ORGANISATIONAL CHANGE Assignment Sample
Table of Contents
| Task 1: Knowledge questionnaire |
3 |
| Task 2: Change requirements and opportunities |
5 |
| Task 3: Change Management strategy |
10 |
| Task 4: Implementing the Change Management strategy |
12 |
Task 1: Knowledge questionnaire
Q1
● The change management process that the company X can use is Lewin’s Change management model. Since the company is willing to change its process and establish a new direction for the menus provided by the company. Lewin’s Change Management model would be suitable because it enables the users to unfreeze the previous management, change it through various measures useful for the change, and finally refreeze by implementing the new ideas within the organisation.
● In order to declare their decisions, company authorities are required to interact with their employees. As per the ideas of Petrou, Demerouti & Schaufeli (2018), organisational leaders are required to move with their employees who can be achieved through proper communication. Thus, the company could use e-mails, letters and official meetings to inform their employees and shareholders regarding their change within the organisation.
Q2
● The internal and external business environment is related to the organisational change. The internal factors impacting the organisational change are as follows:
➔ Employee resistance
➔ Financial issues
The external factors impacting the organisational change are as follows:
➔ Customer demands
➔ Competition in the industry
● Effects of external and internal factors can be defined through an example of Company X. if the company faces employee resistance, the company would have to withdraw its decisions. Furthermore, if the company is unable to acquire the wealth required for organisational change, the company is bound to take a step back. On the other hand, competition and customer demand encouraged the company to develop ideas for organisational change.
Q3
The components of a change management project plan are as follows:
● Readiness assessment: This step includes the process to identify future challenges that might come up with the change and the ability to meet those challenges.
● Communication: The employees and stakeholders are required to be informed of the plan that is thought by the organisation authority. For this purpose, communication is necessary.
● Manager and employee training: The employees and managers are required to be trained and coached for the changes that would occur in the organisation for smooth functioning after the implementation of the change.
● Resistance management: The employees are required to understand the new ideas and the reason behind the change. Through this process, employee resistance can be managed.
● Data collection and feedback analysis: Outcomes are necessary to be measured after the change has been implemented. Feedback from various sources helps to identify the strengths and weaknesses.
Q4
| Barrier to change |
Strategy to overcome the barrier to change |
| Employee resistance |
Providing proper reason for the organisational change and make them see the advantages |
| Lack of communication |
Informing every subtle change to the employees and stakeholders regarding the organisational change |
| Lack of strategy |
Before implementing the change process, proper strategies are to be planned for a successful attempt to change |
| Lack of consistency |
The change implementation team must speak out the ideas to the authorities along with the issues, otherwise, the matters would get complicated resulting in inconsistency |
Task 2: Change requirements and opportunities
Section 1:
Executive summary
The companies in the education industry are required to provide the students with the best opportunities. However, the organisations also require to manage marketing, human resource, and other sections. In this report, a PESTLE and SWOT analysis of an organisation have been done to analyse the importance of change in an organisation.
Purpose of the report
The report has been presented to major information regarding the requirements and opportunities for change in business.
A PESTLE and SWOT analysis have been done to analyse the external and internal environment of an organisation. It further includes a gap analysis and recommendations to implement successful change in business organisations.
Business Situation Analysis
External analysis: PESTLE analysis
|
PESTLE analysis
|
| Political |
The political measures are required to be followed by the company such as taxes and government policies. The corporate tax and tariffs are some of the factors that are to be followed by the company. |
| Economic |
Inflation and employment rates are some of the factors that affect the growth of the company. This would help the company to balance the changes that occur within the company. |
| Social |
The demands of the consumers and current trends are considered under the social factors that influence the growth of the company. |
| Technological |
Technological factors include the application of the latest technologies for easy tasks within the organisation. |
| Legal |
The employment laws and consumer protection laws are to be maintained by the company so that the legal issues could be avoided. |
| Environmental |
Ecological factors include carbon commission and the use of biodegradable materials. However, the company does not need to maintain this issue as the company is based on providing business education. |
Internal analysis: SWOT analysis
|
SWOT Analysis
|
| Strength |
- Strong Human Resource management
- Strong communication
|
| Weaknesses |
- Lack of consistency
- Poor marketing strategy
|
| Opportunities |
- Feedback to improve performance
- Professional development on quality management
|
| Threats |
- Competition in the environment
|
Policies and practices
MMI believes in understanding and satisfying clients. The company regularly think of the plans that could help them improve. They are willing to maintain open and clear communication among the employees and avoid misunderstandings. According to Hossan (2015), organisations would be able to improve their performance by identifying the key issues within it. Thus, the continuous improvement policy of the company would help it to develop positively in the industry. The company is cautious regarding the wellbeing of its employees and focuses on feedback and communication, which is a great tool to improve organisational performance. However, the company could also use a training policy that would allow the new employees to understand the culture and business procedures.
Change Initiative Analysis
As per the analysis of the external and internal analysis, it can be stated that the company is required to be focused on internal issues more than the external issues. It has been observed that the company lacks consistency, which could negatively affect the organisational change. The company policy states that it is willing to have a clear and transparent culture so that the employees and the stakeholders could communicate with each other and clear the issues that occur. Currently, the company lacks a proper marketing strategy. The company must take note of the matters that are related to marketing. The company has analysed marketing procedures, but the company could make changes in the writing guide of the advertisements so that the advertisements look more attractive. The workload of the marketing procedure should be equally divided among the employees of the respective departments.
Gap analysis
Opportunities for the company: Open communication within the company would lead it to prepare for better strategies. The bonding among the employees is strong which would create an opportunity for the company.
Problems faced by the company: The Company is not consistent regarding the development. The workload of the marketing strategy is too much and is required to be distributed properly.
| The desired future state of the company |
The current state of the company |
Gaps |
- Stronger grip in the industry
- Employee sustainability
- Improved policies and procedures
- Customer loyalty
|
- Open communication
- Transparent environment
- Policies to improve performance
- Implementation of marketing strategy
|
- The company is using the Data Protection Policy for the safety of its employees. The company is required to provide with technology and use applications which would secure the employee data. Using cloud computing technology, the company would be able to improve the security measures of both employees and customers along with company data.
- The marketing policies could be modified and simplified to reduce confusion among the employees. The Marketing Managers and Human Resource Managers are to be held responsible for the development of the marketing strategy.
- Training is to be provided to the employees for reducing the mistakes among the employees regarding their roles and responsibilities.
- Encouraging employees for further improvement in organisational performance. As per the ideas of Mikkelsen, Jacobsen & Andersen (2017), it can be stated that through employee motivation, organisations would be able to achieve greater performing methods.
|
Recommendations
- The company needs to focus on marketing strategies and develop methods to reduce the workload of the employees.
- The feedback of the employees’ and customers’ are required to be taken under consideration for further development.
- The company must take note of the safety measures of the employees and use cloud computing applications for stronger security.
|
MINUTES
|
|
Item |
Discussion |
Action Points |
| 1 |
Stronger grip in the industry |
By maintaining the performance of the employees |
Training |
| 2 |
Customer loyalty |
Improving the quality of services is necessary for consumer loyalty |
Service quality improvement |
| 3 |
Employee safety |
Securing employee data is necessary |
By installing cloud computing devices and applications |
| 4 |
Marketing strategy |
Improved marketing strategy help in improving the company’s promotions |
By implementing effective ideas for marketing strategies |
| 5 |
Summary of Action Points |
The company would be able to improve its overall performance and would be able to change the organisational culture for a better cause. |
Task 3: Change Management strategy
In order to remain competitive, companies or organisations need to evolve and adapt to the ever-changing business environment. Organisational change in the context of an organisation can be disruptive such as – affecting employees, executives and the success of the organisation holistically. Clearly, most of the companies are not effective to change management. According to Butt et al. (2016), successful change needs to take into consideration each and every aspect of the company ranging from company culture to the executives to the staffs who work part-time and everyone else. There are multiple techniques which are essential for the implementation of change management that can be utilised by companies by adopting them before considering the implementation of it. Some of the several change management strategies are as follows:
- Propose incentives
- Exercise authority
- Redefining cultural values
- Recruit champions of change
- Shift the burden
- Start at the Top (Dana et al. 2016)
- Value the process of feedback
- Define change
- Simplify regularly
- The change should not just remain a digit
- Implementation of formal programs of recognition
- Continue the flow of communication
Successful implementation of change management can benefit an organisation tremendously and holds the potential to enhance the service capability of an organisation which are as follows:
- Helps in aligning resources with the organisation
- Allow assessing the impact of change in the overall organisation
- Helps in planning effective strategies of communication
- Enhances morale, quality of work and productivity (Erb et al. 2017)
- Improves coordination, cooperation and promotes collaboration
- Personal gain/loss to individuals can be addressed and acknowledged
- Change management reduces disruptive aspects
- Provides staff and management support for any concerns regarding changes
- Managed change can help in minimizing the resistance to changes
Furthermore, careful planning can lead to the successful implementation of the change process, which shall allow one to include particular tasks and events that are suitable for every stage. Change management also apparently ensures that every stakeholders, suppliers and customer comprehends and support the change.
Task 4: Implementing the Change Management strategy
Section 1:
a. A change has been made in the company for the employees. The company employees were required to carry security cards which would make them enter and exit the company building. However, this state would be changed from now on. The company employees would be able to enter the office premise without the cards and need to check-in using customer relationship management (CRM) applications.
(8)
To
ABC
Sir/Madam,
We are pleased to say that the company has been able to improve employee security in MMI. The company has implemented CRM applications so that the employees’ safety is secured with additional strength. The company employees previously carried security cards to enter the company premise. However, now they would be able to enter the premise easily and the issues of lost cards could are minimised.
Thank you
HR manager
c. Survey questions
Q1. Do you think the decision regarding employee security is beneficial for the company employees?
Q2. Do you think the CRM application is a good choice for the employees?
Q3. Do you think proper training is necessary for the change?
Q4. Was the previous management better than this management?
Q5. What are your views regarding the change?
| Meeting/Project name |
|
| Date of Meeting:
(MM/DD/YYYY
|
02/22/2020 |
Time: |
10.30 AM |
| Meeting Facilitator: |
Marketing Manager |
Location |
Brisbane, Australia |
Meeting Objectives
Ø To determine the change management plan of the marketing strategy
Ø To gather opinion from the management associate from the management associates of the company.
Ø To gain approval of the plan from the CEO of the enterprise.
| Meeting Agenda |
Topic |
Responsible individual |
Time |
| Determine the management plan |
CEO |
10.30 AM |
| Gather Opinion from the management associates |
Marketing Manager |
11.30 AM |
| Approval Granted: |
YES/NO |
Signature |
| CEO |
|
