Organisational Change Process and Leadership at RedLink Communications

This report provides a comprehensive analysis of the organizational change process at RedLink Communications, a telecommunications company. The report begins with an executive summary and introduction, outlining the company's growth and need for expansion. It then delves into the core of organizational change, exploring team-building essentials, identifying and managing resistance to change, and examining internal and external factors influencing change. The report also discusses circumstances where change processes may fail and offers recommendations. The report emphasizes the importance of effective team building, communication, and leadership in facilitating a smooth transition during organizational change. It identifies potential resistances to change, such as threats to power and economic factors, and proposes steps to mitigate these resistances, including defining clear goals, developing communication strategies, and providing effective training. Furthermore, the report highlights the suitability of Lewin's change management model for RedLink Communications, breaking down the change process into unfreeze, change, and refreeze stages.

Leading Organisation

TABLE OF CONTENTS
Executive Summary.........................................................................................................................1
INTRODUCTION...........................................................................................................................1
Organisational Change Process........................................................................................................2
a) Essentials of team building and characteristics of team.........................................................2
b) Identifying resistance in change and steps taken for smooth transition.................................4
c) External and internal factors influencing organisational change............................................7
d) Circumstances under which change process are not taken place............................................9
Recommendations and Conclusion................................................................................................11
References......................................................................................................................................13

EXECUTIVE SUMMARY
From this report, change process is being studied along with its impact on the business.
RedLink Communication company have been rapidly growing since past few years and
according to Ryan he believes that company need to be expanded due to its fast growth. In this
we would study various change process in an organisation. For which team is been built for such
change processes taken in an organisation. For which essentials of team building is been
determined and their importance in change process. After team building, resistance or
obstructions to the change process are been identified and steps are taken for smooth transition of
change. There are various factors that influence a change process in an organisation which are
been identified and reasons for those to occur are determined.
INTRODUCTION
Change process refers to sequence steps taken for planning and implementing change in
an organisation in such manner it minimises cost and resistance. For study the change process in
an organisation RedLink Communications have been taken into account. RedLink
Communications is a private company which is headquarter at Yangon, Myanmar. It was
established in the year 2008 and became the second private owned Myanmar's internet service
provider. Services provided by RedLink Communications are WiMAX broadband internet and
other telecommunications and internet services. Coverage of WiMAX includes areas of Bagan,
Mandalay and Yangon. It has become the first ICT/telecom company of Myanmar to get ISO
9001: 2008 “Quality Management System” certification from SGS Myanmar. It is introduced for
accessing wireless internet at hotspots, prepaid internet cards, in December 2009.
As the company has grown in few years, its planning for expansion of their businesses for
wider coverage of customers and high profitability. For expanding their business, organisation
have to incorporate new teams and design training programs for them. For implementing the
change in the organisation transitional change process is been adopted. For smooth transition of
change, efficient team are being build and resistance for change is identified and proper steps are
taken for smoothing the change process without any barriers.
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ORGANISATIONAL CHANGE PROCESS
a) Essentials of team building and characteristics of team
Change process refers to a number of activities or steps taken for applying changes in
order to drive individual transaction and to ensure that desired outcomes are met by the project.
(Carnall, 2018). Ryan as a team leader of Redlink communication, which is second privately
owned internet service provider in Myanmar. He needs to build a new powerful and enthusiastic
team for expanding the company. For building he has to drive changes which are also known as
guiding coalition.
For creating guiding coalition with team, a leader must do the following:
 He must take time to define and derive shared objectives of the team and the individual
must make sure that every member of team understands and agree upon it. Trust should be introduced as a basic concept among team, with the help of careful
planning and discussions on how team will work and defining what trust means to
individual.
 Strong leadership is required for driving change process in the company or team. Team leader is responsible for relevant and current expertise in the guiding team. For
seeking appropriate information to take decisions' validity is taken by the team.
 Good and effective communication skills are required in both internal and external. Credibility is being ensured for actions that team performance will be taken seriously.
(Holten and Brenner 2015).
Importance of building teams: There are certain benefits of building a team in an organisation. Following are some
importance of team building:
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 Motivates employees: Team building and team-leadership goes hand in hand. The
employees or group-members become more comfortable to express their opinions and
ideas. With this they become more confident and motivated to take new challenges. Facilitates better communication: In a team as there are many discussions regarding
various activities or tasks, which would enable to open communication among team
members and with management. As there would be better communication, relationships
in the office are improved and quality of work is enhanced (Anderson, 2016). Breaks barriers: There is a large sense of gap between the leadership team and
employees and due to which there is a disparity in corporate setting. Team building
improves the trust factors among the team members and management. Leadership needs
to be as a colleague rather than boss in team building exercise, which can boost the
morale of employees. Develop problem solving skills: Problem or crisis can arise at any time in relation with
public. Through team building members together work to solve various problems and
ability of rational and strategical thinking is improved. Teams can derive solutions for
various situations by coordinating efforts of team-members by working together, ideas
and opinions are taken from each and every member.
 Promotes creativity: Team building promotes creativity as members of various skills and
qualifications are grouped together in one team. Team is forced to think outside the box
in their normal routine if they are exposed to new experiences. Fresh ideas and creativity
is being generated as team members with different skills and knowledge work with each
other (Benn, Edwards and Williams, 2014).
Characteristics of teams: Have a clear sense of goal, objectives or purpose: For an efficient team, members must
have a common goal and purposes. Every team-member must know the purpose of the
team and must have a clear goals and objectives that is to be achieved. It must be made
understandable to each one in them. Communicate Proactively: Communication is an important factor which is required for
the success of the group and company. In a team, communication must be a two-way
process. Team-members are provided with information, assistance and support before
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being asked. Feedback, ideas, opinions, or suggestions are taken from each and every
member of the team.
 Strong Leadership: Leader's role is not only to motivate and set example for their team
members, but also to foster soft skills and to provide effective feedback to the members.
Proper leadership helps to create a strong and effective team (Bellou, Xanthopoulou and
Gkorezis, 2018).
b) Identifying resistance in change and steps taken for smooth transition.
There are many barriers that occurs during improving business and when want to
succeed. One of the biggest obstruction in change process is resistance to change as its integral
part. Resistance to change and successfully managing resistance in change is directly related to
the effectiveness and efficiency of change process.
There is certain resistance to change, which are been identified and discussed below: Threat of power on an individual level: If there would be a decrease in power and it is
being transferred to subordinates, then managers would resist modification which would
affect their authority and power (Al-Haddad and Kotnour, 2015). If the manager of a
department in RedLink communication feels that due to the alteration process where new
team is created, they would resist the change to happen in the company. Increasing control over employees: Alteration in organisation can increase the
managerial control over employees. This process can create resistance from employees
for such modification proposals. Economic factors: From employee side organisational modification can be seen as
something which can cause increase or decrease in their salary or other economic
advantages that is given to them at workplace before implementation of change. In this
case they fear to lose their salary portion and resist alteration. Different perception and evaluation: Organisational modification can affect evaluation
and perception of people and can consider proposed it as terrible idea, and can be resisted
for change (Stouten, Rousseau and De Cremer, 2018). Limited resources: Limited resources is a normal problem that occurs in every
organisation. When there are constricted resources in company, it would likely to occur
resistance for the proposed change in organisation.
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 Fear of unknown: There are chances which would lead to uncertainty and fear, due to
organisational change. To feel the fear of uncertainty is normal in a person. When
employees feel that certain modification are riskier and feel threat from change process,
they would resist the alteration proposed.
Steps to ensure smooth transition for change:
People are an important asset of firm who can be affected by change. For smooth
transition and to ensure effective functioning, team members of Redlink communication are
properly guided through change process, for supporting this, change management plans are
made.
Below discussed are some steps for smooth transition of effective organisational change: Clearly define and align changes to business goals: For ensuring smooth transition for
changes in organisation, leader clearly define and align changes to business goals it
ensures that changes will direct business in right direction ethically, strategically and
financially (Kaufman, 2017). For this, answers for some key questions are determined
and considered such as, what is the need for change? need of change, etc. Determine impacts and those affected: In this step the impacts of change and to whom it
would affect the most is being determined at various organisational levels. How it would
affect each business unit and individual, by reviewing them. To reduce the impact, this
information act as a blueprint for knowing where support and training is required (Sikdar
and Payyazhi, 2014). Develop communication strategy: On solid communication, a good change management
plan is depended. It is not only for communicate leader's plan for change, but also
understand needs as company undergoes change process. Throughout the course of
transition, open and clear communication line is provided. For smooth transition;
suggestions, concerns, opinions, frustrations etc., are to be taken from team members. Provide effective training: as change is been introduced, employees or team members are
to be taught skills and required knowledge through proper training for operating
efficiently. Training can be conducted by organising of face to face training sessions,
mentoring or on the job coaching or training. Implement support structure: Support structure is provided for assisting them, for an
employee to practically as well as emotionally adjust to change. To achieve desired
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results in business, it is needed to build competency of technical skills and behaviours. To
help navigate in certain situations, support like counselling services are provided to team
members, as some changes can result in redundancy (Baesu and Bejinaru, 2014).
 Measuring change process: To build proficiency from continuous reinforcement
opportunities, structure is measured to know the impact on business to the changes,
through change management process. To determine its effectiveness change management
plan is evaluated and learned lessons are documented.
Suitable model that influence change process:
For Redlink communication it is needed to evolve and expand its business to survive and
to grow, and for this they require to implement modification. Success for the change is nothing
more than luck and hope, without a change management model. For the changes in RedLink
communication Lewin's change management model is most suitable. Below discussed is Lewin's
change model:
Lewin's Change Management Model
This change model is one of the most popular approaches and is easy to use. Large, unwieldy
change process is splitted into three stages and into small chunks (Cummings and Worley, 2014).
There are three stages of change management described by Lewin: Unfreeze: After realizing the need to change in company, the focus of firm is on
unfreezing its current process and to observe how things are done is the first step. It refers
to analyse each and every step and interactions of human for actual betterment. In this
stage it is determined what's wrong in current process, need for change, which changes
are suggested and benefits of those changes. This help in encouraging them stick with
new process and to convince them of need to change. Make changes: Once everyone is being prepared, team is being guided to adapt and
deploy changes. To have limited difficulties in transition and to solve problems soon as
they arise, it is required to have educated workers, support and communication. Training
and extra education is required to provide to the team. Regularly communicating with
members of team is required to get feedbacks to highlight any problem quickly.
 Refreeze: Once changes in company is measured, adjusted and deployed, will focus on
refreeze new status according to feedback. To check whether the new change is being
followed, regular reviews will be carried out (Carnall, 2018).
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c) External and internal factors influencing organisational change
A business organisation goes through series of modification that cause uncertainty and
stress. Changes are being embrace by RedLink communications to be successful and becomes
admired and profitable. Organisational changes in a business can be influenced through internal
as well as external factors (Organisational change 2016).
Internal Factors
Internal factors are those environments which affects organisational change by
organisation's management styles and policies, employee’s attitudes, procedure and systems.
Below listed are some of the internal factors influencing organisational change: Existing administrative processes: Certain sets of rules, procedures and regulations are
being followed by each organisation functions. It is required to change company's rules
and existing administrative procedures, with the change in time and in its process.
Organisational ineffectiveness results in administrative inadequacy (Holten and Brenner,
2015). Organisational structure: Changes in existing organisational structure and its overall
design can alter these changes in organisation. To achieve a cost advantage and to
increase profitability, strategic move is taken on part of organisation regarding structural
changes. It can be in the form of job redesigning, decentralization, downsizing,
delayering, etc. Organisational systems: Systems and various subsystems are interconnected which form
an organisation, like functioning in a human system. Organisational behaviour is also
influenced and are in direct interaction with the systems and subsystems of an
organisation (Anderson, 2016). Change in existing organisational process and the
relationship and complete alignment of company results from change in any system or
subsystems.
 Individual/Group speculations: With changing times requirements and desires of a man
keeps changing as they are considered as social animal, which would result in differences
in individual as well as expectation of group. In positive front there are various factors
like achievement drive, individual's ambition, personal and professional competencies
and career growth. Negative factors such as complexes, insecurity and one's own fear are
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some individual and group factors which are influenced by organisational changes and
also its overall performances.
External factors
External factors are those which are outside of an organisation that causes changes, such
as social, political, economic and technological forces.
Below listed are some external factors which affects the organisational changes: Political factors: With the turbulence in the global politics and rapid changes in global
political scenario, quick changes are undergone equally in worldwide economy and
several challenges are being presented before organisation in form of various changes in
policies, regulations and in form of liberalisation and globalization, economic framework
(Benn, Edwards and Williams, 2014). Economic forces: Economic uncertainty and growing competitive pressures can be seen
in form of opportunities or challenges, organisational changes are influenced by
economic forces. There are various important factors of economy of the country such as
change in business cycle, deflation and inflation rate, interest rate fluctuation, change in
tax structure and economic policies, recession, financial stability, etc., which can have
their influence in organisational change. Technological forces: There are certain changes that occurs in an organisation due to
change in technological factors like advancement and innovations in computer and
communication technology which have brought revolution in company's functioning by
adopting new ways of working and adding newer range of product and services. In
competitive environment technological advancement has influenced greatly in
contributing in organisational success or failure. Changes in technologies can also effect
organisational change. Competitive pressures: Due to increase in competitions at global level and challenges
implemented through competitive pressure, company is being forced to change their
strategies for ensuring their presence at global market (Bellou, Xanthopoulou, &
Gkorezis (2018)). Company have to adopt changes according to the competitive pressure.
Factors that Ryan would have to cope with:
There are some factors that Ryan have to look upon for expanding the business of
RedLink communication for efficient and successful business are determined below:
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 Organisational structures: RedLink communications have to consider the change in
organizational structure of their company. If there are any changes in the organisational
structures of the organisation, then it would also affect the change process. Company
have to adopt changes according to its structure. Political factors: Political situations in the country of the company have to be considered
before making strategies for changes. Modification of various political policies or
regulations also affects the change process in organisation. Ryan need to make alteration
according to the changes in policies and rules like tax rates, local protectionism
approaches, etc. Technological factors: As Redlink communication business comes under technology
industry, it is greatly influenced by the changes in various technological factors. Due to
continuous change in technologies, company also have to take initiative to adopt those
changes in order to survive in the market and to compete with their competitors. For this
they have to regularly adopt advance and innovative technologies to attract customers and
expand their market.
 Competitive pressure: Company have to make strategies for changes to survive in a
competitive market. As there is high level of competition by many international
companies for RedLink communications.
d) Circumstances under which change process are not taken place.
There are certain factors under which changes are not taken place in an organisation.
Under these circumstances the changes would not be done in the organisation. Below listed are
some circumstances under which changes will not take place: Culture of trust: Organization promotes culture of trust and engage employees in
positive interpersonal relationship which leads to transparency in communication.
Further, management focuses on promoting think and exchange of thoughts with
managers, so that employees feel free to convey their problem to bosses. A lot of
discussion and employee involvement is considered when a change is introduced in this
environment, resistance to change is minimized (Al-Haddad and Kotnour, 2015).
Resistance is also minimized if there is a wide-spread belief that a change is needed. Conflicts among employees: Conflicts occurred among employees within the company
would create a circumstance where the changes in the organisation are not applicable. It
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would occur when the employees are not heard and they feel that their have to face risks
situations and been affected negatively by this change. Because of conflict among
employees, they would not trust each other or their management. Due to this reason, there
would arise a situation where the changes in the organisation cannot be implemented. Frequent changes in preferences of customers: Preferences and perceptions of the
customer’s frequent changes could be a major situation for company for not applicability
of their change process. When company changes according to current preferences or
demand of their customers, when it is to be implemented. This causes lots of uncertainty
in the market for the company (Stouten, Rousseau and De Cremer, 2018).
Reasons for this to occur:
There are several reasons for the occurrence of situations in which the changes cannot be
made. The first reason would be misunderstanding of the need for change or if the reason for
change is unclear to the employees or staffs. If they do not understand the needs for change in
RedLink communication for expanding their business they will resist for change, which will
create a situation where changes can't be made. Poor communication in the organisation can also
be a reason for this to occur. It must be properly communicated with the employees and team
members about the changes that are to be made in the company. It would make them easy to
adapt the situations that would arise due to change. Politics in the organisation is also reason for
resistance which creates situations where the changes are not applicable (Kaufman, 2017). As a
political strategy some employees might resist change to prove that wrong decisions are been
made by the management.
Factors influencing the decision not to change:
Below listed are some factors which influences the decision for not to change: Organisational culture: Organisational culture in RedLink communications means the
way in which people or employees in the company behaves towards each other and their
job. Resistance: Resistance occurs towards implementing the change in organisation which is
the major factor that influence decisions and not change. Teamwork: Teamwork in the organisation also impact decisions and not change (Sikdar
and Payyazhi, 2014). If there is lack of teamwork, then the employees in organisation
would not support each other through the changes.
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