Managing Organizational Change and Development at Wengart Aircraft

This report discusses how Wengart Aircraft tackled quality issues and improved profitability through change management. It includes an analysis of the issues, the change model adopted (Kotter's 8 Step Change model), the action plan, ethical and social issues, stakeholder analysis, and more.

Running Head: Change Management
wengart Aircraft
Managing Organizational Change and Development

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Table of Contents
Executive Summary.........................................................................................................................2
Overview of Problems/gaps.............................................................................................................2
Change Model..................................................................................................................................3
Action Plan......................................................................................................................................4
Ethical, social and suitability issues................................................................................................5
Stakeholder analysis........................................................................................................................5
Stakeholder Analysis matrix........................................................................................................5
Conclusions......................................................................................................................................6
References........................................................................................................................................7

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Executive Summary
As per case study, Wengart aircrafts is a manufacturing firm for private as well as military
aircrafts. In relevance with maximising the organizational profits, Ralph Larsen, President of
Wengart Company was much concerned so that stakeholder’s returns could be increased. From
certain period of time, organization was facing quality related issues and these issues lead the
organization towards decreasing profitability. Though, company stands on the second position in
the industry in terms of overall performance while in terms of profits, company stands on
seventh position amongst the nine companies in industry. Primary reason for diminishing
organizational returns is quality of their aircrafts. In relevance with improving quality of the
aircrafts, Secretary of Defence has sent several letters to Larsen in order to enhance the quality
within 6 months by 20% otherwise, penalty will be imposed. With this regard, report will include
change management process so that quality of the aircrafts produced by organization could be
enhanced along with gaining positive outcomes (Grayson & Hodges, 2017).
The first part of the report will include issues faced by organization and the gaps through which
quality is getting decreased. Further, change model will be discussed in accordance with the gaps
analysed so that the performance could be improved. Along with change model, change
interventions will also be discussed. The next phase of the report will focus over action plan
which will act as an implementation plan for the adopted changed. The last part of the report will
mainly focus over ethical, social and suitability issues and impacts linked with the
implementation of plan along with stakeholder analysis.
Overview of Problems/gaps
Quality of aircrafts has been identified by top level management one of the major concern which
is responsible for diminishing organizational profitability. Apart from this, organization was not
able to cope up with the changing business environment which leads to negative results for the
organization. Organization did not recognised customer’s changing requirements through which
gaps and issues amongst the customer’s demand and organizational product offerings increases.
Apart from this, Wengart was also suffering from lack of training measures for employees for
improving their efficiency; lack of team building exercises and cultural issues at workplace is

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also a reason for organizational low performance (Edel, 2017). Apart from this, as per case
study, two of veteran workers of organization calculated and analysed other reason which are
affecting organizational performance. They believed that as per the old system of organization,
approximately 20% of worker’s time was spent in reworking on defective harnesses and that too
even after installation of a plane. Communication gap amongst the department and dependability
of departments on each other is another big issue faced by Wengart due to which their
profitability gets declined (Hayes, 2018).
In order to rectify these issues as well as to enhance the organization performance as per the
requirements, certain actions will be taken to resolve the issues as well as to uplift organizational
profitability (Hornstein, 2015).
Change Model
Change model is the structure through which appropriate change will be implemented in the
organization as per the situation. With regards to the Wengart Aircraft’s operations, Kotter’s 8
Step Change model will be adopted. With the help of this change model, management could
easily implement change powerfully and successfully at workplace. Change is necessary or every
organization as well as for individuals to cope up with recent and latest trends (Goetsch & Davis,
2014).
Primary reason for adopting this change model is adaptation of appropriate policies and
strategies to fill the gaps between the organizational performance and the actual requirements.
This model is chosen for implementing change in Wengart’s workplace is to ensure that the gaps
between the performance required and actual performance will be removed along with
attainment of organizational desired goals and objectives. Before implementation of change, it is
necessary for every organization to analyse all the future and current implications in relevance
with the adaptation of change. This helps the organization to manage it accordingly along with
adopting effective set of strategies to reach to the desired destinations for the organization
(Small, et. al., 2016).
With the help of this model, primary benefits will be that it ensures positive outcomes. This
change model involves 8 steps and each step is related to each other and if one step will be

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skipped, organization will not be able to attain its desired goals and objectives. With the help of
following steps of this change model, organization will be able to remove the gaps from its
operations along with attaining desired positive outcomes:
 Creating urgency: While adopting and implementing change, it is required that the
whole organization i.e. each and every member of the organization should feel the
requirement of change. In relevance with this, before implementation of change at
workplace, urgency needs to be generating amongst the employees. This step helps the
organization to mitigate the risk of resistance for change from employees. With regards
to convince the employees for change management, top level management of Wengart
Aircraft will highlight all the opportunities which will be generated after implementation
of change and the benefits which will be attained from implementation of change
(Calegari, Sibley & Turner, 2015).
 Forming coalition: In this step, management convince its employees that change is
necessary. For convincing members of organization, strong leaders with clear vision are
required because along with managing change, leading is necessary. Once formed, your
"change coalition" needs to work as a team, continuing to build urgency and momentum
around the need for change. As per Wengart’s scenario, it is necessary to identify true
leaders along with the key stakeholders so that effective and strong team could be built
up as per change coalition (Chowthi-Williams, Curzio & Lerman, 2016).
 Creating vision for change: At the initial phase of implementation of change, various
creative ideas and solutions float around and it is the duty of top level management to
evaluate the effectiveness of all solutions and ideas so that an appropriate idea could be
adopted as per the vision of the organization. key features of this step is to evaluate
values which are central for change, creating an effective image after implementation of
change and ensuring change coalition as per vision (Rajan & Ganesan, 2017).
 Communicating vision: After creating an effective vision as per change coalition, it is
necessary to determine the results which will be originated with the effect of change
implementation. In the context of Wengart scenario, change is necessary in
consideration to improvement in quality so that the customer’s requirements could be
fulfilled along with satisfying the considerations of Defence Department. With regards

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to this, it is required for the top level management to communicate the vision amongst
the employees to develop clear and effective understanding. In this step, employee’s
concerns needs to be addressed so that they could be part of the change management
along with providing training to them so that their efficiency could be improved and
moulded as per organizational requirements.
 Remove hurdles: After following all the above steps, management and employees, both
would be on same track in terms of attainment of organizational goals and objectives.
This step also involves evaluation steps through which those employees could be
identified who are resisting changing so that those employees could be provided with
appropriate resolutions in relation with enhancing organizational performance along
with removing all barriers. This will lead the organization towards adaptation of change
in appropriate manner along with gaining positive outcomes (Dale, 2015).
 Short-term wins needs to be created: Success is the best measure for motivation and if
organization along with employee tastes victory at the initial stage of change, it will
boost up confidence of every member of the organization, thus, attainment of desired
goals and objectives becomes an easy task. With regards to creating short-term wins,
setting up short term goals is necessary and it needs to be ensured that early targets are
not much expensive.
 Build on change: As per Kotter, when an organization declares victory too early i.e. at
the first or second stage of implementation of change process, most of the changes fails.
Though, celebrating and creating short term wins are necessary but declaration of
overall objectives on the basis of short term wins leads the organization towards failure
most of the times. Failure and success, both plays vital role in the process of attainment
of desired goals and objectives because success builds up motivation while failures
make the organization learn (Ross, 2017).
 Anchor the changes in corporate culture: In relation with the corporate culture and
organizational requirements, it is necessary for the organization to implement change at
workplace so that organization could make its operations as per the business
environmental needs. Continuous efforts need to be made so change could be
implemented successfully so that organizational culture could be made as per dynamic
business environment (Jiménez-Jiménez, et. al., 2015).

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Action Plan
Activity Time period Responsible authority
Analysis of issues First quarter of the year (1-1-
2019 to 31-3-2019)
Top level management
Choosing change model Just after determining issues
(1-4-2019 to 31-5-2019)
Top level management
Implementation of change
model
In between second and third
quarter 1-6-2019 to 31-7-2019
Top level management
Steps involved in the change
model
During implementation period Top level management
Ethical, social and
sustainability issues while
implementation of plan
1-8-2019 to 31-10-2019 Top level management
Stakeholder analysis 1-11-2019 to 31-12-2019 Top level management
Ethical, social and suitability issues
During the implementation of change process, it is required to assume the impact and all those
parties and stakeholders will be involved so that their consent could be obtained in relation to the
implementation of change. In the context of Wengart Aircraft, quality is the major concern which
is faced by organization and it is leading the organization towards negative phase. Change is
adopted and implemented with the objective of implementation of TQM (total quality
management) approach at workplace so that aircraft’s quality could be enhanced so that target
audience and marketing environment’s needs could be fulfilled (Obeidat, et. al., 2016).
Implementation of issues leads to various issues such as ethical, social and sustainable if model
of change is not adopted as per organizational culture and working procedures. The change
model in this context has been adopted as per the suitability towards organizational requirements.
Stakeholder analysis
In order to manage stakeholders, all those will be involved in the procedure of change
management. With the help of these procedures, organization will be able to attain positive

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outcomes. Engaging the employees and stakeholders in the process of change management
ensures positive outcomes for the organization as well as desired goals and objectives could also
be attained. In the context of Wengart Aircraft, majorly employees will be impacted because as
change will affect workplace’s culture. Apart from employees, clients of organization will be
affected along with all those who have certain amount of interest in Wengart’s operations
(Sadikoglu & Olcay, 2014).
Stakeholder Analysis matrix
Stakeholder name Impact Influence Strategy for
engaging
stakeholder
Employees High High Appropriate training
& development
program for making
employees’ efficiency
as per dynamic
business environment.
Clients High High TQM for improving
the quality of aircrafts
so that their
requirements could be
fulfilled.
Government Low High Benchmarks will be
set up for maintaining
the quality of
aircrafts.
Conclusions
From the aforesaid information, it can be concluded that change is necessary for every
organization. Change is essential for enhancing organizational performance along with fulfilling

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the requirements of customer as well as business environment. For gaining competitive
advantage and leading position in the industry, it is necessary for the organization to rely over
change management so that the issues and challenges amongst organizational operations could
be mitigated. In this report, change management in consideration to Wengart Aircraft has been
discussed as they were facing quality related issues through which their profitability has been
decreased.

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