BSBINN601: Leading and Managing Change at Fast Track Couriers

This report, prepared for Fast Track Couriers, identifies and analyzes the organization's change requirements in alignment with its strategic goals. It reviews existing policies and practices, focusing on people, processes, technology, and structure, and identifies external trends impacting the organization. The report outlines major operational changes needed due to performance gaps, business opportunities, and potential threats, and emphasizes the importance of specialist involvement and active management decisions. Ultimately, the proposed changes aim to facilitate business expansion and improve efficiency for Fast Track Couriers. Desklib provides this and other solved assignments to aid students in their studies.

Running head: LEADING AND MANAGING ORGANIZATIONAL CHANGE
Leading and managing organizational change
Name of the student
Name of the university
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LEADING AND MANAGING ORGANIZATIONAL CHANGE
Table of Contents
Analysis of the Organizational Objectives......................................................................................3
Identification of the Change Requirements.................................................................................3
Explanation of the link between the change and the strategic plans and goals of the
organization.................................................................................................................................3
Reviewing the existing policies and practices against the strategic objectives...........................4
Changes for the following areas;.....................................................................................................4
Identification of two external trends................................................................................................5
Identification of Major Operational Change Requirements............................................................5
Changes due to performance gaps...............................................................................................5
Changes due to threats.................................................................................................................5
Changes due to management decisions.......................................................................................6
Identification of the Specialists.......................................................................................................6
Identification of the managers.........................................................................................................6
Reviewing the changes....................................................................................................................6
References........................................................................................................................................7

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LEADING AND MANAGING ORGANIZATIONAL CHANGE
Analysis of the Organizational Objectives
Identification of the Change Requirements
The main change requirements of the organization can be divided into a number of
different types of organizational goals. The company has plans to expand its business and start
delivering both small as well as medium sized packages and shipments. They have set a target of
market share increase by 7.5% in the coming years. The strategic goals of the company also
include the implementation of the PDA and the GPS devices on the trucks and other carriers of
the company as well as to develop a dedicated and well motivated workforce. The first and
foremost plan of the company in the operational change is to increase the number of truck fleet
to 8 trucks by 2019. Apart from this the company aims to remove all kinds of manual lifting by
the employees within the next year to reduce chances of accidents (Benn Edwards and Williams
2014). Lastly the organization aims to include a professional development and training program
for the employees and establish a better negotiation policy to ease business dealings.
Explanation of the link between the change and the strategic plans and goals of the
organization
The change of the organization is directly related with the strategy of the company. The
presence of a proper strategy along with its implementation in an efficient way is thus possible
by means of a better implementation of strategy (Zhao et al. 2016).

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LEADING AND MANAGING ORGANIZATIONAL CHANGE
Reviewing the existing policies and practices against the strategic objectives
There are a lot of problems or hurdles that have been identified by the organization in its
operational process. The main problem which has been identified is the presence of manual labor
in the organization. The lifting and loading of the goods that is being done by manual labor is
now planned to be replaced by latest machineries and thus it will reduce the manual labor and
also the facility. Currently the trucks of the organization are also not fitted with the GPS and
PDA systems that can help track the drivers and ensure smooth operations across Sydney. The
installation of the system is thus utmost necessary in order to fulfill the targeted growth of 7.5%
in the city by 2019. However the heavily unionized drivers will pose a great challenge to the
organization to implement the strategic goals.
Changes for the following areas;
People- There will be new training opportunities for the employees of the organization as they
will be trained to handle the new technologies. According to, (Zhao et al. 2016) the training will
also help the employees to be cohesive and disciplined in nature.
Processes- The introduction of training programs and the increase in the number of trucks will
improve the performance of the organization.
Technology- The installation of automatic lift gates to reduce and mitigate human labor and risk
from lifting heavy packages (Neves and Schyns 2018). The management will implement PDA
and GPS devices in each of the different trucks to ensure a constant tracking of the couriers and
also to increase a better and smooth connectivity in the city.

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LEADING AND MANAGING ORGANIZATIONAL CHANGE
Structure- The total change in the organizational structure of the business. A larger
responsibility will be provided to the General Manager and Chief Financial Officer. Apart from
this the organization will also facilitate a number of large changes in the workforce.
Identification of two external trends
Two major external trends of the change management in the organization are absence of
training programs and the presence of a drivers union. The absence of training programs will
render the drivers ineffective to use the new technologies efficiently and thus will lead to the
failure of the organization. On the other hand the drivers union is a big challenge to the
implementation of the new technologies (Aarons et al. 2015). The installation of the automatic
lifting gates will be highly protested by the union as they will fear the chance of loss of jobs for
the drivers.
Identification of Major Operational Change Requirements
Changes due to performance gaps
The main changes will be to ensure training facilities for the employees, especially the
drivers.
Changes due to business opportunities
The changes will need to be addressed by buying more trucks and operating medium
scale goods across Sydney.
Changes due to threats
The threats from unions will have to be tackled in a efficient ay by the management.

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LEADING AND MANAGING ORGANIZATIONAL CHANGE
Changes due to management decisions
The management decisions needs to be much more active to ensure success.
Identification of the Specialists
The engagement of a financial specialist and a technical expert efficient in the new
systems will be helpful to tackle the initial glitches that might occur.
Identification of the managers
The General Manager and the Chief Financial officer must be reported about all the
major changes that will be undertaken.
Reviewing the changes
The following changes once implemented can help Fast-Track Couriers to expand its
business and manage much more large shipments in Sydney. The change in the workforce
engagement due to the training and the installation of the technologies will certainly add new
dimensions to the business and will thus improve its efficiency.

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LEADING AND MANAGING ORGANIZATIONAL CHANGE
References
Aarons, G.A., Ehrhart, M.G., Farahnak, L.R. and Hurlburt, M.S., 2015. Leadership and
organizational change for implementation (LOCI): a randomized mixed method pilot study of a
leadership and organization development intervention for evidence-based practice
implementation. Implementation Science, 10(1), p.11.
Benn, S., Edwards, M. and Williams, T., 2014. Organizational change for corporate
sustainability. Routledge.
Neves, P. and Schyns, B., 2018. Destructive uncertainty: The toxic triangle, implicit theories and
leadership identity during organizational change. In Organizational Change (pp. 131-141).
Routledge.
Zhao, H.H., Seibert, S.E., Taylor, M.S., Lee, C. and Lam, W., 2016. Not even the past: The joint
influence of former leader and new leader during leader succession in the midst of organizational
change. Journal of Applied Psychology, 101(12), p.1730.