Describe and explain models, strategies, and specific steps involved to effectively manage organizational change in a variety of contexts and settings.

The Organizational Development and Design Consulting Group (ODDCG) was formed back in 1980’s when there was a big upsurge in the economy and many companies were growing rapidly. The organization began as a three person operation and quickly grew to more than 500 today. There are 400 consultants around the world and 100 people in support roles. In the beginning, there was a very loose structure and no need for much in the way of an organizational design. Whoever had the necessary skills was put to work on the task, and things always seemed to work out. The client list was rather short, and it did not seem as if it was too difficult to keep them extremely happy with interventions and results. The reputation for quality and high levels of service was established for this highly process−driven company. After the organization grew to over 100 people, the president decided it was time to create more of a functional structure. Departments created included customer support and service, human resources, and accounting.This structure seemed to work for a number of years; however, recent bi-annual customer satisfaction surveys produced feedback that the customers are not getting the service they are used to, and in some cases are threatening to leave and go to the competition. This organization has been very successful thus far and cannot afford to lose its customer base. The President has contacted the Vice President in charge of Organizational Development and asked for help in getting back to superb customer service with the size of the organization as it is today.You now have change programs in various stages of implementation at a large number of the 60 companies in your portfolio. Some of the companies are doing quite well, and others are stalling or are nonresponsive to the change initiatives being implemented. You have a feeling that there is resistance that is taking place, and you want to roll out some new concepts and ideas to help the leaders of these companies handle this resistance. A number of these leaders have asked you for ideas that would help them understand the resistance and to perhaps create action plans to address the issues involved. You presented a set of possible issues, which has prompted the line managers to ask for more specifics to increase the success of all the change initiatives.Complete the following:What is the relationship between change drivers and impediments to change in an organization?Explain different external and internal change drivers, and describe their impact on people in an organization.What are the applicable models and strategies to overcome resistance to change?How does your current set of recommendations demonstrate either a reduction in the resistance to change or the need to adjust some of the change drivers?What are at least 5 specific recommended steps that can be taken in the present situation described?