Spark New Zealand: Organizational Change Management Report, Semester 1

This report provides an in-depth analysis of organizational change management at Spark New Zealand. It begins by examining the company's ethical, social, and culturally appropriate behaviors, followed by suggestions for enhancements. The report then assesses professional behavior within the organization and proposes improvements. It delves into self-motivation theories, specifically Hertzberg's Two-Factor Theory and Maslow's Hierarchy of Needs, to enhance individual productivity. Finally, the report explores strategic decision-making for business sustainability, offering examples of Spark NZ's initiatives in this area, such as reducing travel, promoting recycling, and implementing waste management strategies. The report concludes with a summary of the key findings across various sections.

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

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Executive Summary
The report deals with the findings on Spark New Zealand. The report segregated into various
sections and analysis done for each of the sections. The Section 1 of the report deals with two
questions, one identifying the ethical, social and cultural behavior of the company and the second
deals with discussions on further enhancements that will improve the existing ethical behavior.
The report here provides an answer to both the questions. The Section 2 again has two options
out of which the first option chosen and answers provided to questions on professional behavior
and the ways for its improvement. Section 3 again deals with the self-motivation theories that on
application by Spark New Zealand will ensure improvement and individual productivity. Then
there is Section 4 that has two parts. The first part deals with the concept of strategic change
management for attaining sustainability and the second part deals with examples. The report
provides an answer to each of the parts.

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Table of Contents
Introduction......................................................................................................................................4
SECTION 1: Ethical, Social and Culturally Appropriate Behavior................................................4
SECTION 2: Professional Behavior................................................................................................6
Option 1.......................................................................................................................................6
SECTION 3: Self-motivation in Improving Individual Productivity..............................................8
Section 4........................................................................................................................................10
Part I...........................................................................................................................................10
Part II.........................................................................................................................................10
Conclusion.....................................................................................................................................11
References:....................................................................................................................................12

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Introduction
The report discusses about Spark New Zealand is a telecommunications company located
in New Zealand. The company provides mobile network, telephone services, internet services
and information and communication technology (ICT) to various businesses through the
company’s digital spark division. The company considered the largest in terms of value listed in
the New Zealand Stock Exchange. The company believes in investing more in the future of New
Zealand by expanding its business. The report further discusses about the ethical, social and
culturally appropriate behavior that prevails in the company. There is also discussion about how
the existing ethical behavior through enhancements. The report also puts forward the
professional behavior prevailing in the company and its improvements through various
enhancements. The report also discusses about theories of self-motivation that can be applied to
improve individual productivity. There is also discussion about the concept of strategic change
management and examples to support it.
SECTION 1: Ethical, Social and Culturally Appropriate Behavior
Option 1
a) Critically discuss and evaluate ethical, social and culturally appropriate behaviors that
are existent in the chosen organization
The company under discussion is Spark New Zealand. The company is trying to keep up
to the changes taking place with a view to serve the customers of New Zealand on a long-term
basis. Thus, they unpin on the strategy of sustainability that implies serving rightly to the

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communities, employees and customers. Therefore, the company tries to follow an ethical, social
and culturally appropriate behavior
The existing ethical and social behavior is as follows:
1. Employees not allowed for engaging in any commercial activities or business that might
hamper their performance in the company.
2. The employees should not possess strong affinity towards any political parties.
3. The employees cannot be indirectly or directly concerned in any capacity with independent
contractor, director or employee involved in other internet/ telecommunication industry for any
kind of personal benefits.
4. The employees should ensure the competitive edge of the company and its subsidiaries and
thereby ensuring trading in shares or other properties based on the insider trading policy of the
company.
5. The employees must meet the shareholder’s needs and must familiarize themselves for with
the company’s codes and policies.
The company in order to recognize the importance of diversity promotes four values that
includes ‘we listen’, ‘we struck in’, ‘we win together’ and ‘we are straight up’. This is enabling
the company in the delivery of business objectives and fulfillment of customer needs (Grieve &
Grieve, 2015)
b) Based on your discussion in (a), elaborate on enhancements that can be made to improve
the existing ethical behavior in the chosen organization.

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However, the company follows a code of ethics but through certain enhancements, there
can be some improvements in the existing ethical behavior of the company (Dickson, Naylor, &
Phelps, 2015). These enhancements are as follows:
Immediate disciplinary action for Unethical behavior
1. Ethical Behavior Reward:
The company should initiate rewards for the employees with positive ethical behavior.
This will help in boosting employee performance.
2. Making Managers the Role Model
To ensure promotion of ethical behavior the employee can designate the managers as their role
models. This will help act as a guiding force and thereby helps in lending more credibility to the
existing code of ethics (Tseng, 2014).
3. Immediate disciplinary Action for Unethical Behavior
There employees delivering unethical behavior must be dealt on an immediate basis so that they
are able to understand its implications.
SECTION 2: Professional Behavior
Option 1
a) Critically discuss and evaluate professional behavior that is existent in the chosen
organization.

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The company under discussion in this report is Spark New Zealand. The company
expects that the employees should exhibit a professional behavior that is in alignment with the
values and goals. This is important because the professional behavior exhibited by the employees
that will determine future customers and business of spark. (Schaltegger, 2012).Therefore, the
professional behavior of the employees of Spark includes
1. The duties undertaken by the employees are in accordance with the values of the
company
2. Their conduct of behavior represents that their honesty and integrity is beyond
question.
3. Their conduct of employees are professional enough to strengthen and uphold the
reputation and image of the company
4. The employees deal honestly and fairly with not only the people of New Zealand but
also customers, suppliers and professional advisors (Witten, Frank, & Hall, 2016). Moreover, the
employees have a clear understanding about the objectives of the company and they advocate
publicly for the company and always deal customer response with a positive reply.
5. The professionals also act as if the company is their own business. They therefore
chose to live within the constraints and thereby make smart choices.
6. The employees of the company also make sure that they make announcements about
the company whereabouts.
7. The employees of the company also treat each in a respectful manner that makes the
company very conducive to work in.

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8. The employees at Spark also take necessary precautions not only for their own good
but also for the safety of the clients and the colleagues.
b) Based on your discussion in (a), elaborate on enhancements that can be made to improve
the existing professional behavior in the chosen organization.
Spark New Zealand follows a professional behavior that is perfect for the company
(Serenar, Bosak, & Attarian, 2013). However, a few enhancements to this behavior can lead to
an improvement in the employees of the company. These are as follows:
1. Ensure Competence: The employees must be good at their work and must possess skills and
knowledge that allow them to do perform well.
2. Ensuring reliability and integrity: The employees must be reliable enough so that they are
dependable and have some principles that are consistent to their work.
3. Self up gradation: The employees must possess the interest to upgrade themselves with the
latest technologies from time to time.
4. Staying Focused at Work: The employee should focus and not allow any personal matters to
influence them when they are performing their duties.
5. Be a Good Listener: While dealing with the clients and other customer base the employees
must be patient enough to listen what the other party have to say.
SECTION 3: Self-motivation in Improving Individual Productivity
In this section, discuss two relevant motivation theories and explain how each of the theory
may improve individual productivity in the chosen organization.

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The relevant motivational theories for Improving Individual Productivity include:
(1) Hertzberg’s Two Factor Theory
Frederick Herzberg developed the theory in the year 1950’s based on the analysis of feedback of
200 engineers and accountants about their work. He found two factors ensure employee
satisfaction and motivation. This includes motivator factors and hygiene factors.
The theory therefore indicates that to ensure productive and happy workforce the company must
work on the two factors mentioned in the theory (Alshmemri, Shahwan-Ak, & Maude, 2017).
Thus, the company can ensure ample motivation by making sure that the employees feel
supported and appreciated. The employees should also receive feedback and know their growth
in the company. Moreover, the company must also make sure that the employees under working
under favorable conditions and receive proper remuneration. The company should also make
supportive relationship with the teams and make sure each teams paid the required attention.
(2) Maslow’s Hierarchy of Needs
Abraham Maslow proposed the theory of Hierarchy of Needs in the year 1943. The
theory suggests that the basic needs of the individuals met before they receive motivation for
accomplishing needs of higher level (Lester, 2013)
There are five levels of hierarchy for meeting individual needs:
a. Safety: This implies the safety of the financial and personal security, well being and health.
b. Physiological: This refers to the basic needs for survival like the food, water and shelter
c. Love/belonging: This refers to the need for family, friendships and relationships

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d. Esteem: This implies the need for feeling confident and respected by others.
e. Self -actualization: This refers to the ultimate desire to achieve everything that is possible
under the sun.
The company in order increase individual productivity based on this theory needs to
explain to the employees their actual roles and the services they need to provide to the clients.
The value of the roles will not only make them feel respected but also motivated towards
working harder (cao, jiang, oh, & liao, 2013). The company in order to get full support of the
team needs to make sure that other aspects of their lives met. The company can do so by offering
flexible working hours, ensure fair payment and focus on their families.
Section 4
Part I: Discuss concept of strategic decision-making to achieve business sustainability and
long-term organizational success.
Based on the environment on which the company operates, there are ample decisions that
strategic level leaders make that have wide variation. The concept of strategic decision-making is
an important aspect of the job as it is responsible for setting the tone for decision making
throughout the organization (Yidong & Xinxin, 2013). These are major decisions characterized
by high stakes strategic positioning and other functions of the organization.
Part II: Examples on then chosen organization
Thus in order to ensure sustainability through strategic decision-making Spark has
initiated encouraging sustainability in its day-to-day activities. This includes:

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a. Ensuring reduction of vehicular and air travel through promotion of video conference
and smart meeting rooms. This cut the need to travel between Wellington, Hamilton, Christ
church and Auckland offices (shi, 2013)
b. The company encourages staff and customers for recycling their phones by dropping it
in the recycle bins present in the stores and offices. The devices that are working sold in the
market and the ones unused are recycled using proper channels.
c. The company has also undertaken waste management strategy for removal and
recycling of the waste.
Conclusion:
The report ends through a discussion on various findings on Spark New Zealand. There report
segregated into various sections and analysis done for each of the sections. The Section 1 deals
with two questions, one identifying the ethical, social and cultural behavior of the company and
the second deals with discussions on further enhancements that will improve the ethical behavior
of the employees. The report here provides an answer to both the questions. The Section 2 again
has two options out of which the first option chosen and the given questions on professional
behavior and the ways for its improvement answered. Section 3, deals with the self-motivation
theories that can be applied by the company for improving the individual productivity. Then
there is Section 4 that has two parts. The first part deals with the concept of strategic change
management for attaining sustainability and the second part deals with examples. The report does
a descriptive analysis of each question.

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References:
Alshmemri, M., Shahwan-Akl, L., & Maude, P. (2017). Herzberg’s Two-Factor Theory. Life
Science Journal, 14(5).
Cao, H., Jiang, J., Oh, L. B., Li, H., Liao, X., & Chen, Z. (2013). A Maslow's hierarchy of needs
analysis of social networking services continuance. Journal of Service Management,
24(2), 170-190.
Dickson, G., Naylor, M., & Phelps, S. (2015). Consumer attitudes towards ambush marketing. Sport
management review, 18(2), 280-290.
Grieve, F., & Meek, K. (2015). Whose job is it anyway?: preparing graphic design students for the
business of creative industry.
Lester, D. (2013). Measuring Maslow's hierarchy of needs. Psychological Reports, 113(1), 15-17.
Oswick, C., & Noon, M. (2014). Discourses of diversity, equality and inclusion: trenchant
formulations or transient fashions?. British Journal of Management, 25(1), 23-39.
Schaltegger, S., Lüdeke-Freund, F., & Hansen, E. G. (2012). Business cases for sustainability: the
role of business model innovation for corporate sustainability. International Journal of
Innovation and Sustainable Development, 6(2), 95-119.
Serenari, C., Bosak, K., & Attarian, A. (2013). Cross-cultural efficacy of American low-impact
programs: A comparison between Garhwal guide beliefs on environmental behavior and
American outdoor travel norms. Tourism Management, 34, 50-60.