Implementing Change: Barnacle Bay Hotel Organizational Development

This report provides an analysis of change management principles and their application to Barnacle Bay Country House Hotel, focusing on the impact of unplanned changes and offering guidance for a planned approach. It examines the challenges and conflicts that may arise during the implementation of changes, particularly concerning employee resistance and lack of communication. The report references Kotter's 8-step model as a framework for managing change effectively, emphasizing the importance of creating urgency, forming guiding teams, developing a clear vision, and consolidating gains. Furthermore, it addresses potential obstacles such as inadequate resources, resistance to change, and employee fatigue, suggesting strategies to mitigate these issues. The conclusion underscores the significance of employee involvement and clear communication in achieving successful organizational development and change management outcomes at Barnacle Bay Hotel. Desklib provides access to this and other solved assignments for students.

Change Management and
Organizational Development

Executive Summary-
Change management involves acknowledge and understanding the need for change,
communicating and involving people in development of change, making and implementation of
change plans and evaluating progress and celebrating success. The emergent changes might face
adverse impact on the company including impact on organizational goals. In order to overcome
the difficulties in initiating changes, various steps are planned by the organization.

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................4
MAIN BODY...................................................................................................................................4
1 . The impact that unplanned and emergent changes had on the hotel-....................................4
2. Guidance for undertaking a planned approach to change.......................................................6
3. Conflicts that Rita might face from implementing any changes-...........................................7
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10
Books and Journals ..................................................................................................................10
Online .......................................................................................................................................10

INTRODUCTION
Change management is the defined approach that deals with the change of company's
goals, processes or even technologies. This is basically adopted to implement various strategies
for effecting changes, controlling them and assisting people to adopt that change. The present
report is related to Barnacle Bay Country House Hotel, located on the Scottish Coast. It deals
with planning changes and their impact on organizational development by adopting various
management theory and tactical options for development of the organization.
MAIN BODY
1 . The impact that unplanned and emergent changes had on the Barnacle Bay-
The changes of an organization include changes in administrative systems that are
implemented by the company to increase the administrative efficiencies. The impact of the
changes had on the employees of Barnacle. The employees that are employed full-time remain
active for only few hours especially when their respective departments were busy. Staffing is the
major issue of unplanned change usually at the time when the hotel was busy as in those days
staffs are running of their feet and because of that hotel appeared understaffed which lead to
customer complaints (Jayatilleke and Lai, 2018). The guests had to wait in long queues for
various services. Other impact of unplanned changes on the organization are-
 Productivity has declined as people became more consumed with the changes that are
initiated. The standards of cleanliness declined.
 Emergence of active resistance that has destroyed such change such as the employees
were not willing to fulfil the genuine requests of various factors such as de- caffeinated
coffee and map of locality etc.
 The most valuable employees left the organization which increases the cost of
replacement and recruitment.
 Employees reverted to the previous and old ways of doing tasks.
 The different types of risks are created such as risk of reducing the no. of customers. The
customers are dissatisfied about the services provided to them including late services etc.
 The organizational gaps are created with the organizational between 'us' and 'then'.
 Employees also relocated to another cities, states or countries.

 Overall reducing managerial efficiency, growth and development.
 This can also have an impact on future changes due to fear of failure of benefit that can
arise due to such change.
 As changes were not planned in advance, it can lead to shortage of resources, capital and
necessary workforce that hampered the revenue.
 There is mismanagement of the organizational goals. Sometimes the organization is
planning to achieve a goal and due to unplanned change, the goal is diverted to another
and the objectives which the company wanted to achieve are not achieved, instead the
non important objectives are fulfilled (Gottwald and Lansdown, 2021).
 The key management areas were ignored and were not paid much attention.
To manage planned changes, organization can follow the following steps-
 A solid understanding of the change and its impact on them should be properly
communicated to them.
 Training can be used to develop knowledge after employees have personally decided to
adapt to the change.
 Momentum should be built in different areas and levels of the organization and this can
be created through a coalition of support among senior leaders, management and
employees.
 Communication should be segmented and customized for the audiences answering to
different questions they cared about (Al-Ali and et.al., 2017).

2. Guidance for undertaking a planned approach for change management
Kotter's 8 step Model of change- It is a quite helpful model that is developed by John P
Kotter. Each step defines a key principle related to people's response and approach to such
change. Barnacle Bay Country House Hotel has adopted (Galli, 2018). Creating an urgency- This involves identifying the normal threats which might arise in
the future and examining the different opportunities which can be gained through proper
interventions. It also includes initiating honest discussions which make to people think
about the current issues and giving proper reasons to them and requesting the
involvement and support of the people of such industry, shareholders and consumers on
that issue. Formation of Powerful Guiding Teams- This includes finding the change management
leaders in the company, requesting them to involve in the commitment towards the entire
process of change by forming powerful coalitions among the persons that will work as a
team. This involves identifying weak areas in such teams and making sure that the team
involves very influential people from cross functional departments. Development of Strategy and vision- This involved determining core values by stating
the clear vision and strategies for realization of change in the company. It also includes
ensuring that the leaders can define the vision efficiently and in the manner through
which people can easily understand the process. Communicating the vision- It involves connecting the vision with the important areas
such as training, performance reviews etc. Remove the obstacles- The company should ensure that the processes of organization and
structure are connected with the overall vision by timely checking barriers or people
those who are not willing to accept the change. It also includes rewarding people for
adapting change and supporting such change process (Transformational Leadership Style
and its Relationship with Change Management, 2021). Creating the Short term wins- Short term wins in the early stage so that company can
feel satisfied in the early period of change. The short term goals are created against the
long term as they are less costly and have fewer chances of failure. Consolidations of Gains-The company should analyse success stories, learn and improve
from such experiences.

 Anchoring change in the Corporate Culture- Barnacle Bay Country House Hotel should
discuss the success associated to the change on each opportunity and also make sure that
change becomes a core in company's culture.
Other changes that can be kept in mind while initiating change-
 Before initiating any change, Barnacle Bay needs to have a clear understanding of the
process of change. The company should make plans according to the objectives and
ensure that the employees are thinking the same.
 The very important factor in initiating change in the organization is to communicate the
change to the shareholders and stakeholders of Barnacle Bay Hotel.
 One of the latest challenge with the process of change management can come in the form
of motivation as some changes are of no use in tough economic times, so the organization
must ensure that it finds a way to link with the employees and give them motivation to
continue working and accept that change (Galli, 2019).
 Some changes can bring a high workload in the organization, specially if there are
changes in the technology or changes in the procedures of the company so the manager
should make sure that the people are supported and accept delays till employees learn.
 It is important that the organization's change programs are analysed at every possible
opportunity by measuring the KPI's and ask feedback from the staff. The changes should
be quite flexible if necessary to safeguard the business and its employees. Evaluation can
be in various ways and at various steps so choose the most appropriate analysis tools that
work efficiently for the company and its circumstances.
3. Conflicts that Rita might face from implementing any changes-
 Kotter's change theory is mechanistic as companies are not machines as they are groups
of people as well. This model is quite good but as step by step prescription for change, it
is not very beneficial than Peter Senge systems' theory.
 The step 7 that is 'combine gains and develop more change' doesn't prove to be helpful in
the way of guidance to sustain change.
 It is assumed that the longer a change initiative continuous, there arises more chances to
fail. However, the studies show that if the project is reviewed frequently has more
chances to be successful than the short project that is not reviewed frequently. In order to
be successful, Barnacle Bay should review the process of change bimonthly, scheduling

milestones and assessing their impact as it is the best way through which executives can
identify gaps and identify new risks.
 Lack of communication is the biggest challenge faced during initiating change in the
form of speculation, rumours and lack of thrust will make it difficult for the employees to
understand change and embrace them in case they are not informed about what is
required by them. Employees of Barnacle Bay need to know what is going on as
uncertainty will destroy the workforce (Ballaro, Mazzi and Holland, 2020).
 Lack of support of Executives and active sponsorship - The biggest obstacle in the
process of change is lack of active sponsorship as participants might face difficulties to
identify the executive sponsors due to changes of leadership or involvement falling
thereof.
 Lack of necessary investment and resourcing for the process of management of change
due to lack of proper knowledge of what the change management is. If the resources are
not enough, the resources that are allocated were to be reduced when the budget is
prepared and when the other project arose.
 Resistance for specific solution might be connected to impacted groups not knowing the
conditions of change and such type of unwillingness might impact directly to all the
levels of the company. This could be overcome by creating buy in of the change as it is
the important step for any successful change process.
 History of failed changes might foster resistance to change. Poor behaviour control,
internal politics and individual opinions can also assist in shaping a change resistant
culture.
 Numerous strategic and intensive change process might fatigue the employees of
Barnacle Bay with the saturation of change. This shows that the affected groups had a
very less time to devote to an effort of change and no direction on which efforts to
prioritize first is the major issue. This can be overcome by understanding that employees
have a limit on the quantity of changes that they might efficiently process.
 Implementing new technologies such as equipments and workflows might change the
process of working. Without a proper structured plan, the disruption can reduce
productivity leading to frustration. Such situations might occur because of a need or
desire to get new technologies faster may reduce the training and transition time. This can

be avoided by initiating new technologies in weeks and even months and building in
more time to test and addressing deployment issues (Change Management for learning
Analytics, 2020).
 The negative attitudes of employees might not allow the change to become effective as
they might not be satisfied. Attitudes of people might differ from one person to another
and this can hinder the process of change management. Because of the drive for
constancy and employee's attachment to different habits, range of feelings are observed
from excitement to anger. Therefore, the attitudes of employees should be considered
while initiating change.
CONCLUSION
The above report concluded about the change management and the impact on unplanned
changes on Barnacle Bay Hotel. The employees are the major factor in implementing the change
process. The Kotter's 8 step model is suggested to initiate the changes effectively and efficiently.
The model includes establishing clear vision and understanding of the change, consolidation of
gains etc. There are certain limitations in adopting this model such as the Kotter's change model
is more mechanical and its 7th step cannot be proved helpful. Various steps are discussed in the
report should be kept in mind while initiating change in the organization.

REFERENCES
Books and Journals
Galli, B. J., 2018. Change management models: A comparative analysis and concerns. IEEE
Engineering Management Review, 46(3), pp.124-132.
Al-Ali, A. A., and et.al., 2017. Change management through leadership: the mediating role of
organizational culture. International Journal of Organizational Analysis.
Jayatilleke, S. and Lai, R., 2018. A systematic review of requirements change
management. Information and Software Technology, 93, pp.163-185.
Galli, B. J., 2019. Comparison of Change Management Models: Similarities, Differences, and
Which Is Most Effective?. In R&D Management in the Knowledge Era (pp. 605-624). Springer,
Cham.
Ballaro, J. M., Mazzi, M. A. and Holland, K., 2020. Organization development through effective
communication, implementation, and change process. Organization Development Journal, 38(1).
Gottwald, M. and Lansdown, G. E., 2021. 4 Change management and implementing quality
improvement programmes. Ebook: Clinical Governance: Improving the quality of healthcare for
patients and service users, p.84.
Online
Transformational Leadership Style and its Relationship with Change Management, 2021.
[Online]. Available through: <https://www.ceeol.com/search/article-detail?id=772622>
Change Management for learning Analytics, 2020. [Online]. Available Through:
<https://link.springer.com/chapter/10.1007/978-3-030-41099-5_15>