College of Administrative and Financial Sciences: MGT404 Assignment 1

This assignment solution analyzes how Royce Consulting can implement a hoteling system using Lewin's planned change model, addressing unfreezing, changing, and refreezing stages. It examines how the company's organizational culture can either support or impede the proposed changes, co...Read More

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Royce Consulting
Organization Design & Development
3/9/2020

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Based on your understanding of Lewin’s planned change model, explain how could the
partners of Royce Consulting convince its managers to accept the “hoteling” system
regarding the assignment of offices?
As per the Lewin’s planned Model there are the three steps of the change model which
are unfreezing, changing and refreezing. The partners of the Royal Consulting convince its
manager by this model only so that they accept the hoteling system in the offices. The partners
first of all have to create the perception that the change is needed in the office then manager will
accept the proposal of change (Wojciechowski, et al., 2016). The new desired level of behavior
is required in the Royal Consulting and after that those behavior has to be norm. At the first step
unfreezing the effective communication is required by the partners to convince for the change to
the manager and they have to change the perception of the manager that this change is necessary
so that every partners and employees in the Royal Consulting can remain motivated.
The partners can also convince manager to adopt the hoteling system of the offices by
building the mentally change and evaluating the awareness of the change and its benefit to the
Royal Consulting. After unfreezing the perception of the manager it is important to transition the
new change by implementing that. This step of the change is hard as per the Lewin’s model as it
is marked with fear and uncertainty and but it should be carefully executed and planned (Burnes,
2014). The last stage of the change model is that after implementing the change there are many
benefits attained in the company so it has to symbolize the act reinforcing and stabilizes the new
state. In this step the partners has to convince the managers to accept the new hoteling system
and old system has to be forget.

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Discuss how the organizational culture of Royce Consulting can impede or support the
decision for the required changes?
The required changes in the Royce Consulting are impeded and supported by the
organizational culture as the management personnel was high in communicating to the
employees. The organizational culture of the company was stable so that any change can be
stabilized in the areas of the largest business (Canning and Found, 2015). The effective training
is provided to new employees so for making any change the training will also be given to the
employees so that they can train themselves regarding the new work process. The young people
are hired so that level of the competition can be there among them and they have the competitive
spirit in the changes made to the organization also. The organizational culture of the Royce have
the good culture and norms with all the employees so this will helps in making the changes in the
company as good work relationship with the employees helps in evaluating the changing in the
company easily.
The decisions made for the required change in the company is also supported by the
Organizational culture as they give the values to the organizational things. The organizational
culture of the company gives the importance to the employees, client’s people and the reputation
of the company (Ceulemans, et al., 2015). They culture basically focuses on the quality people
which serves the quality services. The reputation of the firm is cultivated through the goals of the
employees, cohesive, and highly motivation so it also helps in evaluating and adopting the new
changes.

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Based on your analysis, what would you predict will be the outcome if the partners proceed
with the plan?
If the partners proceed with the plan then the changes which are needed in the Royce
Organization are implementing which will benefit the company. the outcomes after proceeding
the plan is that the morality in the organizational will be improved. The young employees will
focus more on the quality of work and enhancing the productivity when it will be evaluated and
monitored on the frequent basis (Bartunek and Woodman, 2015). The communication process in
the company will be improved more through the change plan and helps in improving the
collaboration and cooperation.
Other outcomes which will be an analyzed are that the stress and anxiety level in the
organization will reduced and will encourage the employees to be honest and loyal towards the
work. After preceding the plan the partner’s offices are schedules by reservations (Manchester, et
al., 2014). The large space would helpful for the partners to store the separate files and
information can be attained through the standardized regardless of office. If the partners proceed
with the plan the major outcome is that they will get more opportunities to enhance their firm
and their market position.

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Referencing
Bartunek, J. M., & Woodman, R. W. (2015). Beyond Lewin: Toward a temporal approximation
of organization development and change.
Burnes, B. (2014). Kurt Lewin and the planned approach to change: a re‐appraisal. Journal of
Management studies, 41(6), 977-1002.
Canning, J., & Found, P. (2015). Resistance in Organisational Change. International Journal of
Quality and Service Sciences, 7(2/3), 274-295.
Ceulemans, K., Lozano, R., & Alonso-Almeida, M. D. M. (2015). Sustainability reporting in
higher education: Interconnecting the reporting process and organisational change
management for sustainability. Sustainability, 7(7), 8881-8903.
Manchester, J., Gray-Miceli, D. L., Metcalf, J. A., Paolini, C. A., Napier, A. H., Coogle, C. L., &
Owens, M. G. (2014). Facilitating Lewin's change model with collaborative evaluation in
promoting evidence based practices of health professionals. Evaluation and program
planning, 47, 82-90.
Wojciechowski, E., Pearsall, T., Murphy, P., & French, E. (2016). A case review: Integrating
Lewin’s theory with lean’s system approach for change. Online journal of issues in
nursing, 21(2).