Change Requirements and Opportunities Identification Report

This report focuses on change management within Fast Track Couriers, a courier service company. It identifies organizational objectives, current operational states, and external trends influencing the need for change. The report highlights the need for technological advancements, online booking facilities, and employee training to meet business expansion goals. Major operational changes, including potential resistance from drivers, are addressed. The report emphasizes the importance of consulting internal and external change management consultants and the involvement of managers in the change process. It concludes by prioritizing change implementation steps, such as employee training and technological upgrades, to align with organizational performance and business activities. The report also references the Burke-Litwin model for effective change implementation.

Running head: CHANGE REQUIREMENTS AND OPPORTUNITIES IDENTIFICATION
CHANGE REQUIREMENTS AND OPPORTUNITIES IDENTIFICATION
Name of the Student
Name of the University
Author Note

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CHANGE REQUIREMENTS AND OPPORTUNITIES IDENTIFICATION
Executive Summary:
The purpose of the report is to highlight the change requirements and the opportunities in a
courier service company. The report discussed the various factors influencing the process of
change in the company. The conclusion of the report provides a assessment of the change
process which is aligned with the various aspects of the organization.

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CHANGE REQUIREMENTS AND OPPORTUNITIES IDENTIFICATION
Table of Contents
Introduction:....................................................................................................................................3
Organizational Objectives and Change Requirements:...................................................................3
Current State:...................................................................................................................................3
External Trends:...............................................................................................................................4
Major Operational Change:.............................................................................................................5
Consultation:....................................................................................................................................5
Change Management Requirement and Opportunities:...................................................................5
Involvement of Managers:...............................................................................................................6
Prioritizing the Change:...................................................................................................................7
Conclusion:......................................................................................................................................7
Reference:........................................................................................................................................8

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CHANGE REQUIREMENTS AND OPPORTUNITIES IDENTIFICATION
Introduction:
The change management of an organization indicates the requirement for modifying the
process of the organizational business activities (Benn, Dunphy and Griffiths 2014). This change
in the organization process as well as in the structure requires proper handling and management
in order to make the workflow smoother. On the other hand, the change in the organization needs
to be aligned with the strategic goals and the objectives of the organization (Cummings and
Worley 2014). The following report on the Fast Track Courier is concerned with the
organizational change management along with all the related factors to it.
Organizational Objectives and Change Requirements:
The primary objective of Fast Track Couriers is to expand the business to its operating
country with the increased market share. The other objectives of the organization are related to
these primary objectives in terms of meeting the firm’s strategic goals. For meeting the
organizational objectives the company needs to bring change in the organizational process. The
identification of the required changes is important in order to align the organizational
performance with the objectives of the firm. The requirements for the change refer to the
implementation of the technological equipments, increasing the number of trucks, starting
online booking facilities, training employees and process and increase of competent and well
organized employees. This identification of the requirements is done through the thorough
analysis of the strategic goals as well as the current state of the firm.

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CHANGE REQUIREMENTS AND OPPORTUNITIES IDENTIFICATION
Current State:
Presently the organization operates within the metropolitan areas of Sydney. Being a
courier service company, the business of the organization is focused on the delivering of the
packages to the customers. For operating its business the company communicates with each
employee in the head office via emails and m monthly newsletter. For keening the track of the
drivers who deliver the packages, the company has implemented the GPS system. In addition,
the every truck is provided with PDA to help the drivers to track the pick-up and drop-off
facilities. However, the drivers are not willing to take any change in the organization is the
drivers are happy with their two-man team which the organization wants to replace by only one
man. The current state is that the drivers are unwillingly reacting to the change which the
company needs at the highest priority for expanding the business.
External Trends:
Today’s society is dependent on the technologies and one of the dependencies of people
is shown in the extreme involvement of the people in the internet as well as I the social media.
The external trends of the courier service industry are the online booking (Shaheen et al. 2015).
People prefer the online booking which is which is requires the company to start the online
retailing the courier service business. The online booking is impacting the organization in terms
of losing existing as well as potential new customers for not having the facilities of online
booking. On the other hand, the trends of the industry are indicating towards the increment of the
customers as well as the fast deliveryn (Crew and Kleindorfer 2013). The company has the
potential to implement the intended change, but there are some issues with one of the portion of
the human resource that is preventing the change. Therefore, the firm is impacted by the external

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CHANGE REQUIREMENTS AND OPPORTUNITIES IDENTIFICATION
trends in terms of the implementing the change within the company for meeting the
organizational objectives (Doppelt 2017).
Major Operational Change:
The major operational change requirements are determined by the several gaps between
the intended organizational activities and organizational performances. The performance of the
organization as well as the employees in terms of serving more number of customers is creating
apparent gaps (Cameron and Green 2015). The company has the business opportunity for
expanding the business of the organization in regard to the expansion of business to customers
preferring the online facilities. The threat of the company is that if the firm does not implement
the change, other competitors company can have the competitive advantages in the market (Crew
and Kleindorfer 2013). The management also requires the change in their decision making
process for motivating the employees to agree with the decisions of the managers.
Consultation:
The management of the company needs to consult with both the internal and external
change management consultants for implementing the intended change within the
organizational process (Benn, Dunphy and Griffiths 2014). As the change initiatives in the past
have failed due to the opposition of the drivers, the external consultants are required to
implement the change. In addition, the training of the employees of the organization also needs
to be consulted. The change management model of Burke and Litwin is referred for effective
implementation of the change along with the concerning factors responsible for the change
initiatives (Spangenberg and Theron 2013).

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CHANGE REQUIREMENTS AND OPPORTUNITIES IDENTIFICATION
Change Management Requirement and Opportunities:
The consultants and the responsible management of the company must have discussion
regarding the change management requirements and opportunities of the organization. The
discussion must include the analysis of the present market opportunities and threats as well as the
organizational current scenario. An in depth investigation and analysis of the current
organizational structure and behaviors must be done by both the internal and external consultants
for the identification of the required change. In addition, the opportunities for the changes can be
identified from the overview of the organizational performance both in the internal and external
context. The employees’ feedback is another helpful measurement tool for the process of
identifying the requirement of changes and opportunities.
Involvement of Managers:
The involvement of the managers is one of the major priorities for the change
management process of the firm (Hornstein 2015). There are managers from different
department who will be taking the responsibilities for the implementation of the change process
(Cameron and Green 2015). The following plan is presents the responsibilities of the managers:
Who When How
Project Manager From beginning to end Monitoring the whole process of
implementation
Executive Manager Execution period of the process Monitoring the practical work of
implementation and guiding the
workers
Financial Manager Before the beginning of the Preparing budget plan

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CHANGE REQUIREMENTS AND OPPORTUNITIES IDENTIFICATION
project and during when needed
Middle-level Manager During the project Guiding the employees and
dividing tasks
Human Resource Manager During the project Providing training to the
employees and drivers
Prioritizing the Change:
The change process must be assessed in terms of the priority. The effectiveness of the
firm’s change process lies in the prioritization of the change implementation. The first change is
to be done by providing training to the employees and the drivers so that they do not face any
hazards in the new technological change. The respective other changes are the increase the
number of competent employees, technological implementation, increase of trucks and lastly the
online booking facilities.
Conclusion:
This can be concluded from the above discourse that the organization must ensure the
organizational change which is aligned with the organizational performance and business
activities. Process of change must be discussed with the internal and external consultants for
identifying and prioritizing the requirements and opportunities. At the same time, the different
managers need to take responsibilities accordingly to the process of change.

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CHANGE REQUIREMENTS AND OPPORTUNITIES IDENTIFICATION
Reference:
Benn, S., Dunphy, D. and Griffiths, A., 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.
Crew, M.A. and Kleindorfer, P.R. eds., 2013. Emerging Competition in Postal and Delivery
Services (Vol. 31). Springer Science & Business Media.
Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Cengage
learning.
Doppelt, B., 2017. Leading change toward sustainability: A change-management guide for
business, government and civil society. Routledge.
Hornstein, H.A., 2015. The integration of project management and organizational change
management is now a necessity. International Journal of Project Management, 33(2), pp.291-
298.
Shaheen, S., Chan, N., Bansal, A. and Cohen, A., 2015. Definitions, Industry Developments, and
Early Understanding. Berkeley, CA: University of California Berkeley Transportation
Sustainability Research Center. http://innovativemobility.
org/wp-content/uploads/2015/11/SharedMobility_WhitePaper_FINAL. pdf.

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CHANGE REQUIREMENTS AND OPPORTUNITIES IDENTIFICATION
Spangenberg, H. and Theron, C., 2013. A critical review of the Burke-Litwin model of
leadership, change and performance. Management Dynamics: Journal of the Southern African
Institute for Management Scientists, 22(2), pp.29-48.