Change is nothing new and a simple fact of life. Some people actively thrive on new challenges and constant change, while others prefer the comfort of the status quo and strongly resist any change. It is all down to the personality of the individual and there is little management can do about resistance to change (Mullins 2010: 753).

When people think of “change” as a personal characteristic some people approach it with zest these people tend to be very ambitiously, visionary, and free-thinkers type of people however others view “change “ with indifference and annoyance these people usually are more realist, pragmatic, reactionary views therefore there will always be a contrast .

When a manager tries to make people change these people are now adults and adults as they get older are less adaptable and much more likely to be stuck in their own ways and methods, additionally these workers have probably worked in this company or sector for years and been successful, therefore resistance to it is normal. However I believe that viewpoint is wrong as a manager who is capable in the art of motivation and leadership should be able to make the employee more likely to want to change as a way of improvement. Especially if the change is viewed positively there will be less resistance. Therefore the change must be in the form of “managed change “where they can improve and eliminate mistakes of the employee to end up in the form of “natural change “(, 2014).

The role a manager is to be able to minimise the problems of change in a company where the best method is usually education and communication. These are the keys ways to enable employees to follow your way. Employee can be reasoned to accept this change through logic and the rational argument as well to further your cause would be useful to use reports and presentations. In addition you can make the employee participate and implement the process of the change as well as making sure that the employees have the resources to complete the change as well as being available to help the employee through this process. They can also use incentives and rewards for the ones that help in the situation and if it all fails there is coercion which is an aggressive and negative tactic but useful when speed is vital.

Well in change management there are 3 widely heralded models to use the Lewins Change management model, McKinsey 7-S model and the Kotter 8 Step Change Model (Normandin, 2012) . I believe the best one to use would be the Kotter model as that model does not try to change the person character , instead it is about making employee accept the change as part of the working life and making them adapt to enhancing their skills to work in this new style . Therefore it is easier to use this model as it creates smaller steps which means eventually staff are prepared to use the “change “skill set. However its main criticism would be that it takes time for the company successfully use this model but yet it can make the change a permanent attribute of the employee without trying to change him psychologically which is much tougher thing to do.

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Using the automotive industry you will see that change management has led to a more radical difference than the previous traditional ways. After all change management is the foundation in how organisation creation innovation which supports the stability of the organisation ( Roome , 1994 ) . The way that the automotive has changed recently especially in the rise of mega cities throughout the world now would be (Wyman, 2007).

  • Easy Switching between relaxation and driving position
  • Emphasises on passenger entertainment , GPS , information systems
  • Air con and smog protection
  • Close to zero emitting cars

Therefore with a growing customer demand for cars to have these features has led many different concepts by cars and now we have like the Nissan Leaf which is a full electric car or the Toyota Prius which is hybrid and has led to 3 million units of them being sold (, 2014). Therefore Toyota and Nissan have looked at how to appeal to customer with changing taste and changed their cars to suit them and been successful through it.


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Therefore my view throughout has been that while changing is very hard as people are adults have their own opinions ideas yet there are many different techniques that a manager can use through persuasion , logic , reports , statistics but crucially customer feedback and seeing how the customers want their car to do it and be prepared to change if the customers want something radical than has been going on before which means the automotive industry is a great example as we now live in a society where customers are very conscience of the environment and therefore do not want gas guzzling cars as well customers live in cities where space is congested and therefore smaller hatchbacks are needed . This means now that there are more electric or hybrid cars and has led to successes like the Tesla car with sales of $769.3 million and now every car manufacturer has a hatchback .(Parkers, 2014)





References, (2014). DailyTech – Toyota’s Prius Hybrid Crosses 3 Million Unit Threshold in Worldwide Sales. [online] Available at: [Accessed 30 Aug. 2014]., (2014). Managing Organizational Change. [online] Available at: [Accessed 30 Aug. 2014].

Normandin, B. (2012). Three Types of Change Management Models. [online] The Fast Track. Available at: [Accessed 30 Aug. 2014].

Parkers, (2014). [online] Parkers. Available at: [Accessed 30 Aug. 2014]., (2014). Change Management Automotive Industry Summary Presentation Summary V.…. [online] Available at: [Accessed 30 Aug. 2014].

Wyman, O. (2012). A comprehensive Study on innovation in the automative industry. Oliver Wyman Automative.




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