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BSBINN601 Lead and Manage Organisational Change Proof Reading Service
Lonsdale fitness is the fitness club that needs to be registered in Fitness Australia Club Operator Member. Lonsdale fitness alos wants to ensure that all the trainers under their company are registered and trained with the appropriate degrees or diplomas required to be trainer. These code of conduct is required to be maintained by every fitness Centre in order to be authorized by the Australian Fitness Club. (Czichos, 2014) The strategic goals of the company states that the Lonsdale fitness wants to implement the changes in the centre so as to maintain the standardized code of conduct and to be registered in the Fitness Australia Club Operator Member. Change management requires the company to make the strategic change management plan that is discussed below in detail.
The fitness Centre has hired the project manager in the company in order to develop the plan for the change management and to manage all the activities of the plan accordingly. The project manager has the responsibility such as developing the plan along with the change objectives, the strategies to conduct those activities and plan has alos been de eloped by the project manager and he alos has the responsibility of aligning all the activities in such a way that the change has been implemented properly.
The objectives of the change management project for Lonsdale Fitness are:
1.Qualified trainers: The fitness centre needs to ensure that the trainers hired for the fitness centre should have the basic qualification according to the standards of theFitness Australia Club.(Professionalhub.fitness.org.au, 2017)
2.Change in the code of conduct: Some of the changes have been made in the fitness centre according to the code of conduct of the standards of Australian Fitness Club.
3.Achieving the membership of Australian Fitness Club: This is the major objective of the Lonsdale fitness to achieve the membership from the Australian Fitness club.
Change objectives and principles:
Implementation of the change in Lonsdale Fitness is very difficult as many restriction may occur at the time of implementing the change. The change is required in different fields and areas that are discussed below:
1.Training: The first change objective that has been developed by the change mangers is provision of training to the trainers to make them professionals. This is because some of the trainers at the centre are not qualified by gain the knowledge from their experiences.
2.Engagement: To make the centre business effective, it is necessary to include the choices of the customers as well as the trainers in setting the standards of the fitness centre. (Green, 2009)
3.Information sharing: Information sharing is another change that needs to be implemented in the centre. Information sharing helps in updating the knowledge of all the members of the centre regarding the processes of the same.
Principles of the change:
1.Consultation: Consultation refers to the involvement of every stakeholder of the centre in the decision-making process. This is the principle that supported the change of information sharing and engagement in the organisation. Consultation with all the members of the centre helps in motivating them to work effectively as they feel as the part of the centre.
2.Timeliness: As the fitness centre has branches, it is necessary for them to be time bund for the sessions they provide to the customers. This is because some of the trainers have to provide training to the customers at different branches or sites. This made the organisation to management the time accordingly and thus implemented the change of information sharing. Every information of one branch should be shared with another so that every member of different branch ca be aware of the happenings in another branch and so that they can plan accordingly for the sessions.
Ethics is the things that needs to maintained in the organisational processes of every sector. The changes that have been made in the organisation should be such that does not ruin the ethical values of the society. Some of the ethical values that needs to be considered are confidentiality that is, the information of the customers shoule not be misused and shared to any of the other customers. (Greener and Hughes, 2006) The changes regarding the qualification should alos be ethical. Every trainer at the centre should get equal chance of acquiring the trainings by the centre. Any discrimination with regard to caste, race, colour etc. is unethical in nature.
Estimated cost and time:
Cost and time are the two elements that need to be estimated in order to make or develop the plan. The estimated budget that has been proposed by the company is $20,000 for managing the change.
Time duration to make the change
Training the trainers
Information sharing system implementation
Achieving the membership
Around $7000 for all the branches
Change plan elements:
1.Skills: The first element of the change in the case is the skills. The conduction of the training for the trainers is the change in the organisation. This change is made in order to develop the skills of the trainers working at the Lonsdale fitness.
2.Technology and system: The new system of information sharing has been installed in the company in order to facilitate the sharing of the information among the employees of the organisation and between the different branches. Information sharing helps in developing the ease of communication skills in the organisation. (Professionalhub.fitness.org.au, 2017)
3.Positions: According to the qualification and the experience, hierarchy has been made in the organisation among the trainers. This is to facilitate the management of the training sessions and the timing. The trainer at higher level handles the team of the trainers under him. This is alos a big change that has been implemented across the fitness centre.
Rationale of the change:
Changes are required by every company of every sector. This is because changes are conducted or implemented in the company for the sake of its improvement. Another big reason for making the change in the case of Lonsdale fitness is the achieve the membership of the Australian Fitness Club to achieve the membership the company has to run its functions according the standards and the code of practices given by the Australian Fitness Club. The objective of the fitness centre to match those standards act as the driver for the change in the company.
As implementing the change is the crucial process so it is very much obvious to face some of the risks and the obstacles during the implementation process of making the changes. It is very much critical to develop the change management plan considering the risks and the obstacles. The main obstacle or the risk that has been identified is the resistance of the untrained trainers of the centre who have the prior experience but are not academically trained with the qualified degrees or diploma. To achieve the membership, this is the must criterial to engage qualified trainers. The main issue was that the trainers were resisting to join the training sessions conducted by the company as well. This act as a big risk for the company. Another risk that shoule laos be considered is the resistance of customers from the change. As customers find it difficult to change their schedules according to the changes made in the processes of the fitness centre. (Pollitt, 2009)
Key stakeholder analysis:
Stakeholders can be defined as the people that are directly or indirectly associated with the organisation. In other words, any change in the organisational processes affect its stakeholders in their own way. At the time of making the changes in the organisation, it is recommended to consider the needs of the stakeholders before implementing the change or developing the change management plan. Following are some of the stakeholders of Lonsdale Fitness, who get affected by the change.
Trainers need the academic qualification of their profession and expects that the changes shoule be made for their good in terms of culture and skills
The communication style used to deliver the change among the trainer shoule be formal as well as informal
Sessions and meetings
Customer’s needs are regarding the services. Customers expect that the changes shoule be such that improves the services provided to them by the fitness trainers and the centre management.
The communication style used to deliver the information and made the discussion with the customer should be informal.
FAQ’s and questionnaires and newsletters
The needs of the shareholders from the changes implemented in the organisation would be related to the increase in returns and profits
Formal communication style shoule be used
Assessment of readiness to change:
To assess the readiness of the organisation towards change, it is mandatory to keep the records of the changes occurred in the organisation, it is alos essential to match the level of the changes made in accordance with the objective of the changes so that progress of the change level can be determined. (Rizvi and Shukla, 2009) In case of Lonsdale Fitness, it has been analysed that some of the trainers resist themselves to attend the training sessions conducted by the organisation. These restrictions or the resistance by the trainers obstruct the progress of the change implementation. Other than this it has been identified that changes have been implemented very smoothly till now.
Key change messages:
Gain for key stakeholders: The changes in the organisation allow the stakeholders to meet their requirement needs more effectively than before.
Message from stakeholders: The changes implemented in Lonsdale Fitness are the subset of innovation. Accepting the changes allow acceptance of the improvement for the company.
Main concerns of the stakeholders: The main concern of the stakeholders in terms of making the cages are the restrictions by the trainers to accept those changes and alos the resistant behaviour of the customers to adopt the changes made in the organisation. It is very difficult to match the standards if the Australian Fitness Club thus collaborated efforts are required by every member to implement the change. (Sewing Martin, 2009)
As far as the loss is concerned, it has been analysed that company is losing its brand image because of some of the changes. But it can be seen as the new development and innovation of the company and company has the chance to portray itself as the company with innovation. After implementation of the changes, the customers observe the company as the innovative brand and look forward to experience those changes.
Identify change elements:
The elements that have been included in the changes are the skills as the trainer have been given training to match the standards of the Australian Fitness Club. The need for making the changes in this sector is because of the unskilled and untrained trainers those do not have any academic degrees. Another element of the changes is the transition in the management or the hierarchy of the system as well as the information system.
Develop change plan:
Training to trainers
At the starting of implementing the change
Record keeping and certification of the trainers
Installation of information sharing system
After training the trainers
Level of information shared
Hierarchy of trainers
After their training
Achieving the membership
Last of the plan
There were different organisational barriers that have restricted the implementation of the change such as resistnace of the tarners to take the traning program. This has been resolved by encouraging them to take the certified training and to motivate them by providing the hike if they attend the traning classes and get the certificate. Another barrier like customers resistnace have been resolved or overcome by presenting the brand image of the company as the innovative company so that customers get attracted to experience that change. (Strauss and Woods, 2007)
Evaluation is the process of checking the progress and the effectiveness of the change implemented. The evaluation can be done by methods such as matching the progress with the objectives, keeping the records of the profits and observation. It needs to be circulated to all the stakeholders by different methods such as meetings, e-mails etc. (Greener and Hughes, 2006) The outcomes of the evaluation can be used to make the improvements in other process of the organisation according to deviation identified in the change management plan.
1.Czichos, R. (2014). Erfolgsfaktor Change Management. Freiburg, Mu?nchen: Haufe.
2.Green, M. (2009). Change management masterclass. London: Kogan Page.
3.Pollitt, D. (2009). Change Management. Emerald Group Publishing Limited.
4.Strauss, R. and Woods, R. (2007). One well. Toronto: Kids Can Press.
1.Sewing Martin, J. (2009). MANAGING CHANGE IN UNCERTAIN ECONOMIC TIMES. ACSM's Health & Fitness Journal, 13(5), pp.23-27.
2.Rizvi, Y. and Shukla, B. (2009). Managing Organisation Change. The International Journal of Knowledge, Culture, andChange Management: Annual Review, 9(7), pp.27-52.
3.Greener, T. and Hughes, M. (2006). Managing change before change management. Strategic Change, 15(4), pp.205-212.
1.Professionalhub.fitness.org.au. (2017). Career Centre. [online] Available at: http://professionalhub.fitness.org.au/articles/category/career-centre/27/117 [Accessed 9 Mar. 2017].