Lead and Manage Organizational Change

This assignment focuses on the view of an external consultant hired by Fast Track Couriers for a survey of the employees of the organization to determine key factors of disruption of the relations and the workforce management and recommend innovative measures and strategies.

Running head: LEAD AND MANAGE ORGANIZATIONAL CHANGE
Lead and Manage Organizational Change
Name of the Student
Name of the University
Author Note

1LEAD AND MANAGE ORGANIZATIONAL CHANGE
Executive Summary
The Fast Track Couriers company has been on operation for the last 15 years. It has some of its
major strategic, operational and the human resource goals for the upcoming financial year. The
company has conducted an analysis and tried to target some of the key factors of the risk
management of the productivity of the company which was not successful. The assignment
focuses from the view of an external consultant hired by the company for a survey of the
employees of the organization to determine key factors of disruption of the relations and the
workforce management and recommend innovative measures and strategies.

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Table of Contents
The Project Plan...............................................................................................................................2
Consultation with the management.................................................................................................8
References......................................................................................................................................11
Appendix........................................................................................................................................12

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The Project Plan
With the end of the financial year of 2015, Fast Track Couriers hired consultant for
initiating external change management for the revision of the communication strategy. With an
effective communication plan, the employees or the truck drivers of the organization were
evaluated via the procedure of change management (Omotayo 2015). A survey gauge was
conducted targeting all the ten dimensions of the employee satisfaction for the effective
implementation of the change management strategy. The survey thus conducted via the google
survey analysis tool aims to identify the factors and the negative expectations of the employees’
trust, the understanding and the support among the truck drivers
Analysis of the results of the survey
Fast Track Couriers has been in the operation for the last 15 years in New South Wales
with the business function in the delivery of packages across the metropolitan city of Sydney.
With the respect to ten of the major dimension of employee satisfaction a questionnaire was
designed and distributed among 20 respondents of the organization for the collection of the data
for further analysis regarding their response towards their level of satisfaction. The survey
questionnaire thus designed included dimensions of training, the clarity of the role, the concept
of trust, evaluation procedure, the leadership traits, the communication process in the
organization, the procedure in the organization regarding employment, the recognition of the
performances, the diversity of the work and the level of appreciation by the organization and the
level of teamwork in the organization.
From the survey analysis certain evidenced and results regarding the factors affecting the
satisfaction level of the employees could be noted. From the very first survey question regarding

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the query of the adequacy and satisfaction level of the employees regarding their job role, 70%
of the respondents of the survey answered yes while 30% of the respondents answered no.
Among the 20 respondents collected, though majority of the employees had a positive response
towards their training satisfaction, still some of the employees reported negative satisfaction
level towards the training they received for their hired job role. Figure below highlights the chart.
Figure 1; Survey question 1
Source: (created by author)
In the next question, the employees were asked about their satisfaction level for the
culture of the company. Respondents to this particular question varied much. While 65% of the
respondents reported no, 30% said yes and 5% sticked to the option may be. This illustrates the
high level of dissatisfaction of the employees towards their working place and the culture of the
organization. In the next question, query was done via the survey to the respondents regarding
their understanding level, the level of clarity regarding their job role for which they got hired.

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The respondents to this question have been interesting since 50% of the total respondents
reported that they are not clear regarding their job role while other 50% agreed towards their said
responsibilities.
Figure 2; Survey question 4
Source: (created by author)
The figure above illustrates the next question in the survey which illustrates and targets
the response of the respondents regarding their reliability over the process of change
management in the organization they are employed. The response for this question was quite
disappointing since it explained an alarming signal regarding the high rate of employee
dissatisfaction and the lack of trust among the employees. While 60% gave a negative response,
35% gave a positive response and 5% sticked to may be. Upon the query in the survey regarding
the fair measurement of performance and the recognition of the good achievements in the
organization, the responses varied. While the number of negative reviews is less in case of the

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fair performance measurements, most of the respondents reported negative while asked about the
recognition of the performances. These responses are highly crucial for the organization since
they denote the level of employee engagement and their interest towards the organization. It
further denotes the rate of employee retention for the organization. Finally, the query regarding
the valuation of the individual differences and the rate of appreciation by the fast track couriers’
company to the truck driver employees, the response was varied in nature. While 20% -15% had
agrees over their valuation,20% -20& of the employees responded disagreement and strong
dissatisfaction.
The Communication Plan
The Audience Message Time Frame Method of
communication
Responsible
person
Human Resource
Manager
The duties and the
responsibilities of
the human
resource manager
1-1.5 hours Face to face
training and via e-
mail
Human resource
manager
Operational
Manager
The
responsibilities of
the truck manager
1-2 hours Face to face
training and via e-
mail
Human resource
manager
The team of
management
The strategy of
change
management and
the responsibilities
of the human
1-1.5 hour Face to face
training and via e-
mail.
Human resource
manager

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resource manager
The truck Team The
responsibilities
and the duties of
the truckers, the
schedule of the
training, the
business need and
the threatened
performance
review
2 hours Via mail Human resource
Manager of the
organization
The Sales Team The procedure of
the change
management
1-1.5 hours Training via face
to face
The sales manager
is responsible to
run the meeting
The office team Organizational
benefit and the
process of change
management
1 hour One to one
discussion at the
training and the
conference room
in the organization
The manager of
the office is
responsible for
conducting the
team meetings
The Truckers Feedback request 1 month after on
job training
Testing and survey
questionnaire over
the dimensions and
the rate of
employee
satisfaction
New consultant
design and
researching of the
benchmark

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Recommendations for the strategic changes
Some of the basic recommendation for the change management strategy of the Fast Track
Couriers Company includes the successful implementation of the usage of the productivity
functions on the fleek of the truck in the first quarter of the upcoming financial year of 2016.
Besides this, implementation of the policy related to one person per truck within the first quarter
of the upcoming financial years with the use of effective automatic life gates. These
recommendations will enable an increase in the profit margin by $200,000 within the next
financial years with the furthermore increase in the efficiencies and increased business.
Furthermore efficient use of the resources must be ensured for the coverage of the marketing
needs of the business (Landale and Douglas 2017). It is important for the management to look
more over the raw hours spent on the job for the consideration of the factors like difficult of the
job, the conditions of the traffic and more. These are required and are one of the important
recommendations for the optimization of the fleet usage. Recommendations for the measurement
for the performance of the job are also necessary for the purpose of the training. Besides this,
recognition for the outstanding performances in case of the employment in the organization must
also be ensured for encouraging the employees. Factors such as bonuses for the exceeding of the
targets, opportunities on the leadership management are some of the important factors that needs
to be recognized for the profitability of the business (Dentchev et al. 2016). Recommendations
such as efficient usage of the resources for the covering and fulfillment of the needs of the
market, reduction in the need for the hiring of the external truckers and the use of the present
employees are some of the important factors that the company needs to consider.

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Consultation with the management
Effective communication plan and innovative strategies are vital factors in case of smart
business moves (Rothaermel 2015). An innovative plan of communication includes multiple key
parts illustrating the communication procedure of the organization via the entire process of
innovation and strategies.
Ideas for the communication plan - In respect to the above stated case study of the Fast Track
Couriers, an innovative communication strategy plan is essential for targeting its strategic and
the operational goals. With the previous report of progress and the survey analysis, the progress
of the implementation of the previously designed communication and the strategy plan for the
benefit of the organization and for the employees that is the truck drivers has not been successful
fully. For the creation of an effective communication plan it is thus necessary to ensure some of
the key points for the plan (Wirtz et al. 2016). These include the goals, the segmentation of the
audience, the method of delivery, the frequency and the ownership. Some of the best ideas
towards the development of an effective communication strategy includes the following. To stop,
look and listen to the employees who are dissatisfied and promote creation of the shared values
and the trends in the market. Furthermore, setting up a SMART communication goal can also be
a gate way towards the success.
Discussion of the need of all the stakeholders – Stakeholders are important part of a successful
business (Osiyevskyy and Dewald 2015). In the progress report, the project manager marked the
status of stakeholder management as red, not completed. The measures of the management of the
stakeholder like the delivery of the activities of the project for each of the stream of project
together with the essential factors of the stakeholder management like the people, the process,
the technology and the structure all needs to get revised. Furthermore the factors such as the

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education, the cost benefits and the risk management elements needs to be completed as they
were also marked red.
Creative techniques – Some of the creative techniques that the organizational consultant can opt
for the development of an effective communication strategy and plan includes understanding and
collecting relevant information regarding the stakeholders (Carroll and Buchholtz 2014). In short
it is important to know the stakeholders. Furthermore, creation of the report with attention to
each and every detail must also be ensuring. Reporting the negative factors in the communication
plan and the strategy report of evaluation brings attention to the shortcomings that needs to be
improved and achieved. Besides these, continual updates, measurement of the online sentiments
and carrying a holistic approach is really necessary for the organization to succeed. Lastly one of
the most creative techniques the organization can utilize is to communicate down with the value
of the chain and keeping on evolving and progressing with times.
Promoting plan
Fast Trackers Couriers have the strategic plan of the promotion and the expansion of their
business in the metropolitan so that the market share of the company increases by 7.5% with the
package deliveries from small to medium lines. The organization furthermore aims to promote
the business to small deliveries in regional NSW, to develop an integrated design and an
innovative approach for effective distribution management with the effective utilization of the
GPS and PDA devices and updated technologies. The company furthermore plans to promote
small distribution hubs at some of the places like Goulburn, Maitland, Bathurst and Nowra, 8
trucks within the upcoming financial year of 2016 and the introduction of the training and the

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professional development within the organization to meet and improve the employee
dissatisfaction rate and achieve the goals with the elimination of the industry related problem.

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References
Carroll, A. and Buchholtz, A., 2014. Business and society: Ethics, sustainability, and stakeholder
management. Nelson Education.
Dentchev, N., Baumgartner, R., Dieleman, H., Jóhannsdóttir, L., Jonker, J., Nyberg, T., Rauter,
R., Rosano, M., Snihur, Y., Tang, X. and van Hoof, B., 2016. Embracing the variety of
sustainable business models: social entrepreneurship, corporate intrapreneurship, creativity,
innovation, and other approaches to sustainability challenges. Journal of Cleaner Production.
Landale, A. and Douglas, M., 2017. The Fast Facilitator: 76 Facilitator Activities and
Interventions Covering Essential Skills, Group Processes and Creative Techniques. Routledge.
Omotayo, F.O., 2015. Knowledge Management as an important tool in Organisational
Management: A Review of Literature.
Osiyevskyy, O. and Dewald, J., 2015. Explorative versus exploitative business model change:
the cognitive antecedents of firm‐level responses to disruptive innovation. Strategic
Entrepreneurship Journal, 9(1), pp.58-78.
Rothaermel, F.T., 2015. Strategic management. McGraw-Hill Education.
Wirtz, B.W., Pistoia, A., Ullrich, S. and Göttel, V., 2016. Business models: Origin, development
and future research perspectives. Long range planning, 49(1), pp.36-54.

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Appendix
The survey

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