Organisational Change Management Report: Theories and Strategies

This report provides a comprehensive overview of managing organisational change within a business context. It emphasizes the importance of change management for organizational survival and success in a competitive market. The report explores various motivational theories, including Maslow's Hierarchy of Needs, Herzberg's Two-Factor Theory, and Theory X and Theory Y, and their application in motivating employees during times of change. Furthermore, it highlights the significance of understanding cultural dimensions, referencing Hofstede's cultural dimensions theory, to effectively manage diverse workforces. The report analyzes the advantages and limitations of each theory, providing practical examples such as the case of Tesco to illustrate real-world applications. The core focus is on how managers can effectively implement these theories to foster employee motivation, facilitate the acceptance of change, and ultimately achieve organizational goals. The report underscores the need for continuous analysis of employee and customer needs to adapt to market trends and maintain a competitive edge.

Managing Organisational
Change

Manager of each company needs to manage changes at workplace as this helps them to
survive at marketplace for maximum period of time. It aids them to accomplish needs and wants
of people within limited period of time. In this manner, organisation will be able to obtain
benefits from contenders in market (Gray and Wilkinson, 2017). This will assist them to improve
brand image and profits in an effective and efficient manner. Manager needs to analyse
environment in a significant manner; therefore, they will formulate strategies as well as policies
for business proficiently. Proper guidance and motivation needs to be provided by employer to
their staff members; hence, they will manage change at workplace effectually. If employees are
highly motivated then, workers will complete their targets or work with maximum effectiveness
as well as appropriateness. To motivate their many kinds of theories will be utilized by manager,
like content theory. This will comprise many hypothesis into this, for instance, Maslow's
hierarchy of needs, Theory X and Theory Y and Herzberg. It is must to understand cultural
diversity in country; therefore, firm will easily run or regulate their business with maximum
appropriateness.
According to Benn, Edwards and Williams (2014), in each type of organisation, it is
required for manager to motivate their workforce; therefore, they will be able to accomplish their
work with maximum effectiveness as well as appropriateness. This assists them to complete
targets and objectives within requisite period of time. For above stated aim, content theory of
motivation will be utilized by superior. In this manner, they will be able to encourage staff
members towards working. Hypothesis which include into this, will render impact to overall
business environment either in a direct or indirect manner. As per this, if employer wants to
motivate their workers regarding work then, firstly it is required for them to determine their
needs because if their desires get fulfilled then, it helps them to finish task more significantly
(Jabri, 2017).
In this, primarily Maslow Hierarchy of needs will include and this consist almost five
level. This theory was propounded by Abraham Maslow and almost five motivational needs are
defined by them which will motivate employees towards work. These are stated as beneath:
Psychological needs: This will include basic requirement, such as water, food, air and in
addition shelter. These all are considered as essential life amenities.
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Safety needs: Each staff member requires security from their company regarding job,
finance, family, health and so forth. If this needs get accomplished then, they will complete their
work without any problem.
Social needs: According to this, every person wants to fulfil their social desires and this
will include care, love, friendship, belongingness etc.
Esteem needs: After fulfilment of above needs, employee wants respect from manager of
colleagues (Hornstein, 2015). This aids them to retain for maximum period of time at workplace.
This will be classified into two parts, one is internal i.e. confidence, self – respect, freedom,
achievement and another is external i.e. status, recognition, attention and so on.
Self actualization need: This has been analysed that every worker wants growth and
success in their career. It will help them to encourage towards work in an effective manner. They
always want some opportunities which assist them into their development. This will assist them
to fulfil coveted goals with maximum effectiveness.
As indicated by Sikdar and Payyazhi (2014), if organisation fulfil needs and wants of
employees properly then, this assists to motivate them significantly. From above description, it
has been analysed that, if manager is able to accomplish desires of their staff members then, they
will get encourage and will finish their task more effectively. For example: Tesco is operating
their business in retail sector and to inspire their workforce it is required for them to fulfil their
demands. In this manner, they will easily attain coveted targets and goals with maximum
effectiveness. There are various advantages and limitations which are associated with this.
Fundamental benefit of utilization of this hypothesis is that, this helps to motivate
workers highly. This will be understand by people easily and aid to comprehend behaviour of
persons. Needs and wants of persons get alter as per level of stage (Aarons and et. al., 2015).
Workers who are working in an enterprise has their own needs and wants. It is not easy
for an employer to examine requirement of each employee. If any thing get skipped then this will
affect their working as well. This hypothesis will not implement into every type of company.
Henceforth, it is required for manager to motivate their employees in an effective as well
as efficient manner. So, they will easily complete their task at any kind of circumstances. It is
required for company to examine needs and wants of customers. Their demands get modify as
per time because of market trend. Thus, if employees are much motivated then, they will accept
changes at workplace easily and in addition produce products and services for individuals
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properly. As a result, they will complete desires of individuals within requisite time span
(Kaufman, 2017).
Herzberg's two factor motivational theory will aid to encourage workers who are working
in company. This will be classify in two parts, one is known as hygiene factor and another is
termed as motivational.
According to Petrou, Demerouti and Schaufeli (2018), Hygiene components are
considered as those elements which are must to be at workplace because this helps to motivate
workers in an effective manner. It assists to provide more level of satisfaction to staff members
for maximum time duration. If they are not their at premises then, this will lead to dissatisfaction
amongst workers. There are numerous components which will comprise into this, such as pay,
job security, fringe benefits, status and so on.
Pay structure needs to be specific as well as appropriate. It is must to give salaries to each
workers equally who are working at similar domain. It is must for superior to formulate proper
strategies and policies properly and this should be clear and fair (Al-Haddad and Kotnour, 2015).
This will comprise many things, like flexible hours for working, breaks, dress code, vacation and
so on. There are many kinds of benefits need to be cater by superior to their staff members, for
instance health care, employee help programmes etc., it assists to provide motivation to
subordinates. Working conditions need to be effective as well as well maintained. Status of
worker at workplace need to be retained and in addition familiar. Manager has to render job
security to each staff members as this works as a motivation for them.
As per (Magrum and Weber, 2018), there are some motivational components are there at
workplace which help to encourage workers. It is must for employer to give recognition to
employees as per their working performance. This will help them to retain at premises for
maximum period of time. If people are much satisfied with their job then they will complete
work within certain time duration. Manager needs to cater some growth as well as development
chances to employees; in this manner, they will be able to complete task effectively and
efficiently. Task which is given by superior to subordinates need to be challenging and
interesting so that they will get motivated (Lockett and et. al., 2014).
Above described theory need to be implement at workplace as this enables to encourage
towards work. For example: Manager of Tesco apply this hypothesis at premises which enables
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them to encourage them to attain coveted targets and goals in a significant manner. They will
promote their staff members as this helps in improvisation of satisfaction level and growth.
As it is classify into two parts so people will understand it without facing any trouble. If
job is not interesting then, manager will redesign it to make it more challenging (Smits and
Bowden, 2015). This theory will not apply on every type of circumstances as it depends on the
situation. It is not much reliable and bias as well. Basically, it concentrates on satisfaction of job,
instead of motivate employees towards it. As indicated by Bolman and Deal (2017), hygiene
factors will lead to dissatisfaction but, motivation elements will cater motivation to individuals
who are working in organisation.
By applying it on association, superior will able to encourage subordinates towards job. If
any change take place in firm then this helps to inspire people to accept it in a proficient manner.
Manager will provide some guidance to staff members; in this manner, work will get
accomplished within limited period of time. Needs and wants of clients will change timely; thus,
it is required for employer to analyse then so they will be able to fulfil it within limited time
span. This helps company to maintain their profits and along with market share (Doherty and
King, 2015).
To examine human behaviour, employer of company will implement Theory X and
Theory Y at workplace. In which, Theory X is termed as negative and Theory Y is positive.
According to Danylchuk, Snelgrove and Wood (2015), manager's perception is highly associated
with individuals' nature and it is based on assumptions. There are some anticipation which will
be generated through Theory X. There are some staff members at workplace who do not like
their work and they always try to avoid work is there is possibility. Thus, they will get punished
by superior because they are not basically not be able to attain coveted targets and objectives
within limited time span. Some individuals want job security primarily and they do not have any
ambitions as well. They never want to obtain any duties or responsibilities. Along with, changes
in association will never be accept by them and they want guidance for each thing from superior.
As signify by Alvesson and Sveningsson (2015), several assumptions are associated with
Theory Y. Employees are much energetic and complete their task with maximum effectiveness
as well as appropriateness. They are very dedicated and self directed; thus, easily accomplish
organisational targets and goals within limited time duration. If they are satisfied with their
occupation and get rewarded by superior as per performance then, as a result, company will
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obtain their trust and loyalty. In addition to this, they do work by implementing new or latest
ideas and resolve issues in a proper manner. Thus, this has been analysed that by using this
hypothesis at premises workers are able to finish their work without any interference (Gray and
Wilkinson, 2017).
For instance, Manager of Tesco will implement this theory into workplace as it aids to
change negativity into positivity. This will help to motivate staff members because they will
easily take responsibilities to do work. Along with, by applying new or creative idea into
products and services they will easily attain coveted targets and goals within limited period of
time. In this manner, company will able to improve their profits and brand image at marketplace.
As stated by Benn, Edwards and Williams (2014), fundamental advantage of Theory X is
that job will be done fastly, but it caters less opportunities for success and growth. Whereas,
Theory Y will help to promote growth of an individual but consumes maximum period of time.
Henceforth, this has been examined that, if it is adopted by superior of company then, people
who comes under Theory Y will easily accept modifications at workplace because they always
want to obtain some responsibilities and duties. It aids an enterprise to take benefits from rivals
in market as well.
To comprehend cultural dimensions, a theory is provided by Geert Hofstede. To
understand it more accurately, they classify it into six parts. Therefore, each and everything will
be comprehend in an effective and efficient manner (Jabri, 2017).
Power distance index defines inequality which is exist at workplace and individuals
accept it with or without power. If it is high then, this shows maximum inequality and if it is low
then this defines power is shared by people. According to Hornstein (2015), there are some
characteristics of high PDI, like organisation is centralized, hierarchy of firm is much complex in
nature and in addition there is maximum gap in authority, compensation as well as respect.
Whereas, if PDI is less then this will be apply on flatter companies. Each people in affiliation are
treated equally irrespective of their position.
Another dimension which is given by Hofstede is known as Individualism vs collectivism
(IDV). It means persons will easily do work with others who belongs from distinctive
community (Sikdar and Payyazhi, 2014). Therefore, if score of IDV is high then it represents that
there is weak interpersonal interaction between those people who are not the part of family. In
this, individuals take less responsibilities for results as well as actions of others. On the other
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hand, in the collectivist society persons are much loyal to their respective team and it is the duty
of team to protect their interest. This has been analysed that team is basically large in number
and each one need to take responsibility for health and safety of others (Hofstede's Cultural
Dimensions, 2018).
As per Aarons and et. al. (2015), if there is high IDV then its main characteristics is to
respect privacy of others. If any worker is performing their task with maximum effectiveness
then, they need to be rewarded by manager. On the contrary to this, if there is less IDV then,
persons basically do task to gain intrinsic kind of rewards. This is basically emphasis on
developing abilities or skills.
Masculinity vs Femininity (MAS), it is basically divide roles amongst men as well as
women. In the society of Masculinity, overlapping of roles of men and women is less and
assertively behaviour is expecting from men as well. On the other hand, in Femininity society
there is better relationship amongst people and they accomplish work with proper cooperation
and in addition coordination of others. As signify by Kaufman (2017), if there is high MAS, then
there will be strong ego and proper significance need to be provided to the status of people.
Individuals who include into this, achievement and money is essential for them. But, if there is
less MAS then, they need to be more concentrated towards life quality. To attain maximum
success at workplace collaboration and negotiation is much in each type of level.
Uncertainty avoidance Index (UAI) helps to define that how any person will cope up
from anxiety. If its score is much high then individuals want to make their life more controllable
as well as predictable as much as possible (Petrou, Demerouti and Schaufeli, 2018). If they
determine that, it is not easy to control life then, they will be stop try things. This has been
analysed that those persons have high fate on god. But of there is less score in UAI then, nations
are more open, relaxed and in addition inclusive. Uncertainty avoidance is not much essential
like to avoid hazards. There will be numerous people who do not want to get fail.
According to Al-Haddad and Kotnour (2015), if there is high UAI, then there will be
more conventions regarding society. Person will express more; thus, they will easily show their
emotions or anger if essential. This type of society is considered as more energetic. Instead of
this, if it is less then, there will be minimum urgency sense. People are much able to obtain
judgement in an effective manner. They will impose change or creative things into products as
well.
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Pragmatic vs Normative (PRA), this is also called as long term orientation. This is
strongly associated with nationalism as well as religiosity. It is added into dimensions in recent
time; therefore, there is lack of data and information regarding this. Fundamental characteristic
of Pragmatic is modesty (Magrum and Weber, 2018). There are two positive elements which will
include into this, one is thrift and another is education. On the other hand Normative emphasises
rights and along with value. Individuals are having strong convictions and they want to know
“Why”.
This is considered as last dimension which include into Hofstede cultural dimensions
model. Indulgence vs restraint (IVR), this is also new; this, it contains less information and data.
If there is high score of IVR in nation then, this aids to motivate people to enjoy more and have
fun into their life. But if it is less then, individuals need to implement more rules and norms to
regulate their behaviour.
As per Lockett and et. al. (2014), if there is high indulgence then people are much
optimistic and they provide freedom of speech. Their main concentration is on their own
happiness as well. But, if there is high restraint then, individuals are much pessimistic and their
behaviour is much rigid as well as controlled. These kind of people basically express negativity
in relation to world in the formal kind of meetings.
Foremost weakness of Hofstede model is that this is basically based on inconclusive
research. It is related with answers from single organisation which will develop size of sample
small and in addition bias. In this manner, it is less reliable and accurate. It will create
miscommunication, complexity and in addition confusion amongst individuals. Main advantage
of using this is to it helps to understand each culture in an effective and efficient manner. This
assists to improve flexibility as well as problem solving abilities. If there is any type of changes
take place in firm then, by implementing this model at workplace they will maintain
modifications in an effective and efficient manner (Smits and Bowden, 2015).
It is must for manager of every association to motivate their workforce regarding work so
that they will be able to complete their work with maximum effectiveness as well as
appropriateness. Being a manager, I need to encourage staff members so that they will complete
their work within specific period of time. For this, I have to analyse their needs and wants to
accomplish them effectually. For above stated aim, I will implement Maslow's Hierarchy theory
as this aids to analyse strengths and weaknesses of employees. By examining their desires,
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manager will fulfil them. It is must for employer to considered it because this will provide
impact to interest of workers while taking decision for firm. If judgement caters impact on their
wants then this will discourage them and as a result, they will not be able to finish their task
within provide time span.
As I am a manager in firm so I will apply Herzberg's theory in association as well
because it assists to render them motivation in an effective manner. There are two kinds of
factors which will include into this, one is hygiene and another is motivational. Being a manager
it is must for me to give salary to each worker as per their working without any discrimination.
Therefore, they will maintain their standard of living in an effective way. Each staff member
needs job security from their superior which help them to encourage them to accomplishment of
work within certain time duration. Along with, they will never resist to change. Some employees
want monetary benefits or some want non monetary motivation from manager. Therefore, it is
required for me to analyse it so that I will be able to fulfil their demands timely.
There are two kinds of human who will be available at workplace, one is positive and
another is negative. As I am manager, so I analysed that, if workers is of positive nature then,
they never get afraid of change and accept it easily. They always want to get new responsibilities
and duties. This will provide hike to their career and they will easily implement innovative
methods into items. On the other hand, there will be some people who possess negativity. They
always try to escape things and never accomplish work within given deadline. This will hamper
overall working procedure of an enterprise either in a direct or indirect manner. They are less
motivated and being a manager, it is required for me to formulate some strategies so that I will
motivate them towards work. In this manner, they will finish work in an effective and efficient
manner.
I have to analyse cultural dimensions in nation because each individual is having their
own culture which is following by them. This will help to encourage people with every type of
people i.e. who are having distinctive cultures. There are six dimensions will comprise into this. I
examined that Hofstede's model will easily apply on the life of each person.
From above assignment this has been understood that change needs to be manage in
organisation in an effective and efficient manner. This will assist them to accomplish targets and
objectives within limited period of time. They need to develop products and services as per
desires and demands of individuals. Henceforth, firm will be able to maintain customer base
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effectually. It is must to keep up culture at nation; thus, work will get completed with maximum
effectiveness. If there is any kind of issues are confronting by staff members then, this needs to
be get resolved within certain time duration. In this manner, coveted goals will be attained
without any delay.
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