B. R. Richardson Change Management Case Study Report

This report presents a case study of B. R. Richardson Timber Products Corporation, focusing on organizational change management and development. The study identifies key issues within the company, including communication breakdowns, low job satisfaction, high employee turnover, and poor health and safety standards. It explores various interventions, such as strategic interventions and confronting meetings, and recommends team-building and intergroup interventions as the most appropriate strategies for ensuring organizational transformation. The report details the actions necessary for successful implementation, emphasizing clear organizational goals, realistic timelines, employee involvement, and the integration of business processes with objectives. It also highlights the importance of training and the involvement of a third-party mediator to address interpersonal conflicts, ultimately aiming to improve teamwork, coordination, and the overall organizational structure.

Running head: ORGANIZATIONAL CHANGE MANAGEMENT
ORGANIZATIONAL CHANGE MANAGEMENT
Name of the University
Name of the Student
Author Notes

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Executive Summary:
The purpose of the report is to present the case study of B. R. Richardson Timber
Products Corporation inters of the change management and development. The method includes
the visit in the company and data collection for defying the issues present in the organization.
The result shows that the issues need both internal and external interventions for the change
development in the organization.

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Table of Contents
Introduction:...............................................................................................................................................2
Issues in the organization:...........................................................................................................................2
Communication:......................................................................................................................................3
Job satisfaction:.......................................................................................................................................3
Employee Turnover:................................................................................................................................3
Low Health and Safety Standards:...........................................................................................................4
Available Interventions in the Organization:...............................................................................................4
Select one intervention and explain why this strategy is the most appropriate to implement for ensuring
organizational transformation.....................................................................................................................5
Discuss the actions necessary to implement the recommended strategy successfully...............................7
Conclusion:..................................................................................................................................................8
References:..................................................................................................................................................9

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Introduction:
Organizational development refers to the organizational change and the performance of
the same in terms of the success. The organizational change is the process that takes place from
the various aspects. The implementation of the organizational change must be implemented from
the upper level towards the lower level (Cameron & Green, 2015). The need o the organizational
change and the development are required because of some issues that affect the production and
the overall operation of the organization. The prevalence and the intensity of the issues indicate
the need of the change and development in the organization as well as the lack of competencies
in the management (Hayes, 2014). The chosen organization requires the change in terms of the
structure and the process of the organization. There change management issues leads to the needs
of the organizational development. However, any issues related to the change management can
emerge from internal problems as well as external problem. The chosen organization present the
issues related internal problems that have emerged from the management structure and the in
competencies by the authoritative personnel in the organization. The following portion of the
report presents the case study of the change management and the interventions of the same.
Issues in the organization:
A deep and thorough sneak peek into the B. R. Richardson Timber Products Corporation
presents some issues that are prevalent in the organization and somehow or other are affecting
the business process. Not the only the business process in influenced by the issues, but also the
people, structure and overall operations are equally affected by the same (Goetsch & Davis,
2014). The predominant issues are:

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Communication:
Communication seems to be one of the major issues in the organization. The
communication is affecting the process as well as the people of the organization. The lack of
proper and effective communication is leading to anther problems like the payesms issue,
overtime issues and others. The communication regarding the change and the development needs
to be proper in all the level of the organization in order to the proper execution and the
implementation of the change development (Coombs, 2014).
Job satisfaction:
It is evident from the case study that the employees are not satisfied with their job. The
case study presents data in regards to the employees’ complaint about the job and the
management. It is found that the supervision of the organization regarding the job satisfaction
vague and that the employees are not happy with the management as well as the organization
(Cummings & Worley, 2014).
Employee Turnover:
The employee turnover is the issue related to the previous one. The employees due to the
lower job satisfaction are tending to leave the organization. In fact, the turnover rate higher than
the last year. The lack of communication, poor management structure is also some of the reasons
for the employee turnover (Fugate, Prussia & Kinicki, 2012). This is not only affecting the
human resources of the company but also is affecting the reputation of the organization among
the staffs.

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Low Health and Safety Standards:
The case study is a fine example of the poor maintenance of the health and safety
standard in the organization for the staffs. The management of the organization does not follow
the policies of the employee’s health and safety in the workplace. There are employees in the
organization with broken fingers, back pain and other physical disabilities that are the result of
the accidents in the workplace. The management of the firm seems to be careless about the issue.
This is creating a negative impact in the staffs as well as negative indication to the organizational
structure.
Available Interventions in the Organization:
The intervention denotes the planned and the organized activities in a firm that aims to
bring the change in the organization. Intervention entails the intended activities by the external
consultants of the organization for the change development (Michie & Johnston, 2012). The
intervention available in organization acne also is helpful in this regard for delivering the change
development. Strategic intervention is the major that is needed presently in the organization. The
strategic intervention will help the management as well as the entire organization for the better
performance. In addition, this will also help the in implementing the change development
properly.
Another intervention that is available in organization is the confronting meeting. The
confronting meeting will help the organization to have a conversation between the management
and the employees regarding the issues faced by the employees in the workplace (Free et al.,
2013). The management of the organization will understand, realize and be able to identify the
issues and present in the organization and affecting the organizational structure and operations

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(Cameron & Green, 2015). This will also make the management understand the need and
requirement of the organizational change development process in the organization. These two
interventions are related to the change development of the organization as well as these are
already available in the organization, which will definitely make the process easy for the
management as well as for the consultants.
Select one intervention and explain why this strategy is the most appropriate to implement
for ensuring organizational transformation
There were various issues that had been faced by the business organization B.R.
Richardson Timber Products Corporation such as lack of communication, supervision,
scheduling of production, etc. The interventions could help in combining the various components
of the program and strategies to manage changes in behaviors as well as improve the health and
safety of individuals who have been working within the organization. The interventions include
educational programs, better implementation of policies and procedures, improvements if the
environment or even promoting a health promotion campaign for managing health and safety of
the workers (Contrafatto & Burns, 2013). The interventions that consist of multiple strategies are
the most effective and reliable for delivering the most probable changes and improvements for
the organization. This could also bring long lasting changes as well as produce the desired
positive outcomes by ensuring that the company sustains changes within the business
environment with ease and effectiveness (Grant, 2014).
The interventions have been applied here to make sure that it can be reached to a large
group of audience through various ways or approaches and a proper lamination plant will be set
up at B.R. Richardson Timber Products Corporation. The most important intervention could be

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the introduction of educational programs, which would be able to work as a motivation course
for involving the workers and ensure that the issues were identified and resolved within quick
time. Based on the inspection plan, it had been understood that the plant that was developed
earlier within the workplace was very noisy, there were glue drippings along with dust
everywhere and even the aisles disappeared in the tools and piles of the plant (Hayes, 2014).
Thus, it could be seen that the plant was not clean and rather the employees were also paid less,
there had been health and safety related problems, which made the implementation plan
ineffective (Free et al., 2013). The employees were not paid the right amounts of wages and even
their health and safety aspects were hindered. The interventions are useful for influencing the
knowledge, attitudes, beliefs and skills of individuals and increase the social support as well.
This would not only create a supportive environment where all the staffs would work in
coordination and as a team to ensure that, the implementation plan for the lamination plant could
be successful and noteworthy (Johnson et al., 2013).
The interventions could include various programmatic activities that could enable
changes within the organization and furthermore facilitate the change management process
within B.R. Richardson Timber Products Corporation. As a consultant, it would be important to
manage intervention through collaboration between the clients and consultants on a consistent
manner. The team building intervention is related to the management of people and processes
within the organization and it can enable transformation as a whole. It would be easy to
accomplish the goals and objectives according to the organizational vision and strategy and
improve the organization’s culture too (Lozano, Ceulemans & Seatter, 2015). The team building
intervention could help in managing the people and business processes by focusing on various
groups based on their roles such as superior, subordinates and colleagues. This would allow them

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to learn and gain more knowledge about how to improve the organizational structure and
improve the areas of accomplishing tasks, manage team relationships and organizational
processes too (Millar, Hind & Magala, 2012).
Intergroup intervention is also associated with the people and processes and it can help
the workers to coordinate tasks and accomplish the desired goals and objectives. Though, this
kind of intervention allows team members to work in coordination and manage the business
processes effectively, still there can be conflicts among them, which will lower their morale and
productivity as well. This kind of intervention allows for increasing the communication among
the people and find out ways of achieving the desired goal with ease (Nordin et al., 2012). The
people must be trained for improving their skills and enable them to perform to their potential
while managing the installation of lamination plant. This would further help in managing the
business processes efficiently and ensure that the leaders of B.R. Richardson Timber Products
Corporation in Australia properly clarify the roles and responsibilities to the members of the
team through motivation and encouragement (Waddell et al., 2013). Therefore among the
various interventions, the team building and intergroup interventions are the most appropriate for
ensuring successful transformation of the organisation.
Discuss the actions necessary to implement the recommended strategy successfully.
There are various actions that are undertaken to implement the effective organizational
change management strategy and these have been illustrated here in this report. Developing a set
of clear organizational goals and objectives is essential for making the individuals working
within the organization know about how to implement the lamination plant. A proper and
realistic time scope should be developed for ensuring that the implementation would be done

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within the allocated time. Management of informed awareness for involving the employees or
staffs and develop commitment among them (Contrafatto & Burns, 2013). Selecting the most
appropriate system for enabling participation of the staffs is important and it is necessary to
support the major power groups for transforming the organization as well. The daily business
operations and processes are integrated and have been aligned with the organizational goals and
objectives for ensuring successful transfer and diffusion. This would facilitate the innovations of
business processes along with relevant changes at B.R. Richardson Timber Products Corporation
in Australia. As the most appropriate intervention is related to the major aspects of people and
business processes, so a third party peacemaker shall be involved to focus on the interpersonal
conflicts and manage ethical cooperation and competition among the people working there
(Grant, 2014). Training should be provided as well to yield the better learning about own self,
interpersonal relationships and group dynamics too. This would promote effective teamwork and
coordination among the workers as well as ensure that the intervention plan could be effective
for implementing the organizational change management strategy successfully (Lozano,
Ceulemans & Seatter, 2015).
Conclusion:
It is evident from the above discourse that the change management and the change
development is related and linked with each other in terms of the organizational development.
This is certain that the implementation of the lamination plant will emerge more issue; therefore,
the present issues in the organization must be solved with urgent priorities. Several interventions
are given in the report for resolving the change management issues in the organization. Some of
the interventions are already present in the organization and some of them are recommended.
The intervention in the organization will help developing the strategic planning as well as the

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organizational structure for the required change development. This intervention will ultimately
help the organization reduce the issues like employee turnover, lack of communication and
others. However, only the intervention cannot individually resolve the issue, the cooperation is
also needed from the every level of the organization.

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References:
Contrafatto, M., & Burns, J. (2013). Social and environmental accounting, organisational change
and management accounting: A processual view. Management Accounting
Research, 24(4), 349-365.
Grant, A. M. (2014). The efficacy of executive coaching in times of organisational change.
Journal of Change Management, 14(2), 258-280.
Hayes, J. (2014). The theory and practice of change management. Palgrave Macmillan.
Johnson, G., Whittington, R., Scholes, K., Angwin, D., & Regnér, P. (2013). Exploring strategy
text & cases (Vol. 10). Pearson.
Lozano, R., Ceulemans, K., & Seatter, C. S. (2015). Teaching organisational change
management for sustainability: designing and delivering a course at the University of
Leeds to better prepare future sustainability change agents. Journal of Cleaner
Production, 106, 205-215.
Millar, C., Hind, P., & Magala, S. (2012). Sustainability and the need for change: organisational
change and transformational vision. Journal of Organizational Change
Management, 25(4), 489-500.
Nordin, N., Deros, B. M., Wahab, D. A., & Rahman, M. N. A. (2012). A framework for
organisational change management in lean manufacturing implementation. International
Journal of Services and Operations Management, 12(1), 101-117.