Kotter 8 Steps Model - Analyzing Superior Slate Quarry Case

Kotter 8 Steps Model - Analyzing Superior Slate Quarry Case

Introduction

John Kotter has introduced and defined an eight-step model in accordance to perform organizational change. The purpose of this model is to help provide abilities and guidance for organizations to implement changes in accordance with responsive measurements that can allow the organizations to make their moves in the diversified environment of conducting business and keeping the stakeholders of the organization happy at all levels and time. In such regards of observing the authentication of the John Kotter model for organizational change, we will use the steps to design a plan for addressing and improving the problems of Super Slate Quarry.

The brief over view of the company is that the organizations is based on using inputs from internal and external resources to form outputs that are finished products sold to customers and final consumers. Superior Slate Quarry was one of the oldest as well as one of the largest companies in the Vermont-New York state belt. The well-reputed company had earlier achieved extra ordinary benefits from great reputation for both quality of the product it produced and the treatment of employees that resulted in relationship between the employers and employees.

However, things had changed in the recent past, as the company is facing many problems after the restructuring. The problems lead to lower productivity and other related issues. Moreover, these problems are considered to be on different levels, which commonly include Individuals who were suffering from lack of motivation, contentment, and pride with their work. The individuals were also found unsatisfied, as their needs were not fulfill by the work they were doing. In addition, the problems persisted due to the restructuring of the organization into a formal mode of work environment, whereas the earlier mode consisted of informal attributes within the organization, which the employees appreciated. These were observed to be some of major problems in the organization, which lead to circumstances that were not appropriate for the organization (Angelo, 2008).

Implementing Kotter 8 Steps Model

Kotter presented expertise on leadership change and management in regards to failures in organizational change. Kotter observed and defined that senior management department is often involved in failures as they commit errors with regards to not able to establishing a sense of urgency of the need for change. Moreover, the management does not create any powerful steering group in the organization that is responsible for the management in the change process (Angelo, 2008). The ignorance of such attributes the organization and the management does not establish the guiding vision of the change process and does not carry out effective communication during the whole process. Hence, the system plan fails to obtain short-term interests as well as the long-term interests and in the end the cultural shifts and the organizational change does not position as expected.

The implementation in regards to resolving problem and designing plan for Super Slate Quarry it is important to observe Kotter's research, which shows that successful ...