Managing Organisational Change (BSBINN601) Assessment 1 Analysis

This document presents a comprehensive solution to Assessment 1 of the BSBINN601 unit, focusing on managing organisational change. It addresses key concepts such as internal and external forces of change, reactive versus planned change, and the importance of planned change for managers. The solution delves into reasons for employee resistance to change and provides strategies to overcome this resistance, including change management implementation and identifying the root causes of resistance. Furthermore, the document explores the four key components of organizational change, with a detailed explanation of training, and analyzes Lewin's Change Model, outlining its three stages: unfreezing, changing, and refreezing. The solution also references Fisher's 'Process of Transition' model, offering a thorough understanding of the complexities involved in managing organizational change effectively.

ASSESSMENT COVER SHEET
UNIT CODE: BSBINN601 UNIT NAME: Manage organisational change
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REFERENCES TO TEXTBOOK/ OTHER RESOURCES

1. References to chapters or page numbers within the assessments/ questions refer to the following
textbook/s and other resources
1. Textbook: Cole, K., 2010, Management: Theory and Practice, 4th Ed or 5th Ed., Pearson,
Australia (Referred to as ‘Textbook’ in the Assessments)
2. Study Guide: Manage organisational change, 2011, ACTB (Referred to as ‘Study Guide’ in the
Assessments)
3. Reading: Fisher J M, (2005), A Time for change, Human Resource Development International vol 8:2
(2005), pp 257 – 264, Taylor & Francis

Assessment 1
Theory Questions
.  Complete Assessment 11
Key readings: Textbook, Chapter 21
Study Guide, Section 2 and 4
Reading: Fisher J M, (2005), A Time for change, Human Resource Development
International vol 8:2 (2005), pp 257 – 264, Taylor & Francis
1a: Managing Change
1. What are some external and internal forces of change in organisations?
Change is very significant element in business which can be internal or external. These are the various
reason behind changes:
 Internal forces: There are many factors which internally influence an organisation and managers
need to control these forces. These are structure, employees, occasions, systems and situations. It
also includes change in the culture of a company, vision, mission and also change in style of leader
ship are included in internal environment of the enterprise. Internal factors are change over a period
of time which having limited influence over the business performance of cited firm.
 External forces: These factors are affects a business externally and beyond the control of the
management. (Zouwen and van der Zouwen, 2011). It includes some factors such as political, legal,
social, economic and technological which bring changes in the organization. When there is change in
external forces than it will affect the growth, development, operations and sustainability for long run
in market. It is important to consider outside factors when formulating various business strategies.
2. What do you understand by ‘reactive change’?
These changes are created when a company facing problem and they can take corrective actions to
minimize potential risk in an appropriate manner. Because of some threat and opportunity which are in
the company, managers do some changes in their practices. For example, if a hotel manager examined
that American travelers like to travel with their pets than reactive change take place and meeting future
challenges (Olins, 2017). Cope up with these changes for a company and its future performance, so it is

important to adopt various strategies by the organization. These strategies will help to decrease negative
influence of changes and also help to boost up the market share of the company. It is totally opposite
from the proactive changes. One negative point of reactive change is that organization ignore danger
mark so they face many serious problems in future.
3. Why do you think it is better for managers to implement ‘planned change’?
Planned change is intentionally, purposefully and already calculated to develop and bring improvement in
the organisation. It is very important for manager if they want to change their practices, structure and
leadership style (Munn-Giddings and Winter, 2013). This is essential for a business organization to analyses
and evaluate new possible threats and implement planned changes within the organization to overcome
potential risk on the business operation.
Thrive in ever changing world: Today an enterprise facing complex, faster, cross functional and
interdependent changes. To give their best results it is important for the organisation to adopt various
strategies to sustain in the ever-changing world.
Reduce gap between standard and actual: There are various standards which set by the company need to
analysis and identify gaps between actual results.. For this purpose, they have to support effectively those
persons and implement Treat employees right: When managers initiate changes in their organization it is
important to consider their employees very seriously. Because workers are the key factor for success so it is
important to give them training so they can easily understand the changes which affect them.
4. Why do people generally resist organizational change? Give four
reasons
It is natural that employees are facing various issues and resist new changes in the company because such
changes influence their performance. If their changes initiated by the managers in their enterprise,
employees are resist these changes need to be effective management. There are some reasons to resist
changes by people are described below:
Fear for unknown: This is most common reason behind resistance by the employees in the organisation
because they are generally afraid to move from one direction to another new direction. Normally this is the
responsibility of manager to provide proper information to its staff regarding the benefits of proposed
changes and communicate their issue with the management.
Lack of competencies: Sometimes necessary changes require new skills, competencies and qualities. So,
employees need to develop their skills through training which helps to meet changes needs in an effective
manner.

Poor communication: This is another very obvious reason of resistance for change because sometimes
manager do not properly communicate changes to their subordinates so it becomes difficult for them to cop
up with those changes (Michel, Todnem By and Burnes, 2013).
Benefits and rewards: It is important to give appropriate reward and benefit to employees who are
smoothly working with change. If these reward and incentives are not adequate so it arises the resistance in
the employees for change.
5. Briefly explain at least four methods through which managers can overcome the resistance to
change.
It is important for the manager to eliminate such issue so that operations are running in an effective manner.
Various methods to overcome resistance to change are given below:
Implementation of change management: This is very important method to avoide and reducing resistance
to change in the organisation. (Fai Pun and Nathai-Balkissoon, 2011). Change management is effective tool
because it not only focuses on the removing resistance problem but also focuses on the employees and try
to engage them in changed activity.
Formally manage resistance to change: There are various steps which have to be followed when
organisation remove resistance problems. Resistance is addressed by three steps such as preparing for
change, managing change and reinforcing change in workers of the company.
Identify root causes of resistance to change: For effective solution it is very crucial to find out the reason for
the resistance to change among the employees. If managers are focuses on the symptoms than
management or resistance to change is ineffective so it is important to focuses on the identification of the
root cause of resistance.
Engage right resistance managers: It is very crucial for management to engage with those staff who not
agreeing with proposed changes. These includes supervisors, middle managers and senior leaders. Human
resources are not appropriate people for manage resistance sof actions are taken by the leader for that
purpose.
6. What are the four keys ‘organizational change components’? Explain any one of the four in detail.
Initiate change in an organisation is very big process which is conducted by the managers. Various
components and parts are including in this kind of process and some are given below:
1. Communication
2. Training
3. Inspirational leadership
4. Financial focus

Training: When change is initiated in any kind of organization than it is important to give proper training
to every employee. Before conducting a training program for change management it is important that it
has to be matched with the goals and objectives of the company This program me is also includes
analyze the areas in which training is needed. It is important to include goals and objectives of the
company in training process. It is important to try to keep vision and mission of the enterprise in the
mind of every employee.
1b: Theories of Change
(Read Section 2 in your ‘Study Guide’ and Fisher’s article to answer Questions 7-9)
7. Explain the three stages of Lewin’s Change Model in your own words.
This approach developed by Kurt lewin's in which define to understand the overall changing process. It
includes Three main stages such as unfreezing, changing and refreezing. It focuses on to create perception of
change in the mind of various employees so that it helps to easily adoption of changes in the organisation
(Perkins, R., Repper, Rinaldi and Brown, 2012). This model is widely used by many companies to understand
the change process. Three stages of this model are given below:
Unfreezing: It is important for initiating the change process to follow first step that is unfreezing.
It is very common that employees to resist the change, so, this step staff create awareness about the
changes and understand its benefit. It includes describe old structure, policies, process, behaviours and
thinking to every employee so that they can easily understand the need of changes. It also focuses on the
communication of change by the managers to their staff and tries to understand them the benefits of
potential changes. So basically, this step is important to provide information about the change.
Changing: According to Lewin change means if a company use traditional system and not change with time.
It will leads to increase serious challenges for the company. In this step, actual process of change is
implemented by the transfer from one way to another way. It is the hardest step because execution of
change is real. In this employees are learning process, system and behaviours. So, it is important for
workforce to became familiar with change to focuses on the support, communication and time.
Refreezing: This is last stage of change model which describe reinforcing to employees for the change in the
organization. At this stage manager implement new structure, policies, procedures and goals in the
company. This step focuses on, employees behavior as well as other aspects such as productivity,
performance and effectiveness.

8. Based on Fisher’s ‘Process of Transition’ model, what are some of the stages that people normally
go through during the change process?
There are various stages which peoples have to face in the organisation when change process is started.
John fisher's transition model have many stages are given below:
Anxiety: This is the stage in which people have no enough information which allow them to anticipate
behaviours in different situation. In this stage people are not sure about the social situation and new work.
Happiness: in this stage view point and awareness is shared by the others. It is stage in which a people feel
that something going to change from old direction. It is the level of satisfaction that thoughts are going to be
correct and changed.
Fear: Change affect the behaviour system of employees so that it affects their self-perception. In this stage
people can see normal change in their interaction pattern.
Threat: In this stage workers of the company realise that it is radical changes or alteration in future choices
and self-perception (Cojocaru, Bragaru and Ciuchi, 2012).
Depression: This is the stage in which an individual gets to know their previous activities, values, beliefs and
behaviours are show incapability.
Gradual acceptance: According to this stage people start accepting changed occurs in environment and
place. It is starting to manage the change and try to get know that why and what people conduct this
change.
Moving forward: This is positive stage when people understand the benefits of change and moving forward
to implement in an effective manner.. It is essential for an individual to make the right choices according to
the values, beliefs and convictions of an individual.
Hostility: In this stage, an individual focus on that methods which arises failure in many time and this is main
problem of this stage.
Denial: According to this step a person is going to realise that they cannot accept the change and deny any
impact of change.
Complacency: This is the final stage of the model which consist of the change in their behaviors, attitude of
employees and start to use new reality. This is the step in which individual feel that they have their
comfortable zone.

9. According to Fisher, what should a manager do to help people move through the transition
stages?
This is the responsibility of manager to do help to people from overcome transition stage which they
faced in the process of change. First manager has to understand the overall system and employee’s
attitude towards existing system such as policies, procedures and behaviors. Manager required to
planned their proposed change and initially start communication with higher authorities as well as staff.
After that they effective communicate the changes to every employee so that they can easily
understand their duties and responsibilities. After that managers are also responsible to analyze the
need of training in their company to proper understanding the changes process (Perkins and et. al
2012).
10. What are some of the conditions necessary for a change program to succeed?
(Read Section 4 in your Study Guide to answer this question)
For an effective successful change program To develop strategies such as motivational tools and
techniques in order to implementation. It is the responsibility of the manager to initiate change process
in the organization. For this purpose, three aspects should be considered by the management such as,
first is create awareness among the employees regarding need of change in the company. Also give the
necessary information to them so that every change arises positive results (Cojocaru, Bragaru and
Ciuchi, 2012).The another aspects is provide appropriate training program at workplace setting.. It is
important in this step than training program should also matched with the core value, goals and
objectives of the company. It is important make plan for effective training such as decide who give
training, to whom and where. All these has to decide already by the enterprise. Another necessary for
succeed of change process is that pre-planning for the change means some situations arises in future
which have not been planned previously than difficulty will arises for the workforce which have great
impact from the changes. So basically, these things and conditions are very important for effective
implementation of changing process.

Assessment 2
Application of Kotter’s Change Process
(Read Section 3 in your Study Guide for this assessment)
Using Kotter’s 8-step process for change, explain in detail how you will
implement the change in the following situation.
Situation:
IT Technologies (ITT) is a well established firm in Brisbane that provides IT support services to small
businesses. It was established in 2004 and within five years it became Australia’s No.1 IT Services firm. It
employs over 300 staff. The organisation structure is as follows:
CEO
CFO COO
Director (Finance) Director (Marketing) Director (Client Services) Director (Operations)
Manager X 4 Manager X 6 Manager X 8 Manager X 20
Payroll Officer X 6 Sales Staff X 100 Customer Service Officers X 100 Staff X 100

Due to the global financial crisis, the company suffered a significant financial loss in 2010. They lost nearly
50% of their customers and the profit declined by over 60%. The forecast for 2011 is not too promising.
The CEO wants to downsize and merge the Client Services and Operations Department. He wants to make
at least 75 staff redundant.
The CEO sent a fax to the CFO about his intention to downsize and restructure the organisation. He left the
fax in the Staff Room by mistake. Some staff read it and started spreading the news that a number of
people were about to lose their jobs.
The CEO contacts you as the expert in change management. You decide to use Kotter’s 8-step process for
implementing the change. Explain in detail what you will do.

Assessment 2- Write your answer in the space provided below
5. What will you do to create a sense of urgency to change at ITT?
Give motivation to every employee and explain change benefits for both.
6. Who will be part of the change team? Why?
(Hint: Look at the organisational structure and decide which staff members should you include as part
of the ‘change team’ that will help to guide the change process.)
To formulate a change team, the role of HR department is very crucial (Hornstein, 2015). Supervisors need to
give guidance to their staff that how to perform in a changing environment.
What will IT Technologies achieve by making this change?
They can improve their efficiency and also over come from financial crises.
What will you have to say and do to make the staff to accept the changes?
To describe them benefits of change we can convene to staff for accept the change.
7. How will you remove the problems that come in the way?
To give proper guidance to employees that how changes are beneficial for them. This is also responsibility of
manager to communicate with their staff that it will increase their productivity and learn new skills
____________________________________________________________________
8. What would be some short-term wins (short-term goals) that would help staff keep moving towards
the new vision?
To make changes in short time period like approx. for 6 months so that employees can easily accept the
change. ____________________________________________________________________________