Report on Organizational Change Management and Resource Impact

This report provides an in-depth analysis of organizational change management within a business experiencing financial difficulties, employee turnover, and technological issues. It examines the organizational development process, identifying strategies for short-term and long-term change, including employee motivation, technology upgrades, and cultural shifts. The report evaluates the impact of resources, particularly employees and financial assets, emphasizing the importance of employee engagement, technology adoption, and effective financial planning. It concludes by recommending changes in structure, processes, and values to overcome challenges, improve employee morale, and ensure the long-term success of the organization. The report stresses the need for a positive work environment and active employee participation to minimize turnover and maximize productivity.

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ORGANZIATIONAL CHANGE MANAGEMENT
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Executive summary
The purpose of this report is to understand the challenges and issues faced by the business
organization in the past 18 months and analyze the ways in which the executives of the
business organization can overcome the challenges and issues faced. The report applies the
organizational development process in the business organization and identifies the change
management strategies that can be implemented by the executives of the business
organization within short term and long term. Further it evaluates the present impact of the
resources in the business organization. Lastly it concludes by summarizing the strategies and
plans which can improve the situation of the business organization.

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Table of Contents
Introduction................................................................................................................................3
Discussion..................................................................................................................................3
Organizational development process strategies.....................................................................3
Change management strategies..............................................................................................4
Evaluation of the impact of resources....................................................................................5
Conclusion..................................................................................................................................6
References..................................................................................................................................7

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Introduction
There has been various challenges and issues faced by the business organization
throughout due to its recent financial crisis. There has been lack of motivation among the
employees of the business organization and this has led to high rate of employee turnover,
outdated software applications and high level of stress within the organization. The
executives of the business organization have been planning to reorganize the jobs and the
responsibilities of the organization in order to implement change in the organization. The
purpose of this report is to analyze and identify the organizational development process that
can be applied by the executives of the business organization and apply the change strategies
both short and long term.
Discussion
Organizational development process strategies
The business organization at the initial stage of implementing change needs to
understand the overall prevailing situation and determine the actual problems in the
organizations. The executives need to determine the behavioural problems of the workers and
the employees and the loopholes in the organization which are leading to the failure of the
organization. Identifying and locating the root of the problems in the business organization
will help the executives to determine the actual change that is needed in the structure, system
and human resource of the organization. The next step involves planning and implementation
of the required change in the business organization (Alvesson & Sveningsson, 2015). . The
intervention programme is selected by the management And the executives for changing the
structural aspects, teams and groups and for changing the individuals of the business

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organization. The management of the business organization needs to encourage team
teambuilding and team work and educate the individual employees of the business
organization to communicate effectively and build trust among the employees for group
functioning. Evaluating the implemented change in the business organization is a long and
ongoing process. The management and the executives must taker initiatives to carefully
monitor the change in the organization and collect feedback from the employees (Benn,
Edwards & Williams, 2014). . Effective evaluation and monitoring the required change in the
business organization will help the managers and the leaders to make suitable modification as
a when necessary. For example, they can conduct pre training and post training behavioural
patterns to understand the effectiveness of the training.
Change management strategies
The change management strategies of the business organization must mainly focus on
changing the human behaviour element. Employees are mostly affected by the organization
change; hence there is a tendency for the employees to resign while implementing change. It
has been identified that that has been outdated models, technologies and machineries in the
business organization, which could be a reason for employee dissatisfaction. However, these
challenges can be addressed by focusing on the human behaviour. In the initial stages of
implementing change in the organization, it needs to focus on the short term objectives and
work with the overall long term change strategy (Boonstra, 2013). The employees of the
organization must be provided with full information regarding the change that is to be
brought in the organization. The management and the executives must encourage employee
participation. The employee morale must be increased by offering rewards and incentives.
Employee recognition program, rewards and incentives can help the business organization to
follow their self interest and this will encourage the employees in the organization to engage

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with the change initiated in the business organization (Tidd & Bessant, 2018). This will also
reinforce the behaviours and actions of the employees. The management of the business
organization must take initiative to appreciate the employees during their time of transition.
Further, the company needs to implement the new and advanced technology in the
workplace; this will eliminate stress among the employees and reduce their workload
(Bouckenooghe et al., 2019).
For its long term change development strategy, the company needs to redefine the
cultural values of the organization. The company needs to establish a culture of continuous
improvement and encourage employee participation (Fernandez & Rainey, 2017). It must be
open to new and innovative ways of performing the work and must embrace the culture of
risk taking. Further, the company also needs to change the structure of the business
organization, there must initiate new processes, values and workflows in the business
organization. This strategy is best suited for transformative change in the business
organization.
Evaluation of the impact of resources
The employees of the organization are the key resource in the organization.
Motivation of the employees is critical for enhancing the productivity of the business
organization. Good remuneration, incentives and rewards can help to achieve the support and
cooperation from the employees (Steigenberger, 2015). The employees must be well
equipped with the updated technologies and materials for performing their jobs effectively.
This can be managed by embracing positive culture in the business organization and
managing time accordingly. There has been a crisis in the business organization with proper
acquisition of financial resources (Huczynski, Buchanan & Huczynski, 2013). The financial
resources of the business must be allocated effectively. The management must establish a

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proper plan for managing the financial resources of the business organization. The funding
gaps must be identified and the costs of the business need to be tracked. It needs to assign the
resources to various activities and the rest of the resources must be invested towards overall
improvement of the business organization as well as the revenue of the organization (Jones,
2013). Moreover, the intellectual properties and the physical properties of the organization
are the major source of stability in the business organization; therefore it must be effectively
managed.
Conclusion
Therefore, from the above analysis, it can be concluded that the business organization
needs to undertake change in the structure, process and the core values in order to overcome
the challenges and issues faced by the organization. The lack of employee morale can be
handled by offering them satisfactory remuneration, rewards and incentives. Implementation
of new and advanced technology in the business organization will help the organization to
minimize stress level of the employees and reduce the workload. Having a positive
environment in the business organization and active employee participation in the business
organization can reduce employee turnover in the business organization. Further, the report
has identified the development process and the strategies that can be implemented by the
business organization to overcome the challenges.

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References
Alvesson, M., & Sveningsson, S. (2015). Changing organizational culture: Cultural change
work in progress. Routledge.
Benn, S., Edwards, M., & Williams, T. (2014). Organizational change for corporate
sustainability. Routledge.
Boonstra, F. E. J. J. (2013). Conclusions on Strategies for Cultural Change.
Bouckenooghe, D., Schwarz, G. M., Hastings, B., & Lukacs de Pereny, S. G. (2019).
Facilitating Change through Groups: Formation of Collective Attitudes toward
Change. In Research in Organizational Change and Development (pp. 143-165).
Emerald Publishing Limited.
Fernandez, S., & Rainey, H. G. (2017). Managing successful organizational change in the
public sector. In Debating Public Administration (pp. 7-26). Routledge.
Huczynski, A., Buchanan, D. A., & Huczynski, A. A. (2013). Organizational behaviour (p.
82). London: Pearson.
Jones, G. R. (2013). Organizational theory, design, and change. Upper Saddle River, NJ:
Pearson,.
Steigenberger, N. (2015). Emotions in sensemaking: a change management
perspective. Journal of Organizational Change Management, 28(3), 432-451.
Tidd, J., & Bessant, J. R. (2018). Managing innovation: integrating technological, market
and organizational change. John Wiley & Sons.