Organizational Change Management Report: Strategies and Interventions

This report provides a detailed analysis of the organizational change management issues faced by B. R. Richardson Timber Products Corporation. It identifies key problems including communication breakdowns, employee dissatisfaction, high turnover rates, and poor health and safety standards. The report explores available interventions, such as strategic interventions and meetings, and recommends a combination of strategies including team building, improved health and safety policies, and educational programs. The implementation of these interventions is discussed, emphasizing the importance of addressing multiple issues simultaneously to improve organizational performance and employee engagement. The report concludes that effective change management is crucial for improving the organization's productivity and overall success. It also underscores the need for ongoing monitoring and adaptation to address potential conflicts and ensure the long-term sustainability of the implemented strategies. This report is available on Desklib, a platform offering past papers and solved assignments for students.

Running head: ORGANIZATIONAL CHANGE MANAGEMENT
ORGANIZATIONAL CHANGE MANAGEMENT
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Executive Summary
Change and performance is essential for the development and success of any organization. The
management of the change and development in the organization is defined as change
management. It is often seen that most of the organizations are facing issues related to the
process, policies and structure; change management is required for making changes in the
organization. Change management starts form the higher level and it moves towards the lower
levels of the organization. Thus, it has been concluded that the organization has been facing lot
of issues in the processes, structure and strategy. This hampered the reputation and the overall
productivity of the organization. The report has recommended strategies, which will help to
improve and mitigate all the issues in the organization. thus, the required interventions have been
critically explained. The implementation of this strategies have also been explained and if the
organization is able to follow the strategies, they will be able to improve the productivity of the
organization. The conclusion that can be drawn is that change management is required for better
management practices.

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Table of Contents
Introduction......................................................................................................................................3
Issues in B. R. Richardson Timber Products Corporation...............................................................3
Communication............................................................................................................................4
Job satisfaction............................................................................................................................4
Employee Turnover......................................................................................................................4
Low Health and Safety Standards................................................................................................5
Available Interventions in the Organization....................................................................................5
Selection of appropriate intervention...............................................................................................6
Necessary actions to implement the recommended strategy...........................................................9
Conclusion.......................................................................................................................................9
Reference and Bibliography..........................................................................................................10

3ORGANIZATIONAL CHANGE MANAGEMENT
Introduction
Change and performance is essential for the development and success of any
organization. The management of the change and development in the organization is defined as
change management. It is often seen that most of the organizations are facing issues related to
the process, policies and structure; change management is required for making changes in the
organization. Change management starts form the higher level and it moves towards the lower
levels of the organization. Change management indentifies the frequency and intensity and based
on that prioritizes the issues and mitigates them (Hayes, 2014). However, the organization may
face problems from two aspects, one is the internal and other is the external. This is a report,
which will analyze the case study of B. R. Richardson Timber Products Corporation where the
problems are developed for the internal affairs of the organization. The organization consist of
various in competencies in the process, management and structure which will be identified and
evaluated to find out the appropriate solution for change management and development. The
report will initially discuss all the issues in the organization and then will describe the possible
intervention for implementing change management.
Issues in B. R. Richardson Timber Products Corporation
The given case study has been analyzed in order to identify the possible change
management issues in B. R. Richardson Timber Products Corporation. There are lot of issues in
the organization but only the major concerns have been highlighted. The organization has been
facing issues regarding the structure, human resources and the operations. The issues that require
immediate attention are as follows:

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Communication
Communication is necessary for the proper execution of the processes and B. R.
Richardson Timber Products Corporation has been facing major issues in this part. The
communication channel assists any organization to put across their objectives and goals to their
workforce so that they align their personal goals with that of the organization. An effective two-
way communication channel enables the workforce to communicate with the higher officials,
which facilitates the improvements in the productivity (Cameron & Green, 2015). However, in
this scenario there is a huge gap in communication within the employees and the higher officials,
which has given rise to problems such as issues in overtime and payment. Communication is
necessary for the management of change within the organization as it will convey the valid
reasons for engaging the employees in the new initiatives.
Job satisfaction
The organization is going through a phase of turmoil and the workforce of the
organization is unhappy with the policies and the job profile of the organization. Several
complaints have been made which suggests that the employees are dissatisfied with their job and
the management. The management is vague which has given rise to the discontentment within
the employees.
Employee Turnover
Employee turnover is dependent on the motivation and the level of job satisfaction
among the employees (Daley, 2012). B. R. Richardson Timber Products Corporation is having
problems with the attrition rate within the organization and it is hampering the productivity. This
increase in the attrition rate of the employees has affected the business model of the organization.
The cost of the organization has increased significantly but their revenue generation streams

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have remained stagnant. Thus, the profitability of the organization has decreased and the
reputation of the organization has been hampered.
Low Health and Safety Standards
There are various instances, which show that the organization is reluctant about the safety
and health measures within the plant. The health and safety standards in the organization are
poor ; the organization is not complying with the guidelines that is in accordance with the
industry. There are instances which shows that the majority of the employees are suffering from
broken fingers, back pain and various other disabilities. This is due to the accidents that keep on
occurring due to the ignorance of the management of B. R. Richardson Timber Products
Corporation. These serious issues have been ignored by the organization and it has created a
negative impact on the image of the organization.
Available Interventions in the Organization
Intervention is required to make changes to the current policies in the organization
(Doppelt, 2017). This will include the execution of the planned and organized activities so that
the current policies of the organization can be changed. The external consultants have proposed
changes that are necessary for the development of the organization. The interventions that are
available in the organization are strategic intervention and meeting. The strategic intervention
will analyze the past data within the organization in order to identify the future opportunities in
the market (Burke, 2017). This will also identify the present changes that are required in terms of
the processes and policies in the organization. This will facilitate in improving the performance
of the organization by improving the various processes. The change management is supported by
the strategic intervention so that it can provide better results.

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The next intervention that will be explained is conducting meetings among the
management and the workforce through a mediator. This will improve the chances of resolving
the problem by a reaching a level of consensus. The employees will have the opportunity of
sharing all their grievances in front of the management of the organization and the management
will have the opportunity of providing logic answers to the problems faced the employees. This
will facilitate better understanding of the point of views of each of the party (Anderson, 2016).
The management will be able to identify and realise the issues in management, which have to be
dealt with on a priority basis. Thus, the organization will be able to formulate the strategy that is
required for the management of change within the organization. Thus, the organization will be
able to make changes to the processes and the structure by identify the various business
processes.
Selection of appropriate intervention
The issues in the organization, B.R. Richardson Timber Products Corporation have been
identified and there are various interventions that are required for change management. The
interventions will be able to combine all the components such as strategies, programs and
policies so that a transformation can be brought within the organization. Strategic intervention,
improvement in the safety and the health policies and educational programs will be used for the
applying change management in the organization. This will also include the promotional
campaigns, which promote the safety and health standards and measures. There are various kinds
of issues in the organization so multiple strategic interventions will have to be executed so that
all the issues can be addressed. The multiple strategies and interventions, which will be used, are

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effective and reliable. The sustainability of the organizations is dependent on these strategies as
it will have a positive impact (Reese, 2015).
Team building is an effective intervention that has to be applied as it is targeted to a large
number of audiences in the market. Team building will improve the motivational level of the
workforce, which in turn will improve the level of job satisfaction within the employees. Thus,
the attrition rate of the organization can be reduced and the organization will be able to reduce
the increased cost of the workforce. The strategic intervention will plan strategies for the
development of the new lamination plant so there is no lack in the infrastructure and all the
safety procedures are maintained. The inspection plan has shown that the plant is very noisy and
the level of dust is higher than the industry standards. The dust is accompanied by glue, which
make the working environment very bad for the employees. The employees in the organization
are not provided appropriate wages and the organization has neglected the cleanliness of the
plant. The interventions will aim to improve the skill level of the workers by providing them
with adequate training and development facilities (Yoon et al., 2013).
The consultant and the client will have to work together so that all the needs of the
organization are met. This will help to improve the consistency of the processes and the
procedure of the organization, which will facilitate in the formation a business model, which is
effective. Human resources in the organization will be improved by using team-building
strategies. This will eventually help in improving the level of performance and motivation among
the workforce. Change management will thus enable the transformation of the organization in a
better way and it will help to realise the objectives and the goals of the organization. Thus, a
workforce will be created that is highly motivated and is focused on the bonding of the team. The
change management will enable better management of the workforce of the organization and will

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try to improve the role of the human resources of the organization. The change management will
enable the improvement in the structure and the overall processes of the organization. This will
enable the managers to perform their task in a better way and they will able to develop a
relationship with the teams (Zanko & Dawson, 2012).
The change management in the organization will help to improve the processes and
programs. The organization will be able to achieve their short term and the long-term objectives
and goals if they are able to incorporate the team building in the human resources practices.
However, the above-mentioned intervention may have an adverse effect on the human resources
of the organization. Communication and team bonding may give rise to conflict among the
various employees so it is the duty of the organization to monitor the organization processes and
the workforce. This will help to avoid contingencies in the organization, which ultimately will
improve the productivity of the workforce. Team building will also improve the two-way
communication channel among the employees and the management, which will keep the
objectives and the goals of the stakeholders in alignment with that of the employees. The
training and development policies in the strategic intervention will be essential for the
development of the skill level of the employees. This will ensure that the accidents are
minimized and the employees can show their full potential. The promotional campaigns will
increase the engagement of the employees, which means that the workforce will eventually
become motivated and is expected to have positive impact on the workforce. Thus, it can be said
that a combination of interventions are required for mitigating all the problems. Team building,
meeting and strategic intervention are factors that will be appropriate for the organization
(Kaufer & Carley, 2012).

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Necessary actions to implement the recommended strategy
The strategies for mitigating the problems in the organization have already been decided
so the action plan will have to be identified so it can be executed. The organization will have to
develop a time frame that is feasible and realistic as change management will take time. The
change management will start from the higher level towards the level so it is slow process. The
communication will have to be maintained with the management and the workforce so there is
smooth execution of the processes of the organization. The organization will have to implement
integration in to the business model so that continuous improvement can be made. In order to
reach consensus a third party is required who will act as a mediator. This would facilitate to
create a workforce, which is effective and able to coordinate the resources (Cummings &
Worley, 2014).
Conclusion
Thus, it can be concluded that the organization has been facing lot of issues in the
processes, structure and strategy. This hampered the reputation and the overall productivity of
the organization. The report has recommended strategies, which will help to improve and
mitigate all the issues in the organization. thus, the required interventions have been critically
explained. The implementation of this strategies have also been explained and if the organization
is able to follow the strategies, they will be able to improve the productivity of the organization.
The conclusion that can be drawn is that change management is required for better management
practices.

10ORGANIZATIONAL CHANGE MANAGEMENT
Reference and Bibliography
Anderson, D. L. (2016). Organization development: The process of leading organizational
change. Sage Publications.
Badri, A., Gbodossou, A., & Nadeau, S. (2012). Occupational health and safety risks: Towards
the integration into project management. Safety science, 50(2), 190-198.
Burke, W. W. (2017). Organization change: Theory and practice. Sage Publications.
Cameron, E., & Green, M. (2015). Making sense of change management: A complete guide to
the models, tools and techniques of organizational change. Kogan Page Publishers.
Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage
learning.
Daley, D. M. (2012). Strategic human resources management. Public Personnel Management,
120-125.
Doppelt, B. (2017). Leading change toward sustainability: A change-management guide for
business, government and civil society. Routledge.
Fernández-Muñiz, B., Montes-Peón, J. M., & Vázquez-Ordás, C. J. (2012). Occupational risk
management under the OHSAS 18001 standard: analysis of perceptions and attitudes of
certified firms. Journal of Cleaner Production, 24, 36-47.
Grote, G. (2012). Safety management in different high-risk domains–All the same?. Safety
Science, 50(10), 1983-1992.

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Hayes, J. (2014). The theory and practice of change management. Palgrave Macmillan.
Kaufer, D. S., & Carley, K. M. (2012). Communication at a distance: The influence of print on
sociocultural organization and change. Routledge.
Lehto, M. R., & Cook, B. T. (2012). Occupational health and safety management. Handbook of
Human Factors and Ergonomics, Fourth Edition, 699-733.
Moraru, R. I. (2012). Current trends and future developments in occupational health and safety
risk management. In Risk Management for the Future-Theory and Cases. InTech.
Reese, C. D. (2015). Occupational health and safety management: a practical approach. CRC
press.
Yoon, S. J., Lin, H. K., Chen, G., Yi, S., Choi, J., & Rui, Z. (2013). Effect of occupational health
and safety management system on work-related accident rate and differences of
occupational health and safety management system awareness between managers in
South Korea's construction industry. Safety and health at work, 4(4), 201-209.
Zanko, M., & Dawson, P. (2012). Occupational health and safety management in organizations:
A review. International Journal of Management Reviews, 14(3), 328-344.