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Luna Inc. Change Model Paper

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Submitted By Luna1313
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Luna Inc. Change Model Andy Davis Organizational Change MGT 435 Kevin Righter January 21, 2013

Luna Inc. is taking the necessary steps necessary in the advancement of its organization by adding new accessory products to its company. In order for the success of this change they are conducting different surveys to make sure that this is right for the company at this time. For this change to be successful they keep the products in line with the organizations vision.
Identify the three models or theories of change that Luna Inc. might apply as it implements its change initiative.

Luna Inc is a high end accessory company operating in Mississippi with employee strength of 250 with annual revenue of $2 million. The product profile is luxury handbags, jewelry, watches, earrings and scarves (luxury accessories). Because of the nature of business Luna Inc. is likely to make product and administrative changes on a regular basis. The expansion project of
Luna Inc. will have a short term and long term objective to meet. The short term objective is to open a store in Shanghai, China. This will be the first international expansion of the company and attention will have to be paid to the process because of future expansion. Three modules of change that Luna Inc might apply as it implements change initiative are input, target element of change, output and transformational. Input changes imply that this change should be consistent with the organization vision and mission and strategic plan which will ultimately direct the organization in the right direction. For example the vision basically states what the company wants to become but the strategic plan is what ultimately lead the organization to its goal. It contains the detail necessary to lead the organization to that change. This plan will be based on Luna Inc strength and weaknesses that is relative to its environmental threat and opportunities. When organizational changes are not consistent with strategic planning of the company it tends to be counterproductive. These factors include organizing arrangements, goals, people, social factors and methods. For Luna Inc the changes would be to add a new product line would greatly affect the goals, methods and organizing arrangements. Outputs represent what is expected of the end result. It should be consistent with the organization's strategic plan. Luna Inc Organizational goal is to increase its product line by introducing new luxury accessories with the intention to increase the product offerings of the market. Luna Inc would like to offer new products on a regular basis and this may impact the organization on a whole. Luna Inc’s intention is to conduct a survey from the different departments. Changes are usually much complicated and harder to manage when they are targeted at the organizational level. Organizations are constantly changing in order to stay within the competition. Leaders and mangers make the continued effort to accomplish successful and significant changes but as always there are always different challenges that face the change. Some leaders face the task of managing the change. He is responsible for making sure that everything is in order to complete the change. Luna Inc wanted to make sure that the new products that they were considering adding to their product line will be an effective end result. Leaders also have to identify critical important priorities, making sure that the new changes are in compliance with the company's vision. Fear of failure is also another challenge. The new products that Luna Inc is thinking about adding could pose a problem if the customers are not willing to buy. This is one reason why
Luna Inc is conducting marketing research in order for the products to be a success. Addressed the skills and competencies that a leader would need in order to effectively implement the three leadership theories identified . Feedback provides the leaders of the company with vital information that necessary to perform personnel evaluations, make business critical decisions, get a good idea of the work environment, solve potential problems before they arise and a host of other uses. Settling of just two is not so simple, but two good functions of feedback are: to make business critical decisions, and solve potential problems before they arise. As much as managers know, and the extensive training received, the employees always know more about the company from another perspective.
Soliciting their input is always a wise course of action. However, in order to receive positive feedback, a manager and/or company leader must first attain communications skills, and good interpersonal skills that will be needed to initiate communications with the workers that will generate the necessary feedback information (Lewis, 2006). Communication skills and interpersonal knowledge of each worker is needed to generate a performance report. To get a good performance feedback on the company's progress on project or as whole is easier to do than to get performance feedback on employees. This why there are supervisor who directly work with the workers and can give a more accurate performance evaluation report. However, having the worker fill out a self performance evaluation for the same time period gives the manager and company leaders a better model of performance when there is comparative data.

In any office/business environment there are several means to get quality feedback from the workers and employees in general. There are surveys, questionnaires, memos, emails and if equipped in the office network, interoffice instant messaging and interoffice blogs. The last two are unsecured methods of getting data, but the others are tried and proven methods to get feedback from the employees. Survey and questionnaires are the most commonly used because questions can be structured to get specific responses to any situation or need the company have at the time. Surveys and questionnaires are also more versatile because they can be sent out on regular paper through interoffice mail, sent home, or posted on the businesses Intranet for more immediate response. Memos and email are also good sources to get feedback. These are for more personal deliveries. These methods are used only when a specific group of people i.e.
Department heads or the graphics department feedback is needed. As mentioned before, instant messengers and blogs are unsecured, but if preferred by the employees, then it may be the way to go in your office. The fourth type of change is the transformational model. The transformational change type is used to emerge the company into a completely new state. When company moves to a new and different target market it requires different strategies, as well as skills. Another good example of transformational change is when the CEO and executives of a company want to change the culture and/or the structure of a company. This type of change may be the most complex among all three change types because of the intense focus and levels of stress placed on executives as well as employees. A major restructuring, for example, can have a large impact on an organization (Balogun, 2001). Luna Inc is introducing several accessories and clothing advancements within the company.
We are thinking of implementing a wide range variety of accessories, clothing and shoes in a bit to increase the product offerings in the market. This change may impact the entire organization that keeps up with the volatile demands of the market. The company is said to keep up with the demand of the market but with this new prospective market change Luna Inc would like to continue this trend on the market. A survey will be conducted of all the different departments to evaluate whether or not the company is ready to cope with such constant change relating to the internal forces. The expansion project of Luna Inc. will have a short term and long term objective to meet. The short term objective is to open a store in Shanghai, China. Long term objective is to have multiple stores open all around the globe such as Brazil, Russia, Italy and India within the next 5 years. With the expansion of stores this will also help create more jobs and employees for
Luna Inc. This will be the first international expansion of the company and attention will have to be paid to the process because of the future expansion. In conclusion the introduction of the new products will definitely be an advantage to Luna Inc.
With these new accessories and clothing advancements they will be able to keep up with the competitive market. The organization is taking the necessary steps to make sure that the company and its employees are ready for the upcoming projected changes. There are surveys, questionnaires, memos, emails and if equipped in the office network, interoffice instant messaging and interoffice blogs to assist with the changes.

Balogun, J. (2001, January 2). Strategic change. Management Quarterly, Part 10, 2– 11. Retrieved from$file/MQ10+Strategy.pdf
Lewis, R. D., (2006). When cultures collide: Managing successfully across cultures. London: Nicholas Brealey Publishing.

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