Change Management Strategy for Barnacles Hotel: Impact of Unplanned Change and Planned Approaches for Organizational Development

The report discusses the impact of unplanned change on Barnacles Hotel and provides guidance for undertaking planned approaches with consideration to organizational development. It also summarizes the conflicts in change management implementation and recommended solutions.

Individual report

Executive Summary
The report has been based on case study of Barnacles and the way change management
strategy has been adopted by company. Along with this, the study has been discussed about the
impact of unplanned change on the functional unit of the company. The report has also
summarised the steps and actions that have to be adopt by Rita in order to undertake planned
changes with consideration to organizational development approach. Lastly, the conflict in
change management implementation and its recommended solutions has been summarized in the
report.

Table of Contents
Executive Summary.........................................................................................................................2
INTRODUCTION...........................................................................................................................4
Sections with theories and models...............................................................................................4
Linking practice in actions of Barnacles hotel to the models and theories outlined...................5
CONCLUSION................................................................................................................................8
Recommendation.............................................................................................................................9
REFERENCES................................................................................................................................1

INTRODUCTION
Change management and organizational development are interlinked with each other where
company is required to adopt the approaches and strategies for building high expertise change
management team for the development of people as well as organization. The present report is
based on Barnacle Bay Country House Hotel that have faced unplanned as well as emergent
changes within their hotel (Rosenbaum, More and Steane, 2018). The report will cover the
impact of unplanned and emergent approach of change management to analyse its impact over
Barnacles hotel. Further, the report will provide guidance to Rita “owner-manager of hotel” for
undertaking planned approaches along with organizational development approaches in response
to change management using appropriate theories and models. Lastly, the report will conflict
Rita might face from implementing any changes within the hotel along with the
recommendations to solve those conflicts.
Sections with theories and models
Lewin’s change management model: This is one of the model of change management which is
developed by Lurt Lewin in the year 1940. This model is still popular in the present time. As per
this model, the organizational change breaks into three steps:
 Unfreeze: In this step, the business required to decide the needs of change, analyse their
current process and communicate the need to change with the staffs.
 Change: This is the second step of change management model where company make the
changes adopting proper strategies and sections, communicate the benefits of change with
the employees and provide proper training to employee so that they can easily adapt those
changes (Locke and Latham, 2019).
 Refreeze: This is the last step of change management model, in which internalize and
institutionalize the change and adopt the actions to create sense of stability in order to
sustain the changes. In this step, the company also celebrate the success of proper change
management implementation.
Goal-setting theory of motivation and training: The goal-setting theory is a type of training
theory that helps the company HR manager to provide proper training and development session
to its employees. This is a theory developed by Locke and Latham in the year 1990. This is a

training theory which state that people and employee are able to remain more motivated and
achieve their goals if the company give them chance to choose their own goals. This theory also
states that while implementing change within the organization, the company should provide
proper training to its employees so that they can adapt those changes (Kumar 2020). The goal
setting theory provides the direction to the employee in which they need to work. It also provides
motivation and clarity in the decision-making process of company. This give sense of personal
satisfaction to employees of the business.
Modern Conflict management theory: This is also one of the type of conflict management
theory. The modern theory of conflict management considers the conflict as a natural and normal
outcome of the human interaction. This theory state that the conflict situations may leads to
generation of new ideas among the people and change within the organization. This theory state
that the conflicts should be arises among the people whenever new changes implement in the
organization and it is natural (Cameron and Green, 2019). For the resolution of conflict, it is
important that management of company should engage its staff in decision-making and change
process in order to resolve conflicts.
Linking practice in actions of Barnacles hotel to the models and theories outlined
Impact of change on hotel
There has been positive and negative impact on profitability of business of Barnacles and
due to that it has to come up with innovative idea Along with this, while keeping in the mind
Brexit and Pandemic owner of the company has taken strategic decision for substantial funding
from bank so that it can invest in developing the infrastructure of hotel (Sarnovsky and Surma,
2018). Moreover, furniture of the organization has also been changed by the owner which has
given new look to hotel and helped in attracting customer. Thus, these were positive impact of
change Barnacles has faced. However, some of the negative impact was that staff has faced due
to changes made in hotel like there were slack of time by staff such as full time employees used
to be very active for few hours when their sector is busy. They used to rest or waste time a lot of
time during pandemic and due to that there were lot of complaint recorded by customer
regarding delay and bad service.

Although the company face issues such of understaff at time of holidays and due to that
there is long queues developed at reception. Thus, much freedom given to worker has lead on
negative impact on the functional unit of the organization. Furthermore, another issues faced by
Barnacles is that there has been complaint regarding uncleanness and healthy safety concern is
not being followed as guest has not be given proper precaution kit of COVID – 19 (Nojavan,
Salehi and Omidvar, 2018). Even the guest has been severed wrong order and due to that there
has been poor customer satisfaction that has led to downfall in profitability of firm. Thus, in
order to deal with all the change owner of Barnacles has hire HR team as it do not want to
dissatisfy their employees and want to increase their growth in the market.
Moreover, the company is making use of Lewin change model such as owner of Barnacles has
first identified the changes that has happened due to external factor like pandemic and the way it
will be impacting on profitability of firm (McKimm and Jones, 2018). After identifying the
change, the owner of hotel has find out the solution for dealing with the changes such as in order
to attract customer it has change the menu and infrastructure of company. Moreover, there was
some challenges that has been faced by organization due to applying new strategies so for that
owner of the organization has hire HR team that will be able to manage their employees and
develop tactics that will be helpful in maximizing profit of company.
Guidance to Rita
Planned approach to change is a type of change management which state that planned
changes is basically arises within the organization due to failure of employee or people creation
of continuous adaptive organization. In the case of Barnacles hotel, it is identified that the
planned changes need to be implemented by the Rita is because of the various staffing issues
such as too much slack time, understaffing, lack of standard of cleanliness, health and safety
measures, poor customer service etc. Thus, in order to undertake a planned approach to change
with consideration to organizational development change, the following practices
implementation are guided and advised to Rita:
 Training and development: This is one of the business practice that have to be adopted
by Barnacles hotel in order to develop and implement planned changes (Hussain and
et.al., 2018). For this, it is guided to Rita that they should provide proper training and
development to its employee in regular interval that they can learn new skills especially

time management in order to update themselves and adapt changes. As per goal setting
theory, training helps enhancing personal satisfaction level and motivation among
employee.
 Communicate frequently and openly: Further, it is also advisable to Rita that they
should communicate the need of changes and what actions the employee need to take to
keep themselves adaptable to changes. The effective, frequent and open communication
of planned changes with the employee as per Lewis change management model helps the
employee to adapt changes. This also leads to the organizational development.
 Employee engagement and 360-degree feedback: The engagement of employee and
360-degree feedback is the organizational development approach with the help of which
Rita able to undertake and implement planned changes within Barnacles hotel (Hussain
and et.al., 2018). In this, Rita need to involve the employee in the change management
process as well as conduct feedback sessions to identify the employee issue. This helps
Rita to retain its talented employee within the business.
 Forming Dynamic culture: The dynamic culture formation is also one of the business
practice that help Barnacles hotel owner Rita to implement changes such as Brexit and
Pandemic. For this, it is advisable to the owner of Barnacles hotel that they should
arrange various formal, informal meetings, parties, get-together in order to give time to
employee to understand their issues.
 Hiring more local staffs: This is also one of the business practice that have to be adopt
by Rita for the implementation of change and solving the issue of understaff etc. Here,
the company should provide more employment opportunities to local people. As per the
theory of Lewis change management model, changing business culture and structure as
per the external environment needs is one of the best practice and approach of
organizational development (Fernandez and et.al., 2019).
Conflicts Rita might face from implementing changes:
In order to implement the above mentioned planned changes within Barnacles hotel because
of the various issues faced by company such as staffing issue, Pandemic, local competition etc.,
Rita “owner of Barnacles hotel might face the following conflicts:

 Employee resistance: As per the modern conflict management theory, the employee
resistance is the common conflict that businesses might face while implementing new
changes. For example, in the case of Barnacles hotel, while implementing changes such
as health spa, leisure club etc. the employer will provide training to them. But in case if
people do not like change and learn new skills than this will create difficulty for the
company to implement change within the organization. Thus, employee resistance is one
of the biggest conflicts that affect the change management implementation with
Barnacles hotel (Grosse, 2021).
 Communication issues: The lack of communication with the employee regarding the
need of change in the business is also one of the conflict that affect the change
management implementation within Barnacles hotel. For example, not enough channel of
communication, failure to keep all employee informed of new local competitor Peacock
Hall etc.
 Implementing new technologies: Lastly, one of the major conflict that might face by
Rita during the implementation of change is new technologies. For example, Barnacles
hotel are going to introduce various new services and introduce areas in their hotel in
order to attract customer (Ianoş and et.al., 2019). Further, to solve the issue of customer
of late service the hotel has decided to implement technology which require high funds.
This became conflict for the company because the implementation of new technologies
within Barnacles hotel require high financing and fundraising.
CONCLUSION
From the above report it has been concluded that change management is known as
systematic approach that deals with strategy which helps in transforming weakness into strength
so that goals can be achieved in limited frame of time. The study has summarized about the
impact of unplanned change that has been faced by organization and the ways it has dealt with it.
Moreover, it has also thrown light on conflicts that has been faced by company as well as
strategy which has been used by firm.

Recommendation
On the basis of above analysis of Barnacles hotel planned change implementations strategies
and conflicts the hotel owner may face while implementing changes. For this, the following
actions is recommended to Rita “owner of Barnacles hotel” for dealing with those conflicts are
as follows:
 Firstly, it is recommended to Rita that they should provide training and recognition to
their staff so that they can learn and adapt changes with its full potential and interest
(Grosse, 2021). The recognition also motivated the employee to work harder and remain
with the company.
 Further, it is also recommendable to the management of Barnacles hotel that they should
provide respect to its employee so that they cannot quite the job even the entry of new
local competitor Peacock hall. The respect is one of the best way with the help of which
the hotel able to implement change management without any conflicts and issue from the
employee side.
 Lastly, it is recommended to Rita that they should provide various communication
platform to their employee if they really want to implement change without any issue.
For this, it is recommended to hotel owner that they should implement communication
channel such as Email, Intranet, Mail (Hussain and et.al., 2018). The hotel should also
engage its employee in the change process to solve the conflict of change management
implementation.

REFERENCES
Books and journals
Cameron, E. and Green, M., 2019. Making sense of change management: A complete guide to
the models, tools and techniques of organizational change. Kogan Page Publishers.
Fernandez, M. E. and et.al., 2019. Implementation mapping: using intervention mapping to
develop implementation strategies. Frontiers in public health. 7. p.158.
Grosse, H., 2021. CONFLICTS AND ALTERNATIVE SOLUTIONS: HOW HOSTILITIES
OBSTRUCT ALTERNATIVE SOLUTIONS. In THIRTY-FOURTH ANNUAL
CONFERENCE (p. 637).
Hussain, S. T. and et.al., 2018. Kurt Lewin's change model: A critical review of the role of
leadership and employee involvement in organizational change. Journal of Innovation &
Knowledge. 3(3). pp.123-127.
Ianoş, I. and et.al., 2019. Inadequate risk management and excessive response to flood disaster
create unexpected land use changes and potential local conflicts. Land Use Policy. 88.
p.104081.
Kumar, S., 2020. Relevance of Buddhist Philosophy in Modern Management
Theory. Psychology and Education. 58(2). pp.2104-2111.
Locke, E. A. and Latham, G. P., 2019. The development of goal setting theory: A half century
retrospective. Motivation Science. 5(2). p.93.
McKimm, J. and Jones, P. K., 2018. Twelve tips for applying change models to curriculum
design, development and delivery. Medical teacher. 40(5). pp.520-526.
Nojavan, M., Salehi, E. and Omidvar, B., 2018. Conceptual change of disaster management
models: A thematic analysis. Jàmbá: Journal of Disaster Risk Studies. 10(1). pp.1-11.
Rosenbaum, D., More, E. and Steane, P., 2018. Planned organisational change management:
Forward to the past? An exploratory literature review. Journal of Organizational Change
Management.
Sarnovsky, M. and Surma, J., 2018. Predictive models for support of incident management
process in IT service management. Acta Electrotechnica et Informatica. 18(1). pp.57-62.
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