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7rom hat e can see the cha!!enge o# Murphy is trans#ormed theorganization cu!ture to his pre#erred ay that ou!d "e the-dhocracy cu!ture e6terna! #ocus and 5e6i"!e3, a dynamicorkp!ace ith !eaders that stimu!ate inno'ation. The e6terna! #ocuson marketing & sa!e strategy is Murphy s change p!ans ith interna!hy"rid mode o# 5e6i"i!ity o# production capa"i!ity and readiness tosupport the a!e and market according to market assessment tode'e!op the product that suits to hat market demand.

Cha!!enges

:() hea!thy productCustomer sur'ey c!ient #eed"ackpromotion and marketing campaignin5uencing stakeho!ders

)iagnosis the cu!tura! change ith the organization is essentia!!yre9uired here the ne organization strategies take part totrans#ormation on certain particu!ar drastica!!y changing the currentsituation to e6pected situation. ignifcant!y, the

One o# diagnosis theory cou!d "e app!ied "y using 7orce fe!d

ana!ysis

Organizationa! trategies

- common O) approach used to he!p organizations negotiatechange, i.e. action research, consists o# #our steps.

1.)iagnosis ;

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?.@nter'ention ;Change steps are specifed and se9uenced, progressmonitored, and stakeho!der commitment is cu!ti'ated.

A.$'a!uation ;-ssess the p!anned change e4orts "y tracking theorganization s progress in imp!ementing the change and "ydocumenting its impact on the organization

Managing Culture ChangeEdgar Schein proposes a conceptual model for culture change (chapter17). The most important takeaway is this : change creates learninganxiety (leaving what we know to something we don t). This learningan!iety can "e fueled "y any of the following (valid) reasons : fear ofloss of power#position$ fear of temporary incompetence$ fear of

su"se%uent punishment$ fear of loss of personal identity and fear of lossof group mem"ership. The higher the learning an!iety$ the stronger theresistance and the defensiveness.

&hange agents must draw on Survival Anxiety (what will happen if wedon t do anything) to unfree'e the situation and make sure that Survival

n!iety is greater than earning n!iety. This is similar to the BurningPlatform of *arryl &onner or the S ense of +rgency of ,ohn -otter . n

order to achieve this$ it is strongly recommended to lower earning n!iety in a view to create psychological safety$ doing the following :

communicating a compelling vision$ formal training$involvement of the learner$ informal training of groups$practice fields coaches and feed"ack$positive role model$support groups in which learning pro"lems

are discussed and consistent systems and structures with the new wayof thinking and working.

The only way to overcome resistance is to reduce the learning anxietyby making the learner feel psychologically safe.

http://thehypertextual.com/2012/10/10/leading-change-despite-inconvenient-truths/#more-5703http://thehypertextual.com/2012/10/10/leading-change-despite-inconvenient-truths/#more-5703