MTEP Module 3: Individual Change Management Report

This report examines a change management scenario within a mining company, focusing on the implementation of a Zero Discharge Water Program. The student, acting as a leader, reflects on the emotional responses of team members, specifically the pollution control department and other employees who felt excluded from the decision-making process. The report details how the leader addressed the situation through group meetings to explain the urgency and context of the change. It also explores alternative approaches, such as involving employees in the initial stages or employing temporary solutions. The current measures adopted include training workshops and a feedback mechanism to address employee concerns and improve morale. The report references key academic sources on organizational decision-making and development, and corporate social responsibility to support the analysis. The assignment fulfills the requirements of the MTEP Module 3 Individual Inter-Modular Assignment 2, focusing on leading change within the mining industry.

Running Head: MANAGING ORGANISATION CHANGE
MANAGING ORGANISATION CHANGE
Name of the Student
Name of the University
Author’s Name

1MANAGING ORGANISATION CHANGE
There has been an increased need on the part of mining companies to bring constructive changes
in their operation and go green in their approach. A true leader is always expected to guide the
subordinates through these changes and help them adapt to these new technologies as it would
not only aid in bringing sustainable development but also help to improve the brand image of the
company in the society as it would imply that the organization is abiding by its corporate social
responsibilities1
The Event:
Being a leader of a mining company, a major event would be if my company incorporates
a change in its regular operation by adapting the Zero Discharge Water Program2. The
program would essentially mean a safe disposal of the waste water produced during mining and
reduce the amount of pollution generated in the process with installation of waste water
treatment plans.
1. Emotional Change noticed:
The team members of the organization and specifically the pollution control department
seemed to be very content with the new initiative taken however as not been informed
earlier few employees felt it should have been informed beforehand. While one set of
employees were very happy with this new progress made, the other set of employees felt
they have been excluded from the decision making process3 as it is a vital part in the
1 Unit, B., 2015. Corporate social responsibility
2 Toledano, P. and Roorda, C., 2014. Leveraging mining investments in water infrastructure for broad
economic development: Models, opportunities and challenges
3 Pettigrew, A.M., 2014. The politics of organizational decision-making. Routledge

2MANAGING ORGANISATION CHANGE
whole production process and will have a significant impact in the functioning of all the
departments.
2. Addressing the Situation:
For a leader it is very important to disseminate any new information in a proper
manner to help employees understand the actual gravity of the situation. To address this
situation the team members were called in a group meeting to explain the emergency of
the situation and how the decision was indeed made over night and not a planned process.
3. Alternatives:
In order to avoid this miss communication and easy understanding of the whole
process the management could have put the change on hold and first asked the employees
to suggest ways in bringing the change or could have employed a temporary waste
management technique to see how the employees are welcoming the new technology.
4. Current Measures adopted:
Thus in order to address the employee grievances, as a leader it would be my soul
responsibility to encourage employees for attending special training workshops that
would be arranged by the company in order to learn how to operate theses water
management pumps. Moreover there would be a feedback facility4 specially meant for the
employees to express their liking or disliking towards this new initiative as well as how it
could be potentially improved. This will help the employees feel that their views and
opinions matter to the organization and in turn increase employee morale.
4 Anderson, D.L., 2016. Organization development: The process of leading organizational change. Sage
Publications

3MANAGING ORGANISATION CHANGE

4MANAGING ORGANISATION CHANGE
References:
Pettigrew, A.M., 2014. The politics of organizational decision-
making. Routledge.
Anderson, D.L., 2016. Organization development: The process of
leading organizational change. Sage Publications
Toledano, P. and Roorda, C., 2014. Leveraging mining investments
in water infrastructure for broad economic development: Models,
opportunities and challenges.
Unit, B., 2015. Corporate social responsibility.