Iceberg Model

Instituting change in an organization is a process that involves not only the top management but also the employees, as they are a major component of the company. Planned change management leads to realization of company objectives and goals. The Iceberg Model, if employed in the change and restructuring process, has the potential to address alterations affecting all the employees. The employees and management react differently to the change process. The model appreciates this important principle in directing the change process. it is founded on the principle of differing levels, just like the oceanic iceberg.

An important concept in the Iceberg Model is context analysis. It entails analyzing both the interior and the exterior business environment. This enables the company to evaluate the potency and failing during the implementation of the change process. It is also important in pinpointing the potential challenges that might hinder the realization of the change agenda. Since the restructuring is meant to affect all the employees, context analysis is instrumental in highlighting the scope of the change, employee’s previous reaction to change, its compatibility with organizational culture, how gains will be derived and how the change will affect major associations or partners.

Risk assessment and management is also a major component of the change process in the Iceberg Model. It involves a careful evaluation of the potential risks that might confront the company during the change process. This enables the company to prepare well for any shortcomings that might arise during the change process. Monitoring the procedures at every stage of the change process is instrumental in evaluating and identifying the risk process so as to take corrective measures where need be. In particular, articulate monitoring can help the project managers identify the impediments to instituting change and take the corrective measures at every stage of the change process.

Audience analysis is vital to understand the different reaction by the employees. This is of particular interest in this case where all the employees are subject to the change process. Worth noting is that all employees react differently to change, therefore it is very important to understand the impact of the alteration on individual employees. Identifying the individuals involved in the alteration is the first step in the audience analysis. The supporters should be used as instruments to foster the change. The opponents on the other hand should be sensitized on the potential benefits of the change process, so that they understand what they will gain from the change initiative. A clear description and allocation of roles in the change process, as envisaged by the iceberg model, is necessary for all the employees to appreciate the alterations.

Finally, strategic planning is a major constituent of the Iceberg Model when instituting change affecting all the employees. The present position of the company and the course of action for the intended change enable the company to effectively administer change. Plan communication to the employees is important in this stage, as it helps create awareness to the employees about the alterations. The shared objectives common to all the employees should be incorporated into the strategic management plan to guarantee that their views are appreciated. Incentives play a significant role in determining the success of the change process, and as such, should be clearly defined to the employees to realize objectives of the change process.