Organizational Change Management Report: Analysis and Recommendations

This report provides a comprehensive analysis of organizational change management challenges faced by R.B. Richardson Timber. It delves into critical areas such as communication styles and culture, leadership approaches, worker compensation processes, safety protocols, and strategies for recruitment and retention. The report highlights issues like the lack of a transparent communication system, inadequate worker compensation, and unsafe working conditions. It offers specific recommendations, including cultivating open communication, investing in worker safety, reviewing compensation packages, and refining recruitment processes to attract skilled professionals. The report emphasizes the importance of employee-centered reforms to boost morale and productivity, ultimately contributing to the company's profitability. It underscores the need for the company to address these issues to improve worker satisfaction and overall organizational performance.

Running Head: ORGANISATIONAL CHANGE MANAGEMENT 1
Organisational Change Management
Name
Date

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Executive Summary
Change is a process that breaks the status quo of doing things. It should be holistically impacted
on an organization to achieve consistencies. A company can undertake an initiative to re-align
their structural, behavioral and technological aspects to realize its set goals and objects. This
research paper discusses the woes of R.B Richardson Timber business and proposes additional
value changes to fill the gaps. At the heights of the organization, the problem is the death of one
of its workers which occasioned the management to procure consultancy services to examine the
company and make proposals. This paper digs into the communication culture of the company,
compensation process, recruitment, leadership style, working environment and the workers'
social life as supported by the organization. The research finally makes conclusion and
recommendation in the study

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Table of Contents
Introduction......................................................................................................................................4
Literature Review............................................................................................................................4
Organizational Issues and their solution..........................................................................................5
Communication style and culture................................................................................................5
Leadership style...........................................................................................................................6
Workers compensation process....................................................................................................6
Workers Safety.............................................................................................................................7
Recruitment and Retention...........................................................................................................8
Social life.....................................................................................................................................9
Recommendations and Actions.......................................................................................................9
Conclusion.....................................................................................................................................10
References......................................................................................................................................11

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Introduction
B.R Richardson Timber product company faced some limitations in its structural, human
resource and processes aspects of its operation. All of this is summarized in the organizational
culture that does not reflect the best practices. The company had B.R Richardson at the helm
with his right man and several senior staffs including Joe and Richard Bowman running the
operations. However, a significant fraction of other workers lacks the qualification and requisite
skills and experience to deliver standard performance. This lack of will to employ the right
people for the job adversely affected the company’s performance through non-strategic decisions
and actions taken by these workers. Moreover, B.R Richardson Company suffers much cost of
extensively training unqualified workers to elevate them to a level of anticipated outcome
performance.
Literature Review
An investment into the human resource is important in every business organization. The
company should invest reasonable resources in its human resource to realize its targets and goals.
To achieve this, B.R Richardson has to advertise for positions also outside the organization for
specialized skills. The company previously sourced for personnel inside the firm for promotion
an aspect that was making it miss on qualified candidates outside the organization. Hiring from
outside the organization guarantees the company new ideas, knowledge and strength which is

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healthy considering the competitive market environment. Therefore, implementing change in the
human resource of this organization is likely to boost its wellbeing (Senior & Swailes, 2010).
Another tragedy in the company is lack of employee’s specialization. The workers are
forced to undertake every assignment on their site without the touch of professionalism. This
issue denies the company the optimum performance it would have gotten from a specialized
employee and further, complicates the matter of accountability. The company gets to the point of
not knowing where and who to be held liable since everyone does everything. Also, the
productivity of the workers cannot be measured and evaluated for lack of clear responsibilities
which complicate decision making regarding promotions or poor performance from workers.
Organizational Issues and their solution
Communication style and culture
Good practice communication in an organization advocates for boarder-less interactions
with an atmosphere of trust, friendship, and openness. B.R Richardson was an organization with
employees of different ranks and status. This informs the reason to establish a transparent, robust
and credible communication culture. The norm of proper and best practice in communication
needs to cascade from the top management to the operational level workers. The founder R.B
Richardson does not set adequate platform and practice of communication. He is noted to have
visited the lamination company a countable number of times obviously ruling out sufficient
interaction with his workers. Consequently, the organization's management misses an
opportunity to capture the realistic feedback on performance and welfare of employees (Barge,
Lee, Maddux, Nabring & Townsend, 2008).

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Further, the timber plant lacks proper channels and practice of communication both
vertically and horizontally across departments. Example, Joe the manager of Lamination plant is
feared by some of the workers for his aggressive personality. Although he is respected and
admired, some workers in the organization are not able to face him and sustain a conversation.
The management should devise training on communication to the whole team which will
emphasize of teamwork and craving avenues for the players to have sufficient quality time with
each other. An improved communication system is critical in promoting the free flow of
information in the company (Kotter, 2008). It helps eliminate issues that are related to
misunderstandings and poor communication system. Thus, an improved communication system
is likely to increase the productivity of workers at B.R Richardson.
Leadership style
Joe's ideology of leadership also does little to support dialogue in operations. He believes
in giving instructions and having his team tore his line of doing things. The manager of the plant
does not believe in teamwork but individuals performance and achievement. Example, in the
course of his duty, Joe often skips some heads of department to make decisions solely. This,
according to some people, amounts to undermining other people's positions. He needs to be
consultative and seek the input of relevant stakeholders in decision making. Best practice in
communication dictates consultative decision making involving all the relevant stakeholders
because their input is likely to add value in the outcome decision (DeHart-Davis, 2009).
Workers compensation process
The management of B.R Richardson is not adequately compensating its workers. The
principle for compensation advocates for pay equal to labor and skills of the worker. The

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company was grappling with the issue of overtime payment yet it wanted its employees to work
for extra workers until completion of day's schedule. This point demotivated many workers who
felt not adequately compensated for their labor (Rath & Conchie, 2008). Also, the issue of
working for long hours often brought nervousness and tension which ended up causing accidents
and worse-case, when the company registered a death of an employee.
The organization can solve this problem by instituting reasonable length of working
hours and adequate compensation, which is competitive in the industry, for the extra hours
worked. There is a need for B.R Richardson to review its working and compensation terms. The
employees should work within the standard working hours to avoid issues of overworking the
employees which reduce their motivation. Besides, it is essential for B.R Richardson to solve the
prevailing current problems regarding the overtime payment. A better remuneration system is
vital in improving the productivity of the company labour. Initiating this change will boost the
morale of the workers and increase their productivity because of pay satisfaction and availability
of sufficient time to rest before resuming work (Buckingham, 2009).
Workers Safety
The organization, besides having meager resources has not invested in the safety of its
employees. This matter is equal to de-motivating the workers. An incident occurred which made
one of the employees succumb to injury due to an accident. Worse-still, the workers continued
their day's schedule with the huge loss of their human resource. The workers of the plant were
demotivated hence affecting their productivity. This called for some immediate intervention by
the leadership of the company to procure services of a motivational consultant who will aid the
situation bringing back employees to efficiencies (Heifetz, Grashow & Linsky, 2009).

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Safety of the employees is paramount to their motivation and productivity. This has an
eventual impact on the performance of the company. The manager of the plant has to re-align the
operations of the organization to ensure that safety measures and standards are observed. Further,
the safety protective wears and equipment to be provided to the workers to protect them from
injuries, cuts and any other harm to their bodies in the course of their duties (Anderson, 2013).
Failure to consider the safety of the employees will lead to a dangerous working environment,
and the worker's safety and health conditions are compromised. This reduces their motivation
and morale to work for the company (Little, 2014).
How waste and other hazardous materials are disposed of also pose a threat to the safety
of the workers. The company is noted to have sites with massive waste disposal until there are
not enough pathways. Further, the arrangement of the stock is not safe for operations. Workers
alleged that the stacks were unstable and threatened to collapse sometimes. The employees of the
lamination plant were demotivated hence affecting their productivity (Skelsey, 2013). This called
for an immediate intervention by the leadership of the company to procure services of a
motivational speaker who will aid the situation bringing back employees to efficiencies
(Mitchell, 2012).
Recruitment and Retention
R.B Richardson Company was experiencing difficulty in retention of employees because
of poor conditions workers were subjected to. This has been discussed as long working hours,
unsafe working environment without protective equipment and wears, lack of trust and
friendliness and inadequate compensation. The company even losses further if it is not able to
retain its workers through costs associated with training and worker development (Heath, 2010).

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Loosing of already trained employees subjects the firm to a repeat of the instruction to newly
recruited employees thereby consuming company resources.
Social life
R.B Richard firm made it extremely difficult for the workers to fully exploit their social
life. Firstly, the top management did not display support for the company's team through denying
them sufficient funds to support their activity. Also, the company working hours and shifts were
too tight to offer an opportunity to its workers to attend their soccer events a move that was not
taken politely (Bennett & Bush, 2013).
Recommendations and Actions
The leadership of the lamination company should cultivate the culture of borderless, free
friendly and open communication throughout the firm. Breaking the communication barriers
between the senior staff and the junior employees is critical and promotes a comfortable working
environment which turn increases the employee productivity. Besides, the system will eliminate
issues from the communication discordance that may exist in the system. Promotion of culture to
implement a better communication system is one of the most influential tools for the effective
adoption of the better system.
The management of the company should invest more in the safety of the workers to
realize morale and productivity. Provision of a safe working condition for the employees is an
important ethical issue that helps boost the confidence and comfortable working environment
thus, in turn, increases the productivity of the employees in the company (Ford, 2009).

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The leadership of the company should review the compensation package and strategize
on the recruitment process in bringing on board specialized professionals. An excellent
remuneration package is critical in promoting happy employees. The workers are motivated and
increase their morale towards working for the company. Poorly remunerated workers lack
motivation, and thus their productivity is low (Herman & Renz, 2008).
The company should procure communication training course from service providers to
elevate the communication of the team to a professional level. Training boosts the talent and
skills of the employees in their job positions (Shiralkar, 2016). Besides, it promotes one's self-
development which is important to make the workers feel recognized and thus, boost their
motivation to work for the organization.
Conclusion
The lamination firm suffered many problems for lack of adopting sound practices in its
managerial decisions and operations. This resulted to demotivated staff and reduced the
productivity of its workers. The company was extremely operational-orientated to a level of
assuming other fundamental issues impacting on the welfare of its workers including their safety,
compensation and social lives. Value-additional proposals have been discussed to salvage the
lamination firm from its woes that the top management needs to implement and cascade to the
junior workers. Thus, make reformations that are employee centered is critical and will boost the
motivation of people which is an important step towards increasing their productivity that has a
direct impact on the profitability of the company. Thus, it gives an organization a competitive
advantage over other players in the industry.

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References
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Barge, J., Lee, M., Maddux, K., Nabring, R. & Townsend, B. (2008). "Managing Dualities in
the Planned Change Initiatives." Journal of the Applied Communication Research 36, No.
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Bennett, J. & Bush, M. (2013). Coaching for the Change. Routledge. p. 172.
Buckingham, M. (2009). The One Thing You Need to Know about Great Managing, the Great
Leading, and Sustained Individual Success. New York: Free Press, 2009.
DeHart-Davis, L. (2009). "Green Tape: A Theory of the Effective Organizational Rules,"
Journal of Public Administration Research and Theory. 19, No. 2: 361-384.
Ford, J. (2009). The Four Conversations, Daily Communication that Gets the Results. San
Francisco, CA: Berrett-Koehler Publishers Inc.

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Heath, C. (2010). Switch: How to Change Things When Change is Hard. New York, New York:
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