Case study of Bakersfield University

MANAGING PEOPLE AND TRANSFORMATION
Case study of “Bakersfield University ”
1

Title: Performance management: a change in Bakersfield University
INTRODUCTION
Performance management and Change management are the areas
that affect the organizational effectiveness. Change at the workplace lead to
continuous improvement in services (Sahu, 2009). The present report is
based on the case study of case ‘Bakersfield University’ that helps in
understanding motivation, change and performance management in an
employee relations context. According to the case, Bakersfield University is
aiming at implementing changes into performance management system so
that effective services can be delivered to the customers within tight budget
constraints.
This report is going to answer the question how the changes in the
performance management system sit within a high performance work
system and how can it enhances individual and organisational performance.
Furthermore, this study explains the sociological and psychological
approaches to the effective performance of people at work along with the
key contribution of key human resource in implementing effective change
and enhanced performance. The role of leadership in respect with the
‘Bakersfield University’ case has been explained while recommending
various methods to motivate employees and their implications to business
performance.
Main body
Changes management leaded by introducing performance management
system
According to the given case scenario in respect with Bakersfield
University, it has been evident that the management is in the process of
change so that customers can be provided with effective services. This
performance management system aimed at enhancing the performance of
2

staff (Dieleman and et.al., 2006). The new performance management system
can be seen as a change at the workplace. However, many of members can
resist this change. This is as the given changes may led to an impeachment
on their academic freedom. Some also perceived the new system as the one
that put control over the employees (Rao, 2004). A few also felt that the
management did not trust their work and hence brought this system within
the organization.
Some employees were of the opinion that change will improve
strategic, commercial and operational outcomes. It will help in motivating
people to improve the performance but, it can also reduce the ability to
engage and manage high and low performers in various departments of
university. The major issue arises in the organization was of pressure of
work. It was too difficult to motivate the staff through tradition a
performance appraisal method which is promotion. Nonetheless, the
organization was trying to recognise the good work of staff by promotions,
nut it was not enough so the university has decided to introduce a
performance management system that can enhances staff performance
(Varma, 2008). The responses of staff at Bakersfield University’ have found
mixed in which various departments were confused how this will be handled
in the different departments. Some of department who have experienced
this kind of performance system were excited for it. These staff member
were enthusiastic about the appraisal that are going to be done in a different
way, however some of them were against to this performance management
system as they believe it as impinging on academic freedom. It has also
been witnessed that the reaction of staff to this change were mixed.
Furthermore, their behaviours towards this performance system
depends on their past employment experience as well as to the length of
time employed by the mentioned university. However, it could be said that
the staff member were resistant and sceptical. From the analysis of change
3

management in Bakersfield University that is going to be implemented
through effective performance management system, it could be said that the
management has to convince the employed at each department of university
with the benefits of this performance management system. In addition to
this, the system will have to be more sense for talent-dependent business
such as educational sector. From an in-depth literature, it has been
witnessed that performance management system is implemented at the
workplace as change in the organization so that continuous improvements in
the organizational performance can be made. The current appraisal System
of Bakersfield University is traditional that includes promotions however,
there is lack of employee engagement nor high performance hence, they are
required to change the system so that effective change management system
can be implemented for improving performance of staff.
The management team at Bakersfield University can further adopt
many models of change management such as adkar, kotler and lewin. As per
ADKAR model, management of Bakersfield University will create awareness
among employees towards the process and need of change in the very first
step. Then comes the step of desire where employee of the university will be
made to participate in and support the process of change in existing
peorfmance management system ("ADKAR" - a model for change
management, 2015). The next step will be informing all the employees as
well as management about what the change looks like. Then comes the
ability to implement the change on a day-to-day basis. This will help the
employees to get accustomed with the new changes through a proper
support, direction and guidance OF Management. Reinforcement is the last
step where the need is to keep the change in place.
4