BSBINN601B Manage Organisational Change Assignment

BSBINN601B Manage Organisational Change Assignment

BSBINN601B Manage Organisational Change Assignment

Introduction

This part of the assessment is related to the implementation of the Change Management Strategy. As per the given scenario, the communication plan is revised for more effective results and it is been delivered to the employees in the form of the information session. The survey is also conducted to know how the organisation, Fast Track Courier Services can remove the barriers and bring the change.

BSBINN601B Manage Organisational Change Assignment

Survey for Employee Satisfaction

This survey is conducted to consider the opinion of the employees for the satisfaction of employees. Please answer the following questions:

1. Is the training given to you was sufficient and adequate to your role and responsibilities?

Completely True

Partially True

Neutral

Partially false

Completely false

2. Are the roles and responsibilities made clear to you?

Completely True
Partially True
Neutral
Partially false
Completely false

3. Do you trust the change management process and management of the Fast Track courier Services?

Yes

No

Maybe

4. The performance of the employees is fairly measured in Fast Track courier Services.

Highly agree

Agree

Neutral

Disagree

Highly disagree

5. The company has adequate leadership which inspires the team and provides confidence.

Highly agree
Agree
Neutral
Disagree
Highly disagree

6. The communication between different parties is clear and takes place from both the ends.

Highly agree
Agree
Neutral
Disagree
Highly disagree

7. The procedures of the company are clear and effective

Highly agree
Agree
Neutral
Disagree
Highly disagree

8. Good performance and efforts are recognised by the company.

Highly agree
Agree
Neutral
Disagree
Highly disagree

9. Individual differences are valued in fast Track Courier Services and are appreciated.

Highly agree

Agree

Neutral

Disagree

Highly disagree

10. The company encourages teamwork and promote the good performing teams and employees.

Highly agree
Agree
Neutral
Disagree
Highly disagree

(Popovic, et. al., 2015)

Discussion of results of survey

Questions/ options

Completely True

 

Partially True

 

Neutral

 

Partially false

 

Completely false

 

1.

10%

15%

25%

30%

20%

2.

15%

20%

15%

25%

25%

Questions/ options

Yes

 

No

 

Maybe

 

-

-

3.

25%

55%

20%

-

-

Questions/ options

Highly agree

 

Agree

 

Neutral

 

Disagree

 

Highly disagree

 

4.

5%

10%

20%

35%

30%

5.

10%

5%

20%

45%

20%

6.

20%

25%

15%

25%

15%

7.

10%

25%

15%

25%

25%

8.

15%

20%

15%

40%

10%

9.

20%

20%

20%

15%

25%

10.

5%

10%

25%

25%

35%

The results of the survey given above are discussed with the union representative so that he can assist in revising the change management communications strategy.

It is clearly shown from the results of the survey that the staff and employees are not happy with the training and learning gave to them. They do not feel that the roles and responsibilities are made clear to them. Only 25% of the employees trust the change management process of the company. Most of the employees do not feel motivated as they feel that their performance is not measured properly and their efforts are not recognised in the company. The survey results show that the communication is not effective which leads to the ineffective team performance.

Revised Communication Plan

The existing communication plan is been revised in order to gain trust and acceptance of change from the employees.

Audience

Key Message (with strategic elements)

When

Communication method

Person responsible

Risk (if not implemented)

HR manager

Knowledge of change management process and what skills are required for the employees.

9 am–11 am, start from 1 July 2012.

It should be conducted monthly

Emails, personal meetings and face to face

Face-to-face training in office premises.

The project manager and the consultant

Lack of trust and interest in the business

Trucking/ operational manager

Change management strategy – duties of trucking manager and how the drivers can adapt to change.

11.30 am– 12.30 pm, 1 July 2012.

It should be conducted weekly.

 

Email is done to invite and Face-to-face meetings are done for better understanding. Manuals are provided for instructions.

HR manager and head of the trucking department.

Lack of knowledge and information.

Management team

Change management strategy – duties of HR manager.

It is to be communicated that how teams should be managed to achieve goals

2 pm–3 pm, 1 July 2012.

The meetings should be conducted at least twice in a month.

Emails, face to face meetings, official chat applications, video conferencing and online mediums are used.

HR manager and respective department managers.

Lack of team spirit and motivation to workers

Trucking team

The key message should be the components which impact the trucking team of the company.

They need training and development programs to use updated technologies like GPS/ PDA.

They need to understand the adaptation to change.

The driver team need to be motivated enough to trust on the future plans of the company

 

9 am–12 am, 4 July 2012.

This should be conducted weekly for effective communication

Email and learning modules.

Classroom learning is necessary for teaching the usage of technological tools.

 

HR manager, project manager and the respective operational manager.

Resistance to change, delay in delivery or non-effective services which lead to increase in costs.

Sales team

Change management strategy summary.

Benefits to the organisation. How  they can contribute to the increase in the sales of company

11 am–11.30 am, 4 July 2012.

Monthly training programmes should be conducted

Face-to-face (office training room) and online modules can be provided.

Sales manager to run team meeting and project manager

Lack of skills to increase sales.

Office team: Accountant; Administrative support person

Change management strategy summary.

Benefits to the organisation.

11.30 am–12 pm, 4 July 2012.

Monthly communication and training.

Face-to-face (office training room) and classroom training (monthly)

Office manager to run team meeting and project manager

Lack of control and administration.

Truckers

(All other employees to receive brief summary only)

Request for feedback.

Request for opinions for improvement

Three weeks post-training.

Opinions are requested so that improvement can be made

Feedback survey on ten dimensions of employee satisfaction.

 

New CM consultant to design and implement.

HR Manager to research benchmarking.

Project manager of change management.

Lack of improvement.

(Jha, 2010)

Information session to discuss creative techniques, activities and tactics which will be used to gain trust and acceptance from the employees

As per Rideout & Rewers (2010), it is significant to maintain trust on the employees when the organisations seek for the change in the business environment.  It helps business in identifying the opportunities which improve the performance of the organisation. T reduces the costs and boosts the productivity of the business which helps in gaining competitive advantage. There are some techniques, activities and steps which should be taken by Fast Track Courier Services Pvt Ltd. to gain trust and acceptance from the employees so that they can implement the changes without any resistance from the employees. These are the steps for the same:

 Hold a meeting: To create a positive environment and support from the employees, the company should, first of all, build a relationship of mutual trust with the employees. It can be done by conducting meetings on regular basis and involving the employees in the decision-making of the company.

Get mutual agreement: The second step is to get mutually agreed on the terms. Various alternatives are explored and discussed to find out the best one among the various alternatives. Various techniques to develop mutual trust and to bring change can be clear and straight communication, transparency in the organisation, accountability to the workers, the culture of respect to others, to give priority to the commitments, etc. These can be used to empower the employees and build trust on the organisation. It ultimately helps the organisation to bring change (Tamilarasu, 2012).

Select one alternative: among many, select one alternative which suits best in completing the goals of the company.

Implement the strategies: the alternative selected should be implemented for bringing the change.

Take feedback: to understand whether the strategies are working properly, feedback is taken from the employees. It helps in making improvements (Graham- Leviss, 2011).

Conclusion

It can be concluded that to implement change in the organisation, Fast Track Courier Services has implemented strategies which failed due to an unsuccessful implementation. IT is then reviewed again with the help of employee feedback through survey and then certain steps are taken which could improve the same. It will help the company in achieving its goals and objectives i.e. acceptance of employees for change process in the company.

References

Graham- Leviss, K., “Seven Steps to Coaching Your Employees to Success”, Entrepreneur India.

Jha, S. & Books24x7, I. 2010, The project manager's communication toolkit, CRC Press, Taylor & Francis, Boca Raton, FL.

Popovic, B., Maletic, R. & Paunovic, T. 2015, "Employee Satisfaction Survey in Function of Business Improvement", Management - Journal for theory and practice of management, vol. 20, no. 76, pp. 31-40.

Rideout, B. & Rewers, A., 2010, “Leading Change While Building Employee Trust”, Process Excellence Network.

Tamilarasu, V. 2012, "Change Management", International Journal of Management Prudence, vol. 4, no. 2, pp. 26