Unit 5 Individual Project

To achieve the set mission and vision objectives, the organization also needs to change
business processes. The merged firm has already designed a clear roadmap for changing its
vision, mission, and values. To achieve the new mission, Mike and Theresa have will implement
a change in organizational structure, business process, and reporting structure. The
implementation will focus on the Awareness Desire Knowledge Ability Reinforcement
(ADKAR) model to realize organizational change. (Smart et al., 2019) find that the ADKAR
model allows the business to change the business and people dimensions. It helps the
organization to anticipate resistance to change, helps through the transition period, personal and
professional advancement, and managing employee development (Smart et al., 2019, p 47)
Organizational structure
The merged organization will merge the staff and departmental responsibilities. This will
be essential in achieving unity of purpose. It has been proposed that the PALEDENIM can use
UWEAR’s manufacturing plant to produce its denim. Having just one manufacturing department
will make more organizational sense as the organization is already operating as a merged firm.
The merged firm will create a research and development department aligned with its strategic
vision. The department will be appropriately staffed with personnel from both firms. Other
structural changes will include eliminating the many levels of authority to ensure a flatter
structure. The departmental managers will report to Mike and Theresa. Therefore, there will be
only two levels of reporting such that the staff will report to their managers, and the managers
will report directly to Mike and Theresa. A flatter organizational structure will ensure less time is

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taken for critical information to reach Mike and Theresa as critical decision-makers (Iasmina et
al., 2019).
The organizational change to make business processes more efficient will involve the
creation of an internal audit department that will draw staff from all other departments. Its
responsibility will be to evaluate business processes for efficiency and recommend changes in
conjunction with the research and development department. The new departments will enable the
organization to create teams focused on achieving specific goals, an essential part of the
ADKAR model (Smart et al., 2019). The organizational changes are entirely focused on the
vertical axis.
Such changes will keep the organization updated on best practices in the industry.
Another way that the organization can make processes efficient is through technology.
Integrating technology into business processes increases accuracy, seamless flow of information,
and business process analysis (Bustinza et al., 2015). Technology will enable the organization to
collect market related big data that it can use to improve customer satisfaction and design a
competitive advantage (Kubina et al.,2015).
Addressing resistance
The people dimension in the ADKAR model will help the organization address
resistance. (Smart et al., 2019) find that training is an essential part of managing change. One of
the reasons staff may be resistant to change uncertainty is due to a lack of familiarity with the
change model. Therefore, training will ensure that the staff understands the change model and its
role in implementing it (Smart et al., 2019). Training will also improve employee skills and
increase their competence, reducing competence fears that may result in resistance.

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Reference

Bustinza, O. F., Vendrell-Herrero, F., Perez-Arostegui, M., & Parry, G. (2016). Technological
capabilities, resilience capabilities and organizational effectiveness. The International
Journal of Human Resource Management, 30(8), 1370–1392.
https://doi.org/10.1080/09585192.2016.1216878
Iasmina, I., Gabriela, P., & Alexandra, V. (2019). Communication Management In Hierarchical
Structures. Agricultural Management/Lucrari Stiintifice Seria I, Management
Agricol, 21(1). http://lsma.ro/index.php/lsma/article/viewFile/1523/pdf
Kubina, M., Varmus, M., & Kubinova, I. (2015). Use of Big Data for Competitive Advantage of
Company. Procedia Economics and Finance, 26, 561–565.
https://doi.org/10.1016/s2212-5671(15)00955-7
Smart, L., Kimble, C., Birch, J., Smith, R., Whitaker, G., & Editorial Board. (2019). Leadership
and Ethical Decision Making (2nd ed.). Words of Wisdom, LLC.