BX2072: Change Management Report - Super Star University Case Study

This report analyzes the case study of Super Star University's organizational change initiatives, focusing on the challenges and strategies adopted by different departments. The report examines the strategic models implemented by the Dean of the Faculty of Arts, including their strengths, challenges, and recommendations for successful implementation, particularly in response to low-performance indicators. It also explores the resistance models adopted by the Dean of the Faculty of Engineering, Architecture, and Environmental Studies, assessing their strengths, challenges, and advice for improvement. Furthermore, the report addresses the Vice-Chancellor's vision for the university's future, analyzing resistance to this vision and suggesting ways to overcome it. The report aims to provide insights into effective change management practices within a university setting, offering recommendations for navigating organizational reforms and fostering a more adaptable and successful institution.

Running head: CHANGE MANAGEMENT
CHANGE MANAGEMENT
Name of the Student
Name of the University
Author Notes

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Table of Contents
1. Introduction............................................................................................................................2
2. Strategic models or approaches to change that is adopted by the Dean of The Faculty of
Arts.............................................................................................................................................3
2.1 Strengths of the approaches.............................................................................................4
2.2 Challenges faced by the dean and the reason for the challenges.....................................5
2.3 Advice to the dean for successful implementation of the change....................................5
3. Resistance model or approaches to change that is adopted by the Dean of the Faculty of
Engineering, Architecture and Environmental Studies..............................................................6
3.1 Strengths of the approaches.............................................................................................6
3.2 Challenges faced by the dean and the reason for the challenges.....................................7
3.3 Advice to the dean for successful implementation of the change....................................7
4. Resistance to the vision for the future of Super Star University faced by the VC and the
ways to overcome the same........................................................................................................8
5. Conclusion..............................................................................................................................9
6. Recommendations..................................................................................................................9
7. Reference..............................................................................................................................11

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Executive Summary
The aim of the report is to analyse and find out the problems that the Super Star University is
facing due to the lack of parameters in two of the major cases. The principle aim of the report
is to assess the problems and the recommendations that the university has in terms of the
workings and the ways in which the solution can be achieved. The main purpose of the report
is to analyse the ways in which the University accepts the different forms of educational and
organizational reforms in the form of amendments given by the VC during the meeting from
all the departments. Special attention is given to the Department of Arts and the Department
of Engineering, Architecture as well as Environment to have a decent amount of amendment
for the working of the new techniques. Both the departments had different reactions to the
changing face of the university which has also been described in the current report. The
report also focuses on the ways and means of the scenarios that has been implemented and
the problems that is being offered with the changing times. The employees and their reactions
have been stated along with the problem to give a fair chance to each and every aspect of the
change. Super Star University, being one of the most reputed universities of Australia had to
accept the changing face of the learning and education system in order to keep up with the
education of the modern times. The report is a picture of the changing face with valid
reactions and recommendations.
1. Introduction
One of the principal and reputed educational institutions of the province of Australia
is the Super Star University that has always nurtured the process of learning and development
among the students. According to the given case study, the university is ranked among one of
the largest universities of the country with over 27 schools accommodating 35,000 students.
The university has one of the biggest faculties of the country with over 3600 people working

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full-time for the university. The university is committed to bring the best in the student
section and is committed to make sure that the university facilitates the success of the
students in terms of the various forms of research and strategic placements that make the
university rank among the top on the global sphere. The success of the university and its
strategies have been recognized under the second Excellence in Research in Australia (ERA)
in the year 2015.
2. Strategic models or approaches to change that is adopted by the Dean of
The Faculty of Arts
In accordance to the strategic meet and changes that were being adressed by Professor
Max Blocks in the council meeting of the Super Star University, each of the departments of
the university was asked to address their own set of implementation plan and strategic views
that would make the university one of the largest and well-visioned universities of the world
on a global platform (Hicks, 2012). The Faculty of Arts made sure to have the strategic
changes and directions to make sure that their performance in terms of the university
guidelines were apt and of great value. The strategic changes that are being required by the
faculty is related to the low performance indicators of the Policy Administration Discipline
(1605) in the report published by ERA. Professor Lots, the head of the Faculty of Arts made
sure to implement changes and designing modifications in the implementation plan for the
next five years by the formation of the working parties on both the fronts of academic and
professional font.
The two working parties made and recommended a number of changes in the front of
both the research mechanisms and the administration of the faculty to make sure that it
attracted the attention of both the national and international levels of appreciation and help in
form of both monetary and non-monetary forms.

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The research party implemented changes related to the training and research methods
followed by the university to maintain and increase the quality of the research and
development of both the students and the institution (Nelson, 2013). The wing also made
considerable changes for the implementation of new recruitment strategies for the research
students in the post graduate field as the chance of being the future leaders of the university.
Engagement with the students for their better future thinking and career development
schemes are also appreciated in the course of time (Mercer & Howe, 2012).
2.1 Strengths of the approaches
The recommendations and the plans and strategies as stated by the Faculty of Arts in
the implementation plan had a number of strengths in the process of working as it ensured
that the process involved got relevant results for the students and the authorities of the
university employees and served to find better results for the amendment made by the
authorities in the concerned to make sure that each of the people of the university are
relevantly affected to the changes as defined (Boud & Feletti, 2013). The strengths of the
amendments lies in the better procedures and the improvement in the quality and quantity of
work being done by the people of the university premises. The new efforts and claims helped
the university to raise funds both from the national and international level to help the
university cope up with the betterment strategies in the prolonged time span.
The strength of the approaches lies in the fact that the recommendations and solutions
made way into the whole matter and made sure of the benefits it had on the population as
well as the features being involved in the same manner (Koester, 2013). The faculty of arts in
the university made a number of changes to cope up with the student requirements and the

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amendments that will help the students as well as the authorities to have a distinct amount of
working in the benefit of the university stream of conducting the same in the course of time.
2.2 Challenges faced by the dean and the reason for the challenges
The challenges that the dean was facing was mainly due to the prolonged discussions
and meetings that made the whole amendments took long to be implemented. The university
made challenges and amendments that was important to make the university reach the heights
of success that it needs to be implemented and so the dean of the Faculty of Arts made it a
point to amend the scenes of the stages and make appropriate changes for the same matter
(Darling-Hammond, 2012). Professor Lots after receiving the plan and the meeting for the
wide property loss made sure to have called for a wide span of meeting and faced minimum
challenges as the whole matter was accepted by the greater number of people in the course of
time. The discussion made was lengthy but was supported by most of the people which
therefore made its presence in the plan of the concerned time span.
2.3 Advice to the dean for successful implementation of the change
The dean for the successful implementation of the change plan has to make sure that
all the requirements for the purpose of change has been solved in the due course of time. The
advice for the successful implementation of the change is to made simultaneously with the
plans for the change. All the requirements of change should be adressed to make sure that
Super Star Universityreceives all the required help and grants both from the national and the
international level to make sure that the students as well as the teachers are fairly engrossed
in the work and also the university is to be treated as one of the prestigious universities in not
only the premises of Australia but also the whole of the world (Zeichner, 2012). This should
encourage better student inflow which will make sure that the business of the university is at
topmost level in the world.

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3. Resistance model or approaches to change that is adopted by the Dean of
the Faculty of Engineering, Architecture and Environmental Studies
The department of the Faculty of Engineering, Architecture and Environmental
studies focussed on the various recommendations and meetings that has been propagated by
the meeting of the concerned VC with the authorities to increase the performance standards
of the parties in the course of time. The departmental head Professor Anthony Court made
sure to address all the changes that are being required by the people of the organization to
have a better idea of the working of the organization in association with the new faculty
decisions. The issue adressed by the faculty in making sure that the organizations have the
required amount of work is to maintain the level of transparency in the workings and the
accountability of the work in the required span of time. The new faculty process of the
department is to address the issues like redundancies in the faculty of the staff as well as the
levels of the by over 25% as stated in the meeting and recommendations held by the
authorities of the organizations (Wiering& Van Otterlo, 2012).
3.1 Strengths of the approaches
The strength of the approach lies in the fact that with the introduction of the plan in
the concerned period, the university as well as the concerned department will be able to make
full utilisation of the concerned sources and also to make sure that all the expectations by the
people of the university in terms of the work are being analysed and accessed to make sure
that these regulations by the parties are pivotal to the working of the new set of rules that is
for the benefit of both the university for their application of the grant to the national and
international level. The pivotal strength of the party is to analyse the importance of
performance improvement in the concerned time span.

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The ways in which these kinds of plans are being implemented is to analyse the ways
in which such the opportunities of the concerned time span are being analysed for the same.
The strengths of the process lies in the fact that every aspect of the process is dealt in a good
manner and to be maintained the amount of the processing to be required in university
learning (Cropley, 2014). The process also involves better performance and also makes sure
that the university process are adjusted to process better understanding of the themes in the
concerned time.
3.2 Challenges faced by the dean and the reason for the challenges
There are a number of challenges that has been faced by the professor and the
administration of the department of engineering, environment and architecture in the given
time span. When the idea was proposed to the employees of the organization, they raise a
number of concerns regarding the happening and the ways in which the whole matter should
be conducted by the people of the organization. They had concerns about their security of
jobs and also the ways in which new directions should be implemented in the course of time.
The staffs of the organization did not have any idea about the ways in which the concerned
authorities will be able to handle the situation in the concerned time. The trade union of the
university employees also expressed their level of dissatisfaction to the process which
supported the prevalence of the staff position. The National Employee Standards were also
questioned by the employees of the universities which made the whole matter not as smooth
as it was expected to occur when the concerned time was there. The prevalence of the change
was done for the betterment of the process, however, there were some issues which were left
unsorted that lead to the arousal of the issues among the employees.
3.3 Advice to the dean for successful implementation of the change
There are a number of advices that can be given to the directors of the administration
to make sure that each of the regulations of the organization are to be imposed to make sure

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that the workers are getting their dues fixed. The implementation of the change should be
done in a lucid manner and in accordance to the convenience of everyone. The
implementation of the plan should be made in order to make sure that each of the employees
of the organization have their fair share of the work done and also to address the ways in
which the organization work in relation to the amendments made by the authorities of the
organization. The successful implementation of the plan is always associated with the
techniques that are being implied to have a fair share of the options in the course and also to
have the opinions to be shared by all the employees of the organization. The implementation
of the plan should be in accordance to the needs and consent of all the concerned employees
which is one of the advices that should be given to the dean.
4. Resistance to the vision for the future of Super Star University faced by
the VC and the ways to overcome the same
The resistance that has been faced by the VC of Super Star University in regards to
the vision of the future plan can be termed as the resistance which is aroused because of the
sudden change in the planning and the implementation of the plan in respect to the change in
VC and his plans to make the university better at every aspect. In addition, the resistance to
the vision for the university is to be understood by the employees at all levels to have a better
understanding of the planning that is required at the premises. The sudden change of plans
and implementation of the same is to be adhered to the means to have the better facilities for
the up gradation of the university rules to attract the national and international levels of grants
and follow-ups. The resistance to the vision for the future of the Super Star University can be
rectified by the proper implementation of the plans also taking the opinion of every one when
the decision is to be taken. This will ensure full employee satisfaction and support which will
in turn increase the value of the university.

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5. Conclusion
In conclusion, it can be said that Super Star University has implemented a number of
new policies and measures which have been moderately been accepted by the employees and
have been resented at some points due to the sudden implementation as well as the lack of
engagement of the employees in every course. This had made some kind of disruptions in the
employment of the plan which has been mentioned in the report. The report also had the
recommendations for the better implementation of the plan so that every measure that had
been taken taking the university working into account can be assessed in the course.
6. Recommendations
In the administrative department, a number of recommendations to the strategic changes are
being made including the process to design the process of the faculty as well as to make the
working process of the organization strong and accountable for all the deeds that has been
done by the employees and the associated people of the universities. The various process of
staff benefit included the process of renewing the work for the aged employees on a
voluntary basis. The junction of the two research institutes and change of learning
programme to more effective face to face communication with effective learning
opportunities are to make the effects of learning and communication better in every aspect.
The problems of the modern education system has also been tackled with the implementation
of the partnership between different sections of populations and also to make sure that the
solutions to the problems faced by the university are up to date and made to effectively
communicate the social changes.
The recommendations of the party in order to address the wholesome matter is to
make sure that the university can attract more number of students hailing from various
backgrounds and ethnic origin to have a taste of the education given. For attracting newer

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people in the curriculum, it is important to have new courses and improve the quality of the
education in the course of the study. The improvement of the research and the scores by
means of academic performance is to make sure that the grants provided by the university is
higher the amount than which is generally there in the organizational field.

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7. Reference
Boud, D., &Feletti, G. (2013). The challenge of problem-based learning. Routledge.
Cropley, A. J. (Ed.). (2014). Towards a system of lifelong education: Some practical
considerations (Vol. 7). Elsevier.
Darling-Hammond, L. (2012). Powerful teacher education: Lessons from exemplary
programs. John Wiley & Sons.
Hicks, D. (2012). Performance-based university research funding systems. Research
policy, 41(2), 251-261.
Koester, R. J. (2013). The sustainable university: Progress and prospects.
Mercer, N., & Howe, C. (2012). Explaining the dialogic processes of teaching and learning:
The value and potential of sociocultural theory. Learning, culture and social
interaction, 1(1), 12-21.
Nelson, R. R. (2013). National Innovation Systems: It is. In Regional Innovation And
Global (pp. 19-34). Routledge.
Singer, S., & Smith, K. A. (2013). Discipline‐based education research: Understanding and
improving learning in undergraduate science and engineering. Journal of Engineering
Education, 102(4), 468-471.
Wiering, M., & Van Otterlo, M. (2012). Reinforcement learning. Adaptation, learning, and
optimization, 12, 51.
ZAJDA, A. J. (2013). Globalization and neo-liberalism as educational policy in Australia.
In Neo-liberal Educational Reforms (pp. 182-201). Routledge.