Organizational Change and Development

This assignment delves into the complexities of organizational change within a company undergoing technological advancements. It examines the issues arising from incorporating new technology, including potential resistance from employees and the need for additional compensation. The role of organizational development in facilitating successful change is emphasized, highlighting its impact on communication, employee engagement, product innovation, and overall organizational effectiveness.

Running Head: Organizational Development
Organizational Development

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Contents
Part –A.............................................................................................................................................2
Identification Problems in the organization.................................................................................2
Part -B..............................................................................................................................................2
The major sources of resistance to change in the organization...................................................2
Strategies to deal with the resistance by the workers..................................................................4
Communication........................................................................................................................4
Timing of the changes.............................................................................................................5
Training facility to workers.....................................................................................................5
Role of leadership in the case study............................................................................................5
Part -C..............................................................................................................................................6
Summary of the key problems.....................................................................................................6
Role of organizational development............................................................................................6
References........................................................................................................................................8

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Part –A
Identification Problems in the organization
In the case study, there are blend of problems related to the primary culture, technological and
structural. The case study shows that the publicly owned company wants to bring the changes
because they know that the implementation of the technology brings quality in the services and
lead to the customer experience. Changes in the technology will affect the working practice of
the employees. There are in total 500 employees, that include average rate of employees is 48
years. The level of education of the representatives comprise of 10% holds PG degree, 25% are
graduated and 60% have upper optional instruction and rest 5% finished 6-year essential
instruction. The way of life contrasts in the association prompt the issue. The workers who have
done PG might understand expect that they will get the promotion. The structure of the company
disagrees with this kind of promotion and this may lead to the discrimination. The structure of
the company is rigid and the promotion is based on the seniority and the years of the service.
Part -B
The major sources of resistance to change in the organization
The case study talks about the resistance to the changes by the employees. Employees are assets
for the organization and they play a vital role in the organization. Resistance can take place in the
organization due to many reasons (Webster, 2014).
 Technology change will make issues for the workers who didn't perform well in the
association. Innovation will empower execution administration and objective setting in

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the association. There are numerous workers in the association that did not perform well
in the association and later they gave a defence for their conduct by rebuking different
offices for the deferral and wasteful aspects. Employee's performance in the organization
plays a vital role in achieving the goals and objectives of the company. With the
development of the new innovation, organization can check the performance of the
employees without any effort. This will move toward becoming issues of the workers
who didn't perform well (Lorenzi, & Rfiley, 2013).
 The new and upgraded system in the organization may lead to the confusion along with
the stress for the employees in the organization. Though, some educated employees in the
organization believe that new technology change can bring positive change in an
organisation (Olins, 2017). These employees in the organization are not supporting and
not taking a stand in the organization due to the lack of the confidence. The
understanding of employees related to the technology is lacking behind that is the reason
they are not able to identify the usage of the technology (Allen, 2015). The younger
employees were friendly with the new technology due to which the senior most
employees were afraid of losing the face in front of the juniors.
 Lack of the trust between the employees and the management. The change history of the
company was quite poor, though the company appointed the consultant who can try to
bring the changes in the company. In the history, when company appointed consultant;
the new administration came into the existence. The new administration said that they are
looking to bring new changes in the company but due to the lack of trust, the changes
didn't take place (Mone, & London, 2014). Since that time the employees and
administration of the company are dealing with the trust issues.

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 Generally, the role of the union in the organization is to create a smooth working process
in the organization. Though, in the case study, the role played by the organization union
was not justified. The union took a step against the changes related to the new
technology. They also got involved in the argument with the company for the extra pay.
The union members said that there might be some of the other benefits of the technology
to the employees but for using the technology employees of the company should be
awarded the incentives. The amount of incentive should be paid to the employees along
with the incentives (Thorhallsson, 2017). Due to a number of incentives, there will be a
rise in the salary of the employees that is the reason workers of the company supported a
union. The result of the argument was not in the favor of the employee that ultimately
means the top management of the company denied for the extra amount.
Strategies to deal with the resistance by the workers
The organization is facing resistance that can be resolved by the company by applying strategies
in the company. According to me, below-given strategies will help the top administration to deal
with the workers.
Communication
Communication plays a vital and essential role in the working of the organization. A proper
communication among the workers and the top administration may resolve the problem of the
resistance. The top should try to communicate the benefits of the used of the technology in
working for the achievement of the personal as well as organization goals (Broadbent, 2013).
Personal development of the workers will take place if the workers of the company agreed to
implement the technology. Technology is helpful in enhancing the productivity and efficiency of
the workers of the company. Efficiency in the work brings the quality, quality lead to the

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customer satisfaction which results in the decline in the regular arguments between the workers
and the employees.
Timing of the changes
The organization should choose the correct timing of the changes. In the case study, the history
of the company shows that was the correct time for bringing the changes in the organization.
Gradually changes in the organization can make the workers habitual of adapting the changes.
This strategy will reduce the resistance of the employees towards the changes (Miller, & Skinner,
2015).
Training facility to workers
The case study shows that top administration is not ready for investing the amount on the
training facility that is the reason they decided to accomplish the on-job training. Though, this
shows that the management is ignoring the demand of the employees. There is need to
understand the requirement of the employees (Jehanzeb, Rasheed, & Rasheed, 2013). Training
will encourage the workers of the organization to accept the changes and work hard to make it
beneficial.
Role of leadership in the case study
Leader's role is a most important role for an organization. The role of leader or superior in the
case study is to communicate the right thing to the employees. The leader is the one to whom the
top administration communicated first that they bring the technological change in the
organization. The supervisor is one who communicated further about the decision to the
employees. The leader knows how to communicate the information to the employees. The case
study shows that lack of education is one of the reasons behind the resistance to the changes by

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the supervisors. The supervisors of the company are not friendly with the new system that is the
reason in some department showed how to use the new system. This made the leader feel
uncomfortable in asking any problem related to the new system. The role of the leader is to
influence the representatives to comprehend that these progressions will bring advancement and
new open doors for the business. However, for the situation think about the pioneers don't know
about the utilization of the innovation however they can empower the dynamic cooperation of
the representatives. Pioneers ought to pose the inquiry on the off chance that they discover an
issue.
Part -C
Summary of the key problems
This case study is based on the changes that are taking place in the company. The company is
willing to bring the changes through the technology. The structure of the organization shows that
promotion is possible based on experience and age. The Top administration should accomplish
the promotion on the basis of capabilities, skills, and eligibility. The problems occur in the
organization when the union asked for the extra pay for making the use of the technology.
Though, the top management was not able to pay the extra amount.
Role of organizational development
Organizational development is the study of the successful organizational change and
performance. The purpose of the organizational development is to increase responses of
company to adapt of the changes and technological advances (Cummings, & Worley, 2014).
Technology development will help the organization to expand the business and brings the

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convenience for the employees in the working condition. Convenience in the work enhances the
efficiency and effectiveness of the workers.
Association improvement upgrades the correspondence among the representatives of the
association. A consistent change in the association influences the representatives to communicate
or share the perspectives. This will make the representatives more comfortable with the
progressions. The advancement will prompt item and administration improvement. Worker
engagement in the association will build the innovativeness and development (Northouse, 2015).
Product advancement happens by utilizing the statistical surveying, client desires, focused
investigation and so on. Technology advancement will help the association in expanding the
benefit of the organization. The benefit of the organization will rise once the association will
have the capacity to work with productivity and adequacy (Ford, 2014). This demonstrates the
association improvement could help in getting the productivity and viability the association.

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References
Allen, D. (2015). Getting things done: The art of stress-free productivity. Penguin.
Broadbent, D. E. (2013). Perception and communication. Elsevier.
Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage
learning.
Ford, J. K. (2014). Improving training effectiveness in work organizations. Psychology Press.
Jehanzeb, K., Rasheed, A., & Rasheed, M. F. (2013). Organizational commitment and turnover
intentions: Impact of employee’s training in private sector of Saudi Arabia. International
Journal of Business and Management, 8(8), 79.
Lorenzi, N. M., & Riley, R. T. (2013). Organizational aspects of health informatics: managing
technological change. Springer Science & Business Media.
Miller, G. S., & Skinner, D. J. (2015). The evolving disclosure landscape: How changes in
technology, the media, and capital markets are affecting disclosure. Journal of
Accounting Research, 53(2), 221-239.
Mone, E. M., & London, M. (2014). Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Northouse, P. G. (2015). Leadership: Theory and practice. Sage publications.
Olins, W. (2017). The new guide to identity: How to create and sustain change through
managing identity. Routledge.
Thorhallsson, B. (2017). The role of small states in the European Union. Routledge.

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Webster, J. (2014). Shaping women's work: Gender, employment and information technology.
Routledge.