Report on Organizational Change and Management at Sushi Connection

This report provides a comprehensive analysis of the change management strategies implemented by Sushi Connection, a Japanese restaurant in Australia. The study examines the company's adaptation to the fast-food industry, focusing on key changes in strategic communication, human resource management, product quality, and crisis management. It highlights the importance of these changes for the company's development and competitive advantage, including the implementation of strategic communication to improve internal and external relations, strengthening human resource activities, and improving product quality. The report also discusses the challenges faced during the implementation process and evaluates the success of these changes. Furthermore, the report analyzes the adoption of Corporate Social Responsibility (CSR) policies and their impact on the company's brand image. The conclusion summarizes the key findings and offers recommendations for future change management initiatives, emphasizing the importance of employee involvement and a gradual implementation approach.

Running head: ORGANIZATIONAL CHANGE
Organizational Change
Name of the Student
Name of the University
Author Note

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Executive Summary
The aim of the paper is to analyze the change management of Sushi connection. There were
certain changes, which were observed in the company. These changes were related with
strategic management and human resource management. These changes were very essential
for the development of the company. Several changes were also made in improving their
product quality and managing several crisis of the company. The company also had to face
several challenges in implementing these changes.

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Table of Contents
Introduction:...............................................................................................................................2
The Change Initiative:............................................................................................................2
The requirement of the Change:.............................................................................................4
Implementation Issues:...........................................................................................................5
Evaluation of Success of Change Management:....................................................................6
Conclusion:................................................................................................................................7
Recommendation........................................................................................................................7
Reference:..................................................................................................................................9
Appendix:.................................................................................................................................11
Self-Assessment...................................................................................................................12
Peer Assessment:..................................................................................................................13

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Introduction:
Sushi Connection is a Japanese small restaurant that has started its journey recently. It
is located in Australia. The organization aims at providing quality service to the large number
of consumers. It offers authentic Japanese foods to its consumers. The organization has
brought revolution in the hotel industry of Australia by bringing authentic flavour of Japan.
Sushi Connection has not only set an example by its foods, the organizational strategy and
policy has distinguished it from other small enterprise. It is often evident that small business
organizations are not willing to adopt any new technique, as they do not want to take any
kind of risk that can be harmful for the growth of the organization. However, in this scenario
the organizational authority of Sushi Connection is adopting modern techniques every now
and then that can stimulate organizational development (sushiconnections.com, 2017).
The following article has concentrated on the change management process of Sushi
Connection.
The Change Initiative:
Change management has become one of the crucial elements of today’s business
world. The structure of the business world has been transformed since past few years. It has
become difficult for the business organizations to survive in the industry due to high
competitive nature of the market (Gibbons, 2015). Thus, every small and large business
organizations are using change management to strengthen their potential. It helps the business
leaders to mould their organizational structure as per the market trend and requirement of the
organization (VanderKnyff, Friedman & Tanner, 2011). Many leading business organization
has set milestone for other business organizations by adopting change management in the
organization. An exemplary example of such business organization is Santander. In 2008, the

4ORGANIZATIONAL CHANGE
management of the organization has embraced new techniques to put a remarkable footprint
in the banking sector United Kingdom.
Sushi Connection is known as the pioneer in the fast food industry of Australia due to
his efficient and high quality performance. The organizational leaders always encourage the
employees and organizational members to adopt modern techniques that are suitable for the
growth of the organization. They have made their organizational rules and policies flexible
enough so it can be modified with time.
An interview has been conducted among the employees of Sushi Connection to earn a
clear picture about the change management process within the organizational structure of
Sushi Connection. As per the interview given by the manager of Sushi Connection, the
organization has undergone several changes in past few years. Leaders of the organization
have taken several new initiatives to incorporate new change in the organizational structure,
such as:
The organizational management has implemented strategic communication structure
to deal with the internal as well as external environment of the organization. Communication
is considered as an integral part of the business organizations now a days. Lack of
communication may lead the organization to meet a deadly consequence.
Sushi Connection has strengthened its human resource activities to establish a strong
bonding with the employees in past five years. They have appointed some experienced and
skilled human resource managers that can provide sufficient support to the organization with
their efficiency and capability.

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Sushi Connection has brought several changes in their product quality and its service
as well. It has incorporated many new authentic Japanese cuisines in their menu that are
capable of drawing the attention of the large number of consumers.
The organization has formed a new team as crisis management team who will be
responsible to deal with any kind of crisis of the organization. The CEO of Sushi Connection
has appointed some employees in the crisis management team who possess quality
experience in the field of crisis management, so they can provide sufficient support to the
organization to overcome any crisis or hazards (Henderson, Cheney & Weaver, 2015).
It has been argued that corporate responsibility policies work as a PR for the business
organizations. At the same time, it plays vital role to enhance the respect for the company
among the internal stakeholders as well. In order to promote the brand image of the
organization, the leaders of Sushi Connection has adopted many CSR policies, such as-
blood donation camp, health check up camp for the poverty stricken people of the society,
educational support to the poor kids, monetary support to the poverty stricken people of the
society, moral and monetary support to the employees, quality products to the consumers,
strong supply chain management to ensure the flow of quality products (Kim, 2014).
The requirement of the Change:
The change management plays vital role in the success of the business organizations
in this competitive era. In this scenario, the existence of the Sushi Connection was at risk due
to high competitive nature of the Australia fast food industry. There are many rival
companies, such as- KFC, McDonalds and so on that are giving tough challenge to the
existence of Sushi Connection every now and then (Haslam et al., 2014). It was become
essential for the leaders of Sushi Connection modify their organizational structure. The
preferences of the consumers have changed in past few years, especially in case of fast food

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industry. People have become more quality conscious. They do not prefer to compromise on
the quality of the product. In the case of fast food, consumers make sure that it is prepared
with high quality raw materials. There are various options in the market for the consumers
who can provide quality products in reasonable price. Sushi Connection was facing
challenges every now and then due to high competition in the market. Thus, in order to meet
the satisfaction level of the consumers, it is highly essential for the organizational
management of Sushi Connection to design their organizational structure according to the
market trend. It is important for every business organization to bring efficient changes in the
structure that can help it to battle against the rival companies (Juholin, Åberg & Aula, 2015).
By evaluating the market structure, it can be stated that it was important for the authority of
Sushi Connection to implement change management within the organizational structure. The
Sushi Connection authority had to make various changes in their organizational principles
and strategy in order to modify their organizational structure, as it is highly beneficial for the
organization to establish a bright future for the organization by earning long-term
organizational goal (Matos Marques Simoes & Esposito, 2014).
Implementation Issues:
Although, the objective of leaders of Sushi Connection was to guide the organization
towards the right path by adopting change management, they have faced several issues while
implementing change management. Such as-
It was not easy to convince all the employees of the organization and encourage them
to adopt new changes of the organizational structure. Thus, authority has faced several issues
to convince internal and external stakeholders.

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Organization has faced challenges to find the efficient and experienced employees for
the human resource department and crisis management team of the organization. They have
conducted various interview sessions to reach to their desired goal.
Evaluation of Success of Change Management:
By implementing change management in an appropriate manner, the authority of
Sushi Connection has brought revolution within the organization. They have earned success
in various aspects that can boost up the growth of the organization, such as-
By implementing strategic communication within the organizational structure, the
authority has established a strong interactive environment within and outside of the
organization. It has increased the transparency level between the organizational authority and
stakeholders of the organization. It has become easy for the organization to receive the
feedback of the consumers by using social media, blogs, and feedback page of the official
website. At the same time, by involving employees in the organizational decision making
process and providing a strong platform to them to share their views and opinion about the
organizational policies and structure, the organizational management has built up a strong
relation with them. It has played major role in motivating employees to perform in efficiently.
Eventually, it has put strong impact on the profit margin of the organization. The profit of te
organization has increased drastically in past five years (Parker et al., 2013).
By strengthening the human resource department of the organization, the
organizational authority of Sushi Connection has become able to maintain healthy
environment within the organization. Employees are now in good term with each other and
employers as well. It has become easy for the employer to meet the satisfaction level of the
employees. Human resource manager of the organization works as a bridge between the
employees and organizational authority (Lozano, Ceulemans & Seatter, 2015). Thus, it helps

8ORGANIZATIONAL CHANGE
the employees to share their opinion with the employer. It has increased the transparency
level of the organization. By adopting this practice, employers have become able to retain
their loyal and experienced employees for a long period of time.
Crisis management team of the organization always pays close attention to the every
aspects of the organization by their efficient performance to protect the organization from any
kind of deadly consequence. The performance of the employees has been improved in the
safe environment, which has put significant impact on the growth of the organization.
By taking notable CSR policies the organizational management has promoted the
brand name among the large number of consumers. It has drawn the attention of the potential
consumers from the various parts of the world. Moreover, it has put a strong impact in the
industry. Thus, the profit margin of the organization has been increased drastically in past
few years (Cameron & Green, 2014).
Another major changes that has been brought by the Sushi Connection management is
bringing the authentic flavour of Japan in Australia by their authentic Japanese cuisines. It
has grabbed the attention of the large number of consumers from the various parts of the
world. Many consumers prefer to spend their leisure time and enjoy Japanese cuisine in Sushi
Connection (Hayes, 2014).
Conclusion:
As per the previous discussion, it can be concluded that change management has
successfully implemented in Sushi Connection that has led the organization to achieve
reputation in the fast food industry of Australia.

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Recommendation
From the above analysis, it is seen that Sushi Connection has followed various kind of
change management system in their organization to meet with their needs and overcome their
deficit in the operation. However, they also met with certain difficulties in the beginning.
Thus, certain recommendation is needed by the company to avoid the challenges in any other
future changes that it tries to bring in the company:
 It should first educate their employees about the modern machinery or system they
want to incorporate in the organisation.
 They should involve the employees in the decision making body in order to know the
challenges that might be faced by the employees.
 It should start the change management process slowly and after analysing its
immediate result it should move further with it to ensure success.

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Reference:
Cameron, E., & Green, M. (2015). Making sense of change management: A complete
guide to the models, tools and techniques of organizational change. Kogan
Page Publishers.
Gibbons, P. (2015). The Science of Successful Organizational Change: How Leaders Set
Strategy, Change Behavior, and Create an Agile Culture. FT Press.
Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational
excellence. Upper Saddle River, NJ: pearson.
Haslam, S. A., van Knippenberg, D., Platow, M. J., & Ellemers, N. (Eds.).
(2014). Social identity at work: Developing theory for organizational practice.
Psychology Press.
Hayes, J. (2014). The theory and practice of change management. Palgrave
Macmillan.
Henderson, A., Cheney, G., & Weaver, C. K. (2015). The role of employee
identification and organizational identity in strategic communication and
organizational issues management about genetic modification. International
Journal of Business Communication, 52(1), 12-41.
Juholin, E., Åberg, L., & Aula, P. (2015). Towards responsible dialogue: Searching
for the missing piece of strategic employee communication. Communication
ethics in a connected world. Brussels: Peter Lang.

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Kim, Y. (2014). Strategic communication of corporate social responsibility (CSR):
Effects of stated motives and corporate reputation on stakeholder
responses. Public Relations Review, 40(5), 838-840.
Lozano, R., Ceulemans, K., & Seatter, C. S. (2015). Teaching organisational change
management for sustainability: designing and delivering a course at the
University of Leeds to better prepare future sustainability change
agents. Journal of Cleaner Production, 106, 205-215.
Matos Marques Simoes, P., & Esposito, M. (2014). Improving change management:
How communication nature influences resistance to change. Journal of
Management Development, 33(4), 324-341.
Parker, D., Charlton, J., Ribeiro, A., & D. Pathak, R. (2013). Integration of project-
based management and change management: Intervention
methodology. International Journal of Productivity and Performance
Management, 62(5), 534-544.
sushiconnections.com. (2017). Sushiconnections.com. Retrieved 30 August 2017,
from http://sushiconnections.com
VanderKnyff, J., Friedman, D. B., & Tanner, A. (2015). Framing life and death on
YouTube: The strategic communication of organ donation messages by organ
procurement organizations. Journal of health communication, 20(2), 211-219.

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Appendix:
Interviewee: Manager of Sushi Connection
Interviewer:
 What has been changed in fast food industry since past five years?
Ans. There are various things that have been changed since last few years, like taste,
preference of the consumers, style of business, structure of market, and way of competition.
 Do your company have the potential to survive in this new and modern era?
Ans. Yes. Of course. That is why we are here and still growing every day.
 What changes you have brought in your organization to battle against the situation?
Ans. There are various changes like in CSR policies, communication structure of the
organization, HRM policy of the organization.
 Have you make any effort to reach to your consumers?
Ans. Yes, every day we make effort to satisfy our consumers. We have many local and
authentic Japanese foods in our menu.
 Are consumers excited about this change?
Ans. Yes again. They are loving our food, our environment. They are sharing their feedback
with us in social media and websites. They are appreciating our efforts.
 How can you evaluate your success by implementing these changes?
Ans. Profit margin shows everything. Our profit level is growing high every day.

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 How are your employees reacting on the fact:
Ans. They are very much cooperative and they are adopting all the changes whole-heartedly.
I think they are ready to take all kind of upcoming challenges.
 Any challenges you have faced during this period?
Ans. Yeah, convincing employees about this new change was the toughest challenge. They
have many doubts at first. It took time to convince them. Another challenge was to find the
appropriate members for the HR and crisis team. We have conducted many interview
sessions to choose the perfect employee for the organization.
Self-Assessment
Your Understanding What went well How could you Improve
I have understand this topic
well because the interview
has been provided properly
by the manager, which
provides clear idea about the
change management process
of Sushi Connection
The interview session went
well
It could be better if we could
ask more questions about the
operation of Sushi
Connection
It has been understood that it
is important to adopt modern
techniques and strategies to
stimulate the growth of the
business organizations now a
The manager has provided a
wide idea about the change
management and its
requirement
To improve my
understanding level I need to
put more effort.

14ORGANIZATIONAL CHANGE
days
I did not understand that
when people will understand
that changes need to be made
I have a clear idea about the
importance of change
More focus on the issue may
provide better understanding
Fig: Self-Assessment
Created by: Author
Peer Assessment:
Value: 1=Very much Clear, 2= Clear, 3=Not Clear, 4= Not at all Clear
Attribute Peer One Peer Two Peer Three
Concept of change 2 1 2
Importance of
Change Management
2 1 3
Requirement of
Change Management
in modern world
2 3 3
Impact of Change
Management on the
organizational
growth
3 2 2
Fig: Peer-assessment
Created by: Author