In the late 1980s, Ford Motor Company underwent a major organizational change in order to remain competitive in an ever-evolving automotive industry. The company needed to implement changes efficiently and with minimal disruption, so they chose to employ John Kotter’s 8 Step Change Model (Kotter & Schlesinger, 2008). This model was chosen because it provided clear guidance on how to approach transformational change activities while avoiding common mistakes associated with organizational change.
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