Analysis of Change Management Strategies and Employee Impact

This report delves into the intricacies of change management within organizations, examining the rationale behind changes, the appropriateness and success of decisions made, and the emotional impact on employees. It explores the Hawthorne effect, providing insights into how organizational changes, such as those at Western Electric Company and Dragons Oil, can influence employee behavior and productivity. The report analyzes the decision-making processes of Frederick Winslow Taylor and his scientific management theory. Additionally, the report discusses the Kubler-Ross model and its application in understanding and addressing the emotional stages employees experience during times of organizational change. It also provides recommendations and guidelines for effective change management, offering valuable strategies for leaders navigating organizational transformations.

MANAGEMENT OF CHANGE

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................3
1) Rationale behind the change, how sensible was this and how well was the rationale
communicated..............................................................................................................................3
2) How appropriate and successful were the decisions made and the actions taken...................5
3) Attention given to handle the emotional impact of change on people....................................6
Some ideas or framework from the literature on change management.......................................8
Number of guidelines to use when I am facing organizational change within the organization. 9
CONCLUSION .............................................................................................................................10
REFERENCES .............................................................................................................................11

INTRODUCTION
Change management is related to the process of transitioning individuals, teams and
organizations. This is done with the help of certain methods that redirect the use of resources,
business processes and budget allocations to reshape the company (Change Management 101 -
Fred Nickols, 2010). The present report is based on the impact of organizational change on the
behavior of the employees. The report also explains rationale behind change. Apart from this,
appropriateness of the decisions is elaborated that are taken by Sainsbury to make effective
change at the workplace. Furthermore, methods for handling the emotional impact on people are
described which happen due to organizational change.
1) Rationale behind the change, how sensible was this and how well was the rationale
communicated
Hawthorne effect states that increase in the worker's productivity will help the entire
organization to the major issues regarding the issues of change. It also states that individual
behavior may be altered by doing the study on behavior of people. The major finding of this
research on Western Electric Company in Chicago demonstrated that the study is done to pleased
the worker so that they can get satisfied from the major changes. This is done to receive attention
from the researchers who show interest in them (Hornstein, 2015).
Apart from this, the reason that is responsible behind the change is the desire of the
organization towards its growth. The study conducted on the organization was expected to last
one year but the researchers set back each time and it takes almost five years in completion of
project. According to Hawthorne effect, there are many rationales which are affecting behavior
of workers such as aptitudes of individuals, effect of group norms on the productivity, system of
workplace and changing attitude of workers (Smith, 2016). The major reason behind the study
of human behavior is that it will affect the impact of human activity on productivity of the
organization. But in against of this, the Hawthorne effect will not get succeed as every senior
officer will not be able to give support to every employee. It is also not possible for the clients to
give extra attention on their services provider.
Another example of organizational change is Dragons Oil, which is headquartered in
UAE. The organization is based in Dubai at the initial stage of the production but later it was

acquired by Emirates National Oil Company (Maurer, 2016). The reason benign this is reduction
in reduction of oil prices in the international market.
Through conducting the study, it will be possible by the company to find out the major
reason behind the impact of human relations. Another main reason which is found behind the
change is that people get bored from the regular duties. Apart from this, decrease in the interest
of people towards performing the duties is also a rationale behind the change (Kang, 2015).
Furthermore, the reason is developing cooperation among the employee so they will perform
their duties more effectively.
Sensibility of the study: From decades, Hawthorne study has been helping to provide the
rationale for human relations in the organization. For this, two researches have been used for a
new procedure which is called time series analysis. In this study, original variables are included
in the great depression and in the instance of a managerial discipline in which two insubordinate
and mediocre workers are replaced by two different productive workers (Wilson, 2015). This
will help the organization to find difference in productivity by changing the role of people. In
this, one person takes the role of straw boss.
Then, they discover that production is more affected due to change in the role of the
persons. It makes impact on the job productivity of the employees as people like to perform
duties of others as they need change in their daily activity (Child, J., 2015). Other than this, the
most sensible reason is continuous reduction in the profits of the organizations. This will make
Western Electric Company to make focus on the study of individual behavior within the
organization (Savino, 2016). Other than this, the organization also thinks that group incentive
plans also make positive impact on productivity of the organization. For assessing the change,
the study is conducted.
How well was the rationale communicated:
For conducting the study, the major rationales are communicated with the employees to
solve the problems of workplace. For this, Western Electric Company conducts personal
communication with the staff. They make communication with the employees about the
importance of change in the organization (Nelson, 2015). They also communicate them benefits
of conducting the study. Different duties are interchanged with others so that people will be able
to perform duties of others.

Through this, they will feel excited to implement plan of the study. Other than this,
employees are motivated for performing various duties so that it will help to enhance their
knowledge. Other than this, different ways are adopted to encourage people towards performing
their duties. But, employees will get demotivated if the research is not conducted properly.
Deadline of the completion of project is 1 year but it takes much more time through which
employee lose their interest (Maurer, 2016).
2) How appropriate and successful were the decisions made and the actions taken
Frederick Winslow Taylor was an American inventor and engineer who applied his
scientific knowledge to the management and also developed a theory called scientific
management theory. For example, he used the theory in the mass production of Ford Model T car
for analyzing and synthesis workflows. The main objective of the study is to improve economic
efficiency in which the main focus of the study is on increasing the labor productivity within the
organization (Ray and et.al., 2015). For improving performance of the labors, he made major
decision which helps the organization to improve performance of the employees. The major
principles of the theory are as follows:
 Analyzing, gathering and converting information according to laws, rules or even
mathematical formulas that help to complete the task (Shafritz, Ott and Jang, 2015).
 Utilizing the scientific approach for selection and training of the labors (Gorelick and
Zheng, 2015).
 Bringing science and workers together to apply the scientifically developed techniques
for completing the work easily (The principles of scientific management : Taylor ... -
Internet Archive, 2011).
 Distributing the work equally between workers and managers so it will be easy for the
organization to perform the tasks according to the plans (Hornstein, 2015).
For improving the situation of Ford Model T car, Frederick Winslow Taylor made lot of
efforts. The principle of Taylor's scientific management theory is widely participated as well as
practiced and through this, cooperation between workers and managers is eventually developed
to do teamwork so that they can enjoy the work of management. Apart from this, he also
introduced systematic procedure for selection and training. Through help of this, employees will
be able to study the workplace efficiency (Park and Koh, 2015). Other than this, it will also

encourage the idea of systematic organizational design. On the other hand, the strategy will not
get success in every organization because management and science both are quite different
things. So it is said that the organization will not get much profit form adopting this strategy
(Hornstein, 2015).
In addition to this, work of the organization is distributed among employees and
managers so it will be easy to complete the task easily. Fredrick Taylor approached the theory
with the help of study of management through the collection and analysis of data (Cameron, E.
and Green, M., 2015). In addition to this, for solving the major problems he and his followers
also performed motion studies which help to improve efficiency of the business (Smith, 2016).
For this, he analyzed the motion which are required to completing a task. In addition ton this, he
also devised a way to break the task down into the component motions. After analyzing the
effective and non effective motions, he found the most effective and efficient manner to do the
work (Cameron, E. and Green, M., 201). This will help Ford Model T car to make better
impression in the market. Through this, they will be able to perform their duties more effectively.
From this method, study of quantitative analysis has been done which help to analyze the
data and numbers to improve production efficiency and effectiveness for the business. Another
things he did to apply the change management for Ford Model T car is he analyzed all the facts
and information which help to increase productivity of the employees and organization. He also
analyzed scientific approaches that will help to find the human behavior (Helms and Oliver,
2015). Other than this, science and workers are bring together through which he will be able to
scientifically develop the techniques for completion of each organizational task. For example
decision taken by Dragons Oil are much beneficial for the growth of the company. As the
organization will be able to get success in adverse market conditions.
Through this techniques he applied his scientific knowledge for management techniques
so that he can deal with both science and management (Wilson and Van Haperen, 2015). As
scientific theories helps to analyze the major facts and management help to manage people
within the organization so they will perform their duties more effectively. His idea of pioneering
work in engineering principles work very well on the factory floor (Wilson and Van Haperen,
2015). Apart from this, it will also help the employees to understand the benefits of his
principles. Taylor's s work also contrasts with other efforts which includes Henry Fayol and

those of Frank Gilbreth, Sr. and Lillian Moller Gilbreth. It also favored empirical methods to find
efficient procedure than perpetuating established traditions.
Recommendation to do the task effectively: For improving the business efforts the
company can also work on finding various management practices. Different types of
management practices are there such as use of leadership styles to find the capability of workers
to perform the duties more effectively (Shafritz, Ott and Jang, 2015). Apart from this, he also can
get working on improving the capacity of the employees. For improving the condition of
Dragons Oil, they also have the option to increase their oil prices through which they will be able
to increase their profit.
3) Attention given to handle the emotional impact of change on people
For handling the emotional impact due to change on management of the organization
Kubler Ross's theory plays an important role. This model postulates a series of emotional stage
which are experienced by employees. Five stages are there denial, anger, bargaining, depression
and acceptance (Child, 2015). Kubler Ross emphasized that many people have some of these
stages but for other people the reasons may not arise. The model in introduced by the Swiss
psychiatrist in 1969 in the book “On death and Dying” which is inspired by the her terminally ill
patients. The popular stages that are added in the model are described as below which help to
find the emotional impact on the people while organizational change; Denial: The first reaction which is found is denial. In the first stage people generally
believes that may be the diagnosis is somehow mistaken and cling to a false, preferable
reality. In this stage of analyses people thought that may be there see some mistake has
been take place in the diagnosing the fact (Hornstein, 2015.). At this stage, much
attention is needed by the patient who is facing the issues currently. This will help him to
feel motivated and strong at the adverse situation. Anger: It is the next stage, when people finds that denial can not continue, they start
become frustrated. This will make them demotivated to do the tasks. In this phase of
theory certain psychologist responses of a person taken place such as “Why me? This is
not fair!”, How can this happen to me?”, “Who is to blame?”, “Why would this
happen?”. This will people in depression and tension that how could the problem arise for
them (Smith, 2016).

 Bargaining: It is the third stage of the model in which people hope that he can avoid the
cause of grief. Than he starts doing bargaining with the problems such as he started
negotiation for an extended life which is made in exchange for a reformed lifestyle.
People facing less serious trauma can bargain or seek compromise. Depression: In the fourth stage, the individual despairs at the recognition of their
mortality. In this stage, people may become silent, refuse visitors and spend more time
on mournful and sullen (Kang, 2015). This will make the person in tension if he didn't
find any relevant solutions of their problems.
 Acceptance: Than in the last stage, when he doesn't have any other option, finally he
accept the problem. Than he thinks that “It's going to be okay”, “I can fight it”. In this
last stage, individuals embrace mortality or inevitable future (Wilson, 2015). This will
help people to deal with his current situation. So that it will be easy for them to find
solution of the problems. In this stage, he actually accept the problem that happened to
him.
According to this, stage an individual needed more care and attention of other at the
initial stage when he faces the actual problem. For example in case of Western Electric Company
the is sudden change is mad in the duties of the employee which has make them demotivated
towards the work. This will make a great impact on the performance of the employees because it
is not possible to accept the sudden change in the duties (Savino, 2016). People will go in
depression that what happens if they will not be able to perform the duties effectively and
efficiently. For example Hawthorne effect is a successful strategy of the business operations as
the employees will be able to learn about unique things.
At this situation, they need help and attention of the organization so it will be possible for
them to accept the change. They can also handle the aspect more effectively by giving training to
the employee at the initial level so ti will be possible for them to accept the change of
management (Nelson, 2015).
Other than this,the emotional impact can also be handled by the organization more better
through giving training to the employees about new working practices (Gorelick and Zheng,
2015). Other than this, it will be also possible for the organization to guide the people about their
new role and duties.

Some ideas or framework from the literature on change management
According to Burke (2014) management of change in different organization, it is
necessary to train the employees so that it will be easy for the employees to accept the change.
According to Hawthorne effect individuals will modify or improve the aspect of their behavior in
response to the awareness of being observed. The original research of Hawthorne effect works
in Western Electric Company in Chicago demonstrated about the importance of human
dimension of change. Through this, it is found that different types of rationales are there which
are reason behind change management of the organization. The rationales which affected the
decisions of the management also affect the behavior of people within the organization (Maurer,
2016).
Other than this, Hawthorne effect also states that it is necessary to communicate about the
rationales effectively so that employees will be able to get understand the dynamics of change
management. Hawthorne effect also stated that people will get more attracted towards the work
if they are giving different kind of duties. But on contrary to the statement of Hawthorne effect,
employees will not like the sudden change in the working practices. They can also get depressed
with that and may be the results come are not good (Ray and et.al., 2015). Apart from this, the
Hawthorne effect also explains that people feel more excited in performing the duties of other, as
this will make them excited to complete the work.
Furthermore, scientific management of Fredrick W Taylor's principles states that the
main objective of the study is to make improvement in the economic conditions of the
organization. According to principles of scientific management there are four pillars are there on
the basis of which the study is conducted. Fredrick W Taylor also states that it is necessary to
selecting training and developing and teaching the employees so they will perform much better
(Gorelick and Zheng, 2015). Apart from this, the theory also explains that the work of the
organization should be divided within the employee and manager so it will be easy for them to
complete the task.
According to principles of scientific management distributing the work between
employees will generate cooperation among the employees at the workplace. The theory of
scientific management states that it development of employee will help the organization to get
more benefits. The motion study states that it is essential to find the required motion for

improving the efficiency of the management. Through this, the organization have to find the
effective motion which are required for growth of the business.
On the basis of Kubler Ross's theory, there are five stage which affect the emotional
impact of change on the employees. Foe example at Western Electric Company people are not
able to accept the change as their duties are suddenly changed. It is quite difficult for them to
accept such kind of changes. It also states that management of organization should support the
people so it will be easy for them to accept the change. At the initial level they need more
attention and support of the organization.
Number of guidelines to use when I am facing organizational change within the organization
Organizational change is related to cage on the working practices of the employees. If I
have to face the issue of organizational change, I will work on learning the new techniques and
ideas related to the duties assigned to me. Other than this, I will also work on getting knowledge
from my seniors so that I will be able to get relevant knowledge about my work. Apart from this,
I will also go for training and development section so it will be easy for me to learn new things at
the workplace. In addition to this, I will also work on motivating myself while performing the
duties. This will support me to perform my duties effectively.
Furthermore, I will also give presentations in front of may seniors so it will be easy for
me to find my mistakes in completion of task. Keeping myself motivated towards the work will
help me to give my best to the work. Other than this, I will also work on getting feedback from
my seniors and subordinates so that I can find problems in my work and works for development
of my skills. This will make me able to learn new things and also I will be able to get new and
effective working practices.
CONCLUSION
According to the aforementioned report, it can be concluded that management of change
is essential for the business as it will affect the productivity of the business and employees.
Sudden change in management of organization will make the employees in to depression
sometimes. For this, it is essential to support people. Other than this, it can also be concluded
that a range of rationales are there which are the reasons behind change in the organization. This
can be identified through Hawthorne effect. In addition to this, principles of scientific
management help to manage the organizational change effectively. It also states that work of the

organization should be divided in employees and managers. Furthermore, Kubler Ross's theory
also helps to handle the emotional impact on the people due to change in organization.

REFERENCES
Journals and books
Booth, S. A., 2015. Crisis management strategy: Competition and change in modern enterprises.
Routledge.
Cameron, E. and Green, M., 2015. Making sense of change management: a complete guide to the
models, tools and techniques of organizational change. Kogan Page Publishers.
Child, J., 2015. Organization: contemporary principles and practice. John Wiley & Sons.
Gorelick, S. M. and Zheng, C., 2015. Global change and the groundwater management
challenge. Water Resources Research. 51(5). pp.3031-3051.
Helms, W. S. and Oliver, C., 2015. Radical settlements to conflict: Conflict management and its
implications for institutional change. Journal of Management & Organization. 21(04).
pp.471-494.
Hornstein, H. A., 2015. The integration of project management and organizational change
management is now a necessity. International Journal of Project Management. 33(2).
pp.291-298.
Kang, S., 2015. Change Management: Term Confusion and New Classifications. Performance
Improvement. 54(3). pp.26-32.
Maurer, C., 2016. Human Resources Strategy and Change: Essentials of Labor Cost Reductions
and Crisis Management. Handbook of Human Resources Management. pp.1329.
Nelson, G. D., 2015. Walking and talking through Walks and Talks: traveling in the English
landscape with Frederick Law Olmsted, 1850 and 2011. Journal of Historical
Geography. 48. pp.47-57.
Park, K. O. and Koh, C. E., 2015. Effect of change management capability in real-time
environment: an information orientation perspective in supply chain management.
Behaviour & Information Technology. 34(1). pp.94-104.