Question:
Discuss about the Managing Change for Peppercorn Dining, Contracting Process.
In the particular case study on Peppercorn Dining, contracting process was conducted by Erica. Erica worked at Peppercorn Dining and knows inside operations of the particular restaurant. There are three consultants named as Roger, Lynn and Erica who has undertaken the project based upon personal relationship (Walshe and Smith 2011). Addition to that, these people have formed successful agreement in continuing with auditing operations at Peppercorn Restaurant. Successful contracting meeting takes place where consultants as well as clients reach in continuation of business operations at the end of the meeting. Consultants have entered as well as reached contract after auditing of Peppercorn Dining.
On critical analysis, it is noticed that data gathering proves enough effectiveness with extreme quantity as well as quality of data by the consultants. Roger, Lynn and Erica make use of quantitative as well as qualitative methods of data collection (Vukotich 2011). It conducts interviews with students who eat at the Peppercorn Dining. It also includes employees as well as management in restaurant and representatives of the parent dining organization at the university. It uses various types of data collection techniques like quantitative techniques and qualitative techniques. It includes questionnaires, interviews as well as focus groups and observations for the same. It needs to use data collection method for reliability as well as consultants should use data for further analysis purpose (Valentine, Mathis and Jackson 2012). It requires looking at the time spent between first meetings with Drew. Consultants drew data collections as well as preparation of questionnaire for data collection. It takes information from the previous employee named as Erica.
Consultant’s data gathering entails for collection of information based upon organizational characteristics. It includes feedback sessions as obtained from personal interviews as well as general observations as made in the facility (Truss, Mankin and Kelliher 2012). It requires deliberative efforts in examining organization records, policies as well as mission statement and regulations. It gains further insights for organizational structure units. Erica was the best consultant in carrying out interviews. She understands the nature of relationships with the employees. It was noticed high likelihood in findings for biased results. It was because of Erica former experience at the diner. Erica past experience in the restaurant proves hindrance in her ability. She needs to remain neutral for collection of data on objective form (Schermerhorn 2011). There were unstructured interviews because employees were asked various sets of questions. Consultants made effort in asking open ended questions as well as employee’s responses in gaining analytical significance. Data collection was therefore inefficient in nature.
As far as entry and contracting process is concerned, it goes on smooth way. Drew expressed his concerns regarding performance of the diner as well as stating clear goals for the same. It helps in gaining increased productivity as well as improved employee morale at the same time. Erica was former employee at Peppercorn Dining Restaurant (Robbins 2011). This is the reason why she has some personal relationships with current employees at Peppercorn Dining Restaurant. It contributes with great deal at the ease as well as speed for negotiation on contract at Peppercorn Dining Restaurant. It includes identification of process for organization culture, informal practices as well as sources of power for the same. Erica was well-versed with the language. She has the ability to solve the problems in and within organization (Reifer 2011). Contacts was presented in the organization and outlines major consultants fees as well as proposed schedule of times and dates. It intends gathering information from the facility managers in an overall manner.
Concepts or models for analyzing data
Analysis of Data Collection
Data are collected by using SPSS tools. Data collected should be analyzed with the help of graphical analysis. It requires using of Excel as well as SPSS tools for analyzing process. Reply of the respondents needs conversion into codes and then entered in the SPSS or excel. It requires cross analysis for data collection analysis (Newton 2011). It uses different statistics for future analysis purpose. It compares averages, mean as well as standard deviation and ANOVA (Analysis of Variance). In case of data analysis, researchers need to select between statistical methods as well as application of desired results. A consultant gathers data by using quantitative as well as qualitative data in an overall manner.
Situation at Peppercorn Dining Restaurant
On critical analysis, it is noticed that Management of Peppercorn receives new dining facilities. It requires in showing good results in operations of the restaurant. It enables management in standing worth investment of university. It announces creation of new dining facility at Peppercorn Restaurant (Mondy and Mondy 2012).
Designing Feedback Session
Plan for Feedback meeting
It includes planning for feedback meeting for compilation of results in designing of graphs. It delivers presentation as well as operational aspects of Peppercorn Dining Restaurant.
Presenting the feedback
It includes results of data collection method for presenting frequencies, mean as well as standard deviation. It requires explanation of aspects as provided by the consultants (Liu, Akram and Bouguettaya 2011).
Outcomes from the meeting
It is important to consider the fact that outcomes from the meetings continue operations with Peppercorn Restaurant. It requires continuation for serving consultants in the most appropriate way. It provides management with reliable information of Peppercorn Dining Restaurant on increased revenues for increasing quality standards in the near future (Lewis, Passmore and Cantore 2011).
Critically analyse change process in Arts faculty and faculty of Engineering, Architecture and Environmental Sciences at SSU
Main Theories
Leadership varies widely from managerial functions in varied ways. Leader is a well-rounded person. They focus on the interests of the shareholders as well as welfare of the community and employees. Leadership is an art for developing with the help of learning as well as constant interaction with parties. It involves personal desires for civilization purpose. Leadership is considered as crucial in nature in change management process as well as integration of various opinions in sides for supporting change in the near future. Most of the theories are presented in addressing the change process for emphasizing on human nature for taking care of the organization. It uses Kurt Lewin model for unfreezing, changing as well as refreezing in holding true in the world (Lewis, Passmore and Cantore 2011). It develops change model involved in three steps. It is simple as well as practical model in understanding of change process. It is the process that entails change for creation of perception for desired behavioural levels. In the unfreezing stage, it gets ready for change. It involves various point of understanding for necessary changes in current comfort zone. It is creation of situation for future analysis purpose. In the next stage, Kurt Lewin emphasizes on transition. It is considers as the inner movement as well as resistance to change at the same time. It is important for considering in form of training, coaching as well as expecting mistakes as process in the most appropriate way. It helps in developing role in own solutions and understanding work in an effective way. Support includes training, coaching as well as expecting mistakes at Super Star University. In third stage, Kurt Lewin explains refreezing stage (Finch 2012). It is all about establishing stability as well as making changes. Changes are accepted in making norms as well as regulations in the most appropriate way. People forms new relationships as well as becomes comfortable in daily lives.
Leadership Style- Impact of leadership style in the change process influences the level of performance. It remains as one of the most consequential influencers for viewing at the employee performance at the same time (Finch 2011). It elucidates some leaders with best intentions in alignment with intension for the same. Leadership traits have the ability in inspiring, motivating as well as engaging the followers in the near future. It makes inspired visions as per normal capabilities in the most appropriate way. Change has frequent phenomenon in today reality world as well as good understanding on manager process for change. Translational change takes place from one state to another (Liu, Akram and Bouguettaya 2011).
Gender Differences- This particular essay focuses on the case for Super Star University. It is one of the largest universities in Australia. It critically analyzes the change process, gender difference as well as leadership style in proper course of action (Dinsmore and Cabanis-Brewin 2011). Addition to that, it includes staff engagement and change intervention tools that occur at Arts faculty of Engineering, Architecture as well as Environmental Sciences at the same time. The main purpose of this assignment is to examine the major sources of resistance for change at Engineering, Architecture as well as Environmental Science.
Change Intervention tools- It finds ways in overcoming faculty staff resistance for change process. It analyzes university case as well as comparison with gender differences as well as approach in both facilities. It overcomes with resistance of changes as well as facility staffs in an overall manner. It views at the gender differences as well as approach in both facilities for overcoming resistance to change (Dessler 2013). It changes faculty staffs as well as recommending appropriate approach for changed process in response with university strategic directions. It uses leading as well as managing change theories as well as tools for analyzing scholarly peered reviewed journals.
Staff engagement- Super Star University needs to focus on staff engagement criteria for assessing rate of success in the near future. It involves professors and enhances transparent communication in the university. It requires extreme level of trust within the professors working at Super Star University (Dessler 2012). They should bring innovative ideas for change management process at Super Star University.
Communication process- Super Star University should conduct effective communication process between professors and Senior Executive Dean. It should be two way communications whereby each member is liable in addressing some issues with proper justification at the same time.
Major sources of resistance for changing at faculty of Engineering, Architecture and Environmental Sciences
Changes mostly occurs losses at faculty of Engineering, Architecture and Environmental Sciences. It mainly revolves around unexpected changes, groups as well as employees at the time of turmoil. Changes take place due to variety of reasons like new staff roles well as increased or decreased funding (Creasey and Hyatt 2012). It ensures acquisition of new technology and new mission for reaching the new members as well as clients. It creates new opportunities and meets with criticism for resistance in change.
Poor Communication
Super Star University aims at bringing changes in the university as it faces problems with poor communication within the teachers. It requires passing along details to team members for understanding all questions as well as complaints for the same. It requires new of changes as well as hierarchical ways for skewed members in ending up received in an inaccurate terms. It ends up receiving second-hand information at Super Star University. Poor communication is main cause towards resistance to change (Cameron and Green 2012). It is necessary to view at the poor communication prevailing in Super Star University for attainment of goals and objectives at Super Star University.
Self Interest
It is important to consider the fact that ego interferes in viewing at the ability for changed process. It aims at maintaining status quo for advancement of own personal agendas at Super Star University (Byars and Rue 2011). Self-interest is another cause for resistance to change for the same.
Feeling Excluded
Super Star University needs soliciting advanced inputs as well as ensuring opportunities for voicing ideas and opinions. Professors mostly exclude themselves in the decision-making process at Super Star University (Bourne and Bourne 2012).
Lack of Trust
Trust is an important factor in running universities like Super Star University. Teachers as well as professors should feel comfortable in working in the university. It often leads to lack of trust between them for key decision makers. It is difficult for them to accept with new organization changes at the same time. It describes changes from some negative underlying reasons for assuming losing of jobs (Beerel 2012).
Skills and Training Dearth
Changes require essential mastering over new skills at Super Star University. It comes from undertaking new technologies at Super Star University. Super Star University prevents offering education as well as training at the same time.
As an Executive faculty Dean at Super Star University, it is recommended in bringing changes in the university for achieving success in the near future. It is advisable in bringing changes from the beginning of the project. Resistance is considered as the normal human reactions at time of bringing changes at Super Star University. It is important to understand the fact that change management acts as a tool for managing resistance. It needs active participation of professors and teachers working at Super Star University. Capturing as well as leveraging passion and positive emotions leads to change adaptability in an overall manner. It is advisable for utilizing structured change management at the time of project initiation in the most appropriate way. It needs commenting on the fraction of resistance as well as experienced faculty members and professors. Participants cite ways for bringing resistance to change in solid change management as well as principles. It is advisable in utilizing structured change management approach right from the project initiation. It should engage experienced professors for sponsoring the changes as and when required. It needs to recruit support from management including teachers as well as professors for change avocations. It requires communicating needs for change management as well as impact of employees for providing benefits of employees in the near future.
Super Star University plans for changes for adapting surroundings. It needs enlisting of employees for bringing constant changes in the near future (Valentine, Mathis and Jackson 2012). Changes often threaten organizational culture at Super Star University. It describes the mission statement as well as core values of work environment in the most appropriate way. Professors need to gain sense of group identity as well as belonging from organizational culture at the same time. It needs to undertake professional as well as personal stakes in bringing changes. It helps managers in beginning with understanding resistance of change as far as possible. It is advisable to engage in managing professors for bringing prime change events. It trains managing with change and feedback evaluated for forward change in the near future. Communication is important for employees as well as full disclosure in security for bringing resistance to change. It is advisable to conduct strict laws as well as regulations so that people gets ready for abiding it as far as possible. Executive Dean should have influential personality at Super Star University. It will help in bringing changes in the most appropriate way (Truss, Mankin and Kelliher 2012). Dean should have helping and coordinating attitudes towards their staff members working at Super Star University.
Reference List
Beerel, A. (2012). Leadership and change management. Los Angeles: SAGE.
Bourne, M. and Bourne, P. (2012). Successful change management in a week. London: Hodder Education.
Byars, L. and Rue, L. (2011). Human resource management. New York: McGraw-Hill/Irwin.
Cameron, E. and Green, M. (2012). Making sense of change management. London: Kogan Page.
Creasey, T. and Hyatt, J. (2012). Best practices in change management — 2012 edition. [Loveland, CO]: Prosci.
Dessler, G. (2012). Human resource management.
Dessler, G. (2013). Human resource management. Boston: Prentice Hall.
Dinsmore, P. and Cabanis-Brewin, J. (2011). The AMA handbook of project management. New York: American Management Association.
Finch, E. (2011). Facilities Change Management. Hoboken: John Wiley & Sons.
Finch, E. (2012). Facilities change management. Chichester, West Sussex, UK: Blackwell.
Lewis, S., Passmore, J. and Cantore, S. (2011). Appreciative inquiry for change management. London: Kogan Page.
Liu, X., Akram, S. and Bouguettaya, A. (2011). Change management for semantic web services. New York: Springer.
Mondy, R. and Mondy, J. (2012). Human resource management. Boston: Prentice Hall.
Newton, R. (2011). Financial Times briefing on change management. Harlow, England: Financial Times Prentice Hall Pearson.
Reifer, D. (2011). Software change management. Redmond, Wash.: Microsoft Press.
Robbins, S. (2011). Management. Frenchs Forest, N.S.W.: Pearson Australia.
Schermerhorn, J. (2011). Management. Milton, Qld.: John Wiley.
Truss, C., Mankin, D. and Kelliher, C. (2012). Strategic human resource management. Oxford: Oxford University Press.
Valentine, S., Mathis, R. and Jackson, J. (2012). Human resource management.
Vukotich, G. (2011). 10 steps to successful change management. Alexandria, Va.: ASTD Press.
Walshe, K. and Smith, J. (2011). Healthcare management. Maidenhead, Berkshire, England: McGraw Hill/Open University Press.
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