Organizational Development & Change Case Study Module 17

Name : Sameera Dedduwage T/PQ/63/53/43

Index No: 25th August 2013

ACKNOWLEDGEMENT

The success and final outcome of this Case Study required a lot of guidance and assistance from the lectures of IPM We would like to express our special thank of gratitude to our module lecturer Mr. Meditha Karunatillaka as well as Mr. G.Weerathunga for providing necessary information, which help me in completion of this case study.. My thanks and appreciations go to my colleagues who have helped me out with their abilities.

Executive Summary

Basically, This is undertaken to elaborate the lessons which were learned regarding to Organizational Development & Change. OD Principles, Models, Process, Methods & essential characteristics of OD Needs, process & Implementation will be discussed.

Role of changed agent, the factors & challengers which could be undertaken as change agent, will be discussed. At the time of OD Process is going on Behavior of the Owners. Management, Employee will be elaborate with appropriate information. OD Models which are used to change the organization in systematic way will be studied & implemented for the carry out the case study. One of the OD Model will discuss under this assignment & it will include all the details of the that particular model for understanding the practically usage of above mentioned concept besides that Special characteristics & features of the selected model will be elaborated and also hope to discuss the practical usage of the selected model by analyzing reagent case

CONTENT

Acknowledgement Executive Summary Content Explore the challengers that faced Morgon Smith at the Concord Book Shop.

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What explanation can you offer for the high level of employee resistance that emerged from the changers Critically discuss the change management effort at the CONCORD , Booksshop by using a change management model . References

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1. Explore the challengers that faced Morgon Smith at the Concord Book Shop.

Morgon Smith took the wheel to change the organization to take the competitive advantage in the business market but at the time of this change was happening , he ought to have consider resistance of Employees & Supplier as result of above mentioned statement. Morgon Smith should have involved with changing mind set & the behavior of the Employees & Supplier for the change but at that he couldnt capture the above mentioned Function as result of that he had to face so many challengers. 1. Employee resistance At the time of change, there was a huge resistance due to several reasons therefore Morgon Smith had to face the challengers as mentioned in below. 1. Building the new culture which will comply with proposed changes within the organization. Existing culture of the organization may be barrio for implementing changers, because rolls, responsibility & relationship will be changed, as a result of that, obviously behaviors of the employees will be automatically changed. Behavioral changes will drive to culture changers therefore Morgon Smith should have some action plane to manage the cultural changers within the organization and also managing culture changers will be a big challenge.

2. Settle down the functional orientation. Due to OD implementation Functions of the some employees has been changed therefore Morgon Smith to assess the all functions within the organization and also align the right people at the right place at the right time 3. Assign responsibility & Delegating authority to the employees through organization Structure. When the OD Process is carrying out for the Concords books store, Morgon Smith Has to consider about the organization structure & Its positions because if one position or one dept power or authority is overlap by another position or another dept , OD Process will be end up with as failure.

2. What explanation can you offer for the high level of employee resistance that emerged from the changers In the normal scenario ver body do not like to face the change instead of that they love to do the usual things which are practiced in pas because they are comfortable with it according to above reason, employee will show the high level of resistance for changers. Those resistances are occurred in several ways as mentioned as below: Because of personalities and activities of various employees Because of employees and the requirements of their tasks Because of the tasks and the culture of the organization Because of culture and the intended culture of the organization Because of strategy of the organization and its external environment personalities and activities of various employees When there is an announcement of OD, Majority of employee are looking for the benefits which can be received from the company. Out of total population 10% of employee totally disagree with the OD process & will try to the Dirty things within the organization. Majority of employee will look the changers with ego. Majority of rest of the employee in middle & only few people will comply with the new changers. employees and the requirements of their tasks If the employees have better understanding about the impotency of the them self & their task, they will have the high demand and also they will not be ready to accept new tasks which will be threat to their job security. Concord bookshop case is a good Example for it. When the surprise announcement had announced, they needed to talk with board of directors about their jobs. Although Announcement said that there is no laid off or Salary cut, they still bother about the demand & value of their jobs. the tasks and the culture of the organization the most of the employees of Concord bookshops are lifelong employee therefore there is Strong relationship among them not only same level but also top to bottom. Long term relationship will create the statistic formal & informal groups within the organization. Due to above scenario organization culture depend on the behavior of the those formal & Informal groups . this kind of peoples who are form same generation with similar ideas & Needs, will be able to create high resistance of the changer which will potential to badly impact on their job life.

strategy of the organization and its external environment Regarding to this case Concord book shop is going to change their strategies but Way of undertaking these changers & why theses thing are doing, answerers of the above statement were not properly communicated to the employee. that is why management of the concord book shops management had to face the huge employee resistant. According to the case study, Concord book shop did not involve cognitively in PESTEL analyses therefore Concord book shop was unable to change & upgrade their process time to time for dealing with up to date technology to get the competitive advantage in the business market. at the Under critical situation concord shop management had to do all the changers suddenly but employees who are working in the shop, are not ready accept those challengers , they will come up with so many questions and interrupting OD Process.

3. Critically discuss the change management effort at the CONCORD , Booksshop by using a change management model . After thoroughly going through this case, It was decided that Kurt lewins process model will more effectively applicable for carry Out OD Process as a corrective action because CONCORD Bookshop Case mainly based on behavioral . KURT LEWINS CHANGE THEORY Consists of three distinct and vital stages: Unfreezing Moving to a new level or Changing Refreezing

Unfreezing

The announcement of new goals superior service to high - end customers at Grand Union, enhanced financial discipline at the Concord Bookshop, improved performance, and the sensible and rational those goals might be, would not alter patterns of behavior. What is needed, Lewin argued, is a kind of deliberate emotional stir-up, a powerful intervention designed to open the shell of complacency and unfreeze the existent. To be effective, a change leaders initial task is to create what Lewin called unfreezing. The emotional stir-up that Lewin pointed to will not occur simply by hearing disconfirming information by the way We can ignore the information, dismiss it as irrelevant, blame the undesired outcome on others or fate. The resisting managers at the Concord Bookshop, remember, denied the validity of the presidents claim that financial performance had never been worse. To truly unfreeze behavior, Schein adds, we must accept the information and connect it to something we care about because bookshop employees did not accept the validity of the owners dire financial analysis, they resisted to be changed. Moving The second stage of Lewins model involves moving, whereby members of the group move from one set of behaviors to another. Those new behaviors, in Lewins view, must become permanent, for at least a desired period of time. Refreezing That is the refreezing stage where a newly create trend which is made relatively secure against change. Refreezing is the stage, writes Beer for social system components become congruent with, and thus support, intended change in one or more components.

General Comment recognition that the most effective way to manage behavioral change among individual members of a group is to work first on changing the groups norms, then focus on individual behaviors. If one succeeds in changing group standards, this same force field will tend to facilitate changing the individual and will tend to stabilize the individual conduct on the new group level.8 Lewin urged a kind of implementation sequence. To create sustainable behavioral change, organizational leaders need to work both on the individual and the contextual level. There is far greater leverage to be gained, however from first working at the contextual level. The positive social values created by the new equilibrium will motivate individuals to adapt to the new norms. If, instead, leaders first focus on the individual level, they risk undermining their best intentions. No matter how much impact they have on changing the expectations and behaviors of individuals, those new expectations and behaviors will not endure as long as the old equilibrium continues to exert a powerful and attractive force.

References
http://wps.pearsoncustom.com/wps/media/objects/6785/7161431/MGT320_Ch04.pdf http://www.bovey.com.au/files/rcap.pdf http://www.authorstream.com/Presentation/deepak_1989-1341525-kurt-lewin/

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