Organizational Change Management: Lessons Learned from United Builders

This article discusses the critical nature of implementing change management in organizations, using United Builders as a case study. It highlights the importance of proper communication and negotiation with employees and stakeholders to mitigate resistance and ensure the efficacy of the change. The article also explores the different change management models, such as Kotter's model, that can be used to implement change more efficiently.

Running head: CHANGE MANAGEMENT
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Name of the student
Name of the university
Author note

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Introduction to the organizational change
The organizational change helps in enhancing the proficiency of the organizational
sustainability by operating in diverse offshore markets. The innovative nature of the
organizations and the continuous changes in the processes assists in improving the expertise of
the functions as per the objectives of the business. Different technological innovations and
increasing competencies in the market scenarios have affected the needs of the organizations to
bring in continuous changes in the processes in order to cope up with different situations. In this
connection, United Builders’ change in the systems and technologies of business undertakings
has helped the same in upholding the proficiency of the business functions through implrmenting
automated technologies (Caldwell 2012). However, resistances are offered by the workforce to
the organizational priorities of undertaking a change in the processes. Therefore, the different
ways through which the resistances can be mitigated through proper communication and inter-
trust factor between the management and the employees helps in upholding the efficacy of the
change that is planned by the businesses.
The discussion aims at identifying the different change needs of the organizations and the
situations that are dealt by the same during the implementation of the change in the processes.
The discussions enumerates a situation and thereby reflect on the organizational change
initiatives through the implementation of different models, which facilitating the organizations in
safely implementing the change in the processes of the business during operating in the
diversified offshore markets.

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Critical nature of the incident
The critical nature of implementation of the automated technologies in United Builders’
moving of materials through automated cranes was aimed at perfecting the functions in order to
make the business processes more sustainable (Von Krogh 2012). However, the implementation
of the change in the processes of the business model was required to be communicated to the
different employees, which would have helped in reducing the impacts of resistances. The failure
of the organization to undertake the different communicational methods in order to keep the
employees aware of the change in the processes affected their change readiness and workflow.
The change in the processes of the business resulted to maximization of the staff turnover rate,
which affected the productivity of the company (Giniat et al. 2012). However, the organization
managed to implement the change in the technologies that has helped in enhancing the position
of the business there was a gap in the functioning as per the needs of the CSR activities and the
different concerns of the ethical backdrops. The compromised ethical backdrop of the
organization affected the brand name adversely.
Concerns of the incident
The incident has affected the smooth operating of the systems of the business while
operating as per the objectives of the business sustainability. United Builders’ sustainability in
the offshore markets are based on the brand image and the smooth functioning of the workforce.
However, the change in the processes that are planned by the business have influenced the
morale of the employees (Langley et al. 2013). The implementation of automated technologies
and the change in the working culture has affected the productivity and the inter- trust factor
between the management and the workforce. I believe that proper communicational strategies
would have helped the organization in upholding the proficiency of the modification as per the

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priorities of the business undertaking. Jansson (2013) stated that negotiation with the workforce
and the other relevant stakeholders of the business helps in confirming the affectivity of the
change in the business processes. Notwithstanding, the concerned organization has failed to
utilize communication as an effective tool for integrating the workforce to an assorted outcome
that is planned by the business. On the other hand, the lack of proper ethical decision making
model of the organization has affected the automation of the processes through the minimization
of the employee involvement in the systems of the business.
Particular demands of the situation
The demands of the situation was to evolve and develop new job roles in order to
contemplate the resistances that are created by the employees and thereby prevent the loss of
employability through the implementation of the automated technology in the processes (Millar,
Hind and Magala 2012). However, the organization failed to undertake steps in order to
correlate with the needs of the employees and thereby portrayed a bottom lime mentality of
undertaking the technological innovation in the processes in order to ensure the profitability.
Innovation was found to be a factor, which would be supporting the sustainability of the business
while competing in the offshore markets (Matos Marques Simoes and Esposito 2014). However,
the lack of employee centric decision making or the lack of adherence to the communicational
strategies has affected the organizational growth and the process of implementation of the
automated technologies through the resistances, which are offered by the employees.
Change management models
Enumeration of the Kotter’s change management model has helped in the identification
of the relevant steps that might be undertaken by the organizations in order to implement the

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modification more efficiently in the business structure. The implementation of Kotter’s change
management model in the business processes has helped in upholding the efficacy of the
functions of the business (Nordin et al. 2012). The initiation of the change management process
(As per the model) is to identify the urgency that is faced by the organization in order to bring in
changes in the systems of the processes. The vision for the change in the systems of the business
acts as an objective of the organization to achieve sustenance in the competitive offshore markets
(Hechanova and Cementina-Olpoc 2013).
Communication of the vision with the chief stakeholders of the business helps the
organizations in upholding the change readiness of the stakeholders towards the change and
thereby helps businesses in implementing the modification more viably. Empowering the actions
of the stakeholders and thereby creation of a pathway for the same helps organizations in
upholding the efficacy of the change (Van der Voet 2014). The change that is planned by the
organization is long term and thereby building up support systems for enabling the change in the

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processes facilitating the organization in upholding the continuous modifications in the
processes. It helps in upholding the sustenance of the businesses while operating in the offshore
markets. The different layers of activities that are proposed by the model helps in upholding the
efficacy of the functions as peer the objectives of the organizational sustenance.
Theory supporting the experience
The situation that is faced by the management of United Builders is based on the bottom
line approach, which aimed at the short term financial gains and enhancement of the productivity
of the organizations while compromising the different interests of the employees. It has affected
the long term objectives of organizational sustenance as the brand name of the organization is
compromised through the implementation of the automated technologies (Frankland et al. 2013).
The automated technologies might be helping the organization in enhancing the sales of the same
during the operation in the offshore markets but the compromised interests of the employees will
be affecting the morale of the existing employees and thereby affect the loyalty of the same
towards the organization. Proper communication and negotiation along with the chief
stakeholders would have helped the organization in upholding the efficacy of the change as per
the objectives of organizational sustenance. Therefore, the application of Kotter’s change
management model and adherence to proper communication would have assisted the
organization in the process of implementation of the change more viably in the organizational
context. It has helped the business in confirming the efficiency of the processes through
enhanced productivity and brand name in the competitive markets.
Conclusion through lessons learned

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The changes that are undertaken by the businesses are based on the engagement of the
employees in the processes. The involvement of the employees in the processes .of the changes
that are planned by the organization helps in upholding the smooth operating of the systems of
the business while operating in the offshore markets (Doppelt 2017). I believe that the
organization must have taken steps to identify the different interests of the employees and
thereby communicate the priorities of the organization for undertaking the change. It would have
helped the organizational management in upholding the inter-trust factor between the
management and the employees. on the other hand, the communication would have assisted in
upholding the change readiness within the employees which would have assisted the
organization in upholding the efficacy of the functions as per the objectives of the business
change needs.
Impact on the understanding of change management concept
The identification of different change management concepts of the organization helps in
defining the priorities, which are required to be considered by the businesses. Furthermore, the
identification of the different issues that might be faced by the organization while undertaking
the change in the processes facilitates in upholding the efficacy of the modification by
considering the interests of the chief stakeholders. The different aspects of the organizational
change are dependent on the involvement of the employees in the processes. The engagement of
the employees and proper communication of the objectives helps in upholding the efficacy of
organizational changes.

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