Change Management and Organisational Development Report - MG630

This report provides a comprehensive analysis of change management and organizational development within the context of the Barnacle Bay Country House Hotel. It begins by defining change management and its significance in organizational growth, then proceeds to evaluate the impact of unplanned and emergent changes, such as the COVID-19 pandemic and Brexit, on the hotel's performance. The report offers practical guidance to the hotel's manager, Rita, based on Kurt Lewin's change model, outlining strategies for unfreezing, changing, and refreezing the organization to adapt to market challenges. Furthermore, it identifies potential conflicts that may arise during the implementation of these changes, considering factors like employee morale, motivation, and technological adaptations. The report concludes by emphasizing the importance of effective change management for Barnacle Bay Hotel's long-term success and competitive advantage.

CHANGE MANAGEMENT
AND ORGANISATIONAL
DEVELOPMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................2
MAIN BODY...................................................................................................................................2
Impact of unplanned changes had on Hotel.................................................................................2
Guidance for rita to understand plan approach to change ...........................................................3
Conflict might raise while implementing change........................................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7
Executive summary
The aspect of change management refers to implementing certain type of change within
the organisation. This leads to develop the organisation the functions and improve the overall
performance. In this the development plan of change is being defined which can be used by
barnacle's hotel.
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INTRODUCTION
Change management refers to implementation of change within organisation for better
growth and success. The communication is also being important intrinsic and extrinsic both
while making any kind of change (Barrow, Annamaraju and Toney-Butler, 2017). The
organisation development is also based on the implementation of change as it shows the
capability of achieving better efficiency by any improvement. The Barnacle bay country house
hotel is located in scottish coast providing hospitality services from past 70 years. This report
will evaluate the unplanned and emergent changes for the hotel and its impact on the Barnacle.
Further it will provide guidance to Rita managers of Barnacle's regarding planned approach of
change and identify the consequence in implementation of changes.
MAIN BODY
Impact of unplanned changes had on Hotel
The Barnacles are a huge hotel which is providing quality of services to its customers yet there
are some changes occurs which are not known for organisation (Rosenbaum, More and Steane,
2018). This unplanned changes have vital impact on the performance and the functioning of the
company. The COVID-19 is an unplanned change for Barnacles hotel as they face the
consequence of this immediately, and they have no time to make changes accordingly. When the
pandemic period of COVID-19 started out then people are more aware about the safety
measures. They are more preferring to those hotels which are highly following the safety
measures for their visitors.
As compared to earlier business of Barnacles the business profitability rate has been
reduced and the customers who are coming to the hotel are being diminish frequently as they
also not feel safer to visitor Barnacles (Vlados, 2019). The hotel is not taking any additional
safety measures to help customers and provide them better services so that they remain coming
to the hotel. The people families are coming regular on their Sunday's to hotel to take their
launch they are also avoiding visiting the hotel due to pandemic.
Emergent changes for hotel
Barnacles hotel is also being influenced with the emergent changes which are in known
to hotel yet affecting the performance of the company (Gatarik, 2019). As in the economy of UK
the Brexit has taken place in which UK has exited from the market of European union. This has
several consequences of the functioning of the hotel because people of EU are less preferring to
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visit the hotel of UK and also trying to avoid them. In the market of Barnacles there is a new
entrant is coming which will impact of function of Barnacles and also affect its market standing
as the hotel named as peacock hall is coming with new knowledge and more innovative style
which will provide better safety and security to its customers (Nisula and Kianto, 2018). This
will be a great competitor for the Barnacles, and they had to face the competition when the
company will enter the same market. This is an four-star hotel they are also having new and
innovative services which are not provided by Barnacles hotel and its is one of the biggest threats
for the hotel. Peacock is entering the market with complete market analysis as the preference has
been change after the COVID-19 crisis, and they are trying to be the best in the market.
Guidance for rita to understand plan approach to change
As a manager of barnacles hotel Rita should make several changes to compete and
sustain the market keep in the mind the emergent and unplanned changes in the environment.
The Kurt Lewin's changing model is being used to know that are the negative aspect in the
function and which activities within the hotel must be changed to gain competitive advantage
(Pal And et. al., 2021). As this model is a compact and simple method to know the defect and
make the required changes. There are three stages in this model which are explained as under:
Unfreezing: when the Barnacle's hotel need to make a change then they must know what they
are doing incorrect and inappropriate. So Rita should firstly analysis what is being wrong in that
hotel which people not liking. As per the studies on Barnacle bay country house hotel it has been
found that the organisation is not effectively maintaing their man power, and they are not serving
the customers properly which is why people are less preferring to visit hotel (Stacho, Stachová
and Raišienė, 2019). The talent is also not being retained with the company that's why employees
are not efficient in their work. They are not able to deal with the people on time and the
customers have to wait for their turn. So, Rita should explain the condition of the hotel and its
services to its employees who are performing the activities within the hotel to serve customers.
She should also tell them the need to change their practises and introduce the competitor also to
the team so that they are also aware about all the information. When the Rita will explain things
to the employees then they are being motivated towards the accepting the change. The Rita
should tell them where they are lacking behind what they should do while working.
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Changing: The Lewin's changes model second stages in which the changes in being
implemented with the organisation in effective manner. In this the barnacle's hotel will modify
its actions which are lacking earlier and creating a hurdle in the success of organisation. The
changes are made according to the different organisational theories so that efficiency of hotel get
improved. According to the behavioural approach the human resource should train the
employees in a way that they can perform multi-task with the organisation. They should motivate
the employees to be with the organisation and be loyal towards hotel and also develop morale of
its workers which help to produce more (Isaksen and et. al., 2018). The employees of the hotel
are being trained in a way that they can perform more than one task within Barnacles hotel so
that they are having work to do rather than sitting ideal. The innovative and modern ideas and
thoughts are also being shared with the employees so that they can improve their working habits.
When the employees are being motivated then they will perform better within the organisation.
The customers are being the priority of the employees, and they are train to serve them first and
do their other work afterwards. In the second organisational approach that is structural approach
the change are being in the system which is centralised in Barnacle hotel so the power and
authority will be distributed among all the level of the company so that all the department are not
being depended on one person, and they can take immediate action on the time. They can also
appoint the part-time workers within the organisation so that they have to pay less and when the
work load is higher than they can appoint more part-time work in the same manner. The Rita
should make the department of smilier working people which help to check their efficiency and
efforts. In the technical approach the technology related change are made as they should match
the technology which is currently available in the market (Al-Ali And et. al., 2017). They will
also change the work for a particular person and engage them in more work so that they can
handle visitors. When the technology will upgrade then productivity of hotel will automatically
enhance. In this type also make change in their machine which are used to clean and monitor the
work of the employees. The changes are made with proper planning so that there is no
misconception regarding this and employees are also being reminded the reason of doing this
change.
Refreezing: In this final stage of kurt Lewin's model the action related to reinforcing and further
stabilizing the change is being done. The employees have to accept the change and which are
made related to behavioural, structural and technological. This level of the model is being more
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important because in this the management should check the workers are working in modified
way, or they are reverting to the previous manner. They will work with new style and the change
which are made with the company (Odor, 2018). The Rita should also make efforts to ensure the
change is implemented effectively and all are following the change. An accepting environment is
to be created by the manager so that all are in favour of change and work in that way. They also
provide the rewards and appreciation to the employees who are working more effectively in new
direction set by organisation. Rita will evaluate the employees are having adequate work in the
working hour, and they are also being multi-task when there is need. The technology
development is also being over look to ensure the technology which is being used will help in
better growth for the company.
Conflict might raise while implementing change
The Rita is going to change the majority of its structure of organisation to develop the
organisation more effectively yet there are some consequence that might raise when she will
implement this all together. As employees of the company are going to appoint temporary or
part-time, so they will affect the morale of the employees (McCalman, Jongen and Bainbridge,
2017). They feel their position is not being permanent in the company, and they are not being
secure, so they performance will also accordingly. They will not contribute their best in their
work and work my get hamper due to this change.
Their is chance that worker may be demotivated as whole process of the company is
changing, and they are not getting adjust accordingly with that. They are not being getting what
the manager want to do and their motivation gets low (Austen and Jones-Devitt, 2018). If the
information are not being transferred effectively then they may not being accepting the change or
might be shifted to its competitor organisation because Peacock is coming with new ideas and
new method, so they will prefer to change their job. The decision might affecting the personal
motive of the company, and they are not willing to work like the way manager Rita wants.
The modification in the machinery and other software will make organisation to have
specialist of that machinery uses and the organisation not have that kind of staff then they will
face issues in managing and operating the machine (Kunaefi And et. al., 2019). If the
organisation not able to hire an efficiency staff to operate the machinery then might be
organisation face huge loss due to machinery.
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When the power and responsibilities are being distributed among different departments
then there are chance that employees are not efficient in use authority and fulfil the
responsibilities which is being allotted to them (Chirico, 2017). The employees may also not like
the decentralisation in the hotel, and they are suitable in getting approval from head authority.
The department are developed in the organisation so there are chances that people are having
conflicts with each other. They are not feel comfortable with each other and might be leave the
organisation.
CONCLUSION
This report concludes that change management is very vital in getting success of every
organisation without change management the company can not able to gain competitive benefits.
The organisation development is done with the change management practises, the Barnacle hotel
can identify the unplanned and emergent change and able to change its functions according to
effective manner. The Rita managers should implement the plan in effective manner and also
keep in mind the consequences so that it get easy for her to enhance the performance of
employees and better growth opportunity of Barnacle hotel.
RECOMMENDATION
As per above research barnacle's hotel is suggested to implement the change in effective
manner and for consequences they should take effective steps. The Kurt change model is being
helpful in getting the change in appropriate manner. As when the employees are not able to get
the change which is being implemented in the company so the manager should explain the
change face to face and clear all the doubts. Manager should make effort to provide the
information about the change which is going to benefits the organisation and its stakeholders.
When the employees are being demotivated while adopting to the change then mananger
should provide a clear understanding of the change and train them to perform the activities so
that their motivation level get enhanced. They should also explain the uses to authorities and
responsibilities within the organisation. When the employees will know the uses of authority at
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right time, right place then all things get effectively done. They should also train the people to
make use of new technologies and other machinery so that the resource get optimally utilised and
effectively used within organisation.
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REFERENCES
Books and Journal
Al-Ali, A.A. And et. al., 2017. Change management through leadership: the mediating role of
organizational culture. International Journal of Organizational Analysis.
Austen, L. and Jones-Devitt, S., 2018. Observing the observers: using digital storytelling for
organisational development concerning'Critical Whiteness'.
Barrow, J.M., Annamaraju, P. and Toney-Butler, T.J., 2017. Change management.
Chirico, F., 2017. The challenges of climate change, migration and conflict in pursuit of the
Sustainable Development Goals: A call to responsible and responsive policy makers. J
Health Soc Sci. 2(2). pp.137-142.
Gatarik, E., 2019. The value of knowledge sharing in decision-making and organisational
development: a model-theoretic systemic analysis of an intervention in an Austrian
SME. Economic research-Ekonomska istraživanja. 32(1). pp.148-167.
Isaksen, A. and et. al., 2018. Differentiated regional entrepreneurial discovery processes. A
conceptual discussion and empirical illustration from three emergent clusters. European
Planning Studies. 26(11). pp.2200-2215.
Kunaefi, M.M.A. And et. al., 2019, December. The Implementation Urgency of Conflict
Management in Educational Organization for Industrial Revolution Era 4.0. In 5th
International Conference on Education and Technology (ICET 2019) (pp. 575-579).
Atlantis Press.
McCalman, J., Jongen, C. and Bainbridge, R., 2017. Organisational systems’ approaches to
improving cultural competence in healthcare: a systematic scoping review of the
literature. International journal for equity in health. 16(1). pp.1-19.
Nisula, A.M. and Kianto, A., 2018. Stimulating organisational creativity with theatrical
improvisation. Journal of Business Research. 85. pp.484-493.
Odor, H.O., 2018. Organisational change and development. European Journal of Business
Management. 10(7). pp.58-66.
Pal, S.C. And et. al., 2021. Threats of unplanned movement of migrant workers for sudden spurt
of COVID-19 pandemic in India. Cities. 109. p.103035.
Rosenbaum, D., More, E. and Steane, P., 2018. Planned organisational change management:
Forward to the past? An exploratory literature review. Journal of Organizational Change
Management.
Stacho, Z., Stachová, K. and Raišienė, A.G., 2019. Changes in approach to employee
development in organizations on a regional scale. Journal of international Studies. 12(2).
Vlados, C., 2019. Change management and innovation in the “living organization”: The Stra.
Tech. Man approach. Management Dynamics in the Knowledge Economy. 7(2). pp.229-
256.
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