MG630 Change Management: Barnacles Hotel Organisational Development

This report analyzes the change management challenges faced by Barnacles Hotel, a family-run business impacted by unplanned events like Covid-19 and Brexit. It explores the impact of these changes on the hotel's revenue and operations and recommends a planned approach to change, considering organizational development. The report suggests using Lewin's Change Management Model and Nudge Theory to implement changes effectively. It also addresses potential conflicts that may arise during the implementation process, such as lack of communication and resistance to new technologies. The report concludes that change is necessary for Barnacles to increase its clientele and maintain its competitive edge, while emphasizing the importance of managing conflicts that may arise during the process. This document is contributed by a student and is available on Desklib, where students can find more solved assignments and past papers.

Change Management
and Organizational
Development

EXECUTIVE SUMMARY
Change management relates to the defined procedures and methods in which change is
explained and implemented in the company. It is implemented in both internal and external
process. The report includes a case of Barnacles Hotel that is a royal hotel in the Europe country,
but due to unplanned changes such as Covid-19 and Brexit, company is not generating revenue
than before and could not be able to increase its profits over the years. So, the report is
considering how the owner of company can bring changes in the business and what are its
consequences.

Table of Contents
EXECUTIVE SUMMARY.............................................................................................................2
INTRODUCTION ..........................................................................................................................4
TASK ..............................................................................................................................................4
Impact of unplanned and emergent changes has on the Barnacles.............................................4
Recommendations to Rita for undertaking a planned approach to change, while considering
organisational development........................................................................................................5
Conflict that might be faced by owner in order to implement changes......................................6
CONCLUSION ...............................................................................................................................8
REFERNCES:..................................................................................................................................9
Books and Journals:....................................................................................................................9
Online:.........................................................................................................................................9

INTRODUCTION
Change is very important in any area or field or even in business. Change management is
meant by those defined manners or methods in which an organisation explains and implements
change within its both inner and outer processes. It encompasses preparing and assisting
employees, establishing the essential moves for change and observing before and after change
activities to make sure successful implementation (Akbar and et.al., 2019). The report is based
on a case study of Barnacle Bay Country House Hotel which is one of the luxurious hotel in UK.
It has huge number of royal clientele. Moreover, this is famous for its traditional Sunday menu
lunch. The report is considering some serious issues which is facing by Rita, the owner-manager
of the hotel (Cehelsky, 2019). The hotel is facing potential threat of competition named Peacock
Hall, due to which the owner brings changes to overcome the threat.
TASK
Impact of unplanned and emergent changes has on the Barnacles.
Unplanned and emergent changes immensely affect the business and its activities.
Unplanned changes are those changes in the business that unforeseen prior to the requirement of
change, often made significant by moves in the business environment. Whereas, emergent
change happens naturally and as a tactic of constant bringing to be responsive to the needs and
strategic conditions of business. In case of Barnacles, the company faced an unplanned change
due to Brexit and Covid-19. Due to the impacts of both situations, the operations and activities
have been severely impacted. For examples, there are various employees who left over the job
and due to which company suffers and realises losses of revenue and customers. There are
various rules and guidelines have been imposed by the Government due to the impact of Covid-
19 (Amado and Ambrose, 2018). The main focus is to safe and secure the local people in the
country, resulting in fall in economic growth and business revenues. The respective company
embraces the situation very well that could help the company to retain its customers after the
pandemic. Somehow, it could retain only its traditional customers who come year after year to
enjoy and experiences the services of hotel. But due to lack of marketing, it could not be able to
attract new customers towards hotel which stabilizes or almost diminishes the profit for business.
The company must exploits different marketing techniques that could help retain new customers.
On the other side, the Brexit also impacted a lot to the hotel business. For instances, Brexit

comes with several trade-off agreements and policies that affected its import and export
activities. Changes to the immigration system in UK resulted in loss of non-UK employees.
Many employees who are not from the country leaves UK and returned to their native places,
whereas because of the travel restrictions only fewer residents of UK are likely to come to the
UK for work over next coming years (Kezar, 2018). Moreover, the company faces a threat of
competition in terms of Peacock Hall which is a four star hotel in the city. As it serves various
types of services and facilities, the company Barnacles faces this sort of unplanned change.
Therefore, these are the major unplanned changes that impacted a lot on the business of
Barnacles.
Recommendations to Rita for undertaking a planned approach to change, while considering
organisational development.
There are mainly two approaches to the change management; planned approach and
emergent approach. Planned approach is a “top-down” in nature and defines to the sequential
process of planning, managing, organizing and implementing change so that a company can shift
from its present state to a desired future state (i.e. understanding vision) in a short time. Planned
change relates to a process of preparing the whole company for new objectives and new path.
The path can define to culture, internal processes, structure, rewards and other linked aspects. In
case of Barnacles, the following model of change could help Rita for undertaking a planned
approach to change:
Lewin's change management model:
This model was developed By Kurt Lewin in 1940 and still it delivers a value in today's
time to bring change in the company (Martinsuo and Hoverfält, 2018). It is called as Unfreeze-
Change-Refreeze. It is a three-step model which explains that change for any person or company
is a difficult journey which may not be easy and mostly consists different stages of
misunderstandings and transitions before attaining the stage of stability or equilibrium. In case of
Barnacles, the following are three stages management of change which might be undertaken by
the Rita: Unfreezing: This is the very first and most critical stage in the whole process of
managing the change. It contains willingness or readiness of individuals to accept the
change by nurturing an understanding for moving from current comfort zone to a
transformed situation (Pulakos, Mueller-Hanson and Arad, 2019). In case of the

Barnacles hotel, Rita can make aware of the situation of Covid-19 and importance of
social distancing that is a major change of the regular staff members and also encourage
them for accepting the new norms and regulations of working for attaining better results.
Also, effective communication is very important to deal with the change and help
employees in the process of change. Change: This refers to a stage of actual implementation of change. It consists the
acceptance of the new methods of conducting jobs. In this step, individuals are unfrozen
and the actual change is implemented. In case of Barnacles hotel, Rita must do careful
planning, encourage the involvement of people for endorsing the change and
communicate effectively. This stage is not simple as individuals are fearful and due to
several uncertainties of the adopting the process of change. Freeze: In this stage, the individuals shift from the transition stage to a much more stable
state which relates to situation of stability (Oreg and et.al., 2018). In this step, the
ultimate change is bringing up in the firm in which employees accept the change and
ascribes the new manners of doing things, establishes new relationships and accept it as a
part of the life. In order to reinforcing and strengthening the new behaviour or
modifications in the way of conducting things, Rita-the owner should give rewards to her
employees, acknowledged and gave positive reinforcements. Moreover, supporting
structures and policies can assist in the reinforcements.
Nudge Theory:
This theory is dependent on the subtle and indirect suggestions that are backed up by the
the evidence so that workers will be nudged on the track of change. In case of Barnacles hotel,
the owner must consider the principle of this theory such as the purpose of change must be
defined by the owner so that employees could know what is want from them, then employees
viewpoint must be considered so that they will connected with the team and promote change in
an effective way. Furthermore, facilitated team with more options related with change. Different
minds can bring new ideas in order to bring change in the company (Zhang and et.al., 2020). The
owner can also show change as a choice so that she can motivate and influence others to accept
the new way of doing things and workings. Most importantly, Rita must not neglect the
feedbacks of employees as they are the part of implementing change. Choosing the best among
best options of change is quite impactful and lastly, change integrity with short term wins.

Therefore, this theory will enables workers to overlook the need of change for themselves and
encourage how it is made, making impedance less awaited (10 Proven Change Management
Models in 2021).
Conflict that might be faced by owner in order to implement changes.
Changes can raise sentiments or emotions such as fear or uncertainty, leaving employees
to take their stress and frustrations out on each other. It is the responsibility of Rita as a manager
to support her staff so that they can overcome challenges and difficulties. Rita is expecting to
bring changes in the hotel such as hotel will get new carpets, décor,furnishings, indoor pool with
sauna as well as gymnasium. Although, it is quite challenge to accept the changes by the staff as
they are used to old way of doing things, but for the hotel, it is very essential in order attract new
clientele so that they can raised revenue for the business. Some of the major challenges that Rita
might be faced while implementing the change are as follows: Lack of communication: Rita might face failure in the communication. Rumours and
speculations will sweep the business and leads to lack of trust which will make its
complicated for the staff members to embrace the changes, particularly when employees
are uninformed on what is needed from them (Huang and et.al., 2018). Workers required
to acknowledge what is going in the business, because uncertainty will disrupt the
employees. So, the owner must enables them to know planned updates otherwise they
will be less straight with the aspirations and feel less engaged and disconnected. Failed embrace: Initiating a plan of action regarding change is great but it is of no mean
if employees are not fully pledged to the plans. The owner must promote a workplace
embrace of new philosophies, to break down the complications set up during the
procedure. Each and every employee to be on board, from top to down, otherwise the
owner risk facing disagreements. Implementation of updated technologies: Fewer changes might result several headaches
of employees at all levels of a company while implementing new technologies. New
tools, equipment, workflows change the manner everyone deals. Without a well-directed
plan, employees might be low productive to their work instead of increasing it and
leading to stress (Huang, Cheng and Zhao, 2019). This can happen if the updated
technologies and flow of work to require fewer steps and simplify the pressure of work.

 Quickly gaining appropriate approvals: There is nothing terrible than finishing
something and it takes time for approval so that one can finish the project. The respective
hotel also might need approval from the process owner. The right system of automated
will track the activities for the suitable approvals, with rules and actions for overdue
activities and escalations. This assists everyone to keep up on the right path.
CONCLUSION
From the above report, it has been concluded that change brings something new in the
business which can be in the process, structure or in the offerings of company. Bringing change
is quite necessary for the Barnacles Organisation. The owner is implementing change in the
business in order to increase its clientele in the business but implementing change is not so easy
as it brings difficulties and conflicts among employees. The report is mentioned with relevant
theories and models that could help in the change management. Lastly, implementation of
change raise conflicts among members which must be considered by the owner of the company.

REFERNCES:
Books and Journals:
Akbar, M. A. and et.al., 2019. Success factors influencing requirements change management
process in global software development. Journal of Computer Languages, 51, pp.112-
130.
Amado, G. and Ambrose, A. eds., 2018. The transitional approach to change. Routledge.
Cehelsky, M., 2019. Land reform in Brazil: The management of social change. Routledge.
Huang, Q. and et.al., 2018. Experimental investigation of the thermal performance of heat pipe
assisted phase change material for battery thermal management system. Applied
Thermal Engineering, 141, pp.1092-1100.
Huang, Y. H., Cheng, W. L. and Zhao, R., 2019. Thermal management of Li-ion battery pack
with the application of flexible form-stable composite phase change materials. Energy
conversion and management, 182, pp.9-20.
Kezar, A., 2018. How colleges change: Understanding, leading, and enacting change.
Routledge.
Martinsuo, M. and Hoverfält, P., 2018. Change program management: Toward a capability for
managing value-oriented, integrated multi-project change in its context. International
Journal of Project Management, 36(1), pp.134-146.
Oreg, S. and et.al., 2018. An affect-based model of recipients’ responses to organizational
change events. Academy of Management Review, 43(1), pp.65-86.
Pulakos, E. D., Mueller-Hanson, R. and Arad, S., 2019. The evolution of performance
management: Searching for value. Annual Review of Organizational Psychology and
Organizational Behavior, 6, pp.249-271.
Zhang, J. and et.al., 2020. Characterization and experimental investigation of aluminum nitride-
based composite phase change materials for battery thermal management. Energy
Conversion and Management, 204, p.112319.
Online:
10 Proven Change Management Models in 2021. [Online] Available Through:
https://whatfix.com/blog/10-change-management-models/>