Lewin Change Model 2020 | Pros & Cons |
All You Need to Know – Airiodion Global Services. [online] www.airiodion.com. Available
at: https://www.airiodion.com/kurt-lewin-change-model/.
Aktas, M. (2021). Lewin's Change Model – everything you need to know.
[online] UserGuiding. Available at: https://userguiding.com/blog/lewins-change-model-
theory/.
Deshler, R. (2019). The Role of Leadership in Change Management
| AlignOrg Solutions. [online] AlignOrg Solutions. Available at: https://alignorg.com/the-
role-of-leadership-in-change-management/.
Gupta, Y. (2020). Lewin's Change Management Model. [online] StartupTalky. Available
at: https://startuptalky.com/lewins-change-management-model/.
Hartzell, S. (2012). Lewin's 3-Stage Model of Change: Unfreezing, Changing &
Refreezing - Video & Lesson Transcript | Study.com. [online] Study.com. Available
at: https://study.com/academy/lesson/lewins-3-stage-model-of-change-unfreezing-changing-
refreezing.html.
Juneja, P. (2015). Kurt Lewin's Change Management Model: The Planned Approach to
Organizational Change. [online] Managementstudyguide.com. Available
at: https://www.managementstudyguide.com/kurt-lewins-change-management-model.htm.
Michigan State University (2019). Organizational Change Management. [online]
Michiganstateuniversityonline.com. Available
at: https://www.michiganstateuniversityonline.com/resources/leadership/organizational-
change-management/.
Mind Tools (2009). Lewin's Change Management Model Understanding the Three
Stages of Change. [online] Mindtools.com. Available
at: https://www.mindtools.com/pages/article/newPPM_94.htm.
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Morrison, M. (2014). Kurt Lewin's change theory three-step model – unfreeze, change,
freeze. [online] RapidBI. Available at: https://rapidbi.com/kurt-lewin-three-step-change-
theory/.
Raza, M. (2019). Lewin's 3 Stage Model of Change Explained. [online] BMC Blogs.
Available at: https://www.bmc.com/blogs/lewin-three-stage-model-change/
Part B:
a. What are the work processes that are currently automated in their organisations?
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As per interview by student A, Reckitt Benckiser is where he is employed. Retail stores' most
time-consuming duties include replenishing shelves, managing inventory, and locating and
retrieving lost or stolen goods. As a result, Reckitt Benckiser has begun utilising robots to help
with the workflow. This year, Reckitt Benckiser is putting all of its efforts into making the
workplace better for its employees. As a result of this automation, Reckitt Benckiser was unable
to maintain employees in the position of unloading trucks and sorting products in the back room.
Using the appropriately called "Fast Unloader," you can unload a complete trailer of products,
sort the items, and transfer them to carts for shelf replenishment in a fraction of the time it would
take to do the same thing manually.
As per interview by student B, Boohoo is where he is employed right now. As part of its Hands
off the Wheel campaign, Boohoo has been attempting to automate office tasks for the past ten
years. For the corporation, the goal was not a reduction in the number of employees, but an
increase in the number of employees who could work on new products, rather than doing the
same work with fewer employees. Boohoo's warehouse network now employs more than
200,000 mobile robots and hundreds of thousands of people. Boohoo Prime consumers have
come to expect lightning-fast delivery times because to the company's robot army.
b. What are their experiences of Lewin’s model in their place of work?
It is important to raise awareness of the need for change and instil a feeling of urgency among
employees by disseminating this information on a regular and timely basis. Another way to do
this is to adopt programmes such as mergers and integrations, as well as level change leadership
councils.
In order to encourage employee participation, the company's management takes particular
activities such as training, job counselling, and the restructuring of the performance
system. It's also important to keep track of how workers are coping with the change, tweak the
strategy and methods as needed, and keep employees engaged in the process.
The company began the process of unfreezing the transition by allowing its employees to attend
town hall meetings. A greater grasp of how to enhance work procedures and execute change in
the shop and community was gained by Reckitt Benckiser by allowing associates
to provide input. However, Reckitt Benckiser's commitment to partnership with every
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stakeholder and reinvigoration of corporate social responsibility for society was not influenced
by unprecedented global affluence.
According to student B, First and foremost, it was concluded that Boohoo's workplace has to be
restructured to better care and protect its employees. To begin the process
of unionization, Boohoo employees around the country needed to obtain the necessary support
from their coworkers.
It has been decided to implement the change, and managers have communicated with and kept
all those involved and affected by this decision informed and updated on the progress of the
project. They have also updated all employees on the status of the project, which should help
to minimize any issues that may arise. Aside from that, the national labour relations guideline
for unionization was adhered to.
c. Is Lewin’s model still valid?
As per interview by both the students, Yes, it is still valid. As a first step toward building a long-
term business, Reckitt Benckiser's new CEO has outlined a strategy that includes a
CSR programme. Kurt Lewin's Change Management model may be used to Reckitt Benckiser's
worldwide brand success by including variables that drive individuals to change and the three
processes that are necessary in order to implement change. The project goals will be defined
using Lewin's model in the context of managing change. Because of its simplicity, Lewin's
is frequently criticised. Critics say it oversimplifies a complicated procedure. Since any team can
identify with it, its simplicity has made it a popular choice.
d. How are the students interviewed preparing themselves for the work of the future?
According the oraganizations where both the students are working, giving employees a choice
is something they’re doing to boost our organization's flexibility and autonomy. Based on
productivity and effect, employees will determine what kind of office presence works best for
them and their teams within a framework of trust and accountability.
Face-to-face ideation sessions and meetings with new individuals or exchanging opinions in
person will be required for future work if we are to collaborate effectively. As the world is
revolutionizing, we should be prepared for digital transformation at the workplace. Moreover,
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many employment laws are being violated at the workplace we should also be able to tackle all
these non-ethical activities.
e. Conclusion:
Understanding the strategy's viability and durability is critical to the strategy's success. Trailing
Research (TR) and Earned Value (EV) can be used to monitor the strategy's development in real
time and track the expenses of organisational transformation in proportion to assigned
expenditures for key areas. Financial success may be assessed by using Earned Value and
Trailing Research as the economy changes and moves. The use of performance analysis will help
Walmart maintain its place as a major player in the retail industry while also strengthening ties
with key stakeholders, employees, and customers.
Word count : 884
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Part C
Evidence of contribution to module community- 20%
Contribution to the academic community- provide three screenshots of your discussions on
Canvas
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Describe how useful the contributions of other students were to develop your knowledge
What I learned about Artificial Intelligence (AI) through the participation of my fellow students
in this activity has increased my understanding of the technology, which is already changing
every aspect of our daily lives and allowing us to rethink how we integrate
information, analyze data, and use the information we gain to make better decisions.
Helping one another creates a sense of belonging in this society, which is meaningful and keeps
things in perspective by giving each other their potential. I gained a better grasp of human
resource management thanks to the support of others. Information concerning changes in
management between employees and HR may be found on the HR concerns page linked above.
When a new management team took over my company, I saw a dramatic shift in HR policies
and practices. Information regarding issues of change management between HR and employees
is provided on this page, and information about many different facets of a company's change
management efforts.
As a result of my classmate's judgement and inquiry, I was able to better understand my topic
after reading the content because of the contributions of design and opinions.
Wordcount: 202
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APPENDIX
Transcript of your interview
Interviewer: Please introduce the company you work for?
Student A: My employer is Reckitt Benckiser, and it's a great place to work. Products
for health, hygiene, and the home are the focus of Reckitt Benckiser Group
Plc's operations. Segments include Health and Hygiene Home, where it
does business. Infant and child nutrition; health relief; health hygiene; and
vitamins, minerals, and supplements are all covered in the Health category.
Household hygiene is the emphasis of the Hygiene Home subsegment.
Slough, United Kingdom, is where the firm was started in December 1999.
Student B: As a component of the Electronic Shopping and Mail-Order Houses
Industry, BOOHOO.COM UK LIMITED is based in Manchester, United
Kingdom. At this site, BOOHOO.COM UK LIMITED employs 2,449
people and produces revenues of $1.10 billion (USD). The
BOOHOO.COM UK LIMITED business family consists of 29 firms.
Interviewer: Describe some of the work processes operating in your organization.
Student A: Drones deployed in to support Walmart's supply chain logistics
management may cause the bustling distribution facilities to buzz even
more than normal in the near future. For now, the drones are being piloted
by Walmart's Emerging Science and Technology Group.
Student B: In recent years, a few of warehouses have been equipped with equipment
that detects items going down a conveyor belt and envelops them in
custom-built boxes within seconds.
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Interviewer: How would you prepare for the changes in the workplace?
Student A: Employee involvement is the most tried-and-true strategy for overcoming
resistance to organisational change. High-quality change may be executed
and opposition might be overcome as a consequence of engagement. Ideas
and knowledge may be created in this manner, which may lead to the
creation of useful and relevant innovations, enhance the possibility of
change being adopted and boost employee engagement and leadership in
the workplace.. In order to speed up organisational change, executives must
encourage employee participation. Education, communication, engagement,
involvement, task aid, emotional support and incentives should be used to
persuade employees to embrace change.
Student B: As a result of the leader's transparency during the transition process, the
trust of workers is reaffirmed and enhanced, allowing them to voice their
thoughts in the organization's discussions and meetings whenever they are
discussed. As a result of their encouraging leadership, employees will be
more likely to stick to their tasks, and their work will be more effective.
Employees' positive emotions are heightened when they take an active part
in the process of organisational development. For example, this will help
employees embrace the change process and pick improvements that
encourage organisational support as part of that transition process. Using
the second phase of Lewin's change process, a department, organisation, or
individual's behaviour or attitude will change.
