Analyzing Change Management Challenges in Modern Toy Shop

Running head: ORGANIZATIONAL CHANGE
Organizational Change
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1ORGANIZATIONAL CHANGE
Introduction
Organizational change is the continuous process of adaptation and assimilation within the
organizational structure; it is one of the major aspects of the organizational management.
Changes are necessary because competition is intense among the modern industries. This is
necessitated by the new entries into the marker as they pose new set of challenges and threat to
the existing organizations. This enhanced competition in the market makes the survival of the
existing companies difficult and complex (Palmer, Dunford and Akin 2016). Taking into
consideration of this situation, it is crucial that companies adopt new changes in order to adapt
and acquire share of the market. Hence, any further business expansion requires these companies
to adapt the change. The success of an effective change is measured by the level of improvement
of the organization in the market (Alvesson and Sveningsson 2015). Hence, change and
improvement are the two sides of the same coin.
The aim of the paper is to analyse the issue of change management of the chosen
company, Modern Toy Shop. The company faced challenges relating to the changes initiated by
the Chief Executive Officer and which relates this paper to analyse the changes. The paper also
aims at specifying the questions from the case study and finds a solution for the same.
Case study scenario
I operated as the Human Resource managers of the company based in Australia back in
2012.The name of the company is Modern Day Shop. It is known in the Australian market for
manufacturing the wooden toys. It was established by Jeff Lee, 2001 and it is known for
producing quality products in the regions of Australia. The company also has over 3500 number

2ORGANIZATIONAL CHANGE
of employees in the area of Brisbane. The success of the company is depended on its quality
production that gives it a competitive edge in the market. Ana Bracken was employed as the
chief executive officer of the company. For the leadership management, the responsible person
was Stephen Lee. She is known to earned respect for her success in the last company, Toy
Galaxy where her excellent leadership skills proved to have paid well for the company. With
Ana’s leadership skills, Toy Galaxy which was a small toy manufacturing company, however
soon it became one of the top manufacturing companies of Australia. This is to be noted that her
leadership skills have proved to be instrumental in influencing the decision of the chief executive
officer of the company. At the end of 2013, Ana Bracken and the other members of the company
decides that the company requires enhancing their growth rate and this decision seen to have
been objectively associated with all members of the organization. However, after two months,
another meeting was called by Ana Bracken where I being the human resource manager had to
join the other departmental heads and operative directors.
This meeting was significant from multiple aspects; firstly, it was called to consider the
issue of the decreasing sales of the company due to the poor quality design of the manufactured
toys. This is particularly visible in the decreasing sales of the company. The managers and
leaders were concerned due to the sudden decrement and it is the concern of the company and
the employees together. This motive behind calling this meeting was to consult the issue of
achieving higher growth and another meeting was called 6:30 p.m in the evening. The issue for
this decreasing quality and sales of the company was found to be in the organizational culture of
the company. It was noted that employees of the company were fulfilling their scheduled work
hours and leaving office fifteen minutes before the scheduled time. Ana was quick to find out the
issue is here and it needs to be addressed.