Change Management and Development: Bollywood Restaurant Report

This reflective report examines the implementation of organizational change within a Bollywood Indian Restaurant, focusing on the introduction of technology for order management. The report, written from the perspective of the marketing manager, details the challenges of adapting to new systems, including employee resistance and the need for training. It utilizes the Lewin Change Model to describe the phases of change implementation. The report also analyzes the impact of these changes on employee behavior and organizational culture, highlighting the importance of effective communication, training, and change management strategies. The report concludes with recommendations for managing future changes and ensuring the successful integration of new technologies to achieve desired market positions and improve operational efficiency. The report provides insights into the incremental change and its effect on the employees, and emphasizes the importance of assessing employee behavior and providing the required training to adopt to the changes.

RUNNING HEAD: ORGANISATION CHANGE AND DEVELOPMENT
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Organizational Change Management
A Reflective Report
Submitted by:

Organizational change management 2
Executive summary
The reflective report is regarding the implementation of change in a Bollywood Indian
Restaurant. The restaurant is located in central heart in Australia and provides with popular food
options. The Bollywood Corner Indian Restaurant is making changes in the way of conducting
business. They are introducing changes in the restaurant by taking orders through menu log and
also i pads. Change model is used to describe the changes that took place in the restaurant. It
provides a brief outlook about the individual factors affecting the organization change.
Recommendations are given at the end of the report.
Contents

Organizational change management 3
Description.......................................................................................................................................3
Feelings............................................................................................................................................4
Evaluation........................................................................................................................................5
Learning Connection....................................................................................................................5
Change level.................................................................................................................................5
Analysis...........................................................................................................................................6
Culture value and team................................................................................................................6
Process of change............................................................................................................................6
Effects of past changes....................................................................................................................7
Employee’s behavior.......................................................................................................................8
Conclusion.......................................................................................................................................9
Recommendations............................................................................................................................9
References......................................................................................................................................11

Organizational change management 4
Description
As the marketing manager I was accountable for raising a strategy to communicate the change. A
change in an organizational structure is a process through which an organization undergoes
changes. Changes can be in the form of goods or in relation to the process. For an organization it
is important to implement different type of changes in terms of operational and functional terms.
The most effective changes reside in gaining a desired market position by developing core
competencies. Organizational change and behavioural concepts are vital for a business
organization in dealing with the significant issues. The Bollywood Corner Indian Restaurant is
making changes in the way of conducting business. They are introducing changes in the
restaurant by taking orders through menu log and also i pads. The sudden change in the
organizational change management has caused difficulty for me to manage the extra work-load. I
implemented the change by looking onto the existing market needs. By implementing
information and technology with the organizational development, it is possible to manage
consumers in a well-defined way (Palmer, Dunford and Akin, 2009). The Technology based
solution will help in creating appropriateness in managing the restaurant. I found various
structural gaps at different level that created difficulty in managing changes. The existing issue
is to equip the staff regarding the use of technology. It is difficult to train the technological
criticality involved in it (Organisational development & design explained .2017)
Feelings
Everyone in the restaurant is apprehensive about the changes taking place. In such a situation, it
it has become tough for me to introduce change. The change has affected all the departments in
the Restaurant. Previously the orders were taken manually. After the change, all the orders are
taken in a digital form. The manager found difficulty in managing the changes at an initial stage.

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Every department was given 2 days training about the technology implementation. Incorporation
of technology in the organization is an effective way to meet desired goals. The change has a
wide impact on the organizational goodness. This will help in attaining a secured name in the
international as well as local market (Rothwell, Stavros, Sullivan and Sullivan, 2009).
The sudden change in the organization has affected almost all the employees. But mostly the
waiters are affected due to the organizational change. They need time to gain knowledge about
the equipments. It is tough to train them about the process. At an initial stage there were multiple
issues regarding the order process. Later, with an effective training process, the employees were
trained well to gain knowledge about the process (Storey, 2007). At present the employees are
well equipped with the instruments and the process. Employees now understand the positive
impact of technological tools in getting their task done quickly with less effort. Technology up
gradation has reduced the workload of employees (Turner Parish, Cadwallader and Busch,
2008).
Evaluation
Learning Connection
The critical issue faced is to manage the employees. It is obvious to train the employees in an
appropriate way to manage the organizational needs. It is difficult to change the work process. In
beginning it is difficult to manage the situation in a well-organized way. There are problem
related to change in the organizational goals and management. The only way to gain appropriate
result is by designing the learning connection in a time-frame. Learning is always tough in an
organization due to multiple reasons. I found difficulty in training employees at the beginning
level. It is tough at the initial stage to equip each and every employee to be technologically

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competent. However, the orders were taken manually previously. Now with a change in the
process it is critical to introduce the changes. For a well settled organization, changes play a
critical role in managing activities. There was a continuous issue due to change in the process
management. Employees were hesitant to accept the changes and to implement it in their day-to-
day life (Weiner, 2009).
Change level
The technological change is called as an incremental change. Under this process an employee see
a modification in the business process. In current situation there is a complete modification in the
process of taking order. The existing change is incremental as it has caused a significant change
in the overall process. Technological change takes time in incorporation. It is a process that
takes place in a systematic way. The value chain of an organization can be assessed depending
upon the level of change and how fast the employees adopt it (Gollenia, 2016). The challenge I
faced is in term of technology adoption. In such a scenario I decided to match up with the
changes and developed a well-equipped organizational process to create awareness. The changes
in the organization need to be introduces in systematic way. Innovation and changes are the life
line of the Restaurant (Gibbons, 2015).
Analysis
Culture value and team
The organization is built up of a strong team imbibed with strong moral values. There are few
who are against changes but most of the employees feel happy about the change. It was tough to
handle the team in the beginning but it is due to the heavy efforts of the Assistant manager. He
helped me in incorporating changes in a smooth way. The restaurant believes in taking risk by

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making innovative measures. At an initial stage it is tough to manage the changes due to
resistance. Looking onto the current situation, it is must to develop effectiveness through
learning and growth management (Booth, 2015).
Process of change
A small restaurant faces problem in managing the change. In case of a technological change it
will be relevant to introduce a change in a systematically. The stages of change management can
easily be leant through the Lewin Change model. This is one of the effective processes to
introduce a change. I used the Lewin Change model to introduce changes in phases. This helps
in grasping the changes in a systematic way. A well-define model helps in managing the change
in a systematic way.
Unfreeze: Basic changes related to the changes were introduced at this stage. Employees were
given a brief about the change to be introduced. Few employees were not happy with the change
and resisted. At this stage employees generally fail to understand the change. The changes were
introduced in a systematic way by developing instantaneous goals (Bradley, 2016).
Change: The change is introduced at this stage. Employees were given 2 days training on how to
use the App to record the order. At this stage employees accept the change and form an opinion
about the organizational objectives. It is important for the organization to implement the changes
in a systematic way (Bridges and Bridges, 2017).
Refreeze: After the successful training of the employees, the trained employees were asked to
use the technology. The restaurant is experiencing major changes with implementation. At this
stage it is evident to manage the changes. Employees were given an individual Ipad to take
orders from table (Cameron and Green, 2015).

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Effects of past changes
Previous changes in the organization were helpful enough to meet individual needs. It was
difficult to incorporate the changes in the past. Employees were not happy with the changes. It is
the toughest part of my job to equip employees with the change. by the time. I understood that
Employees need time to accommodate themselves with the change in order to gain effectiveness.
Employees have a tendency for not accepting the changes taking place as per their convenience.
This has caused a problem in managing organizational effectiveness. In a growing organization it
is evident to manage the changes according to their aspiration. The only focus of the organization
is to develop effectiveness by incorporating changes at different level (Cummings and Worley,
2014).
Employee’s behavior
Employees do resist against the changes taking place in the organization. In order to admit their
acceptance, it is important to manage the changes in a well an effective way. Organization can
only manage the changes if they are able to gain market competitiveness. In this way they can
manage the organizational goals. Their willingness depends upon the growth. Employees do
face issue in managing the changes in the organization. They do not consider the changes as
necessary. For making effectiveness, it is evident for the Restaurant to assess individual behavior
and incorporate significant changes in order to manage organizational effectiveness (Daft, 2014).
In beginning it is difficult to manage the changes in a well-defined way. In order to gain market
effectiveness, it is important to incorporate changes in a definite way. Employee behavior needs
to be analysed by conducting meeting. This will give them an opportunity to present their ideas.
While implementing changes special attention was paid to managing organizational
development. Changes are important for a well-developed organization in order to procure

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maximum growth. As per my experience, it is tough task to manage the employees in a large
sized business organization. Effectiveness in an organizational model can only be gained through
implementation of effective change management theories (Demirkan, Spohrer and Welser,
2016).
Conclusion
To conclude, an organization does face issues regarding implementation of policies and goals. It
is evident in the current scenario. Learning is important for gaining market competency. The
purpose of the report is to assess implementation of changes. The technological changes
introduced in the organization are hard to manage. Organizational change and behavioural
concepts are vital for a business organization in dealing with the significant issues this creates
dispute among the employees. The only way to gain appropriate result is by designing the
learning connection in a time-frame. Learning is always tough in an organization due to multiple
reasons. It is tough at the initial stage to equip each and every employee to be technologically
competent. The changes are implemented by considering the change model. This helps in an easy
implementation of policies and allow in managing effectiveness at workplace. Hence for gaining
market competitive goals, it is important to implement resourceful technology.
Recommendations
The major challenge was to train employee about the change and to provide them with a correct
knowledge about the model. This tool allow in managing organizational effectiveness. Training
tools were modified as per the general requirements. Employees were trained in a systematic
way so that they can implement the practical knowledge well in meeting real life challenges.
There are multiple issues regarding the procedure and management facilities regarding change

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management. It is effective for an organization to match up with the expectation of the
employees. Changes are difficult for an individual to be managed. This reflects the
ineffectiveness of the employees in meeting the regular targets. Changes disturb the organization
for a time been due to ample of resistance from the surrounding. For meeting the individual
expectations, it is necessary to match up with the desired goals. The organizational needs and
growth has to be managed in order to meet the goals. In a long term growth plan, it is suggested
to manage the changes in accordance to the objectives. Reaction of employees needs to be
considered while undertaking individual opinion. On a long run, Organization can sustain the
changes through innovative interventions these interventions are important for growth and
development. Employees facing issues has to be handled critically. The issues have a long term
impact on the organizational growth. It affects the sustainable environment and growth plans.
Eventually it is important for the organization in matching up with the individual expectations.
Training and development is crucial for the organization in gaining sustainable results and
growth. In order to gain competencies, it is suggested to measure the competitiveness in the
organization.

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References
Booth, S. A. 2015. Crisis management strategy: Competition and change in modern enterprises.
Routledge.
Bradley, G. 2016. Benefit Realisation Management: A practical guide to achieving benefits
through change. CRC Press.

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Bridges, W., and Bridges, S. 2017. Managing transitions: Making the most of change. Da Capo
Press.
Cameron, E., and Green, M. 2015. Making sense of change management: A complete guide to
the models, tools and techniques of organizational change. Kogan Page Publishers.
Cummings, T. G., and Worley, C. G. 2014. Organization development and change. Cengage
learning.
Daft, R.L., 2014. The leadership experience. Cengage Learning.
Demirkan, H., Spohrer, J.C. and Welser, J.J., 2016. Digital Innovation and Strategic
Transformation. IT Professional, 18(6), pp.14-18.
Gibbons, P. 2015. The Science of Successful Organizational Change: How Leaders Set Strategy,
Change Behavior, and Create an Agile Culture. FT Press.
Gollenia, L. A. 2016. Business transformation management methodology. Routledge.
Organisational development & design explained .2017.Online. Available at:
http://www.southampton.ac.uk/hr/services/od-explained/index.page Accessed on: 14 September
2017
Palmer, I., Dunford, R. and Akin, G., 2009. Managing organizational change: A multiple
perspectives approach. New York: McGraw-Hill Irwin.
Palmer, I., Dunford, R. and Akin, G., 2009. Managing organizational change: A multiple
perspectives approach. New York: McGraw-Hill Irwin.
Rothwell, W.J., Stavros, J.M., Sullivan, R.L. and Sullivan, A. eds., 2009. Practicing
organization development: A guide for leading change (Vol. 34).John Wiley & Sons.