Strategic Management Models to Crawford and Company

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Requirement

1.Introduction (100-150 words)
Explain or define your goal(s) in respect of your personal and/or professional development in the context of this module.  To achieve greater depth in planning your development, limit yourself to a maximum of 2 goals to accomplish. Provide the purpose of your report here. 
2.“How do you fit the design” (250-300 words)
Select 3 self-assessments on “How do you fit the design?” to complete, and drawing from your personal or professional experiences, provide abrief reflection of each assessment. Your choice of self-assessments should ideally be closely related to the scope of the project proposal.  (Note: Place your self-assessment worksheets in the appendix )
3.Topics of Interest (500 words)
Provide a summary about how you might achieve or enhance your understanding or perspectives about organizational design that will help advance your personal or professional development. This summary should cover 3 topic areas about organizational design of your choice. Possible areas are ( but not limited to ):
4.Critical Reflection(500 - 600 words)
Discuss your prior knowledge and experience with the module’s key concepts, including those that you have identified as particular areas of interest in section 3. Explain your personal perspectives and assumptions as well as your current practice around these concepts.  Substantiate the discussion with specific examples that you have known about in your current organization or in organizations you have previously worked for.
5.Personal Action Plan (500 words)
Present and discuss the courses of action that you will take to help you achieve your goals stated in section 1. The plan should include key indicators that will demonstrate your accomplishment of the specific goals in your personal action Reasonable and achievable timeline to accomplish the various goals should be included. 
6.Conclusion(100 words)
Clearly and logically summarize the key aspects you have articulated above. Conclude with key ‘take-aways’ of your personal reflection and learning.

Solution

Personal Development Plan

Introduction 

The organization Crawford and Company need to be effective in responding to strategic change. If it does not respond timely, then the company can liquidate, the customers could be lost, market share could be deteriorated, many people could lose their jobs, etc. but by responding effectively to the strategic changes, these issues can be avoided. To deal with such problems, a person is required who has all the necessary skills and carries the ability to handle such challenges in the organization.
With this report I will have an idea about myself that how well I fit into the design of company, my level of efficiency in handling day to day challenges, know my work habits and preferences of work and to work on my weaknesses and shortcomings so that it does not pose a threat to my development at workplace in the future. Goals in respect of my professional and personal development:
To develop ability to align structure of the organization-Crawford and Company with its strategy 
To apply strategic management models to Crawford and Company
Fitting into the design

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Self-assessment 1: Strategy/performance strength 

The goal of this assessment was to know my strength in formulation and implementation of the strategy so that it can be aligned with structure and to find out my efficiency in handling challenges and issues at my workplace. 
Results: I got a score of 3-3 which means that I have balanced implementer/ formulator style and work well in both arenas. I make things more efficient and reliable by working on operating goals and performance, and I also formulate strategies by thinking out of the box that focuses on the mission, vision, and dramatic breakthroughs. 

Self-assessment 2: Pleasure/pain of working on a team

The goal of this assessment was to know my approach to work i.e. whether I am comfortable in working in teams or individually. Teamwork is important because goals can be achieved more effectively when people work in teams. Also, the application of strategic management models like Porter’s five forces model is possible when people work as a team and try to achieve a common goal. 0
Results: I got a score of 3-6 which indicates that I am comfortable in working alone and in the team. While working in a team, I give up the autonomy easily and respect the views of all members.  If I am left alone to work then also, I am satisfied and accomplish the goals successfully.

Self-assessment 3: Is goal setting my style?

The goal of this assessment was to know whether my work habits fit with making plans and setting goals. Planning is the first step in management. Without planning, no future course of action can be carried out. In planning, goals are set according to which the actions are taken. 
Results: I got a score of 8 which means that I have a positive level of goal setting behavior, and I am better prepared for managerial roles in the organization. Goals are most important part of an organization’s working, and my score shows that I have already adopted the goals and disciplined their use in my life and work. It is a thing that can be learned from taking up managerial positions, but I have already learned it, so I am prepared for managerial positions.

Topics of Interest

To achieve or enhance my understanding or perspectives about organizational design that will help advance my personal or professional development, I will focus on aligning organizational structure and design with strategy; I will create, structure and lead teams within the organization and I will shape and reinforce organizational culture on strategy and structure. 
To align the strategy and structure, the approach that I will adopt will be performance oriented. I will first reaffirm the business strategy, then the implications of the strategy selected will be explored to determine that whether it suits the organization structure or not. I will also consider the changing conditions in the environment as the analysis of external environment is very important to be done. I will also make a diagnosis so that the problems of organizations could be identified and performance gaps can be viewed. A sequential design process will be generated that will create alternatives for organization design. Since I have balanced implementer/ formulator style and work well in both arenas, I have the ability to formulate strategies by thinking out of the box that focuses on the mission, vision, and dramatic breakthroughs. When I align the strategy with structure, I will not only learn to make strategies but also, I will learn to align it with strategy. Formulation of strategy is of no use until it can be applied in the organization. So my abilities will enhance if I will be able to align it with structure. 
To create, structure and lead teams within the organization, a person should have the quality of being a good team player (Day, 1999). Since I am comfortable in working alone and in the team, I can become a good team player. While working in a team, I give up the autonomy easily and respect the views of all members. If I am left alone to work then also, I am satisfied and accomplish the goals successfully. The company needs to get restructured, so a coordinated and collective effort is required by the people so that they work for a common objective, and a positive work environment is created in the whole organization.  My aim is to build high-performing teams and develop a positive synergy around the teams. This will enhance my ability to increase the effectiveness of people working towards the goal of the company, and I will get a platform to strategize for business development of my organization.
To shape and reinforce organizational culture on strategy and structure, the behavior of people have to be dealt with as culture is implemented on and exhibited by people. For shaping culture, one has to influence the behavior of people so that they understand the importance of reinforcing culture on strategy. For this particular goals are to be set for people who if followed by people, helps in the achievement of goals.  If will be able to handle the challenges of changing behaviors of people in a better way. 

Critical Reflection

Aligning structures to the strategy is the most necessary thing to do in the organization (Day, 1999). My knowledge says that organizations need to have a variety of strategies if it wants its designs to succeed because for big companies like Crawford and Company there is no one size that fits all. This is a very difficult task for formulators and implementers. Also, people generally fail to think of the strategy and structure together. The internal groups in the company do not support this alignment. Also, those who are concerned about the alignment, don’t have much knowledge about how to do it. In my organization Crawford and Company, there are goals that are multiple and conflicting. So my task is to prioritize that which the thing is to be tackled first. I also have to convince our stakeholders about the need for change before the performance of our company starts to deteriorate. I keep the standards of a company in the good situation and try to keep all corrective actions timely. 
In organizations, people who have an introvert personality feels that it is better to work individually rather than working in teams (Leading teams, 2003). So it is important to manage them so that they don’t create a problem when teams are created and lead by people. The culture of an organization is built when teams join hands and work for the development of the organization. The teams face the challenge of working closely with each other so that results are achieved. If the teams want to remain competitive, then they have to work across the company to accomplish task and objectives quickly and effectively. In the company where I work, there are team conflicts which are to be managed. There are virtual teams that that are to be managed in the company (Leading teams, 2003). I have to maintain the teamwork mentality of my employees and capitalize the diversity of talents, skills, personalities and knowledge at the same time. 
The structure of the organization drives the culture. Whatever is put into practice from the beginning that is adopted by people of the company?  Culture forms part of values, practices, system and process of the company. I have a vision of developing such a culture in my organization that all people are happy, loves the work they do, managers with coworkers well, etc. I have seen that people in companies remain ambiguous about what is to be done, what are the changes in the company that is going on, what are the expectations of bosses from them etc. I short they are not briefed about what is ‘going on’ in the organizations. So communication is very important. The values have to be communicated to the employees, and the culture is to be explicitly and continuously communicated to the people so that they don’t forget that what is expected from them.  If the managers and senior people does not discuss their culture initiatives with other and does not align it with strategy, then the mission statement is never reached, no matter how effectively it is formulated.

Personal action plan

Goal: 

To develop ability to align structure of the organization-Crawford and Company with its strategy 
Activity/ Action    Personal Performance Indicator    Specific Challenges    Approaches to overcome Challenges    Start Date    Completion Date
To understand connection between Strategy and Structure    I am able to understand it, apply it and list down its implications.     Some facts of strategy may be hidden, and they have to be found out.    Talk to senior people to clear doubts    5/1/2016    5/5/2016
To find and study similar situations that may have occurred before    I am able to judge that what were the rights and wrongs of that situation    My analysis may not be correct. Same tactics cannot be applied in every situation.    Take help from experienced person    5/6/2016    5/15/2016
To  develop a supportive culture and lead teams properly    The results are delivered on time, and all people are happy with the restructuring    Hidden goals of people cannot be identified.    Give them incentives so that they remain satisfied and do not deviate from  the goals of company    5/20/2016    Till it is achieved
Goal:
To apply strategic management models to Crawford and Company
Activity/ Action    Personal Performance Indicator    Specific Challenges    Approaches to overcome Challenges    Start Date    Completion Date
To see what models suits this company i.e. selection of appropriate models    I am able to meet the goals     There are many models; selection becomes difficult    Take help from superior or previous situations     5/20/2016    5/30/2016
Apply the models in some part of organization to see the results    Models are implemented successfully     Difficult to determine that in which part the model is to be applied.     Apply it in two-three small areas    6/1/2016    6/30/2016
To overcome resistance to change and apply the model in all parts of organization    People don’t resist and accept the change    It may be difficult to motivate all kinds of people    Explain them the need for  change and how  they will benefit from the restructuring    7/1/2016    8/30/2016
This action plan is based on my self-assessment.  As per the assessment, I make things more efficient and reliable by working on operating goals and performance, and I also formulate strategies by thinking out of the box that focuses on the mission, vision, and dramatic breakthroughs. While working in a team, I give up the autonomy easily and respect the views of all members. If I am left alone to work then also, I am satisfied and accomplish the goals successfully. Goals are most important part of an organization’s working, and my score shows that I have already adopted the goals and disciplined their use in my life and work. It is a thing that can be learned from taking up managerial positions, but I have already learned it, so I am prepared for managerial positions. 

Conclusion

In this ‘Personal Development Plan’ I have assessed my abilities to restructure Crawford and Company. I set goals for myself that I have to develop an ability align the structure of the organization-Crawford and Company with its strategy, and I have to apply strategic management models to Crawford and Company.  For this, I will use my positive Strategy/performance strength, the pleasure of working with teams and goal setting abilities to enable the restricting. Also, I have developed a proper plan for this that includes my specific goals and challenges, ways of overcoming challenges and specific deadlines.

Organization Chosen: Crawford & Company

Crawford & Company is the largest independent claims management company which provides management solutions to the insurance companies as well as the self-insured entities. The company has a vast global network serving clients in 70 countries. Jim Crawford founded Crawford & Company in 1941 thinking that an independent claim adjusting firms that provide insurers with a cost-effective alternative to the in-house adjusters. He opened his first Crawford office in 1942, in the Murrah Building in Columbus, Georgia. Crawford then expanded the operations across the nation where the offices were asked to handle the casualty and the compensation claims of workers for all the insurance carriers. Crawford, by 1967, had their offices in Puerto Rico, Canada, and the United States. Nowadays, the company operates more than eight thousand employees and has 150 offices worldwide. The company has a United States work culture while the company maintains the culture in UAE and other countries as a bridge culture. This company provides claims management solutions, the insurance industry, catastrophe and rehabilitation, risk management, maritime services, project management services and engineering in the industry and globally also. (In.crawfordandcompany.com, 2016)
Vision
The vision of the company is to be recognized as the leading provider of the claim services, globally. The organization hopes to inspire itself for developing a world-class technology with innovative solutions being provided to the clients. Further, the organization hopes to employ the best and the brightest people at work and for delivering a strong financial performance.
Mission
The ultimate mission of Crawford and Company is to deliver the highest quality claims as well as administration solutions in every market the company serves. Therefore, the company aims to become the service by the choice. During the pursuit of the mission, the company aims to
Act responsibly with utmost honesty and integrity
Deliver value-added services to their clients
Encouragement towards open and active communications with the employees
The contributions and values of their employees are recognized.
Provide safe and sound work environment to everyone
Commit towards continuous learning, innovation, development, and improvement
Provide long-term growth with profits for their shareholders
Educate others by setting an example.
Values
The company aims to value support the vision and to shape the culture so as to reflect the values company. These values are the essence of the identity of the company. These values include:
Integrity: The policies, employees’ integrity, standards, the name of the company are defended, and the work is done in a right manner. "Do the right thing, always."
Quality: For assuring that the best services, competitive prices, best quality, follow up and to be on the top of the market. . "What we do, we do well."
Innovation: The Company aims to keep up with the trends, being creative, encourage innovative ideas, innovation, and motivation in the market. The primary intent of the company is to improve, innovate and to evolve. "Change is constant."
Communication: This value being vital of all benefits the company for continuous growth and for expanding as it keeps the employee well-informed regarding the developments taking place in a business and even outside it. "Engage and be in know."
Leadership: the leaders of the company aim to be on the top of the market and to compete with the most competitive companies. This value makes sure that the strategy and situations of the company are in good position as well as situation. The company aims to make a corrective action for keeping the firm’s leadership in the best place of the market. "Leaders lead."
Collaboration: the company aims to work as a team and not as an individual. For accomplishing the goal in one hand together by stating that. "Leverage collective genius."
Accountability: The Company aims to understand and perform up to standards by trusting, relying and depending on the firm. "If it's to be, it's up to me."
Passion: The employees should be loyal to the management towards the firm defending the name of the company and the integrity always. "Committed in heart and mind."
The paper aims to discuss strategic change management and describes how the organization can use the strategic management theory, and we the planning, implementation, and measurements can be done in the organization. As per the demand of the research paper, the chosen company is the Crawford and Company for clarifying the theoretical aspects of the company that is being implemented and used in the strategic change management of the enterprise.

Strategic Change Model

The strategic change models are best defined as the models that manage the changes in a structured manner so as to meet the goals, objectives and the missions of the company.  Change is a vital part of the organizations for continuing to thrive and to meet, exceed as well as per to the competition of the competitors in the market. Organizational strategic quality on the basis of the applicable scopes, resources, synergy and competitive edges of the organization. Therefore, it is understood that these models are linked to the strategic changes and can easily influence the state of companies as well as external environment. The business world had considered that the change is inevitable in the corporate environment. There are various methods of initiating the models for the strategic changes occurring in the organizational objectives. This change management is the most vital guide for the companies be it a small/ medium and large scale company. This is beneficial in providing and guiding the companies for achieving their main objectives and goals by changing their environment or their management. There have been various models that were utilized, for developing the change management in the organizations over time. The major models that are very useful and highly important for understanding the strategic change management like:
Kurt Lewin changes theory 
John P. Kotter’s eight step change model
Action research model strategic change

Kurt Lewin changes theory 

The Kurt Lewin change theory comprises of three steps: change process, unfreezing and the refreezing. Lewin has recognized the people were comfortable when they were given comfort, the feeling of control and safety within their working environment Warriiow (2012,p.85). Further, they can easily derive an intense identity sense from their working environment. Additionally, Lewin said that a frozen stage and suggested a significant effort was required for unfreezing people so as to them to change.  These three steps are beneficial for changing the mind from the current stage and taking concrete action for making the change and making sure that the people were not making a move back towards their stage before the unfreezing stage. (Burnes, 2004)

John P. Kotter’s eight step change model  

John P. Kotter’s change model has eight steps that include the following:
The first phase includes creating of consistent urgency. This way the first step emphasis on the important need for the strategic change.
The second step is important for forming an impactful coalition of the group or the team development. This part involves convincing the people.
The third step involves creating the vision directed towards the strategic change. This is beneficial for making people understand the main expectation of the concerned organization with its vision, mission, and strategy. 
The fourth step involves efficient communication regarding the vision of the organization.
The fifth step is all about the removal of the obstacles. This can involve the people and the processes that belong to the organization. This further is effective in reaching the expected vision of the company.
The sixth step involves the creation of short-term wins.
The seventh step involves a strong emphasis on the building of the change.
The final step involves anchoring of the change to be introduced in the organizational culture. (John Kotter on what leaders really do, 1999)
When Crawford & Company and its management took an initiative for addressing the ever-changing and ever-challenging marketplace at the business as well as the corporate unit level along with evolving the needs of the clients all over the world. In 2015, four corporate initiatives were assigned by the goal setting level of the company. The change strategic plan of the company provided operationally and a geographical roadmap for the future of the company. The company sought to reflect their optimism and the dedication towards the financial and operational success they also showed their clear intent towards continuing for the innovation, evolvement, and the improvement. As mentioned in the beginning, Crawford and Company being the largest independent claims management provided solutions and currently serves in around 150 countries. The company has solutions, and it consistently delivers a wide range of products and services further launches new services for meeting their clients, insurers, customers and others need in the marketplace. The main four significance initiatives of the concerned company are:
The continual growth of profitable business for their company.
Operational effectiveness improvement of their claims models.
Creation of a high number of global business service centers.
Being an excellent place of work.

These were the main initiatives of the Crawford and Company management for carrying out a big strategic change so then the company decided to share that with their employees with the urgency of the concerned company that has to be managed by the name, standard and policy of the company globally with right methods and right kind of people.
The main value of the company is the communicational flow in the company so that these employees are informed regarding the major decision being taken for these changes. The concerned company considered a lot on what they wanted to share with their employees and what they needed to do for ensuring achievements of initiatives. The company and its management have to be well prepared, cooperated and work collaborated with others. The company leaders were ready for assigning the new job responsibilities so as to lead the process and for clear communication and for the understanding of the way to give the explanation to their employees. The company also worked incorporation of their HR so as to make sure that the hired or the existing staff has enough skills and capabilities that are improvement for the overall and operational effectiveness of the suggested claims model and is beneficial in creating a large number of global service centers and for growing continuously for the profitable business. The Crawford and Company took these responsibilities so as to remove the obstacles that the company might face or that would raise any overcoming problem during the development of the growth of the company and other operations. The managers and leaders of Crawford and Company also created short-term wins, everything the management and their leaders used in their feedback that was actually used for the future business and the operational function. The company used the established the change evaluation including the system management and tried to find out the outcome. Their prime focus shifted to the continual of the growth, implementation and development of the process and the services for meeting their clients and the demands of their customers. They even addressed their needs and changes in their expectation during the final and last stage of this model. This commendable success with the change towards the culture of the Crawford and Company and helped to make changes a vital part of their cultural system, process and the values of their company. 

Action research model strategic change 

The action research mode for the strategic change is a research model. It deals with the participatory research learning through workers and for identifying the main problem, development for its resolution, implementation of their solution and finally analyzing the ultimate result which brings out the change. This research process contains seven basic steps:

  • Entry: The major step is identifying the major problem.

  • Contracting: the Second step involves behavioral science in-house expert along with consultation.

  • Diagnosis: The third step involves data collection along with a preliminary diagnosis

  • Feedback: This step involves feedback from the major groups and clients.

  • Planning Change: this step is all about joint action planning

  • Intervention: the sixth step involves action for the actual change

  • Evaluation: this step involves the collection of data after the planned action.

This method is beneficial for doing a scientific method study that would be created in the labs, but this would be beneficial in the job researches.
The three change models that are discusses above are highly beneficial for managers and the organizational use as they assist in implementing and directing a change. Kurt Lewin used a customized three steps for implementation of a change whereas Kotter utilized an eight steps method for the same. These two models can be used to process a change and can be directly linked to the vision, mission and main objectives of the organization in the context of consideration of the desired change. (Cunningham, 1993)

Using strategic intervention techniques in organization

The association would not be overemphasized by the benefit of utilizing the strategic intervention. All we realize that the strategy solely depends on long-term sustainable value creation. Another mean is the absence of strategic intervention not simply bring inside the main functional unit is suboptimality, that likewise brings unfavorable consequences for the association's central goal, vision, targets, and objectives. Each association has strategic intervention is profoundly important; that will position the organization aggressively and improve the proficiency and viability of the Association. The association strategic intervention application will bring wording and regular process everywhere throughout the authoritative units. This will empower the association which distinguishes the needs, for example, talk one dialect.
Bressler and Yasgoor (2008, p. 85) states that strategic intervention objective is to establish strategic change administration through making opportunities and shared information as a learning association for determining the present circumstance through representatives (human capital). That is the way this is imperative for the association to drive change successfully. There are different procedures followed like inward and outer change facilitators, experts and champions. These strategies might be viable in variable circumstance. Crawford and Company have possessed the capacity to make cooperative energies and offer assets, as a result of intervention by the administration. 

That is the reason for this situation Crawford and organization got course and consultancy which helped the organization to oversee viable advantage and transform from these progressions. That is the reason either inner change experts or outer change specialists might be viable. Be that as it may, this depends on on the organization's an ideal opportunity to the comprehension of the company's. Additionally, champions can be successful perceived, connected with and deal with the change process for viable procedures in the change administration. The administration of the Crawford and Company takes after as different organizations do, distinctive systems while advancement and execute of intervention strategies.

Internal change

Crawford and Company is a multinational company that is known widely. The company offers all the opportunities that are needed by the employees. As it is mentioned in the paper that one of the most important initiatives of Crawford and Company involves improvement of the overall, and the operational effectiveness claims models. The main and vital priority of the company is the claims solutions. The Crawford and Company believe that the most effective way of providing excellent and the best solution along with the best quality of services to the customers and client keeping their demands and needs in mind can only be well-informed, well-trained and knowledgeable people. For this reason, the Crawford and Company have continuously been providing training as well as the developmental program to their internal as well as their external stakeholders since the company has been established. This training and the developmental program in the organization keeps the people working in the organization ready for sharing their knowledge, idea and experience with other people.  
Crawford and Company offer many programs to their stakeholders of which the MBA program is the most effective. The MBA program is particularly aimed for those who want to develop their path and their career towards achieving the leadership skills and capabilities. Leadership is the most important and responsible position in any organization as the leadership quality motivates the person and enables him to share his ideas, values, experiences, knowledge to other people. This also empowers people as it encourages other people and employees to solve their problems and help them with their decision-making process and for implementation of a proper solution in the company. This help that is provided to the employees and the organization is aimed at achieving their desired targets and for achieving the goals of the company, its objectives, missions and visions along with providing a clear picture. The skills and capabilities of the leadership help to build satisfaction among the customers and employees along with their loyalty. This helps to maintain high reputation of the company and helps to generate high revenues. (McKergow, 2015)

External change

The external change advisors of the Crawford and Company might be compelling as equally as the internal change specialists. The pioneers of the organization using their abilities and information for enhancing the business operation of the organization. Additionally, they use their aptitudes and learning for enhancing the group execution and improve their abilities for cases arrangement techniques and procedure. They share all their insight between various capacities of the association also. The organization pioneer of the protection business and world. That make them work sorted out, and make them know about the surprising circumstance in the business sector. 

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Developing appropriate measures to monitor progress

Monitoring progress becomes essential once the organization is restructured because if the implementation is not done properly or there are any other gaps in between, they can be addressed timely. Effective monitoring is essential for companies when changes take place so that those performances and activities that link to it can be measured. There are a variety of such techniques are present that helps in the monitoring of progress so that set objectives can be achieved, but some of the popular ones are given here. The company needs to review and evaluate whatever it has done till now. C&C arranged a developing model of the review of the process on the daily and weekly basis (Crawfordandcompany.com, 2016). The review of the input involves information that includes results of the audits, feedback of customers, conformity of product with respect to quality of report, the status of preventive and corrective actions, the follow up actions from the reviews of previous management so that target dates can be included, the changes that have potential to affect QMS and recommendations for improvement. It also includes quality objectives and quality policy of the company (Crawfordandcompany.com, 2016). 
The review of management is a continuous process that is achieved through regularly reviewing the effectiveness of systems. It can be achieved by observing during the application process and by regularly discussing during the application process.  Also, it can be done during the regular discussions with manager meetings, during meetings of weekly progress, non-conformance investigations, and corrective actions. In addition, regular review meetings are undertaken by QSM manager and representative of top management. All these reviews are used as a primary resource to identify improvements and striving system for using incremental improvement (Crawfordandcompany.com, 2016).
If it is essential that it may get identified in the process, then corrective actions have to be taken, and strength and weaknesses of planned changed have to be applied through corrective evaluation.  Feedback is taken and with this the model becomes easy to realize, and the real performance is understood by top management. In the current organization C&C, the performance feedback scores are monitored by QMS and HSE managers. The level of satisfaction of clients and customers determine that feedbacks provide very successful, effective and satisfied services for the solutions of clients and customers. It is also realized that the area that they improve for better solutions to customers in the industry.  When the customers visited employees, they filled a form.  It was a kind of satisfaction survey in which questions were asked about the satisfaction from service, time, price, etc. Their feedbacks are useful for the development and growth of strategies of business strategies, the current and future expectation of the company, and improvement of the new processes and implement of strategic change.

The goals and objectives of the company are routinely monitored that show the key performance indicators that demonstrate the progress and the achievement of goals and objectives. The measurements listed above(Crawfordandcompany.com, 2016).  The company developed their clients, customer services, and other services. It enhanced the internal and external engagement of business. And helped the management for achieving the target, objective, aim and goals. The most important strategy that changed the current, future and other strategies then it means the change is successful.  In the operation of the company, the strategic change has too much effectiveness.  It is important to understand that each company can be affected by this change, strategic change, and by no way it can be resisted. There is a response level of every organization, and this depends on from organization to organization. Some may resist to changes, but that is risky for the position of the company in the competitive market. The consideration of insurance industry is to provide quality, and it provides solutions for quality and excellence for each customer. Some factors promote changes that are driving factors in the insurance industry like maintenance of service quality, reduction in cost, enhancement of control. On the basis of the C&C has tried to control the area of improving efficiency and they have considered cost effectiveness and has enhanced control while maintaining the service quality to survive with. Also, it is mandatory for the insurance companies and C&C to give quality service so that organizational process can be designed well to maintain and provide excellence solution and services to the entire insurance industry as well as across the world.

Conclusion

As a conclusion of this report on C&C, the models of strategic changes are very essential and important. They are vital for the effective management of change. Due to this organization for present and the future and for further context can use these strategic change models to manage the change in the company. C&C used various intervention techniques to manage change and restructure the company for promoting growth within the organization. Intervention techniques are learning the culture. Theoretical models are identified in the report, and they have developed a need for strategic change. In these models, the company’s need for strategic change shouldn’t be limited to just areas mentioned. As an industrial and global leader C&C’s management effective manner needs to alter. For this, the company has applied the Kotter eight step change model and Kurt Lewin’s change theory to change management. The company expects from change management to be able to set up a plan for change and achievement of their target. In this report, I conclude that change management can be applied to small or medium any size or any type of organization as a logical theory for the success.  

References

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