From the above discussions on two models of planned change, TR limited should use Kotter’s 8 Step Chang Model to implement their need for change. As HR director sees some possibilities of resistance to change within the line workers, using this model, positive points of the change can be conveyed to workers.
Step 1: As management strongly sees a need of reorganizing the line workers, in the very first step, it can look for identification of potential threats that can occur in future if the change is not implemented. In addition, opportunities can be examined and listed down to showcase it to employees.
Step 2: In order to communicate what needs to be change and how opportunistic it is for the firm and workers, leaders must be identified for effective communication. Leaders would provide strong message to the workers for the need of change.
Step 3: Third step of this model has very good advantage for TR limited as it would help to determine value of the vision from the possible change. It would help employees to connect their working with the future of the firm.
Step 4: As MD of TR limited wants a force planned change to happen in the organization, it can face the resistance. This step of the model would benefit the firm by communicating vision to each and every department and let them know more about the benefits they can receive by adopting change.
Step 5: In the next step, it would help TR limited to remove all the possible hurdles coming in the way of reorganizing process. In this step, structure, roles & responsibilities, performance and rewards can be organized in line with the vision so that people who are resisting the change, start connecting with the need for change.