For these changes to be effective, it is recommended that Google makes use of John Kotter’s leading eight change management techniques. The first step is the creation of urgency where managers use intensive dialogue about the market and competitor organizational culture (Kotter 35).
Followers are involved in this change process to gain their ideas, comments on needs and deployment means of changes. The second stage requires the formation of a guiding coalition by the development of strong leadership and team support systems (Kotter 51). Thirdly, needs development of a vision and strategy for the change processes. This creates focus, gives plans and objectives of the change that can be measured for evaluation (Kotter 70). There is need to communicate this vision to the staff, this implies the use of constant communication of changes to employees (Kotter 87).
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