Report on Change Management for Centlec Electricity Supplier

This report provides a comprehensive analysis of change management within Centlec, an electricity supplier in South Africa. It begins by defining the concept of change and its importance for business growth, particularly in the context of a competitive market. The report explores the skills and ...Read More

CHANGE MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK...............................................................................................................................................3
1.Concept of change and dance..............................................................................................3
2. Skills and knowledge of worker's and leaders....................................................................4
3. Change management process.............................................................................................6
b) Possibility of risks that organisation faces if the project is not managed properly............6
c) Actions towards the employees resistance to change:........................................................7
d) Matrix of stakeholder during this project...........................................................................9
e) Key messages for the three different stakeholders group.................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
In every business, organisations' management would be change according the situations
and conditions of business environment, with the aim of developing its growth, productivity and
profitability in market. Changes impact overall structure of company in each management level.
Individual change management, organizational change management etc. are the stages of these
changes. CENTLEC is an electricity supplier company in South Africa, they supply their
services in many areas of municipalities like Naledi, Mantsopa etc. This project explain the
impact of changes on management structure and also describe the chance which they can grab in
its business success (Cameron, and Green, 2015). In this report its will discussed about the skills
and knowledge of employees and leaders which help to achieve company objectives and goals.
Further, more it will also define the importance of changes, thus, it includes the stakeholder
matrix used for changes of task.
TASK
1.Concept of change and dance
Change defines the process of growth in business, Centlec company change its
management structure to gain the best opportunities in marketplace. Some other companies do
not make success in the businesses because they can not modify its management concept
according to competitive environment. Organisation need to capable for improve their firm
activity according to changes in overall process of succeed, they must be learn the dance and
change (Doppelt, 2017). Thus, success of this modification increase the opportunity of
development to its employees and other staff members' in their professional as well as personal
life's. Through learning and training of workers, build more knowledge of business functions,
that make change by their ideas according to the trends.
Centlec company make changes in its management stages to increase more flexibility to
supply their electricity services more than other areas. Through this modification they can gain
the opportunity to build their position higher than other companies within same occupation in
business world. This will increase its profitability and growth of success. Thus, according to all

these changes in business, company can build its image more powerful to its rival. They can
take advantages of modification process, which affect its productivity and also can attract other
stakeholder interest towards its business activity. Dance means an advantage which every
company need to grab and include in its management performance within different levels. Thus,
this will raise the interest of other employees in work areas for completing their task or projects
to achieve more success in firm.
2. Skills and knowledge of worker's and leaders
Organisation success is based on effective workforce which help in increasing its growth
and productivity. In each management levels there are many people's who performed their work
with effective working performances. Employees and leaders both play their important role in
Centlec company. Employees skills and knowledge: In the industry there are many workers who worked for
making business more successful than its competitors (Maimone, and Sinclair, 2014).
Thus, to build their workforce more powerful they give training to them to make increase
their knowledge. Workers skills help firm to make better position in marketplace, better
understanding and ability to grab something new improve its organisation image.
Workers make innovative ideas and techniques to supply electricity more over the areas
in country. Through better knowledge of their profession role and responsibilities they
can garb more options of business success. Employee and other staff members perform
their duties and complete their task together which create healthy environment around the
workplace. They need to change their attitudes towards the business activity and other
people. They can increase their behaviours and skills more than now through training of
their profession work. They must be innovative and creative in its thoughts which brings
more different ideas and strategies in their minds for the aim of achieving business
objectives and goals.
 Leaders attitudes, beliefs and skills: Leader is the person who play there important role
through managing, supporting and motivating employees in organisation, which increase
its interest in completing its projects. Changes in management structure impact on the
work performance of every members in Centlec company (Smith, and et.al., 2014).
Leaders play their responsibilities by controlling and managing the overall activity of
workers. They advise employees to build their knowledge more for achieving targeted

goals, this will help them to grab the best opportunities in market areas. Workers need to
include flexibility in its performance which help them to get settled according to the
changes of management structure. Leaders also make some new ideas and techniques
according to the modification that impact on its business profitability. Their knowledge
must be very advanced and powerful than the other people's have. They believe that
changes is very necessary in company growth. Their skill of communication with the
other leaders and employees must be very effective which impact on workers'
performance and motivate them to work hard and focused on its project. Communication
is very important which increase the knowledge level of individual person in group or
team. Leaders or manger both are very effective for making business powerful than its
competitors. Management changes increase the stage of development for company
employees. They can make collaborative environment in work areas among its team
members, which increase its interests in project. They can build stronger team within
included skilful candidates who can take the advantage of management or business
changes.
Centlec company provide electricity in many areas of South Africa country. They have
365 employees inside its organisation which play their role within effective work performance.
The main vision of company is to supply its best electricity service to the other areas in country.
They need to build their higher position in marketplace against to its competitors. Through this
process they can give their better work activity of workers within effective workforce.
Company used different techniques and make various plans by leaders or included other
staff members which build stronger team. The main aim to organisation is to supply their
services in all over the country within good experience. They believe in their service quality, it
gives its facilities to customers within low cost. Firm build their positive image in the thought of
their clients through supply good quality facility within valuable and affordable price. Thus,
after changes in business management structure they can still give their services to people with in
proper decided time frame. Centlec supply electricity with in the fastest speed their working style
is different to its competitors, they can beat its rival in marketplace within various plans and
strategies made by their employees, leaders and other people who are included in its
management levels.

A) Change management process
POSITION PAPER
Company name: Centlec
Topic: Change management
Change management can increase the profitably and also increase capabilities for future.
Change management will help the organisation in meeting the future challenges and also helps
in gaining the competitive advantages over its rivals.
Change management process is very typical and include with some stages which has to be
followed by very organisations. It is very important to increase business activity and
profitability. It was the sequence of levels and activities that a modified management unit or
task leaders follow to apply modify the whole structure in order to manage individual
performance in the company. Changes might be done at the time of establishing new business
or making new plans according to the competitive environment and to increase the profitability
margin of business. It is very important for company to grow their services more than its rival.
They need to use many strategies which help to raise its position in marketplace against to their
competitions. Thus, regarding this changes organisation need to follow some rules and
regulation according to legal process. Kotters eight steps of management change process help to
understand this activity better and also help to improve organisation success or to make
transformation in it.
 First of all Centlec company need to analysis market and rival strategies. They need to
realise what the other techniques are used by its competitors. They need to discuss about
its plans and points of opportunities with their higher authority.
 Company need to developed various strategies and techniques to achieve its business
objectives and goals. They need to clear its vision in front of its employees and involved
them in achieving their aims.
 Leaders of Centlec need to communicate about their mission and vision with its
workers and other staff members.
b) Possibility of risks that organisation faces if the project is not managed properly
A change management would give rise to the number of risks if the change management
is not managed properly. Each and every employee in the organisation is part of the change if it
is poorly managed it would lead to the negative consequences on the organisation. When the

change management process is poorly managed or mismatched from the employees side the
results will be that the objectives will not be achieved(Carnall., 2018). Some costs and risks
that an organisation may face if change management process is not managed properly are:
a) Failure of projects: These impacts directly relates to the specific project that is not utilizing
the change management. It can impact the tools, processes, technologies, job roles etc. and
these risks results in failure of the project of CENTLEC and this failure of project poses a risk
for CENTLEC. The risks that may arise in projects are that there may be the project delays,
incompletion of tasks, lack proper project budgeting, repetitive tasks, resistance of the
employees, lack of resources etc will cause project failure of CENTLEC
b) Risk of Lack of resources: It is the step above the project level. The impacts of the risks are
not felt by a particular department but by the entire CENTLEC. When any experienced
employees leaves the CENTLEC due to this change management an organisation have to face
the severe consequences of it. Failure in the change management project will also effect the
future changes of the CENTLEC. The costs and risks an CENTLEC faces due to poor change
management includes , it will result in the loss of the valuable employees for an organisation, it
will reduce the quality of the work and also the quality of goods and service of an organisation.
A poor change management will have negative impact on the customers, it will effect their
suppliers, this will result in the stress, confusions, change saturation of the employees within the
CENTLEC (Doppelt., 2017).
c) Other Risks: The over all risks if the change management is not fully implemented in the
organisation are wastage of resources, regulations not met properly, increase in organisational
expenses, decrease in revenue generation etc.
c) Actions towards the employees resistance to change:
The various actions formulated for engaging the employees for change are as follows:
a) Set a clear goal expectations: An organisation should focus more on getting the people
involved in change rather than getting people on board, i.e. getting them comfortable with the
change and giving the specific roles during a change management. An organisation should share
the information with the individuals and the teams so that employees can take part in the
decision making so that they would come to know the purpose, expectations, goals and what a
change means for them(Kerzner. and Kerzner., 2017). This will act as ice breaking for
employee about the change.

b) Providing an Autonomy: When any change takes place within the organisation, it effects
the people of the organisation. In order to sustain the change an organisation should provide an
autonomy i.e. the employees have the control over their working environment. Managers of an
organisation should implement the change in such a way that it should make sense for both
managers and the employees. Also an organisation should give them permission to find the
solution in order to implement the change.
c) Listen Actively: An organisation should listen to the employees actively as they want to be
heard by the organisation, give value to the employees emotions, an organisation should listen
to employees problems and should not ignore their problems this will increase the satisfaction
level in the employees as they feel that they are valued by the organisation. An organisation
should create forums to be open, there should be transparency in the organisation, honesty and
two way communication exist within workplace as it helps in improving motivation level of
workforce and encourage them to do their work effectively .
d) Establish Short-term gaols: An organisation should create small and achievable mile stones
which will develop the feeling of achievements that will bring the satisfaction among the
employees(Chia., 2014). By establishing the short-term goals it will provide the employees an
opportunity to measure their progress, and comply as per the feedback and will also provide
opportunities to correct the errors which will improve the performance of employees within the
organisation and employees will adapt to the change.
e) Celebration of Success with the employees: An organisation should acknowledge
employees contribution about the progress in the organisational change, what they have
achieved during the change and how it has helped the organisation in achieving the objectives.
This will result in the employees' engagement and will also motivate the employees how the
change is important for both organisation and for employees.
d) Matrix of stakeholder during this project.

Stakeholders are the groups, individuals, or an organisation that are interested in the
project and are responsible for the movement of the resources that affects the organisations out
come. A change management process may pose positive as well as negative impacts on the
organisation(Stead and Stead., 2017). Stakeholder of CENTLEC includes Internal stakeholder,
Owners, Human Resource, team members and External Stakeholders Includes, Customers,
Competitors and Government.
Stake Holders
Name
Power Influence Importance
of
stakeholder
Contribution
of
Stakeholder
Strategies for
Stakeholders
engagement.
Owners High High They are
responsible for
the change
They use the
drivers of the
change
They need to
keep entire
organisation
engaged for
the change that
takes place

with an
organisation.
Human
Resource
High High They are the
work force of
an
organisation
They are
responsible for
the carrying
the
organisations
operations.
Keep them
motivated
through
different levels
of motivation.
Suppliers Low High They are
responsible for
the supplying
the resources
to an
organisation.
Their
contribution is
providing the
resources to an
organisation at
negotiable
rates
An
organisation
should keep
them engaged
by increasing
the over all
business
practices
Customers Low Medium They generate
the revenue
for an
organisation.
They keep on
purchasing the
companies
products and
services.
An
organisation
should provide
the products at
affordable
rates while not
negotiating
with its quality
standards.
Competitors Medium Medium They are
important for
the innovation
and up
gradations of
They
contribute the
rise of
competition
level in the
The strategies
should be to
gain the
competitive
advantage over

the
organisation.
market. its rivals due
to this change
management
process.
Government Low Low They are
responsible for
formulating
the
employment
laws in South
Africa.
They
contribute to
make the
companies to
follow the
rules and
regulation for
operating
business in the
country and
also to provide
an
opportunities
for the growth
An
organisations
strategies is to
operate the
business as
per the
government
rules and
regulations.
Proper analysis of stake holders will help the organisation in the smooth functioning of a
business during this change management process(Chang., 2016). A stakeholders form the
important part of an organisation their proper analysis will prove beneficial for the organisation
at various levels and will support the change that takes place within the organisation.
e) Key messages for the three different stakeholders group.
The 4 key message that an organisation should give to its stakeholders about the project
would be:
1) Customers: The key message for the customers would be that the change takes place for the
improvements in the quality of the goods and services of the organisation, and also the change
will help in meeting the customers' satisfaction at higher level and also the ultimate goal of the
is the customers' satisfaction.

2) Human Resource: The key message from the organisation to the human resource of an
organisation would be that the change taking place will enhance the growth and development
of the employees within the organisation(Benn, Edwards and Williams., 2014). The change that
takes place within the organisation is for the betterment for both organisation and for the human
resource.
3) Suppliers: A key message for the suppliers will be that an organisational change will
increase the organisations business practices which will prove profitable for both.
4) Government: The message for the government will be that the change is taking place
within the rules and regulations of the government policies, and this change will
improve the economic status for the country and will generate the employment for the
unemployed people within a country.
Description of application process
Human Development Impacts:Human development impacts helps in improving the working
results because human development focuses on the overall development of the people in the
organisation like development of skills, knowledge attitude etc due to which employee become
more competent and will improve the work results within the organisation. The main purpose of
the human development is to improve the ability of performance of employees in CENTLEC .
Team Performance Impacts: Team performance will impact the working results of employees
within CENTLEC because building a team force builds trust, increase the capabilities of
employees, increases the knowledge and skills this will improve the performance of the
organisation, team building foster creativity within the organisation and also teaches how to
resolve the conflicts that arises within the teams and also encourages the risk taking abilities
which increases the working results of the employees in the organisation.
CONCLUSION
Thus, it can be concluded from the report that the change management is challenging but
effective task for an organisation. If change management works properly for the implementation
of the change within the organisation that will prove beneficial for the company but any
problems during the change implementation which have the negative consequences on the

organisation. It is concluded from the report that the beliefs, skills, and the behaviours of the
leaders have the impact on change management policies on the organisation. It is also concluded
from the report that inefficiency in applying the change management projects gives rise to
various risks and costs for an organisation which effects the organisational performance at a
large so these risks should be minimized by the management in order implement the change
within the organisation. It also concludes that stakeholders plays an important role for
implementing the change within the organisation. So the change management is of great
importance if implemented properly by the management.

REFERENCES
Books and Journals
Benn, S., Edwards, M. and Williams, T., 2014. Organizational change for corporate
sustainability. 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.
Carnall, C., 2018. Managing change. Routledge.
Chang, J. F., 2016. Business process management systems: strategy and implementation.
Auerbach Publications.
Chia, R., 2014. Reflections: in praise of silent transformation–allowing change through ‘letting
happen’. Journal of Change Management. 14(1). pp.8-27.
Cosgrove, S.E., and et.al., 2014. Guidance for the knowledge and skills required for
antimicrobial stewardship leaders. Infection Control & Hospital Epidemiology. 35(12).
pp.1444-1451.
Doppelt, B., 2017. Leading change toward sustainability: A change-management guide for
business, government and civil society. Routledge.
Doppelt, B., 2017. Leading change toward sustainability: A change-management guide for
business, government and civil society. Routledge.
Kerzner, H. and Kerzner, H. R., 2017.Project management: a systems approach to planning,
scheduling, and controlling. John Wiley & Sons.
Maimone, F. and Sinclair, M., 2014. Dancing in the dark: creativity, knowledge creation and
(emergent) organizational change. Journal of Organizational Change
Management. 27(2). pp.344-361.
Marsh, J.A. and Farrell, C.C., 2015. How leaders can support teachers with data-driven decision
making: A framework for understanding capacity building. Educational Management
Administration & Leadership. 43(2).pp.269-289.
Smith, A.R., and et.al., 2014. An assessment of suicide-related knowledge and skills among
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Stead, J. G. and Stead, W. E., 2017. Management for a small planet. Routledge.