The company is working in fast changing environment

Running Head: CHANGE MANAGEMENT 0
Student Details
8/27/2019
Lead organizational change

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Contents
Task 1...............................................................................................................................................2
Task 2...............................................................................................................................................3
Task 3...............................................................................................................................................6
Task 4...............................................................................................................................................8
Reference List................................................................................................................................10

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Task 1
In the case study analysis the organization considered is the security company which deals in
escorting the customers’ securely. The five realistic assumptions considered for the study are:
 The company is working in fast changing environment where the competition is high due
to changing customer needs.
 The company works in critical environment due to the increase of the terrorism all over
the world. The employees are not motivated enough compared to the severity of the task.
 The Company managers are not updated with the technology and are incompetent in
judging the requirement of staff in whole service process. The managers require high
skilled training to manage the employees.
 It can be assumed that the organization do not have the diversity policy in place as the
employees are not engaged and motivated even the employees feel undervalued and
unsatisfied in their job (Danso & Agyare 2018).
 Proper gaining and development programs are missing this has led to ineffective
management in the organization.

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Task 2
Critical evaluation
In the case study analysis it can be concluded that Site Security and Secure Escorts has to change
the management style and structure due to following reasons. Firstly the organization has
ineffective organizational structure as the company has not defined organizational policies and
management authority to facilitate working of the organization (Galagher 2019). The company
major issues as discussed in the case study are old methods of management, Centralized
information systems and shortage of staff.
The Authors Worley and Mohrman has emphasized that the organisational changes always
struggle as the change is often resisted by the stakeholders which can be facilitated by engage
and learn model (Worley & Mohrman 2015). This model helps in understanding the
requirements of the organization to implement tailor made changes in the management. With the
reference of figure 3.4; the SSE organization will fall in reactive zone as the external factors are
forcing the organization to change. There are four types of organizational change which are
Tuning, Adaption, Reorientation and Re-creation (Kotter 2012).
Source: (Haynes, 2018)

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The Tuning and Reorientation are proactive types of organizational change, as the word suggests
these changes are incurred by the organizations which are working and changing with changing
requirements of the global world (Gready 2013). The organization which proactively tune with
better ways of achieving strategic success; for example introducing of new product with
diversified technologies and process. In this approach the company slowly stats changing with
the new needs of the changing environment this type is based on the incremental approach which
means increase or enhancement in current policies and procedures by the company. No major
changes are implemented within the organization as a whole.
Adaption is incremental process but in reactive aspect the company SSSE has to changing with
environment on reactive basis it can be justified by the following points. Firstly in case study
analysis it can be seen that the organization is losing its existing customers due to the poor
quality provided by the employees. In the preliminary research it is clear that company do not
have any incentive plan in place for the motivation of the employees and the company
organizational structure is traditional. It is the time when company should adopt its working style
to achieve competitive advantage in long run. The organization has to recreate the whole new
process of reporting as well as working style (Lewis 2019). As a manager it is important to
analyses the need of the employees, in this context SSSE is failing as the employees are not only
understaffed but under motivated to complete the task. The organization change is recreation
rather than Reformation as that defines change in organizational structure but it doesn’t involve
uprooting of the events. The companies do not force themselves to change rather it is the planned
and proactive way of the organization to achieve strategic success in changing business
environment (Voehl & Harrington 2017).
Re-creation involves transforming the whole organization with fast and speedily changes of all
the basic elements the company has to change not only reporting style but the vision of the
company. The company vision is to improve the quality of the service and retain the existing
clients which can be possible only after the implementation of training and development of the
employees (Nolan 2012). The company lack proper training, guidance, and assistance, It is also
seen that employees of the organization are not feeling engaged enough to achieve organizational
goals. This leads to another recreation of organizational goals and objectives. This includes
linking individual goals with organizational goals. This also leads to acceptance of employees

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and providing them with the authority through which the company can improve efficiency as
well as effectiveness of the organization. The company is also affected due to old technology , It
is important to implement the distributed information system with compared to centralized
system as the distributed system can lead to improve in access, scalability and speed to update
and work from different branches (Albornoz & Leiva 2019).

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Task 3
Indicators of effectiveness
The major elements which define that the change should be implemented in the organization can
be summarized into six major elements. The first and the most critical element to analyze the
effectiveness of the organization is purpose and desired outcomes. The main purpose of the
organization can be defined as the growing share in the market or profit earning capacity. This
can prove to the major element in understanding the effectiveness of the organization, In the case
study the SSSE organization has shown declining profit. The aim of the change management is
to improve performance. This is considered as the most important element in analyzing that the
company needs change in the organizational structure and methods (Tofanelli 2012). Stakeholder
Perspective is another very important element as it defines the different perspective of the
different stakeholders to assess the organization effectiveness. While analyzing the stakeholder
perspective the company has to respect the stakeholders point of view for example employees
satisfaction needs can lead to ineffectiveness of the company as discussed in the case study, The
customer satisfaction and customer service are the big factors in analyzing the customer point of
view, In broader view the organization’s contribution toward environment and community can
be deciding factor for the organization success. The level of assessment is the element which
says that effectiveness should be assessed in different levels. Individual performance as well as
group performance both should be analyzed to understand the effectiveness of the organization
Assessment of effectiveness needs to be aligned properly as the all the indicators which define
individual as well as group effectiveness need to be going in sync with the different departments
which should be inclined to the organizational effectiveness. When the SSSE organization is
considered the company is failing in all of aspects whether it is organization structure ,
management style and the information system is need to be updated when all the aspects are
linked, This shows that the company vision is not aligned properly (Griffin 2012). The important
element in this scenario is time perspective as time can change the importance of goals. If the
company is currently profitable but the practices company included are based on unethical
practices the company effectiveness is negatively affected. In this factor it is important the
change should be executed keeping time perspective in the planning as well as executing the

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change management in the organization. Benchmarks are the basic industry standards that can
lead to analyze the effectiveness of the organization (Smith, Thorpe & Jackson 2012). The
benchmarks are decided on the basis of relative performance by the competitors, the organization
has to focus on the companies which can be compared with the organization. The company has
to focus on the ratios to analyze that the objectives related to finance and operations are matching
with the industry standards. The last indicator which can define the effectiveness of the
organization is factors which are emerging in the organizational welfare (Iloafu 2016). These
factors can boost the sale or can do the exact opposite in any business for example if the
environment factors are not taken care in the manufacturing process this can lead to the closing
of the organization and it negatively affect the reputation of the organization. These factors are
needed to be identified with the help of the management understanding and market research. The
above factors affect the performance of the organization which can lead to reduce in company’s
effectiveness, hence the above factors conclude that SSE has proved ineffective and it is the right
time to implement change management in the organization.

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Task 4
Key stakeholders
In this part of the case study analysis the author John Haynes has tried to explain the importance
and influence of the stakeholders in the organization with the help of stakeholder analysis the
major inputs are discussed. Firstly the key stakeholders are divided on the basis of power to
control and impact due to change management. Stakeholders can have the positive as well as
negative interest in the change management (Beerel 2009). The importance of stakeholders
varies from the power any stakeholders have to impact change in the organization. The following
people have stake in the organization and these are investors, suppliers, employees, government
and communities. The author Shaw and Maletz have introduced stakeholder analysis to classify
shareholders into blockers and sponsors. Blockers are the stakeholders which intervene to
promote the change in the organization. The sponsor works hard to meet the changed outcome.
An another way of classifying the stakeholder is introduced by Piercy and are described on the
basis of Stake they have and the power to influence the outcome, This matrix involves Meddlers,
Sponsors and Blockers , bystanders and Helpless victims or Beneficiaries ( please refer to the
figure below) (Hayes 2018)
Source: (Hayes 2018)

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The stakeholders which are not directly affected by the organization but have the high power to
influence the decision are known as Meddlers The meddlers can be newspaper journalist and
media people who can change and alter the news according to their self-interest. The goal of the
organization is to meet self-interest of all the stakeholders. The company can also face political
impact from the government in order to achieve political power in the region. Another stake
holder which has the power to influence and high stake are known as Sponsor and Blockers as
discussed above. Bystanders are the stakeholders who are aware of the change but have a really
less power to influence the change. Bystanders can be workers which know about the change but
have no power in influencing the decision. The beneficiaries or victims have high stakes but less
power to change the concerns. The investor’s shareholders can influence the decision if required
but the company policies are often controlled by the owner of the organization.
Once the stakeholders are identified the organization has to tackle them accordingly.
Stakeholders consent can be very difficult to achieve the organization has to handle them
carefully (Malhotra & Hinings 2015) .In the phase of change management the organizations
always face resistance from the major stakeholders of the company. The organization has to
tackle each and every point of view for the successful completion of the change management. In
this case study the major stakeholders are employees and customers, The company should
motivate employees by providing authority to take decision and to link the goals to achieve
success as individual and as well as the perspective of whole organization. The SSSE
organization has the to take managers as well as employees in concern before implementing
organizational change management, The organization should also try to focus on the customer
perspectives and focus more on the quality of the service. There is always conflict of interests
between the power and influence of the individuals and group which are engaged in the
operations of the organization, The major change SSSE should be implemented is change in
management structure and management style, The employees can also face issues in
understanding the new technology hence the company should involve training related to new
information system and the company should improve the communication between the
management and employees to discuss the concerns of the employees.

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Reference List
Albornoz, A & Leiva, MTG 2019, Audio-Visual Industries and Diversity: Economics and
Policies in the Digital Era, Routledge, Abingdon.
Beerel, A 2009, Leadership and Change Management, SAGE, California.
Danso, KO & Agyare, C 2018, Equity and Diversity Policy, Kwame Nkrumah University of
Science and Technology, Ghana.
Galagher, PF 2019, Change Management Handbook: The Leadership of Change Volume, PFG
Publishing, New York.
Gready, P 2013, 'Organisational Theories of Change in the Era of Organisational
Cosmopolitanism: lessons from ActionAid’s human rights-based approach', Third World
Quaterly, vol 34, no. 8, pp. 1339-1360.
Griffin, RW 2012, Management, 11th edn, Cengage Learning, Boston.
Hayes, J 2018, The Theory and Practice of Change Management, Palgrave, London.
Iloafu, LEK 2016, 'The Role of Effective Communication in Strategic Management of
Organizations', International Journal of Humanities and Social Science, vol 6, no. 12, p. 94.
Kotter, JP 2012, Leading Change, illustrated edn, Harvard Business Press, Brighton.
Lewis, 2019, Organizational Change: Creating Change Through Strategic Communication, John
Wiley & Sons, New Jersey.
Malhotra, N & Hinings, CB 2015, 'Unpacking continuity and change as a process of
organizational transformation', Long Range planning, vol 48, no. 1, pp. 1-22.
Nolan, S 2012, 'Change management', Strategic HR Review, vol 11, no. 5.
Smith, ME, Thorpe, R & Jackson, PR 2012, Management Research, Sage, Thousand Oaks.
Tofanelli, 2012, Communication in Organizations, AuthorHouse, Bloomington.
Voehl, & Harrington, J 2017, Change Management: Manage the Change or It Will Manage You,
illustrated edn, CRC Press, Florida.
Worley, CG & Mohrman, SA 2015, A new view of organization development and change
competencies: the engage and learn model, viewed 29 August 2019,
<https://ceo.usc.edu/files/2018/03/14_New-View-of-Org-Dev-and-Chg-Competencies-Engage-
and-Learn-Model-June-2015.pdf>.

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