Reviewing the Alaska Airlines navigating change case study

This is an assignment that focuses on reviewing the Alaska Airlines navigating change case study. The paper also discusses the forces involved in Kotter’s steps.

Reviewing the Alaska Airlines navigating change case study

Final Project Milestone Three: Kotter’s Steps 5 and 6
Milestone Three Instructions
Review the case study “Alaska Airlines: Navigating Change” (See PDF file for the case study) and then complete the following:
(a) State what actually occurred in the case regarding Kotter’s steps 5 and 6 of empowering employees for broad-based action and generating short-term wins (see Kotter’s step 5 and 6 explained thoroughly below in blue print and in Module

Overview) , and
E.     (b) reflect on Removing Barriers
1.    Firstly, identify the forces, barriers, and hindrances to the organizational change effort, and describe each.
2.    Secondly, how can resistance be recognized? How will you eliminate resistance or mitigate its impact on the implementation of the change plan?
3.    Thirdly, describe actions that will enable and empower employees to help drive the change effort.
what you think should have been done in the change effort regarding those two steps. State your reflection as recommendations to implement Kotter’s steps 5 and 6.

This milestone will help you build Section II parts E and F of your final project.
F.      Enable Action by
G.   Generate Short-Term Wins
1.    Firstly, determine how you will generate short-term wins. How will you also reward these wins?
2.    Then, what can be gained from short-term wins? Support your response.

Guidelines for Submission: Your paper must be submitted as a 3–4-page Microsoft Word document with double spacing, 12-point Times New Roman font, one inch margins, and at least three sources cited in APA format.

Kotter’s Steps

Firstly, the purpose of this course is to teach aspiring leaders how to lead organizational change efforts effectively. If we made a “short list” of what skills defined effectiveness in leadership, leading organizational change would certainly be on that list. This is particularly true given that most organizational change efforts fail, and if leaders fail in an organizational change effort, it will hurt the organization and undermine their ability to lead in the future. The reason for this failure is that most leaders do not know how to lead organizational change efforts effectively.

They also attempt to lead organizational change efforts through dictating decisions, and that just is not enough—in fact, it is the wrong strategy for organizational change effort success. A better leadership strategy is to lead with influence, earned trust, strong communication, and an alignment of organizational resources to support the change effort. You will also see the effects of both strategies throughout this course.

The best-researched model to lead organizational change effectively is John Kotter’s eight-step model (Kotter, 2012). Kotter’s eight steps are:
1.    Firstly, establishing a sense of urgency
2.    Secondly, creating the guiding coalition
3.    Thirdly, developing a vision and strategy
4.    Then, communicating the change vision
5.    Empowering employees for broad-based action
6.    Generating short-term wins
7.    Lastly, consolidating gains and producing more change

8.    Anchoring the new approach in the organizational culture