Managing Change in New Zealand Post: A Social Process Perspective

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Assessment 1: Task 1: Individual Research Report (Case Study)
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Executive summary:
The main purpose of the report is to provide the social process perspective which depends on
the changes management in the organisation of New Zealand. There is a various model of the
change management that provides aid to create a high-performance culture for the New
Zealand Post. The main perspectives which describe in the below section with 3 main points
such as strength, weakness, and nature of changes that provides a brief knowledge of the
perspective. The organisational development model such as Kurt Lewin change model which
discuss with the proper examples.
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Table of Contents
Executive summary:......................................................................................................................2
1. Introduction:...............................................................................................................................4
2. Analysis:....................................................................................................................................5
2.1 Social process perspectives of managing change:..............................................................5
2.2 Change Management Models:.............................................................................................8
a) Organisational development model and Kurt Lewin’s Change Model:...............................8
b) Hard and soft approach of the model with the two reasons:..............................................9
Conclusion:..................................................................................................................................11
References:.................................................................................................................................12
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1. Introduction:
The research project provides the learning that there are various social process perspectives
which give aid to manage the change of the management in the New Zealand post company.
This company based in the postal services and decide to make a change in the management in
the terms of rational and resource perspectives that justify with the key points such as nature
of change, weakness, and strength. The specific example needs to be discussed in the chosen
perspectives that provide in a clear sense. On the other hand, the report provides the study of
the main organisational development model such as Kurt Lewin’s change model. These two
models provide the study of their soft and hard approach which explains with the specific
example that provides brief knowledge in an effective manner. These models and approaches
give aid to develop the standard of the performance so that satisfy the requirement of the
customers and attain the objectives in an effective manner.
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2. Analysis:
2.1 Social process perspectives of managing change:
1. Rational perspective:
This is the kind of perspective which gives aid to manipulate the managers to use the resources
properly so that attains the objectives in an effective manner. This is essential for the
organisation to get advanced technology in the system so that tasks and activities are done in
an effective manner. On the other hand, the organisation collects the sources which are helpful
to attain the objectives in an effective manner that need to be gathered by the resources team.
The New Zealand Post introduce its new machines through the six processing sites such as
Wellington, Palmerston, Dunedin, Christchurch, North and much more which improvise mail
processing through the national postcode scheme. There are some key elements which give aid
to justify the rational perspective of managing change which is mention underneath:
 Nature of change: The nature of change need to be effective so that the mailing system
gets enhanced by time with the aid of the national postcode scheme. The change must be
sensible so that delivery of postal service from the processing center to final delivery point is
smooth so that quality of the service maintained in the proper manner (Petrou, et. al., 2018).
This is essential for the New Zealand Post to get the aid from the technical giant companies to
develop the mailing processing so that receiver gets the mail on time. Alternatively, the front line
managers face the issues in the workplace so it is essential for the person to improvise their
high performance working with the aid of the new HR metrics system.
 Management focus: Human resource management need to focus on implementing the
new system in the mailing process and provides the proper training to each employee how to
operate this system in the organisation. The management team should develop the high-
performance work system in the teams so that easy to attain the objectives in an effective
manner and develop the quality of work (Yousef, 2017). On the other hand, the HRM recruit
those employees in the organisation who have the ability to learn the new system and software.
The management team need to establish the proper training session to the team members get
trained in using the system in an effective manner. The rational change in the management
provides an innovative impact on the teamwork quality, flexibility, and involvement make the
effective change in the objectives of the organisation.
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 Strength and weakness: The strength of the rational change in the management is
front line manager who manages the mailing process get the effective change in the system so
that it is easy to deliver the mail to the final point in the proper manner. The strength of the
rational perspective is to gather the sources to attain the objectives of the New Zealand Post
with a high-performance perspective. The rational perspective motivates the HRM to develop
the high-performance work in the team members so that achieve the goals in an effective
manner.
The weakness of the rational perspective is the lack of innovation in the changes which
established the system in the mailing process (Al-Haddad & Kotnour, 2015). The issue happens
in that situation when the information is not adequate and this is tricky to understand by the
employees. The rational perspective is not effective for the system which is less efficient for the
change in the performance of the individual employee.
2. Resource perspective:
This is the kind of perspective which is related to the rational perspective and it provides the
learning that changes in the system is mandatory which influenced by the requirements of the
New Zealand Post. This is essential for the management of the organisation to get the aid from
the various outsource parties so collect the relevant sources for the change in the system. The
main reason to gather the resource is to reduce the impact of the mail fluctuations, efficiency in
labour budgeting and resolve the issues which happen due to workforce performance. So, it is
concluded that the resource perspective is the kind of effective change which makes the impact
on the performance of the individual and improvises the mailing process of the New Zealand
Post. There are some key elements that justify the resource perspective of managing change
which is mention underneath:
 Nature of change: The resource perspective is the kind of process which makes the
impact on the mailing process because only resource perspective resolves the issue of the mail
fluctuation and reduce the impact of the workforce issues (Suddaby & Foster, 2017). The nature
of the resource perspective makes the innovative changes in the system of mailing process so
that mails deliver in the proper manner and resolve the issues of the different types of emails.
This is essential for the workforce of the New Zealand Post and provides the flexibility to the
employees to attain the objectives of the organisation and individual.
 Management focus: The management needs to focus on the resource collecting team
so that it is easy to get the knowledge that which task needs which type of resource to achieve
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their goals. This is the main reason for the management team to collect the resources from the
relevant and specific source so that the resources make the changes in the system and get the
effective outcome (Sindhu, et. al., 2017). On the other hand, the management team of the
organisation needs to develop the individual development plan and resource collection training
program so that employees understand the requirements of the resource.
 Strength and weakness: The strength of the resource perspective is to create a
connection with the sources that plays an effective role to collect the relevant resources for the
accomplishment of the objectives of the organisation. The company established the three
delivery branches in the various cities of Auckland so it is essential for the company to gather
the relevant resources for the successful running of the branches.
There are various points which describe the weakness of the resources perspective that most of
the time dedicated resources are not gathered by the organisation which makes the negative
impact on the outcome of the New Zealand Post (Hornstein, 2015). The resource perspective
wants to take aid from the goal program because last few time company faces the issue in the
dedicated resources. So, it can conclude that there are both perspectives any element such as
positive and negative.
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2.2 Change Management Models:
a) Organisational development model and Kurt Lewin’s Change Model:
Organisational development model:
The economic, global and technical development is the need for the organisation which is
successfully accomplished by the model of the organisational development. This model is
helpful to develop and direct the changes in which enhance the effectiveness of the
organisation. The managers of the New Zealand Post take aid from the various models which
make the innovative changes in the system or management of the company. But this is
essential that the organisation need to make changes through the proper planning so that
issues resolved by the time (Krantz, 2018). This is important that the performance of the
workforce needs to develop by the time through the proper training so that operations of the
company provide efficient performance in the particular time period. The organisational
development is helpful to develop the performance of the individual and improve the
performance by the time to maintain the quality of the mailing process. There are various
approaches to the organisational development that make the changes in the planning and
provide help to the employees to face the changes and manage the work accordingly.
Kurt Lewin’s Change Model:
The changes in the system are compulsory for the New Zealand Post so that design the work,
structure the organisation and develop the style in the interpersonal level. This is helpful to
manage the conflict in the employees and enhance the ability of the decision-making process
(Hussain, et. al., 2018). There are some levels of Kurt Lewin’s Change model that make the
changes through the technique and strategy which mention underneath:
Unfreezing: The unfreezing is the main level of the Kurt Lewin’s Change model which have the
three ways of unfreezing that make the effective changes in the system such as lack of
confirmation, initiation of the guilty and creation of psychological safety. The New Zealand Post
identify that the embracing change does not satisfy the requirements of the customers regarding
getting the mails and posts through the mail process. Unfreezing is helpful to maintain the
forces of the organisation and it accomplish the objectives by the aid of psychological
disconfirmation (Bolden, 2016). The organisational workforce and members motivate through
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the unfreezing level of the Kurt model to become part of the changes and managing the work
accordingly.
Moving: There is two main process which gives aid to accomplish this stage with an effective
manner that is mention underneath:
 This is beneficial to identify the new role model of the stage to successfully establish the
structure of the organisation and make the relationship in the employees (Olivier & Martins,
2018).
 ‘This is helpful to scan the environment and customers need to get the effective
information in the appropriate manner.
Refreezing: This stage of Kurt model creates stability in the various activities of the New
Zealand Post such as policies, structure, standard and much more. For an example, the
management of the company which handles the mailing process gets the stability by the time.
the mails and posts properly send to the post boxes or post offices (Said, et. al., 2015). This
Kurt model’s stage provides the study that there is the various style of management but only
effective style can make the changes in the operations of New Zealand which provides by the
Refreezing stage.
Personal refreezing is the kind of process which gives aid to make the comfortable concept to
the get the feedback from the customers that how to improvise the mailing process and make
the changes in the reasonable activities.
Relational refreezing is the kind of process that provides the learning that any type of behaviour
of the customer fit in the system and supports the various kinds of activities in the effective
manner (Shaw, 2017). It means the customers feel conformable with the services provide by the
New Zealand Post through their effective postal services.
Key points of Kurt Lewin’s Change Model:
 This model is helpful to provide a comfortable environment to the customers so that it is
easy to satisfy the customers through the proper process of the mailing.
 This is easy to fit in the system that is why employees of New Zealand provide quality
service through the various sources.
b) Hard and soft approach of the model with the two reasons:
Hard approach is the kind of process which easily understandable by the person and simple
satisfies the need of the customers. This easily provides resources like machinery, facilities, and
money to accomplish the tasks. The soft approach supports the low-pressure method of selling
the service and develops the relationship in an effective manner.
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According to the study, the two reasons which provide the study that Kurt Lewin’s change model
is the soft approach which briefly describes in the below section:
 This approach is good at creating a relationship with the customers so that the negative
impact of the issues resolved by the time (Ritzén & Sandström, 2017).
 The soft approach of the Kurt model is easily scanning the environment of the market
and requirements of the customers which fulfill the need of the business and attain the
objectives in an effective manner.
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Conclusion:
It concluded from the above report that the resource perspective is the effective change that
makes the innovative changes in the decision-making process of the managers so that postal
services provided in an effective way. Alternatively, the rational perspectives are the valuable
changes which happen in the power of the managers to identify the best use of resources so
that attain the objectives of the organisation. These two perspectives are beneficial for the
growth of the business in the market of New Zealand. The rational and resource perspectives
are the main essentials which need the changes so that management of the business proceeds
successfully. After make the decision the changes in the particular perspective, the report
provides the study of the change management models which gives aid to implement the goal
programme in the management of the New Zealand Post. The report provides the learning of
the brief knowledge of the change management model with the aspect of the soft and hard
approach that describes the two reasons to implement in the management change. This is
essential for the New Zealand Post to make the innovative changes in the management so that
set the high standard in the performance to attain the objectives in the appropriate manner.
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References:
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model for successful change. Journal of Organizational Change Management, 28(2), 234-262.
 Bolden, R. (2016). Leadership, management and organisational development. In Gower
handbook of leadership and management development (pp. 143-158). Routledge.
 Hornstein, H. A. (2015). The integration of project management and organizational
change management is now a necessity. International Journal of Project Management, 33(2),
291-298.
 Hussain, S. T., Lei, S., Akram, T., Haider, M. J., Hussain, S. H., & Ali, M. (2018). Kurt
Lewin's change model: A critical review of the role of leadership and employee involvement in
organizational change. Journal of Innovation & Knowledge, 3(3), 123-127.
 Krantz, J. (2018). Dilemmas of organizational change: A systems psychodynamic
perspective. In The systems psychodynamics of organizations (pp. 133-156). Routledge.
 Olivier, B., & Martins, N. (2018). Organisational effectiveness in a metropolitan
municipality: proposing and validating a model. African Journal of Employee Relations, 42(1), 1-
25.
 Petrou, P., Demerouti, E., & Schaufeli, W. B. (2018). Crafting the change: The role of
employee job crafting behaviors for successful organizational change. Journal of
Management, 44(5), 1766-1792.
 Ritzén, S., & Sandström, G. Ö. (2017). Barriers to the Circular Economy–integration of
perspectives and domains. Procedia CIRP, 64, 7-12.
 Said, H., Ahmad, I., Mustaffa, M. S., & Ghani, F. A. (2015). Role of campus leadership in
managing change and challenges of internationalization of higher education. Mediterranean
journal of social sciences, 6(4), 82.
 Shaw, D. (2017). Managing people and learning in organisational change
projects. Journal of Organizational Change Management, 30(6), 923-935.
 Sindhu, M. I., Ahmad, H. M., & Hashmi, S. H. (2017). Leader-member exchange
relationship and organizational justice: Moderating role of organizational change.
 Suddaby, R., & Foster, W. M. (2017). History and organizational change.
 Yousef, D. A. (2017). Organizational commitment, job satisfaction and attitudes toward
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