Case Study Analysis: Implementing Change in GovServ

Case study analysis 0
Case study
analysis
GovServ
Student’s Name
6/25/2019

Case study analysis 1
Introduction
Due to the complexities in the business environment, it becomes imperative for the
organization to implement change and sustain the competitive advantage of the business. The
concept of change involves modifying, reviewing and innovating the structures of the
organization in response to the internal and the external pressures. The drivers for the change
include the changes in the technology, environment, taste and the preferences of the
customers and the internal pressures such as resources, dissatisfaction among the employees
and the capabilities of the employees (Hayes, 2018). The report will reflect upon the analysis
of the case study, the reasons for change and the barriers faced by the organization in the
implementation of change. It will also cover the application of the change management
models.
Problem Identification
The case study reflects the qualities of Belinda Anderson who is the CEO of GovServ and the
changes undertaken by her. She focused on changing the present organizational culture when
the government decided to commercialize its business enterprise. In response to the above
decision, she focused on recruiting the employees who focus on making money and is
performance oriented. She replaced the employees from the departments and those who were
not ready to accept the challenges were removed with a little notice. The employees feel
dissatisfied and did not trust her. This created a lack of communication and the absence of
teamwork. In response to the development of new vision, she hired new IT manager .i.e.
Phillip.
As a new IT manager Philipanalyzed the team members and realized that the members were
not performing well and the members were dismissive and did not trust their manager. He

Case study analysis 2
realized that the employees were not interacting with him and nor among themselves. They
were highly demoralized and left the hope of accomplishing goals. The lack of committed
employees and distrust of employees towards their manager created difficulty in the
performance of the task and a major problem for Philip to work collectively towards the
achievement of the common goal (Cameron and Green, 2015)
It was analyzed that the actions of Belinda Anderson created dissatisfaction among the
employees. The employee's loose trust in their CEO and has the fear of losing the job. Philip
realized that his team has a bad reputation and the uncertain departure of its members created
frustration among the employees. This, in turn, created difficulty in securing the budget for
the improvements in the department (Appelbaum et al, 2018).
Reasons for change
From the case, it is analyzed that the implementation of change is vital for the organization to
make its business commercially viable and to improve the operations of the business. It is
analyzed that the employees are highly dissatisfied due to the actions of the leader and has
resulted in the bad reputation of the team. The negative attitudes and demoralizing comments
of the users created dissatisfaction among the team members and developed the need to
implement change to satisfy the employees and enhance the performance.
It is analyzed that Belinda Anderson did not behave well with the employees and removed
them with little notice. It assigned challenging jobs and focused on shifting the organizational
culture. Such actions created resistance of the employees to perform and be committed
towards the actions and hence developed the need to implement change in the organization
(Ruck, Welch and Menara, 2017).