Flyhigh PLC Change Management: Implementing Lewin's Model for Success

This report details a change management plan for Flyhigh, focusing on improving organizational efficiency through effective management and updated HR practices. It emphasizes the benefits of these changes for shareholders and investors, highlighting the importance of HR principles in driving organizational transformation. The report advocates for the application of Lewin's Change Management Model, which includes three stages: Unfreeze, Change, and Refreeze. The 'Unfreeze' stage involves recognizing the need for change and challenging existing beliefs. The 'Change' stage focuses on resolving uncertainty and implementing new strategies, requiring strong leadership and communication. The 'Refreeze' stage solidifies the changes, establishing new organizational structures and reward systems. The report also addresses potential employee resistance and the need for motivation and training to adapt to the new environment. Ultimately, the successful implementation of this model aims to enhance Flyhigh's HR practices, profitability, and competitive edge in the airline industry, benefiting both the company and its stakeholders. This document is available on Desklib, where students can access a wide range of solved assignments and study resources.

TASK 2
CHANGED MANAGEMENT PLAN
FOR FLYHIGH

Changed plan for management of Flyhigh
 There are changes made in the management structure of of Flyhigh.
 This changes are necessary to obtain improved organisational efficiency by an effective
management.
 Moreover, there are many benefits can be acquired with the introduction of changes in the
company.
 These new HR practices for bringing change in the Flyhigh can provide several benefits to
shareholders and other investors of the company.
 So, it is very necessary to have an understanding of HR principles, in order to bring changes
in then organisation.
 With the implications of many change management models, the efficiency of business can be
enhanced. Lewin's Change Management Model is the best model which can be applied on
Flyhigh plc.

Lewins's Change Management Model
 This model was introduced in 1950s by a
psychologist Kurt Lewin. According to him, there
are three stages of changes which can be
implemented on Flyhigh plc.
 This process will will introduce the changes which
have to make in the organisation according to their
needs.

UNFREEZE
 It is the first stage of change in which Flyhigh plc will have to accept that there is need of
change in the management style of the organisation. Moreover, this model will determine,
what needs to change before building up a new strategy.
 This stage will determine the fact that why Flyhigh plc can not continue its existing
management system. This can be done by framing sales figures, financial status and customer
satisfaction with the services of Flyhigh plc.
 Moreover, it is required to challenge earlier beliefs, values and behaviour which are
determining the current organisation culture of the company and spread the message to bring
changes.
 This first stage of control process is usually difficult, so it is necessary to balance out
everything. Flyhigh plc need to recreate its vision and mission.
 It is necessary to communicate all doubts and concerns of employees and shareholders.
 Many employees can be resistant to this effective change, but it is necessary to form new
structure and HR management practices.

CHANGE
 Now uncertainty is created in the above-said stage, there is need to resolve uncertainty and
look forward for the new ways to get things done.
 Flyhigh plc is also required to communicate with its shareholders and other investors
regarding implementation of changes, their benefits in the organisation.
 The Management Director of Flyhigh also need to dispel all rumours and confusions of
employees, deal with certain problems and relate the changes with operational necessities.
 Flyhigh plc need to initiate the changes by moving into the transition period. In the entire
process, it is necessary to have adequate leadership and support in the process.
 It is the responsibility of Flyhigh to give assurance to its shareholders and investors about the
benefits of implications of changes which is to be made in the working management style of
the airline industry.

 In complete process, the line manager of Flyhigh will possess huge responsibilities
and authority to conduct the change programmes.
 Moreover, it will cater huge investment opportunities for stakeholders and
employees. By win-win situation in the process of change for short term, company
can make it use for long-term.
 It is also necessary to negotiate with internal and external shareholders of the
Flyhigh, so that it can get some benefit while implementing new strategies and
plans.

REFREEZE
 When changes are made in the organisation, then it will embrace the new ways of
getting work done. Then Flyhigh would be ready to get refreeze.
 This stage of refreeze will include formation of stable organisational chart and
structure; job descriptions and requirements for hiring new employees.
 The changes made in the organisation should provide benefit to people whom are
associated with the operational activities of the firm.
 Moreover, it is also need to identify barriers while sustaining changes and
developing several strategies to solve all issues arising.
 Leadership support is very essential in accordance to implement changes and
evaluating the performance of employees according to new practices and
regulations.
 HR manager need to create reward structures to appreciate their employees, also
have to establish feedback systems within the organisation.
Employees of Flyhigh plc need to adapt the new environment and organisational
structure. For that various training and development programmes need to be organised.

 Even though these organisational changes are necessary for the company, but there
are many employees who get trapped in the transition process and get confused how
things are working.
 But it is very necessary to change the perception of employees and other staff-
members, they should get convinced by the implications of new strategies and
change in the work environment.
 Furthermore, it is required to motivate employees so that they can cope with the
changed environment and management style.
 At last, Flyhigh should celebrate the success of its implemented changed
programmes, so that people can get influenced and endure their painful period in the
process of making changes.

So, with the implication of effective change
management model on Flyhigh plc, the company can
improve its HR practices and can grow in the
competitive airline industry. Moreover, with changed
management many of its shareholders will get
benefited. The company will also be able to prepare
itself according to difficult situations and
circumstances. With the effective changed strategies,
Flyhigh will be able to increase its profitability and
influence more passengers. Many of its shareholders
will be having high knowledge about the investment
process, due to which it can easily implement its
various changed strategies.

References
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Varma, A. and Budhwar, P.S., 2013. Managing human resources in Asia-Pacific
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Morley, M.J., Heraty, N. and Michailova, S. eds., 2016. Managing human
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