Running change within an organization tend to fail

Running head: TEAM PROPOSAL                                                                                 





3240 Organizational Behavior







28, 2018


Petersburg College







TEAM PROPOSAL                                                                                                             


Define and Discuss Organizational

            Change within the work environment is a very complexed
process.  There are many companies,
including its employee’s, that fear change and therefore are hesitant about
drifting away from the norm. Even though change can be a complicated process
due to the modification of behavior of the company’s top officials and other
employee’s it will be of great benefit to the company/organization as a whole
in the end (Basu, 2018).  However, as a
part of making probable adjustments within the organization to achieve
organization goals and success a company/organization goes through the process
of Organizational change. Organizational change is the conversion and the revision
of a company’s structures in management and its business processes in an effort
to make the company successful (Basu, 2018). 
Organizational change can be considered as being a company’s makeover. Many
companies are driven to change due to the competitive nature within the
environment, policies enforced by the government, the economy, new and upcoming
technologies and the demands of customers (Basu, 2018).   In addition, Organizational change consist
of three stages: 1. Establishing a need (leaders and others discuss where the
company is going to be in 5 to 10 years and what is needed to get there), 2.

Implementation (changing the structures and processes within the company like
reassigning management and combining work units) and 3. Monitoring (monitoring
the results of the changes that were made in order to make the appropriate
adjustments) (Basu, 2018). These three stages are very influential relative to
Organizational change and the success of the company/organization.

Nevertheless, efforts made towards change within an organization tend to fail
due to lack of communication and the ability to focus as a team/organization
(Basu, 2018).



Identification of Organizational
Change Models

change implementation plan for Wells Fargo will be necessary to earn the
confidence back from their shareholders, customers and employees. The change
plan will include two organizational change theories that the company can use
to ensure that change is properly executed.

first change plan described is Kotter’s Eight-Stage Organizational Change
Process. The steps are described in Kotter’s book, Leading Change (1996):

Establishing a sense of urgency

Creating the guiding coalition

Develop a vision and strategy

Communicating the change vision

Empowering broad-based change

Generating short-term wins

Consolidating gains and producing
more change

Anchoring new approaches in the

stresses the fact that these steps must be done in order. Change within an
organization should not wait to change when something bad happens. Changes should
be an expected, ongoing process. In an interview, Kotter stated that, “Implementing
change today is a very complicated process. The first three or four steps don’t
even make any big changes, they’re more involved with setting the stage, loosening
up the system, establishing the platform from which something new can be
created. It is very tempting to race quickly through those steps in order to
get on with the “real work” of change, but hasty moves almost
inevitably get you in trouble in the long term, because you haven’t built the
base you will need to produce transformation of any significance (Finney &
Norris, 1997)”. Wells Fargo attempted to implement change, unfortunately, they
did not go about it in an ethical way. Realistic expectations must be set and communicated
to all employees. A zero-tolerance rule for lying and cheating should be
implemented and acted upon if violated. With that being said, management can
start with step number one. “The
single biggest action leaders can take to create a sense of urgency is to act
urgently themselves, not just talk about it (Kotter, 2008)”. If the leaders are
not a positive part of the change process or are acting unethically, then they should
be reprimanded or terminated, depending on the offence.

Why This Organization was
Chosen: Identification of the Organization and its Problems

Fargo had one of the biggest scandals to hit the banking industry. High profile
executives committed unethical decisions in order to prove they were preforming
in sync with other banking groups, as well as generated
account sales to boot their revues, “CEO’s distorted the sales model and performance management
system, fostering an atmosphere that prompted low-quality sales and improper
and unethical behavior.” It was discovered that another 1.4
million more accounts were open in customers names without their knowledge,
this will bring the total number to 3.5 million fake accounts. In fact, new
information surfaced, showing customers were also enrolled in auto pay without
their knowledge. Formal employees said they were asked to commit these offenses
and to target Africa Americans by charging them a bank fee for not maintaining
a minimum balance. It appears no one took responsibility for these actions
which is what Lais-sez-faire leaders do.  



C. (2018). What is the Meaning of Organizational Change? Retrieved


J. P. (2008). Developing a change friendly culture. Leader To Leader, 2008

A. (2017). Loose Leaf for Organizational Behavior: A Practical,
Problem-Solving Approach, Looseleaf, 2nd Edition. Yuzu. Retrieved from

J. P. (1996). Leading Change. Boston, Mass: Harvard Business Review
Press  Perseus_Legacy.

F. S. (n.d). Wells Fargo accused of ripping off mom-pop shops. Retrieved
January 28, 2018, from