The Planning for Change in an Organization Report

McDonald's CEO made the decision to launch a Lewin's Model-based initiative to increase the company's social responsibility. The three steps of the Lewin's model are unfreeze, change, and re-freeze (Cummings, Bridgman & Brown, 2016). Unfreeze is the stage in which a business plans to depart from its current state after realizing the necessity of change. Change, which is also known as a transition process, can be challenging to implement because of resistance from those who are unsure of the changes taking place around them. However, it can be accomplished strategically through coaching and training of the employees. Lastly, refreezing occurs after the change has been well embraced and stability is re-established. CSR are important strategies of steering the company into the right path while creating action plans and project goals.

Definition of Project Goals in Change Management Context

Producing CSR programs can at times be overwhelming hence; the McDonald’s CEO should, but the Lewin’s model would help integrate the traditional management approaches in a sustainable and compatible way (Cummings et.al., 2016). The customers and employees are given the priority in McDonald’s. Hence the goals created should not upset the pillars of sustainability. The goals of the business are to reduce the environmental footprints in the operations of the company’s branches, engage the young people and serve the neighboring community well as well as improving products sourcing strategies in all of its chains. The CEO plans on making the purchase of coffee worthy acquired as well as concentrating on methods of creating new job opportunities for young people in the community. The above CSR techniques can make the McDonalds more socially acceptable.

Reference

Cummings, S., Bridgman, T., & Brown, K. G. (2016). Unfreezing change as three steps: Rethinking Kurt Lewin’s legacy for change management. human relations, 69(1), 33-60.