Individual Research Report: Change Management at New Zealand Post

This individual research report presents a case study analysis of New Zealand Post's implementation of the GOAL program, focusing on change management and leadership strategies. The report examines the social process perspectives, including institutional and resource perspectives, to understand the program's impact on employee engagement, productivity, and turnover rates. The study highlights the challenges faced, such as timely deliveries and accuracy, and the strategies employed to overcome them. It also explores the importance of frontline operations, standard operating procedures, and accredited performance measures in achieving organizational goals. The report emphasizes the significance of effective change management, employee motivation, and the role of government involvement in driving successful outcomes. Furthermore, it discusses the benefits of the GOAL program in fostering a coherent approach, successful delivery, and enhanced employee performance. The report concludes by underscoring the importance of sustained implementation and the active management of tasks to maintain the legacy and achieve the desired results for New Zealand Post.

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INDIVIDUAL RESEARCH REPORT (CASE STUDY)
INDIVIDUAL RESEARCH REPORT (CASE STUDY)
Name:

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INDIVIDUAL RESEARCH REPORT (CASE STUDY)
Executive Summary
Being a distinguished company, New Zealand Post has been one of the organizations that
has been able to demonstrate the legacy with the sustenance of HPWS model. The High-
Performance Work System forming a basis of the teamwork along with the employee
involvement renders greater alteration to the performance culture. With respect to the
formation of the organization-based o the earlier progression from being Government owned
to State owned, the consistency has been a crucial part of its operations. The diversity of the
complex portfolio and the significant portfolio it boasts of is significant to operations. The
distribution along with the logistics, marketing, IT management and Payments along with
Banking System form significant components.
The challenges that the organization has faced over the years are closely associated to the
impact of Information arena and the postal market being deregulated. The flexibility on the
grounds of change management implemented at the organization can well aid to combat the
challenges. The concerns that are linked to the empowerment. The key findings associated
to the Report are the strategies and the consideration of models for implementing change.
The involvement of the Government can bring about the needed levels of change too.
Considering the GOAL initiative for the organization, there were crucial traditional approach
which was required to be altered considerably. The strategy pertaining to the development
program and the coaching and communication did form part of the program was bound to
have an impact. Considering the perspective of the outcomes of the program based on the
design and integration there was a greater challenge that the organization faced with respect
to the implementation for the program had to follow a phased process.
The coherent approach being adopted along with the successful delivery and the outcome
of implementation was significant based on the approach. The challenge was with respect to
the timely deliveries and the accuracy was crucial too. The turnover rates were being
considerably impacted and the resultant approaches were bound to alter the decision
making for the organization. Considering that the turnover percentage increased in case of
New Zealand Post, the productivity too was witnessed as a decline due to the strategies not
implemented in accordance. The implementation of GOAL was a successful approach and
this brought in the needed change. The change management for any organization relies to a
greater extent on the key deliverables and the sustained implementation.
The frontline operations with respect to the standard operating procedures linked to New
Zealand Post had to be enhanced to a greater extent. With the resource perspective the
other key concern that can be well taken care of is the enhanced results from a business
perspective. The accredited performance measures and the improvement in the
performance can be clearly based on the levels of expectation. The active management of
tasks can bring about the needed results. The effectiveness in the improved performance
was crucial for New Zealand Post too in order to maintain and sustain the legacy it has been
with the approaches and strategies implemented.

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INDIVIDUAL RESEARCH REPORT (CASE STUDY)
Table of Contents
1. Introduction ……………………………………………………………………….…..4
2. Findings & Analysis……………………………………………………………..…..5
2.1 Social Process Perspectives of Managing Change………….……………..5
2.2 Change Management Models………………………..…………….…………..6
3. Conclusion………………………………………………………………………………….….7
4.References………………………………………………………………………………….….9

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INDIVIDUAL RESEARCH REPORT (CASE STUDY)
1.Introduction
The report takes into account the social process perspectives with respect to the
change management. The approaches associated with change management are being
considered. New Zealand Post having implemented the GOAL program benefitted from the
implementation. Based on the analysis of the case, the perspectives linked to the resource
perspective and the institutional perspective have been considered. The relations which
pertain from intra-firm perspective along with the internal diversity are significant. The
overlapping significant elements are associated to the work along with the employment
relations. They tend to bring about the systematic change. With the implementation
considering the institutional perspective deployed, the strategies taken into consideration for
New Zealand Post are significant to a greater extent. The demonstration of improvement and
the change management models linked to organization development too can be well
associated. The utilization of theoretical perspectives is significant.
The association of organizational context of New Zealand Post and the manner in which
the GOAL program implementation takes place is crucial. The strategies that can be
deployed along with the effectiveness in approach is closely associated to enhance the
productivity levels. The delivery of significant performance of people that can be enhanced
with the implementation of motivation and standardized policies brings in the needed results
expected. With the improvement and enhanced employee engagement, the implementation
of the GOAL program, and the processes was in accordance. The coherent approach is
crucial as it is well being adopted along with the successful delivery. Considering the
outcome of implementation too, it was crucial that significance is based on the approach.
The constraint was with respect to the timely deliveries to take place. Also, the accuracy was
crucial too. With the turnover rates being impacted and the resultant approaches adhered,
the decision making for the organization was impacted. With respect to the turnover
percentage increased in case of New Zealand Post, the relevant productivity too can be well
witnessed as a decline due to the strategies. Even with the implementation done in
accordance, the crucial aspects were the implementation of GOAL.
It was considered to be a successful approach and this brought in the required change.
The change management for any organization relies to a greater extent on the key
deliverables and the sustained implementation. The frontline operations with respect to the
standard operating procedures linked to New Zealand Post would have the requisite with
respect to the change management enhanced to a greater extent. The resource perspective
forms to be crucial as the other key concern can be reflected with the enhanced results from
a business perspective at New Zealand post. The accredited performance measures tend to
provision greater insight and the improvement in the performance can be clearly based on
the levels of expectation. The active management pertaining to the key deliverables with the
organization can bring about the needed results. The effectiveness in the enhanced
performance is crucial for New Zealand Post too.
The delivery branches with respect to the New Zealand Post that were not of a bigger
size were earlier unable to understand the managing disciplines pertaining to the change
brought in through the program. Implementation of procedures and associated levels of
comfort zone of being altered into the changed zone is significant to the organization
development models. The delivery of performance with respect to the performance at New
Zealand Post is significant. The data collection methodology adopted for the report is the
analysis done of the research articles in the arena of organization development and change.
Various strategies forming part of the implementation were responsible in attributing the
success of GOAL program for New Zealand Post.

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2. Findings & Analysis
2.1 Social Process Perspectives of Managing Change
The change management approach is crucial to understand. The implementation of
postal delivery business strategy in New Zealand Post encompasses the consideration of
perspectives relevant to the institutional perspective and the resource perspective. The
justification can be based on the nature of change being linked to the institutional
perspective. It well explores the elements pertaining to wok and the employment
relationships. The management focus is on the relations existing from intra-firm perspective
and the internal diversity form to be crucial. The example of overlapping crucial elements
pertaining to the work and the relations in the employment arena bring about the systematic
change. The institutional perspective being applied to HRM considers the strategies
deployed and the significant dimensions being considered.
The example of utilization of theoretical perspectives can form an essential. Concerned
with the organizational context of New Zealand Post, there are certain strategies that can be
deployed which would be effective in order to enhance the productivity levels. The delivery of
various items being purchased by the consumers online and the impact due to the
implemented high-end technology in e-Commerce arena has a significant impact. The
performance of people can be enhanced with the implementation of motivation and
standardized policies which bring about improvement and enhanced employee engagement.
The practices used to manage people at the organization are closely related to the
motivations.
The crucial subdisciplines linked to selection, appraisal, trainings and rewards reflect
upon the crucial functions and the manner in which the policies that can be exhibited and
differentiated. The nature of change is the differentiation concerned with the institutional
perspective. This would involve bringing about the effectiveness of the research and the
relationship existing between the selection along with the enhancing the effectiveness of the
employee strength. The increased challenges can be regulated based on the implemented
strategies. The management focus would be the effectiveness of social controls and self-
regulatory measures at New Zealand Post can bring about the needed regulation (Neves &
Schyns, 2018). The institutional perspective can be well deployed with the self-regulation
implemented. The definition with respect to the implement well takes into account the
cooperation of significant perspectives and the social along with the economic self-
regulation. The example that can be considered is the equal opportunity for employment
tends to be crucial.
The involvement of the Government would also grant benefits. Considering the GOAL
initiative being implemented at New Zealand Post, the traditional approach was being altered
with the initiatives pertaining to the development program. The performance management
coupled with the coaching and communication forming part of the program was bound to
have an impact. The example with respect to the outcomes of the program based on the
design and integration being challenged is significant. This is with respect to the
implementation at New Zealand Post. The implementation for the program had to follow a
phased process. This would also signify meeting the mental and physical capabilities and a
coherent approach being adopted with regards to the delivery. The delivery and the outcome
of implementation was crucial based on the approach. The timely deliveries and the
accuracy were important. The turnover rates where been impacted and the resultant injury
frequency rate too was escalated.

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INDIVIDUAL RESEARCH REPORT (CASE STUDY)
The resource perspective for New Zealand Post is significant to a greater extent. The
demonstration of improvement and the regulated efforts in the organization can bring about
the results expected. Considering the theory, the management focus is linked. There tends
to be the manner in which the resources are being selected and trained and the utilization of
the resources taking place in an orderly manner. The nature of change is the employment
strategy and the exposition bring about the expected results. The essential functions which
are linked to the influence of performance bring about the needed results. The distinctive
approach has the benefits while the implementation is done. The deployment has to take
place in a strategic manner (Krantz, 2018; Neves & Schyns, 2018).
The manner in which employees can be made productive and the effectiveness can be
closely associated to the motivational levels too that are being exhibited. The example of
skilled performance management needs to imbibe the policies in a manner that they are
deep rooted within any organization is significant. The perspective of resources is also
relevant with respect to the essential functions that form part of the organization and as to
how well the same can be implemented in a strategic manner. The employment
management with the effectiveness brought in change management would take into account
the understanding of concerns and issues. The example can be considered with the decision
making that needs to be done in accordance. The essential functions linked to the efforts of
management in organization render greater support from human resource perspective. The
encouragement of personal development can render the benefits wherein the organization
can garner effectiveness. The level of performance also impacts the turnover.
2.2 Change Management Models
The evaluation of organization development can be well carried out with the consideration
of Organizational Development models and the Kurt Lewin Change Model (Al-Haddad &
Kotnour, 2015; Hansen & Clausen, 2017). The Griener’s mode lot of organizational
development takes into account the processes being handled from the perspective of the
change process. The management with respect to the stimuli brings in the needed levels of
change in the organization. At New Zealand Post too, the organization development model
can be well associated with the change taking place through the implementation of GOAL
program. The example of the model is the change at various stages of change forming part
of the model. The experimentation of the new system and the movement from the old to the
new is crucial with the results expected. The model being associated to the GOAL program
implementation at New Zealand Post can be well brought out. The Model forms the basis of
the three stepped procedure. The change management taking place in phased manner and
the implementation of change taking place in accordance tends to be significant. The 3
phases that form part of the Kurt Lewing Change Model provision the needed guidance on
the manner in which change can be brought in with the respect to the change.
The other crucial step is associated to the implementation of new processes in the
organization and the manner in which it is implemented. The consideration of change can be
effective with the implementation of new processes and the tasks reassigned with the people
embracing the needed change in the organization. Considering the example with the
situation of GOAL program implementation taking place at New Zealand Post, it was crucial
that the structure of the organization does not alter to a greater extent. The management
policies and the changes brought in with the implementation of GOAL had to take place in a
manner that the people and processes are well aligned. The crucial phase, the first one
being relates though the unfreeze (Stark, 2015; Donnelly & Kirk, 2015). The stage can be
well associated to the GOAL program linked for implementation. The first stage can also be
linked to the key deliverables following the GOAL program and the organization benefitting
from the implementation of it.

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INDIVIDUAL RESEARCH REPORT (CASE STUDY)
The involvement of people as part of the process at New Zealand Post and the change
brought in with the appropriate delivery of functionality tends to be crucial (Al-Haddad &
Kotnour, 2015; Hansen & Clausen, 2017). The comfort zone of being transformed into the
changed zone is varied to a greater extent. For the employees functioning as part of the
resources with New Zealand Post, it meant that the motivation for accepting the new ways
and strategies of doing the tasks had to be well accounted for. The awareness of need for
change also meant that the program had to be implemented at all levels within the
organization. The effectiveness of communication brought in as part of the GOAL program
was a key deliverable too. The development even with respect to the team leaders was not
much initially . With the implementation of the GOAL program, it was evident that the
development was taking place in the right direction and the needed support and
understanding of performance expectation and the processes was in accordance. The
delivery branches with respect to the New Zealand Post that were of smaller size were
earlier unable to understand the managing disciplines pertaining to the change brought in
through the program.
The above proposed models tend to be the soft approaches in change management. The
reasons to justify the same are that the flexibility attributed to the implementation and the
change takin place in sequence based on the Griener model of organization development.
Considering the various parameters and the levels of change expected at New Zealand
Post, it is the flexibility and the manner of support from the management and the employees
to withstand the needed change in the system (Genkova & Gehr, 2016; Hornstein, 2015). As
part of the experimentation too with the GOAL program, the other reason is the key
deliverables that form part of the model take into account the invention of a system with the
changes. The unfreezing stage, change phase and the freeze stage forming part of the Kurt
Lewing Change model is significant and the soft approach brought in is again connected to
the key deliverables and the manner in which the employees are able to bring about the
change in order to meet the levels of expectation. The same time, there is presence of
restraining force among the employees.
The crucial manner in which the employees are able to well control and bring about the
effectiveness with the implemented change sets in a soft approach based on the
implementation of model. The changing trends and the influence of external factors are
crucial too. The implementation of change is expected to take place in a phased manner.
With the relevance of driving forces, the organization can bring in greater support from the
perspective linked to strengthening support and delivering the crucial deliverables based on
the expectations from the organization management. The stability in the approach is crucial
and the environment has to take the change implementation in a positive manner. With the
effectiveness of change, the GOAL program implementation was being met successfully.
The approach needed the change of mindset and the employees having the needed
capabilities to bring about a change in the behavior and attitude (Krantz, 2018; Neves &
Schyns, 2018). The change based on the organization climate is crucial too. With the
interpersonal style, the approach is likely to set in the needed standards for the
implementation and to have the change take place in a phased manner.
3. Conclusion
The organization change and the crucial attributes associated with its implementation
at New Zealand Post is significant. The determination of models and the change in the
process is brought in with the successful implementation of the GOAL program at New
Zealand Post. The involvement of people at the organization and the considerable strategies
deployment is significant. It brings about the change brought in and the appropriate delivery
of functionality needed. The comfort zone of being altered into the changed zone is varied
and the employees functioning as part of the resources too are needed to adhere to the

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INDIVIDUAL RESEARCH REPORT (CASE STUDY)
strategies of change management. Considering the situation with respect to the GOAL
program, the implementation would be considered as adept with respect to New Zealand
Post, it was significant that the structure with respect to the organization does not get
impacted. The management policies are to be well considered with the changes brought in.
The anticipation of the implementation of GOAL for the organization had to take place in a
manner that the people and processes are well aligned. The significant advantages are
associated to the crucial phase, the prior being related to the sub processes and processes.
The stage that can be well linked to the GOAL program linked for implementation. The
1st stage can also be linked to the key deliverables following the GOAL program and the
organization benefitting from the implementation of it. The involvement with respect to the
resources as part of the process at organization along with the change brought in with the
appropriate delivery of functionality tends to be crucial. The comfort zone needs to be
formed based on the changed zone. This would be varied to a greater extent. In order that
the employees functioning as part of the resources with New Zealand Post, it meant that the
motivation for accepting the new ways and strategies of doing the tasks had to be well
accounted for. The awareness of need for change also meant that the program had to be
implemented at all levels within the organization.
The crucial impact of effectiveness of communication can be well brought in being the
part of the GOAL program. It turned out to be a key deliverable too. The development
pertaining to the team leaders was not much in the beginning . With the implementation
being closely associated to the GOAL program, it was evident that the needed support levels
in terms of development was taking place in the correct direction and the needed support
and understanding of performance expectation and the processes was in accordance. The
delivery branches in organization were of smaller size were earlier unable to understand the
managing disciplines which were linked to achieving the goals and objectives.

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References
Al-Haddad, S., & Kotnour, T. (2015). Integrating the organizational change literature: a
model for successful change. Journal of Organizational Change Management, 28(2),
234-262.
Donnelly, P., & Kirk, P. (2015). Use the PDSA model for effective change
management. Education for Primary Care, 26(4), 279-281.
Genkova, P., & Gehr, C. (2016). Is Communication Always Helpful?–The Influence of
Organizational Communication on Feelings of Uncertainty and Commitment of
Employees during Change Management Processes. International Journal of Academic
Research in Business and Social Sciences, 6(1), 55-66.
Hansen, P. R., & Clausen, C. (2017). Management concepts and the navigation of
interessement devices: The key role of interessement devices in the creation of
agency and the enablement of organizational change. Journal of Change
Management, 17(4), 344-366.
Hornstein, H. A. (2015). The integration of project management and organizational change
management is now a necessity. International Journal of Project Management, 33(2),
291-298.
Krantz, J. (2018). Dilemmas of organizational change: A systems psychodynamic
perspective. In The systems psychodynamics of organizations (pp. 133-156).
Routledge.
Neves, P., & Schyns, B. (2018). Destructive uncertainty: The toxic triangle, implicit theories
and leadership identity during organizational change. In Organizational Change (pp.
131-141). Routledge.
Stark, J. (2015). Product lifecycle management. In Product Lifecycle Management (Volume
1) (pp. 1-29). Springer, Cham.