Change Management and Organisational Development: Theories, Models, and Impact on a Hotel

This article discusses change management and organizational development in the context of a hotel. It covers theories and models, the impact of unplanned changes, guidance for planned approaches, and potential conflicts. The article concludes with recommendations for successful change management.

Change Management
and Organisational
Development

Table of Contents

Introduction......................................................................................................................................1
Theories and models........................................................................................................................1
Theories and models links to the scenario.......................................................................................3
Impact of unplanned and emergent changes had on the Hotel...............................................3
Guidance to Rita for planned approach in terms of organisational development approaches4
Conflict might Rita face from implementing any changes.....................................................5
Conclusion.......................................................................................................................................5
Recommendations............................................................................................................................6
References........................................................................................................................................7

Introduction
Change management can be defined as the one of the most important aspects in every
organization. This is because it modifies the functioning and policies of the company for better
amendments and improvements in operations and management of the firm. Change management
helps in the organizational development which is referred to as the growth and expansion of the
company. This is done to upgrade its norms and work in the form of appropriate strategies for
better enhancement of the productivity of the company. It is important to adopt The change
management in an organization for organizational development and both of them comprise the
combination and dependency on each other. As per the case scenario, barnacle Bay country
house hotel is chosen which is one of the most luxurious hotel and best services provided by the
organization. But due to high competition in the market the manager of the organization who is
the Rita Clement wants to adopt the change management strategies. So that they can get the
competitive advantage in order to fight the competition in a tactical manner. Issues Organization
was facing the slack of time and lacking in cleanliness along with the low employee morale and
many more lacking in operations. Therefore, the following discussion is based on the theories
and models of change management and organizational development in context of the given
scenario of the hotel. Moreover, the impact of unplanned and emergent changes had on the hotel
are also discussed. Report also covers that what can be the guidance to Rita for planned approach
in terms of organizational development approaches. Discussion on Conflicts that Rita might face
from implementing any changes are also made with proper recommendations and conclusion
(Odor, 2018).
Theories and models
There are various theories and models which are used in the change management and
organizational development in which one of the most important and popular theories is given by
Lewin. Lewin's change management model has three stages that are unfreeze and change along
with the refreeze stages.
 The Unfreezing stage of change management model states that it is important for the
management to unfreeze their current process and produced procedures. So that the
employees can unfreeze their work and can adapt to the upcoming change in the
organization.
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 Change stage states the changing environment of an organization in which the leaders
perform their mentor ship and teach the employees how they can adopt the change in the
organization for better performance and functioning of the company.
 Refreeze stage States the refreezing changing situation of the organization where
managers and leaders again refreeze their employees in the changing environment. So
that they can easily adopt and continue functioning the job profile of a change
management as per the new policies and procedures (Rosenbaum, More and Steane,
2018).
There are various types of changes which are held in an organization as per the different
needs and requirements of the situations and circumstances faced by the managers and leaders.
 Organization wide change is one of the change found in the company. It means the
changes are adopted in order to expand the organization in a broader and wider manner
either in the form of increasing the product portfolio or services.
 Transformation change is an another change found in the company. It means that each
and every small thing to the each and every big thing are changed in the organization. It
basically includes the policies and procedures along with the norms and believes which is
followed by the culture and functioning of the organization. It is done for better
enhancement and improvements in the working of the company.
 Unplanned change is also one of the changes found in an organization. It means the
sudden change decided by the leaders and managers for the immediate responses and
outcomes.
 Planned change is also another change found in an organization. It means that everything
is pre-planned before the happening of the change when the organization has time to
respond and evaluate the outcomes. It is basically in the strategic management and in a
systematic way to plan and implement the change along with the analysis and evaluation
of it.
There are various change strategies adopted in the organization for successful change
management in the company.
 Such as it is important for the leaders and managers to take care about the planning
process of the change happening in the organization. So that the transparency can be
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maintained along with the honesty and proper communication flow between employee
and employees.
 The most important strategy is employee participation and decision making process.
 Employee engagement and satisfaction is necessary for the succession of The change
management and organizational development (Waddell, Creed, Cummings and Worley,
2019).
Theories and models links to the scenario
Impact of unplanned and emergent changes had on the Hotel
Impact of unplanned and emergent changes had on the hotel are the negative impact and
proved to be the disadvantages to the hotel.
 This is because it lacks the holistic coverage of the problems of the hotel. It means that
unplanned changes only focuses on the specific changes which are to be made in the
organisation. It ignores the other domains of the change management in the organisation.
All domains are interconnected to each other and therefore if one domain will be changed
then other domains will directly get affected.
 Unplanned changes only focus on one specific domain without caring of other domains in
the hotel. This has impacted the disadvantages to the hotels. Such as it is becoming
difficult for the employees to adapt the change on an emergent basis. This is because
every change management needs time and strategies to prepare employees that how they
can adapt to change. But emergent and unplanned changes are the immediate changes
which do not give time to the employees (Srinivas, 2020).
 It is natural that each and every employee is reluctant to adapt to the change in an
organisation. This is because of the change in the working and schedule of the
organisations which they have already become addicted to and in which they are in their
comfort zone. In such a situation unplanned changes proves negatives when employees
do not understand that how they have to operate and function in the organisation.
Therefore all the working of the organisation spoils which results in the bad image and
reputation in the customer servicing of the hotel. It ultimately lowers the goodwill of the
hotel.
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 Moreover, if the manager of the hotel wants to adopt the unplanned changes in the hotel
then she has to adopt the strategies. Strategies must be related to the implementation and
execution within the organisation. So that the management and operations can be carried
out in an effective and efficient manner. but as for the given scenario the manager of the
hotel has not implemented in the way she should perform. But took the unplanned change
in a light and easy manner. Therefore the organisation is suffering due to emergency
bases of situations and circumstances they are facing in the hotel. Not only the employees
and employers but also the customers are also facing delays in the servicing and many
more. This is the overall impact of unplanned and emergent changes had on the hotel
(Evans, 2020).
Guidance to Rita for planned approach in terms of organisational development approaches
There are various strategies to guide Rita for planned approach in terms of organisational
development approaches.
 Such that the manager must plan carefully by conducting the feasibility study and
decision making process. This is done to analyse that the plan formulation and evaluating
the same.
 It is important for the manager to be as transparent as possible. This is because it is
essential for the employers and employees to know each and every aspect of the change.
So that organization can engage in the strategies of implementing an execution of the
change in the organisation.
 It is necessary to maintain the proper communication flow with the employees either in
the form of formal communication or in the form of informal communication. So that the
working environment and culture can be friendly among the staff members.
 It is significant for the manager to create the roadmap for better understanding of the
whole plan. So that they can know about the directions they need to follow in executing
the plan to manage the change in the organisation (Asikhia, Nneji, Olafenwa and
Owoeye, 2019).
 Moreover, the manager must introduce the training and development session for the
employees. So that they can easily adapt to change management in the organisation and
also invite the engagement and participation among employees. This is done for better
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decision making and brainstorming process for enhancement of the personal and
professional skills of the employees as well.
 It is crucial for the manager that she should not expect the change overnight. This is
because it can result in the emergency changes which can have a negative impact on the
hotel.
 It is vital to monitor and measure the change happening in the organisation for better
evaluation and analysis. This is done to have future considerations for improvements and
amendments in the hotel.
 The most important guidance to the manager is that she should implement the strong
leadership demonstration in the hotel. This is done to get the better guidance and
direction to the employees. So that they can well contribute in the change management of
the hotel (Al Masaeid, 2020).
Conflict might Rita face from implementing any changes
There are various challenges which the manager can face from implementing any changes
in the hotel.
 Such that she will need to manage multiple teams at a time which can affect the
performance of mentorship.
 Another conflict can be to meet the needs and requirements of multiple teams. So that the
employee satisfaction can be maintained in the hotel for better change management in the
organisation (Leiber, 2019).
 All the formalities and documentations of change management are difficult to perform.
This includes all the system and paperwork which create a lot of mess in the hotel.
 If there is a lack in the visibility of changes in the hotel, the change management will fail
in the hotel.
 All these are the different types of conflicts which the manager can face from
implementing any changes in the hotel. Therefore it is important to overcome all the
obstacles for better change management execution in the organisation (Kafile, 2018).
Conclusion
It is concluded that change management and organizational development is an important
concept to learn and study. So that its applications can be applied in the real world organization.
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Such as the whole report is generated in the context of the hotel and as for the given scenario of
change and development. Therefore, it is important to analyze the various theories and models of
change management and organizational development. It is essential to examine the impact of
unplanned and emergent changes on the hotel. It is necessary to determine the guidance to Rita
for planned approach in terms of organizational development approaches. It is significant to gain
the knowledge about the complex that Rita might face from implementing any changes. Hence
this report covers all such areas in order to better understand the concept of change management
and organizational development.
Recommendations
 It is recommended that the manager of the hotel must put the people first in implementing
the change management. This is because they are the only ones who will execute their
change in the hotel.
 Manager must work with the change management model as per the situation in the hotel.
This is because it empowers the employees with accuracy in communication flow within
the hotel.
 Moreover, the manager must activate the leadership styles in order to manage the change
for better direction to the employees. This motivate them to adapt to change management
as per the situation.
 It is important for the manager to make the change more exciting and compelling for the
employees so that the employee adapts a change willingly.
 It is essential for the managers to pay attention to the high and low momentum of the
situation They must not ignore any resistance happening in the situation for better making
of the solutions (Coetzee and Nkosi, 2019).
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References
Books and Journals
Al Masaeid, T.F., 2020. Organisational Development Interventions to solve performance
management challenges. PalArch's Journal of Archaeology of Egypt/Egyptology. 17(6).
pp.7575-7586.
Asikhia, O.U., Nneji, N.E., Olafenwa, A.T. and Owoeye, O.A., 2019. Change Management and
Organisational Performance: A Review of Literature.
Coetzee, J.L. and Nkosi, S., 2019. Successful Organisational Development of Asset Management
Organisations. In Asset Intelligence through Integration and Interoperability and
Contemporary Vibration Engineering Technologies (pp. 95-106). Springer, Cham.
Evans, T.R., 2020. Improving evidence quality for organisational change management through
open science. Journal of Organizational Change Management.
Kafile, M., 2018. A framework of intrapreneurship development for corporate entrepreneurship:
a case study of organisational development. Educor Multidisciplinary Journal. 2(1).
pp.171-191.
Leiber, T., 2019. Organisational Development Related to Performance Data Management in
Learning and Teaching.
Odor, H.O., 2018. Organisational change and development. European Journal of Business
Management. 10(7). pp.58-66.
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.
Srinivas, E.S., 2020. Future of Organisational Development. NHRD Network Journal. 13(2).
pp.246-250.
Waddell, D., Creed, A., Cummings, T.G. and Worley, C.G., 2019. Organisational change:
Development and transformation. Cengage AU.
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