Australia Post Case Study Analysis: Key Changes, Driving Factors, and Future Strategies

1Australia Post case study analysis
Running head: AUSTRALIA POST CASE STUDY ANALYSIS
Australia Post case study analysis
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2Australia Post case study analysis
Abstract
This report provides an analysis of the key changes and reforms implemented by
Australia Post. It discusses the driving factors that contributed to the reforms, the people
development strategies implemented by Australian Post to overcome any resistance to change
and the way Australia Post has aligned its future strategies to manage change and innovation to
lead in the global business environment.

3Australia Post case study analysis
Contents
Introduction......................................................................................................................................4
First: The key changes and reforms implemented by Australia Post..............................................4
1.1 Approaches and models of change management...................................................................4
1.2 Australia Post future ready strategy......................................................................................5
Second: The driving factors that contributed to the reforms...........................................................6
2.1 The major changes implemented under the Future Ready strategy.......................................6
2.2 Change drivers.......................................................................................................................7
2.3 The future growth...................................................................................................................7
Third: People development strategies implemented by Australian Post to overcome resistance to
change..............................................................................................................................................8
3.1 Employees development.........................................................................................................8
Fourth: Australia Post alignment of its future strategies to manage change and innovation to lead
in the global business environment..................................................................................................9
4.1 Business modernization........................................................................................................10
4.2 Community...........................................................................................................................10
4.3 Environmental commitment.................................................................................................10
Fifth: lessons learned from the Australia Post case study analysis...............................................10
Conclusions....................................................................................................................................11
References......................................................................................................................................12

4Australia Post case study analysis
Introduction
The environmental dynamism for organizations takes place in the local and global
markets as well. Change is constant for all organization types who are required to change their
strategies continuously to adapt to the new updates. Change faces resistance from the employees
and requires a great support from the top and middle management in order to succeed in
achieving the desired goals (Imran et al., 2017; Khan, Nawaz, & Khan, 2016).
The following section provides an analysis of the change strategy implemented by
Australia Post to modernize its business and generate profits after years of accumulated losses.
First: The key changes and reforms implemented by Australia Post
1.1 Approaches and models of change management
There are many approaches to change management, the two best-known are the Levin
change management model and Morgan organizational metaphors. Levin’s model consists of
three steps of management: unfreeze, move towards the desired goal and refreeze. In the
unfreeze stage the goals of change are set, efforts are made to decrease the resistance against
change and all of the capabilities are directed to change. During the second stage, proper changes
are made through making the appropriate actions. The last stage requires implementing changes
and creating a new reward system. The Morgan organizational metaphors assume that the
organization could be considered as a machine, living organism, brain, culture, system, psychic
prison and system of change and flux (Bukłaha, 2014).
Also, the Kotter (1996) change model, as cited in Rajan and Ganesan (2017), assumes
that the change implementation process goes through eight steps. It starts with establishing a
sense of urgency, then the organization creates a guiding coalition, then the innovative vision and