Managing Organizational Change and Behavior at Pizza Hut: A Report

This report delves into the crucial aspects of organizational change management, using Pizza Hut as a case study. It begins by highlighting the importance of adapting to market changes and the need for internal adjustments within the company. The report identifies key issues that Pizza Hut faces when implementing change, such as differing organizational cultures between PepsiCo and Yum, and employee resistance. It then proposes solutions, including effective employee determination, training programs, and strong leadership to overcome resistance. The Lewin model of organizational change is recommended as the implementation framework, encompassing unfreezing, change, and refreezing phases. The report emphasizes the importance of evaluating the implemented plan through employee feedback and performance analysis to determine its long-term effectiveness. Ultimately, the report concludes that organizational change is essential for Pizza Hut's success and that the discussed strategies will help in a smooth and effective transition, along with a process for continuous improvement.

Running head: MANAGING ORGANIZATION AND BEHAVIOR
Managing organization and behavior
Name of the student
Name of the university
Author note

1MANAGING ORGANIZATION AND BEHAVIOR
Executive summary
The aim of this report is to discuss about the importance of the implementation of change process
in the organization. Pizza hut is being chosen for the discussion process. This report had also
discussed about the potential issues that have to be faced by the organizations in implementing
the change process. It is being concluded that implementation of the process of organizational
change will help Pizza hut in adhering to the requirement of the current market and business.
Moreover, the evaluation process discussed in this report will also help them in determining the
effectiveness of the change process.

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Table of Contents
Introduction......................................................................................................................................3
Identification of the issue.................................................................................................................3
Overcoming the resisting forces in change management................................................................4
Implementation of the plan..............................................................................................................4
Evaluation of the plan......................................................................................................................6
Conclusion.......................................................................................................................................7
Reference.........................................................................................................................................8

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Introduction
In the present business scenario, contemporary business organizations have to
periodically adhere with the rapid change in requirement and preference pattern of the customers.
Thus, they also have to implement organizational change process in order to equip the internal
infrastructure and stakeholders to adhere with the change in the business scenario. However, in
initiating the process of change in organization, there are various resisting forces work upon to
create obstacles in the change process.
This report will discuss about the potential issues that have to be faced by the
organizations in implementing the change process. Moreover, the effective process of
implementation along with identifying the process of evaluation of the change process will be
discussed in this report.
Identification of the issue
In adhering with the culture of PepsiCo, Pizza hut have to implement change process in
their internal management. However, there are various issues being faced by them regarding the
initiation of the change. One of the key issues being faced by them is the different organizational
culture in PepsiCo and Yum. Thus, it is difficult to implement the organizational culture of one
organization over another (Christopher Jackson 2017). The organizational activities being
designed for the employees of Pizza hut are much different than that of the PepsiCo. Thus, the
issue of resistance from the side of the employees will get emerged. In addition, forceful
implementation of change in the organization will in turn de-motivate the employees and thus the
productivity of the employees will get reduced.

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Overcoming the resisting forces in change management
The issue being identified is the resistance in the implementation of the change in the
organization along with difficulty being faced by the management in Pizza hut in changing the
existing organizational culture. One of the key solutions will be the effective determination of
the employees. This is due to the reason that, the more effective will be the determination of the
requirement of the employees, the more will be the information being available to the
organization in meeting the requirements. This will eventually enhance the level of motivation to
the employees due to the effective fulfillment of their requirement. Motivated employees are
required and helpful for smooth implementation of the change in the organization (Christopher
Jackson 2017).
Another effective solution can be the initiation of the training for the employees along
with the effective role being played by the leadership. Initiation of the training will help the
employees to get equipped to face the challenge due to the organizational change and thus they
will less resistant to the change (Christopher Jackson 2017). On the other hand, effective
leadership will help the organization to motivate the employees by making them aware about the
benefits of the change to be implemented in the organization. If the employee has the awareness
about the benefits of the organizational change, then they will less likely to resistant to the
change. In addition, effective role of leadership also helps in enhancing the level of motivation of
the employees (Christopher Jackson 2017).
Implementation of the plan
Lewin model of organizational change is to be initiated in implementing the plan.
According to this theory, the first step in implementing the process of change is unfreezing. In

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this step, the existing organizational culture, structure, and procedures are being determined to
identify the gaps. In this process, the gaps in the existing process are being identified and the
internal stakeholders are being communicated about the identified gaps. This made the
organization in making the foundation for the change to be implemented. The existing
organizational culture and structure will be made compatible for the change.
The next process in this theory is the change. In this process, communication channel
should be effectively used to communicate with the associated stakeholders about the potential
benefits of the change. This will make the stakeholders being positive with the implementation
of the change. However, the process of change should be implemented gradually as step by step
basis rather than having implemented it in short term. Gradual implementation of the change
process will help the organization in having the resisting issue on a small basis periodically. The
more effective will be the process of unfreezing of the existing organizational procedures; the
moiré effective will be the process of change. However, in this process, it is to be considered by
the organization that, several employees may resistant to the change and some sort of
infrastructural obstacles will also arise. Thus, effective communication process with the
employees and enhancing the effectiveness of the existing infrastructure is to be made in order to
overcome the obstacles.
The last process in the Lewin change model is the refreezing. In this model, it is to be
seen that the change is being implemented effectively and it is being well adhered with the
organizational requirement. Now, with the help of refreezing, the organizational procedures are
to taken back to the existing ones. The employees should be made comfortable and compliant
with the change. The more effective will be the process of refreezing, the more effective will be
the compliment of the internal stakeholders with the change.

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Evaluation of the plan
Though, the strategy and the recommended plan will help Pizza hut in implementing the
process of change effectively in the existing organizational structure and culture. However,
effective implementation of the process will not guarantee the efficiency of the process in the
long term. Thus, in order to determine the efficiency of the implemented process of change, it is
required for the organization to evaluate the plan in a periodic process. However, the key motive
of this plan is to initiate an effective process of implementing the change in the organization. In
addition, the aim of this plan is also to reduce the resistance to the process of change as much as
possible. This is due to the fact that, resistance will be there in any case of change process,
however reducing as much as possible will be the key objective of this plan.
On the other hand, there are various processes or measures of evaluation of the above
discussed plan, which will help the organization in determining the efficiency of the plan. One of
the key evaluating measures will be the generation of feedback from the side of the employees.
Garnering feedback from the employees will help the organization in effectively determining the
efficiency of the change process being implemented. The employees will be the core
stakeholders in the whole process of change and thus, it will be beneficial for the organization to
have the idea about the efficiency of the change process by garnering information from the
employees.
Another evaluation strategy that can be used is the process of determining the
organizational performance before and after the implementation of the change. This will enable
the organization in determining the effectiveness and efficiency of the change process by
evaluating the performance of the organization as well as individual employees. If there is
increase in employee performance then the change process is successful or vice versa. However,

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there are still scopes remaining for the organization even after the implementation of the change.
With the help of the periodical evaluating process, they have to modify the organizational
process according to the change in the need and requirement of the business scenario. In this case
also, feedback of the employees will be beneficial.
Conclusion
Thus, it can be concluded that, implementation of the process of organizational change
will help Pizza hut in adhering to the requirement of the current market and business. Moreover,
the steps being discussed here in this report will help them in effectively implementing the
change process without having any resisting force. Evaluation process has also been discussed in
this report, which will help them in determining the effectiveness of the change process.

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Reference
Christopher Jackson, (2017). ‘Motivation and emotion’. [PowerPoint presentation]. MGMT
1002. Available at: https://moodle.telt.unsw.edu.au/course/view.php?id=28458. Accessed:
16/10/2017
Christopher Jackson, (2017). ‘Organizational behavior’. [PowerPoint presentation]. MGMT
1002. Available at: https://moodle.telt.unsw.edu.au/course/view.php?id=28458. Accessed:
16/10/2017
Christopher Jackson, (2017). ‘Leadership’. [PowerPoint presentation]. MGMT 1002. Available
at: https://moodle.telt.unsw.edu.au/course/view.php?id=28458. Accessed: 16/10/2017
Christopher Jackson, (2017). ‘Change’. [PowerPoint presentation]. MGMT 1002. Available at:
https://moodle.telt.unsw.edu.au/course/view.php?id=28458. Accessed: 16/10/2017