BUS 510 Organisational Learning and Change: Sanitarium Analysis

This case study provides an analysis of Sanitarium Health & Wellbeing, focusing on its organizational culture, change management strategies, and learning mechanisms. It examines how the company's leadership fosters a positive culture, the effectiveness of its change management processes, and the factors influencing organizational learning. The analysis covers various learning mechanisms and their impact on performance, effectiveness, and reputation, with a focus on employee involvement. Recommendations for future learning and change initiatives are also provided, emphasizing communication, respect, and employee engagement. The report concludes that Sanitarium's learning principles are effective due to HR training, and its change management supports organizational integrity.

BUS 510
Organisational Learning and Change
Assessment: Case Study Analysis
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Table of Contents
Introduction......................................................................................................................................4
1. Diagnose and analyze the organizational culture........................................................................5
2. Evaluate the change effort – to what extent was the company successful or unsuccessful?
Support for some research and data.................................................................................................6
3. Examine the factors that have influenced or impacted the outcome based on organizational
change and organizational learning principles?...............................................................................7
4. Critically analyze a range of learning mechanisms, and evaluate their impact on organizational
performance, effectiveness, and reputation;....................................................................................8
1. Evaluate organizational learning mechanisms with respect to their capacity to establish and
maintain the on-going active involvement of internal stakeholders (employees) both as
individuals and as teams..............................................................................................................9
2. What are your recommendations for the next phase of learning and change?......................10
Conclusion.....................................................................................................................................11
References......................................................................................................................................12
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Introduction
In this assessment, there is the case study analysis for the particular organisation. The different
practices that are used by this organisation for implementing the effective training to the
employees of the organisation as discussed. Sanitarium case study is taken in accordance with
accomplishing this assignment. Sanitarium Health & Wellbeing is an organisation which is in
Australia and is a health food company which is executed in the year 1898. This company is
having headquartered in Australia. There are different factors that are affecting its organisational
culture is discussed in this report.
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1. Diagnose and analyze the organizational culture.
There is a great importance of the organisational culture in the particular organisation. For the
growth and development of the organisation, it is very necessary to implement good
organisational culture strategy in the particular organisation. There can be different factors that
can affect the organisational culture of the particular organisation. In the case of Sanitarium
organisation, the Harnett leadership helps in the creation of the successful culture and the
predominance of the organisation. This helps in the development of positive culture. The passion
developed by Harnett helps in analysing the individual’s behaviour, changing the way to think,
etc. The employees were provided with the training to effectively support the organisational
changes and the environment. Herein the organisation basically believes in the development of
connection with the employees. Besides this, it is also analysed from the case study that there is
an establishment of the system called iGro for the promotion and facilitation of the two way
communication among the employees. This helps the company in maintaining the lower turnover
ratio.
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2. Evaluate the change effort – to what extent was the company successful or unsuccessful?
Support for some research and data.
For the effective Change management it is very necessary that there should be satisfaction
among the employees of the organisation. In the case study of Sanitarium the process of change
management is very successful. The senior level management of this organisation used to take
feedback on the report that is made by them for the particular change that has to be accomplished
in the organisation. The Change in the particular organisation is very necessary for increasing the
market share of the organisation (Sultan & van, 2012). The operational and the functional change
are adaptable to the employees of this organisation. For providing the better quality of the
product and services to the customer of the organisation it is very necessary to implement the
change. The employees of this organisation work effortlessly for implementing the change in an
effective manner. In this way, the proper functioning and the working after the change can be
accomplished in this organisation. Therefore it can be said that this particular organisation used
to accomplish the change in the effective manner (Cameron & Green, 2015). There are also
involved several measures to retain the staff such as various e-learning programs, training,
workshops, etc. to enhance their motive and the skills. The culture build is such which respects
every employee of the company.
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3. Examine the factors that have influenced or impacted the outcome based on
organizational change and organizational learning principles?
There can be the different factors that can impact on the effective Change management and
learning principle for ego pharmaceuticals: -
Lack of employee’s knowledge
The employee of this organisation is not having the particular knowledge for which the change is
being at accomplished. It is the leader of this organisation that used to provide the knowledge to
the Employees of this organisation (Hwang & Low, 2012). This helps in implementing the
change in an effective manner.
Availability of resources
This organisation is having an optimum supply of resources that can be used by this organisation
at the time of change (Crane, 2017). The proper check on the resources availability is
accomplished by the concerning authorities and the employees of this organisation.
Involvement of employees
Being of the not good organisational culture in this organisation there is a situation in which
proper involvement of the employees in the organisational Change management is seen. This can
be the situation because of the self-motivation of employees of this organisation. This is the
reason behind the successful Change management of this organisation. This can be analysed
from the case study of Sanitarium effectively.
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4. Critically analyze a range of learning mechanisms, and evaluate their impact on
organizational performance, effectiveness, and reputation;
There can be a different type of learning mechanism and their impacts can be as follows: -
Effective management of the organisational function
Provide a good knowledge to the particular employee that belongs to the particular department.
Provide functional knowledge to the Employees according to the current trends in that particular
function. This is impacting positively (Carlström & Ekman, 2012). This results in easy
accomplishment of the functioning of the different task of this organisation in an effective
manner.
Dealing with errors
There can be the different errors and contingency in the working and functioning of the
organisation. This organisation used to help the employees in tackling such situation. The senior
management used to help in this perspective. This is also impacting positively on the proper
functioning and working of the organisation. This helps the employees to learn about the
different critical situation that can take place in the organisation (Hwang & Low, 2012). The
method to tackle such situation is also learnt by the employee of the organisation.
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1. Evaluate organizational learning mechanisms with respect to their capacity to establish
and maintain the on-going active involvement of internal stakeholders (employees) both as
individuals and as teams.
In this organisation, it is assessed that the company works in such manner which considers the
interests of the customers along with the long-term goals. Herein such steps are taken by the
management which includes the staff training and the retention measures. This also helps in
enhancing the long-term interests of the company and also helps in serving the customers. HR
department of this organisation used to provide the training about the current trend in the market
(Cummings, et. al., 2016). The training about the change that has to be implemented in the
organisation is also given to the employees of the organisation. In this way, employees get good
learning. The involvement of the internal stakeholders like the supplier of raw material in the
learning process makes the commitment effective from the supplier side (Green, 2012). The
internal stakeholder of this organisation used to work according to the change that is being
accomplished in this organisation for the growth and development of this organisation. The
different teams of this organisation that are divided on the basis of Departments are also included
in the same way for the learning. These are the reasons on the basis of which the company
receives the award to build an effective business culture.
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2. What are your recommendations for the next phase of learning and change?
Recommendations are: -
 They can be effective communication between the different culture following employees
of Sanitarium Health & Well-being.
 The employees of the organisation should respect Each Other.
 The senior-level employees of the organisation should not commit bullying on the junior
level employees of the organisation.
 This should not be the situation in which the partiality is being accomplished.
 There should be business games that can be played between the employees of your
organisation for implementing good ambience in the organisation that will result in growth and
development of this organisation.
 Same culture is followed in the business which is presently followed and practised.
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Conclusion
It can be concluded from the report that there are different issues that are taking place between
the employees of the organisation in Sanitarium health & well-being. The learning principles
mechanism of this organisation is effective because of proper training by the HR department of
this organisation. The situation of effective Change management is followed by the company
which helps in maintaining the organisational integrity.
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References
 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.
 Carlström, E. D., & Ekman, I. (2012). Organisational culture and change: implementing
person-centred care. Journal of health organization and management, 26(2), 175-191.
 Crane, A. (2017). Rhetoric and reality in the greening of organisational culture.
In Greening the Boardroom (pp. 129-144). Routledge.
 Cummings, S., Bridgman, T., & Brown, K. G. (2016). Unfreezing change as three steps:
Rethinking Kurt Lewin’s legacy for change management. human relations, 69(1), 33-60.
 Green, T. J. (2012). TQM and organisational culture: how do they link?. Total Quality
Management & Business Excellence, 23(2), 141-157.
 Hayes, J. (2014). The theory and practice of change management. Palgrave Macmillan.
 Hwang, B. G., & Low, L. K. (2012). Construction project change management in
Singapore: Status, importance and impact. International Journal of Project Management, 30(7),
817-826.
 Schermerhorn, J., Davidson, P., Poole, D., Woods, P., Simon, A., & McBarron, E.
(2014). Management: Foundations and Applications (2nd Asia-Pacific Edition). John Wiley &
Sons.
 Sultan, N., & van de Bunt-Kokhuis, S. (2012). Organisational culture and cloud
computing: coping with a disruptive innovation. Technology Analysis & Strategic
Management, 24(2), 167-179.
 Van der Voet, J. (2014). The effectiveness and specificity of change management in a
public organization: Transformational leadership and a bureaucratic organizational
structure. European Management Journal, 32(3), 373-382.
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