Systematic Change In The Military

Systematic Change Since the world around us is constantly evolving, change is inevitable if you want your organization to become more relevant, or if you just want a stronger one. With this, the military is no different. As a military, we need to constantly change and evolve to stay ahead of the world around us. During the course of this paper we will focus in on a issue at hand within my career field, which is the waste of government funding by shipping unnecessary cargo. After bringing this particular matter into the stoplight. We then will go about this, utilizing Kotter's 8-Step Approach to eventually and hopefully transform our military to a more cost effective entity. First off, before going into the transformation with the issue

According to Doherty, "The strategic management model is valid for creating a shared vision and for deploying the policy that is developed through the strategic management process" (L. M. DOHERTY, 1997). This activity holds true in Kotter's eight-step approach as well. Because the leadership within any organization should have a say in the creation of the vision, as well as how the end result of the vision is conveyed to the public. This allows the leadership to have a sense of ownership to the vision if they helped created it. In turn, this will allow the leadership to understand the greater picture of the change and how it will benefit the organization as a

According to the text, "This is accomplished by increasing performance through customer and productivity-related behaviors" (Weiss, 2012). In our situation, we can look at this as the key to the change from the beginning at some extent. Now we can increase cargo movement within each department on needed shipments without delay. Also, we can linkup the amount of overall money we will be saving the Air Force, which we can use as a motivator to the change. The text also states that, " by articulating and reinforcing the connections between the new behaviors and organizational success, change leaders and managers embed the changes in the new culture" (Weiss, 2012). This step may not be the easiest, however, it is necessary. With this change, plenty of individuals that work within a storage department may already need to cross-train to another career field. Because of the lack of work they will be getting they will now be overmanned, which will only create turmoil. Also, any leader that is not embracing the new culture needs to be cut as well, since they will become like virus to the culture. In other words, to keep this change alive we need to embrace that embrace it, and change those who don't. If we can stay true and unbiased during the process of this last step it will ensure the culture, and the vision we worked so hard to