To what extent do different approaches to change management facilitate or hinder organisational unification when companies acquire assets?

AbstractThis paper describes three major(ip) approaches to dislodge anxiety, such as Kotters eight-step mode, Bridges convert precedent and Proscis ADKAR model. The focus on switch management theories and leading structure is important in ball club to hand over viable recommendations to the top-management aggroup at purity hiss, whose performance with regards to dislodge management is compared to the one of Perdue Farms. It has been likewise determined the most appropriate make-upal structure for sporty Bird along with expanding the integration of employees and achieving adequate unification.IntroductionThe occurrence of kind in the organisational context is an important precondition for backing success. White Bird has tried to calm its integration mathematical processes within the formed holding (Cameron and Green, 2012). The recognition of applicable HR management issues is fundamental to provide in good order structured orientation to the political party (Hay es, 2010). The objective of this paper is to explore to what result different approaches to salmagundi management press forward or clog unification when companies acquire assets.Comparative theatrical role Study of White Bird and Perdue FarmsKotters Eight-Step ModelThe agriculture holding White Bird, which is based in Russia, is at a stage of integration and revival meeting of its HR management tasks. The process of managing business qualifying in this organisation is fundamental to its improvement and growth. The acquisition of the organisation has led to the use of noticeable authoritative management (Cameron and Green, 2012). White Bird has been engaged in a process of applying crucial HR practices. In comparison, some other smart set that operates in the agricultural sector in a developed country is Perdue Farms. This telephoner, in like manner to White Bird, relies on the follow upation of change management theories in order to achieve a competitive advantage (Ellio tt, 2011). One of the change management theories that produce fast and effective results is Kotters eight-step model (Kotter, 1996). The focus of this conjecture is on the establishment of a sense of urgency, forming a powerful alinement and developing vision. Both White Bird and Perdue Farms demonstrate the application of these principles of change management in their structure.White Bird is focused on ensuring a smooth change process, which includes the importance of making a relevant conclusiveness regarding the top-management team up. Even though the present leadership style in the company is authoritative in nature, it could be beneficial for the organisation to develop another type competencies and leadership (Hayes, 2010). Participative leadership would provide a signifi behindt substructure for the smooth integration of change management practices in White Bird. Participative or democratic leaders offer guidance to group members and allow input signal from other individ uals in order to ensure a high level of motivation and creativity (Kotter, 1996). Perdue Farms has a flexible structure of leadership, which has contributed to the success of the company (Elliott, 2011).Bridges Transition Model of commute ManagementAnother change management guess that can be considered by White Bird is Bridges transition model, which provides a good understanding of what actually takes place when an organisational change occurs. Bridge differentiates between the processes of change and transition, implying that change is based on situational factors (Bridges, 2009). Therefore, the beat out organisational structure for this type of business would be a matrix structure, which combines elements of divisional and functional structure. As a result, the organisation of business activities would be properly completed considering the emphasis on dual management that would expand the decision-making skills of team members (Cameron and Green, 2012). A similar model has bee n applied at Perdue Farms, which has improved susceptibility and reduced production cost to a significant extent (Elliott, 2011). White Bird can also maintain excellence in role by integrating employees to corporate culture in order to bring out a single, unified organisation. It can be argued that White Bird should maintain in a manner that is consistent with its overall mission and objectives.Proscis ADKARModelThe change management model of Prosci, identified as ADKAR, can provide adequate orientation to the agriculture holding in terms of allowing change management teams to focus on achieving specific business outcomes (Hiatt, 2006). In general, ADKAR stands for awareness, desire, knowledge, superpower and reinforcement. These elements have proved efficient to the functioning of Perdue Farms, whose performance can deal out as a relevant example of successful change management initiatives for White Bird. The most significant benefit associated with Proscis model of change ma nagement is that it provides a clear direction for managers to manage change in accordance with the organisations competencies, corporate culture and orientation to change (Hayes, 2010). Elements of employee participation and engagement are important in the process of maintaining organisational change at White Bird. In addition, the organisation should be able to implement new skills and behaviours along with the necessity to sustain the change (Hiatt, 2006). In conclusion, it can be presented the argument that the approaches of Kotter, Bridge and Prosci to change management can facilitate the process of organisational unification.ConclusionThis paper focused on the determination of the extent to which different approaches to change management can facilitate or hinder organisational unification (Cameron and Green, 2012). Such discussion took place with regards to the performance of White Bird compared to the one of Perdue Farms. It has been concluded that Kotters eight-step model, B ridges transition model and Proscis ADKAR can represent significant benefits to organisations in a process of change (Hayes, 2010). Such findings have important implications to the leadership orientation and business structure of White Bird.ReferencesBridges, W. (2009). Managing Transitions Making the Most of Change. Philadelphia Da Capo Press.Cameron, E. and Green, M. (2012). Making adept of Change Management A Complete Guide to the Models Tools and Techniques of Organizational Change. capital of the United Kingdom Kogan Page.Elliott, S. (2011). Perdue Goes to the Farm with an Earnest Approach. The New York Times online. Available at http//www.nytimes.com/2011/06/27/business/media/27adco.html?_r=0 Accessed 12 August 2014.Hayes, J. (2010). The Theory and Practice of Change Management. New York Palgrave Macmillan.Hiatt, J. (2006). ADKAR A Model for Change in Business, Government and Our Community. Loveland Prosci Inc.Kotter, J. P. (1996). spark advance Change. Watertown, MA Harvard Business Press.