Organizational Change and Development in Qantas

This report discusses the process of organizational change and development in Qantas, an Australian airlines company. It covers the problems and opportunities related to change strategies, justification for change intervention, issues and barriers faced, and ethical considerations. The report also explores change management models and their impact on the growth and profitability of the organization.

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Qantas
Organizational change and development
5/21/2019

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Contents
Introduction......................................................................................................................................2
Problems related to organizational change......................................................................................3
Problems and opportunities related to the change strategy.............................................................5
Justification for change intervention...............................................................................................8
Issues and barriers faced in change intervention.............................................................................9
Ethical issues created by intervention............................................................................................11
Conclusion.....................................................................................................................................13
References......................................................................................................................................14

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Introduction
The organizational change is the process of changing the different strategies of an organization,
procedure, and process to maintain the changing strategies. The organizational change is an old
concept that is used to maintain the effective changes in the organization. This report includes
the organizational change process in the Qantas Company, which is an airlines company in
Australia. The various theories are used in organizational change, which makes the change
effective. This report will discuss the problems related to the changing organizational strategies,
which is very important to know due to managing the problems. The change strategy also has
certain opportunities, which will discuss in this organization. This strategy is a very essential
strategy sometimes in a business organization. The intervention of change includes the changing
in the several activities of the organization and it increases the betterment in the organization.
These changes ensure the improvement in the various functions of an organization. The report
will discuss the justification of change intervention. The change intervention will create many
barriers in the activities of an organization and these barriers will be included in this report. The
barriers occurred in change intervention affect the functions and activities of an organization so it
is important for the organization to remove the barriers (Cameron and Green, 2015). With the
change intervention, many ethical issues are also related. The ethical issues included in the
change intervention will be discussed in the report. Qantas can greatly be affected by the
changes occurs in the organization.

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Problems related to the organizational change
The organizational change also created many problems in the organization, as it is not
easy to implement the changes in the organization. As per the thought, the change is
inevitable but it is not going to be easy. The change can make the organization better but
it is very difficult to implement the changes in the organization. Qantas can implement
many changes in the organization so the organization can face many problems in their
business (Booth, 2015). There are several problems occurred when the changes are made
in the several activities of the organization. There are several problems faced by the
organization in the change implementation. The common problems faced by Qantas in
change implementation are described below-
 Resistance of Employees
The employee’s resistance is a very common problem in the change implementation
because the employees not wanted to implement the changes in the organization
because they need to learn the new process after the changes are implemented in the
business activities. As the employees become comfortable with the business activities
and functions then they need to learn the new changes in the organization (Benn, et.
al., 2014). If the change is implemented, the resistance can continue in the
organization and the employees create many problems in the changing activities, as
they need to learn the new things for doing various functions in the organization.
 Issues of communication
The organization struggle to communicate with the employees and this issue can
resist the organizational activities and changes occurred in the organization. The
organization needs to do the communication with the employees before implementing
the change in the organization (Lozano, et. al., 2015).The communications can create
significant changes in the organization s it is important to communicate with the
employees before the changes implemented in the organization.
 The implementation of new technologies

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The implementing of new technologies is also a great problem in the change
implementation as the changes create many technologies, which is not easy to
understand so these technologies can create hurdles in the organization. The
Qantas face this problem in the implementation of certain changes in the
organization. The system of new technologies cannot understand by the
employees so the business is hampered due to the employees.

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Problems and opportunities related to the change strategy
The change management strategy has many problems as well as opportunities in the organization
as this is the big task of the organization to implement the changes. The changes implemented in
the organization need to be proper and acknowledge that it can create betterment in the
organization or improvement the growth of the organization. The main problem arises in the
change implementation is the employee's resistance because they do not want the implementation
of changes in the business because if the changes are implemented then they put efforts in the
business to understand the changes because the whole process of doing work is changed
completely (Alvesson and Sveningsson, 2015). The several problems and opportunities of the
organizational change are described below:
Problems of the change implementation are described below-
 Conflicts- The change implemented in the organization can create various
conflicts among the employees of the organization because they have problems in
the change implementation because they need to understand the new methods of
doing work and this can create problems for them (Piercy, 2016). The conflicts as
if fear of leaving staff and manage their frustrations will arise in the organization
due to the change implementation.
 Lack of communication- The lack of communication is also a big problem in the
change implementation because proper communication is important to make the
changes. The uncertainty will create due to the lack of communication and it
disrupts the workforce. The communication with the employees is also important
to implement the changes in the organization.
 Resistance- The people of the organization resists the several changes in the
organization and it can affect the overall work of the business. The employees of
the Qantas create many resistances in the organization when the airlines create
many changes in the organization.
The change management model is used to manage the changes implemented in the
organization. The two change management models are described below-

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1. Lewin change management model
This strategy is used to manage the changes done in the business organization and
it remains relevant because it maintains the effective structure of an organization.
As per this model, the change management can be divided into three small stages,
which are:
a. Unfreeze
b. Change
c. Refreeze
By these three stages, it has been cleared that first, the changes are unfreezing in the
business for facing the upcoming changes (Al-Haddad and Kotnour, 2015). The next
stage is related to implement the changes. The effective change requires in the process.
Finally, it is time to refreeze which means the changes is stopped in this organization.
2. Kotter’s 8 step change model
This model focused on the people who experience the changes occurred in the
business and the large organizations.
a. Make a sense of urgency
b. Make a strong coalition
c. Make a strategic vision
d. Get everyone's buy-in
e. Make an action for removing barriers
f. Make short-term wins
g. Make acceleration
h. Institute the change
Opportunities for the change strategy are described below-
 Reducing risk and inefficiency:
The change management is responsible to decrease the risk and efficiency of the
organization. The change management plan is responsible for reducing the risks and
save time (Georgalis, et. al., 2015).The possibility of an unsuccessful plan is removed
from the organization.

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 Proper maintenance of day to day operations
The change management process help in the maintenance if day-to-day operations
used in the organization. The Qantas used the change management process and
help in maintaining day-to-day operations.
 The motivation of the employees
The employee's motivation is one of the opportunity occurred in the change
management plan. The organization needs to maintain the employee's motivation
by explaining them regarding the change management process.

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Justification for a change intervention
The intervention is related to all activities need to bring several changes in the organization.
These changes are responsible for the better improvement of an organization and it manages the
growth of the organization (Haworth, 2016). The change intervention takes place in Qantas then
many changes occurred in all the activities of the business and these changes improves the
condition of an organization and manages the economic growth of the business. The change
intervention makes the changes proper in the organization and it increases the proper growth of
the business.
The intervention improves the proper management of Qantas and makes the activities proper in
the business. The restructuring of the organization is also included in the intervention as the
organizational structure takes a lot of time because the structure of the organization has verbal
sub-units and this intervention improves the overall growth of the organization (Small, et. al.,
2016). The changing of structure in Qantas can improve their growth and attract the customers
towards the use of airline services in the market. The changes in the activities of an organization
include a change intervention. The development of new services is also included in the
intervention and this can manage the overall profitability of the organization.

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Issues and barriers faced in change intervention
The issues and barriers create hurdles in the process of change intervention. The change
intervention is a process of making all the activities different from the previous and changed
them in some other way (Burke, 2017). The changes are necessary for the future planning of the
company but certain barriers and issues faced in the change intervention. The barriers faced in
change intervention are described below-
 Lack of proper planning-
The change organization becomes fail if systematic planning is not preferred. Without
planning, the various issues are created in the business while implementing several
changes. The understanding of changes is essential and you should know that what
changes could be occurred in the organization (Pollack and Pollack, 2015).
 Lack of Consensus-
The barrier of consensus occurs when you fail to get everyone on the changes in the
corporate sector. This decision needs to be taken by the organization and this comes
from the high level of organization. It is necessary for all the staff to consider the changes
in the organization and deal with the changes in a proper manner.
 Low Employee Morale-
As per the information, it has been analyzed that employees do not want certain changes
in the organization because they need to put more efforts in doing work after the change
implementation, as the changes need to understand proper by the employees. Low
morale becomes a barrier in the organizational change because the staff of the
organization resists the changes (Hayes, 2018). The functions and activities of the
organization highly impacted by low employee morale.
 Adopting new technology-
Technology plays an important role in the growth and development of business so it is
important for the business to adopt new technologies for the better implementation of

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changes (Morin, et. al., 2016). However, the new technology is a great barrier to the
implementation of changes because the whole work is done with the use of new
technology.

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Ethical issues created by the intervention
The change intervention is the activity that is used in the organization while
implementing the changes. The several issues are related to the change implementation,
as this is necessary for the better growth of the organization (Bradley, 2016). Some of the
issues of the organization are related to ethics. The ethical issues are much more related
to the organization and the change implement in the organization. The organizational
change management is necessary before implementing the changes in the organization
and these changes can make the method of doing work differently. It is a type of
framework to make the new business process, maintains the organizational structure and
maintains the cultural changes in the organization (Hayes, 2018). The organizational
change management uses a systematic approach, which provides several benefits to the
organization and this makes the better learning of new behaviors and skills. The ethical
issues are the main problems of organizational change management. It is important for
the organization to maintain better strategies related to change management.
For managing the ethical issues arise in change management, better leadership is
required. The leadership can maintain better communication among the employees so that
they cannot create ethics in the change management process (Pugh, 2016). The change
can make new behaviors and new skills in the business organization. This process
improves communication and makes better changes in the business organization. The
organization needs to follow the plans for both successful and unsuccessful results. The
ethical issues are one of the great challenges in change management and some of the
ethical issues are described below-
 The change must be rational and well planned- If the change is not a rational
and well planned then many ethical issues arise which hampers the work
performance and also affect the performance of the employees.
 Principle related to the respect for dignity and worth of the individual- The
intervention needs to provide the opportunity to the employees to improve skills
and it also affects the environment of the organization. Individual dignity is
important in the change management process.

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 Principle of a normalization-The employee must use the normalization for the
better change management as this process creates many ethical issues in the
organization (Hickman and Silva, 2018). Therefore, to remove these ethical
issues the organization provides the normal environment to the employees.
 Principle of fairness-- The intervention must be fair and allow the employees to
get success in the school. The various consequences are applied to managing the
process of an organization.
 High expectations- The high expectations also included in the ethical issues of
the organization as the employee's expectations are also high with the
organizations. These expectations can manage by the process of change
management.
 The self-discipline- The self-discipline is also included in the ethical issues as the
self-discipline is the most important part of the organization. This can also include
ethics in the process.
 Appropriate leadership- better leadership is a part of the ethical issue as the
leaders of the organization maintain the change management process and motivate
the employees to accept the change management.

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Conclusion
This report is related to organizational change and development. The report includes the many
issues that occur in making the change management and to maintain the changes in the
organization. The report has been concluded about the change management process that is
responsible for the better development of the organization. The report has been discussed about
the change management process in Qantas organization related to the airline's company. The
Qantas organization makes changes in the organizational structure so this can be concluded in
this report. The problem factors of the organizational change have been described in the report.
The change strategy has many opportunities in the better growth of the organization and these
opportunities have been defined in this report. The Lewin change management model and
Kotter's 8 step model has been discussed in this report.
The various problems and opportunities have occurred in the change intervention and this report
has been included about the change intervention process that is included in the organizational
change development. There are many issues, barriers occurred in the change management
process, and these issues have been defined in this report. The change management process is a
very important process used to change the structure of an organization. This concept includes
many ethical issues that are related to the change management process and these ethical issues
can be addressed in this report.

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Bradley, G., 2016. Benefit Realisation Management: A practical guide to achieving benefits
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the models, tools, and techniques of organizational change. London: Kogan Page Publishers.
Georgalis, J., Samaratunge, R., Kimberley, N. and Lu, Y., 2015. Change process characteristics
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