Managing Organizational Change | Organizational Development Process

Running head: MANAGEMENT
Managing Organizational change
Name of the Student:
Name of the University:
Author’s Note:

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Table of Contents
Introduction......................................................................................................................................3
Current situation..............................................................................................................................3
Organizational development process-..............................................................................................3
Abolishing the hierarchical decision-making style......................................................................3
Focusing on groups is essential....................................................................................................4
Building trust................................................................................................................................4
Change management model.............................................................................................................4
Unfreeze.......................................................................................................................................5
Change.........................................................................................................................................5
Refreeze.......................................................................................................................................5
The change management strategies to be used in the short run.......................................................6
Define the change.........................................................................................................................6
Arranging for some counseling session for employees...............................................................6
The change management strategies to be used in the long run........................................................7
Implementation of some reward and recognition program..........................................................7
Collecting of feedbacks................................................................................................................7
References........................................................................................................................................8

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Introduction
Organizational change is an inevitable process and must be carried on so that the
company can understand the ongoing crisis and is then able to take up the right strategies. It is
evident from the given case study that the company is currently undergoing many crises. This is
because the company is suffering from not only financial setbacks but also a lack of upgraded
technology and huge staff turnover (Salmeron & Rateau, 2018). A large amount of employee
attrition during the time of change implementation is evident in the fact that there is a huge
resistance from the employees towards change.
Current situation
This means the company owners are not able to understand the actual issue and there is
also a huge miscommunication taking place among the employees and the company managers. It
is because of this reason that the company managers must use some organizational development
process for solving these issues.
Organizational development process-
Abolishing the hierarchical decision-making style
In the modern 21st century, employees must always be given proper inclusion in the
decision-making process. The managers and other officers must make sure that they are taking
the opinions of all their employees’ while they take any new decisions or try to implement any
organizations change, It can be said from the case study that as a batch of employees resigns
whenever a new organizational change is about to be implemented is evident of the fact that

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there are miscommunications among people. A participative approach must be developed so that
the employees can understand the motif of change
Focusing on groups is essential
This is one of the most important aspects that the organization must take into
consideration. Bates and Gupta (2017) have stated that an organization is composed of groups
and not just single employees. While implementing any change the change management officials
have to understand the relationship of every department within the organization. This will be
helping them to get the views and the issues that are being faced by the groups and the change
management officials will also come to know about the right strategies that are to be undertaken
to solve these issues.
Building trust
Relationship building is one of the most important methods that must be used for
initiating a successful organizational change and development. This is because employees will be
cooperating in the process of organizational change only when they can trust their employers.
This can be done by motivating the employees and also helping them to overcome their skill
gaps. (Bianchi, 2016).
Change management model
A proper change management model must be used to carry out the change in a very
effective manner. As the company is going through many different issues like outdated software
applications, financial crises, and others, the Lewin change management model must be used.

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Unfreeze
In this stage, the managers have to start seeing the issue from the core. As one of the major
issues is the financial crisis the company will have to gain some good sponsors so that they can
raise their revenue (Kim, Magnusen & Andrew, 2017). Secondly, they will have to undertake a
detailed discussion session with their employees to know the actual issues that theca are
suffering forum. Employees will be afraid of the change and also hesitant in this initial stage
(Bianchi, 2016). It is the responsibility of the managers to be empathetic and friendly towards
their employees. As the company suffers from the issue of outdated software technology, it must
launch some new updated software. This will naturally create a fear of job insecurity among
employees (Mupepi, 2017). They will feel that this is a new technology and beyond their areas of
expertise. Managers must be prepared to face many obstructions and resistances. However, they
have to discuss the need for change with their employees and also ensure that there will be
proper job training facilities so that they can cope up with the same.
Change
In this stage, the actual change has to be developed. For instance, if the company is to
bring a new updated software system in its organization then it will have to ensure that
employees are aware of the benefits of this change (Salmeron & Rateau, 2018). The managers
along with the change management officials must arrange for some discussion forum sessions
where the employees will know about the benefits of adopting this change. A proper horizontal
communication system is to be used for answering all the queries of the employees.
Refreeze
This is the phase when the change process is already initiated and employees start
adhering to it. In such cases, managers have to take strategies to sustain the change. This can be

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done by taking regular feedbacks, calling employees for group discussion sessions and also
personal discussion sessions. This will ensure the employees that they reach out to their
managers whenever in need.
The change management strategies to be used in the short run
Developing a proper horizontal communication system is of utmost importance so that all
the business decisions are conveyed at the right point of time. There must be a proper horizontal
communication channel followed instead of the top-down hierarchical approach. This will ensure
that the employees are being able to participate in the business decision process and also to
ensure that all their complaints reach to the manager at the right point of time (Bakaria, Hunjrab
& Masood, 2017).
Define the change
This is one of the most important aspects of initiating the change. This is because, to
make sure that the employees can cooperate in the process, all the employees have to know what
the change is. It is the responsibility of the CEO and the other change management officials to
define the actual motif of the change not just once but from time to time. This will ensure that the
employees remember about the change and are also able to cooperate in the process (Cummings,
Bridgman & Brown, 2016).
Arranging for some counseling session for employees
In the initial phase of the organizational change implementation, employees are usually
worried and suffer from fears like job loss. This might be the reason behind the regular attrition
of the employees whenever the organization is about to take any new step of initiating a change
management process (Kim, Magnusen & Andrew, 2017). A proper interaction session and

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counseling session is needed so that the employees can understand the need for this change and
also be able to cooperate in the same rather than suffering from the feelings of fear. As it is
mentioned that employees are being stressed and also suffering from lack of motivation, such
employee counseling sessions and other employee welfare campaigns will be able to give
refreshments to the employees and they will be able to work with greater confidence.
The change management strategies to be used in the long run
Implementation of some reward and recognition program
This is one of the most important aspects that must be developed overtime to get
cooperation from the employees. In other words, it is essential to know how to appreciate the
efforts and the hard work that is being given by the employees. This can be done through the
monetary benefits or developing some other additional facilities or benefits.
Collecting of feedbacks
This is the most important step that must never be ignored. Managers of the company
must always ensure that they are trying to know the opinions and the feedbacks’ of their
employees from time to time so that they can know about the issues that their employees are
facing and also if the employees have got any benefits from the changes. For example, as the
company suffers from technological issues, they must take feedback from the employees on what
areas they need the training or what are the special training and skill development programs that
they are looking forward to.

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References
Bakaria, H., Hunjrab, A. I., & Masood, M. T. (2017). Managing Organizational Change in
Pakistan: Insights from the work of Kurt Lewin. UW Journal of Management Sciences.
Bates, T. C., & Gupta, S. (2017). Smart groups of smart people: Evidence for IQ as the origin of
collective intelligence in the performance of human groups. Intelligence, 60, 46-56.
Bianchi, C. (2016). The Need of a Dynamic Performance Management Approach to Foster
Sustainable Organizational Development. In Dynamic Performance Management (pp. 51-
70). Springer, Cham.
Cummings, S., Bridgman, T., & Brown, K. G. (2016). Unfreezing change as three steps:
Rethinking Kurt Lewin’s legacy for change management. Human relations, 69(1), 33-60.
Hussain, S. T., Lei, S., Akram, T., Haider, M. J., Hussain, S. H., & Ali, M. (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), 123-127.
Kim, S., Magnusen, M., & Andrew, D. (2017). Sport team culture: investigating how vertical
and horizontal communication influence citizenship behaviors via organizational
commitment. International Journal of Sport Psychology, 48(4), 398-418.
Mupepi, M. (Ed.). (2017). Effective talent management strategies for organizational success. IGI
Global.

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Musah, A. A., Zulkipli, G., & Ahmad, N. S. I. (2017). Relationship between organizational
communication and job satisfaction in temporary work environment: An empirical study
of plant turnaround workers. Global Business and Management Research, 9(1s), 73.
Salmeron, J., & Rateau, M. (2018, July). Including multiple clients’ requests through singular
organizational development strategies. In Academy of Management Proceedings (Vol.
2018, No. 1, p. 17930). Briarcliff Manor, NY 10510: Academy of Management.
Smither, R., Houston, J., & McIntire, S. (2016). Organization development: Strategies for
changing environments. Routledge.