Organisational Change Management Framework And Implementation: Case Study Of Oxfam International

Background of the Case Study

Discuss about the Change Management Of Oxfam International.

Organisational change management framework is formulated to manage the effects derived from the emergence of new business practices. The change management takes place even when the business management decides to make the changes in the organisational structure or culture. The systematic approach of change management turns out to be much beneficial when the organisation concentrate on developing a new learning atmosphere for the associated members (Khan 25). The study highlights the case scenario of Oxfam International, which is undertaking the change management process. The study would identify the need for change by analyzing the situation. The description of the consequence would provide the insight about the significance of undertaking change management process. The clear elaboration of the change management process with a systematic schedule would be presented in this study.

The case scenario highlights that the male staffs of Oxfam International were accused of sexual misconduct. Ronald, Van Hauwermeiren, the CEO of the company was alleged to have used the prostitutes in a villa, which was rented for him. The scandal affected the organisational reputation due to which the immediate internal investigation was launched (Browne et al. 1020)The previous organisational structure of Oxfam International highlights that the Chief Executive Officer had the control over the different department of the company. However, when the CEO himself was alleged for such scandal, the organisation decided to undertake the change management process (Morris 91). The modifications in the code of conduct would help the organisation to gain back the lost reputation. It may even help in gaining balance in the falling revenue after this sexual scandal.

The diagnostic report presented by Woodruff, an American army doctor indicates that those men were suffering from a psychological illness called “tropical neurasthenia”. The excessive burden of the civilizing work in a place where they required dealing with uncivilized people, humidity and heat was the major reason for such psychological barrier (Matti 626). The colonial officers were even deprived of their major distractions, such as “ball-room dancing” and “five-o’ clock teas”. Therefore, they were tempted to have sex with natives. However, this scenario has created long term damage for the company due to which the company has been facing the negative consequences as well (Lozano 168). The reputational damage affects directly to the business profits and prevents long term sustainability. The allegations and the sex scandal have created the negative impact on the internal scenario of the organisation as well.

Diagnostic Report

Oxfam, which has achieved the leading position among all other UK charities, has been in headlines due to the allegations on the staffs who hired prostitutes during their work overseas.  It was alleged that the staffs used prostitutes and some of them were even underage. The male staffs were also accused for the sexual misconduct (Shiri 56). In fact, the direction of Haiti Operations was alleged to use the prostitutes at the villa. As a consequence of the report published in 2011, four staffs were dismissed and three members including the operation direct, Mr. Van Hauwermeiren were allowed to resign from their posts. Later, Penny Lawrence, the Chief Executive also resigned from her post due to the continuous sex scandals. The long term reputational damage affected the profitable parameter of the company.

The scenario reflects the repeated allegations that affected the internal environment in a recognizable way. The company requires undertaking the initiative of change management sooner to protect from permanent damage of the organisational reputations. McKinsey’s 7s model helps in creating a new approach to the business. The model specifically focuses on strategy, systems, structure, style, shared values, skills, and staffs. The company is now focusing on undertaking the change management scenario that would require the changes in these aspects (Ravanfar 36). As per the current scenario, the major focus of the company is to promote awareness about the changes that can save the reputational damage. The company requires concentrating on the changes of the strategy and creating the learning environment. The changes that are needed to be implemented according to the theory are stated below:

• Strategy: The appropriate strategic move helps in creating the future insights for the company that would ensure the long term benefits. The modification in the work schedule would be much helpful in such context.
• Systems: It is essential to analyze the system prior to undertake any change. The analysis of the internal work procedures and code of conducts require amendments while developing concerns for the future (Dasgupta, Soham, and William 2630). The observation of the changes in the core management practices would help in developing the internal atmosphere.
• Structure: The changes in the organisational structure would alter the roles of the associated members. The responsibilities towards the different department of the organisation structure would change the internal environment (Guenzi, Paolo, and Kaj 84). Therefore, the new insights towards organisational development would be ensured.
• Style: The management and leadership style should be modified when there are the requirements of the organisational change management. For example, when the company is recruiting people from diverse background, it is necessary to provide the knowledge about the ethical code of conduct to avoid future scandalous situation (Guenzi, Paolo, and Kaj 84). Even the company has terminated the staffs involved in this scandal whereas the associated chief officers were allowed to put their resignation.
• Shared Values: Observing the shared value of the organisation includes the core values of the company and the organisational culture. It is necessary to identify the organisational values before undertaking any change management initiative (Garcia 2). In this scenario, Oxfam needs to identify the requirement of the changes and set the objectives.
• Skill: It is important to identify the skills of the associated staffs. Most importantly, the staffs need to maintain the code of conduct and ethical parameter. A skilled employee maintains the responsibility of the job. Hence, Oxfam needs to develop the employee skills are necessary for the company to protect from reputational damage.
• Staffs: The staffs are the major part of the organisation that helps in developing the strengthened and sustainable position (Ravanfar and Mohammad 45). The organisation thus requires select and recruit the most suitable people that can perform their responsibility well and achieve the organisational goals.

The application of this theory would help Oxfam International to bring changes and regain the trust and reliability for the long term sustainability. However, the continuous monitoring and keeping track of the activities would help the company to make the considerable progress and protect from reputational damage.

The scenario reflects the reason for such sex scandal faced by Oxfam. It is notable that the staffs that were alleged to use the prostitutes were undergoing some of the psychological barriers since they had to deal with humid weather, uncivilized atmosphere, long working hours, and deprived from refreshments. The company thus requires identify the most suitable method to provide more flexibility in the work schedule that would work as the helpful motivational aspect. Maintaining the flexible working hours would help these staffs to maintain their work life balance that would satisfy their mental status. On the other hand, if the company can merge with the local charity organisations when they are planning to expand the business in the overseas countries, it would be much helpful. The company then can hire the local people as their employees who can take the responsibility of performing the scheduled functions and are habituated with the weather as well as the atmosphere. Hiring the natives help in understanding the local people in a better way. Another change is required during the selection and recruitment process. The company needs to hire employees with high morale and ensure that they can maintain the ethical parameter while working within the organisation. Another most important change should be brought to the structure where the work functions would be divided among the higher authority. Therefore, the CEO would not be the only responsible person to undertake the organisational decisions. The changes n the hierarchy would help the company to maintain a systematic work process in a significant way.

Scope of the Study

The first and foremost method of initiating changes is to communicate with the internal employees in a transparent way. It is much necessary to develop the understanding regarding the code of conduct. Moreover, the human resource management requires concentrating on recruiting people with high morale and responsibility concerns. The effective skills of the employees would be necessary for the creating the high end work functionalities. Furthermore, in order to provide the support to the uncivilized people in other country, the company can develop joint venture with the local charitable organisation. Therefore, the company would receive the adequate support from the local human resources that would be able to deal with the scenario more significantly. On the other hand, the company would be able to share the capital resources for the better profit in the future and develop more useful infrastructure.  Moreover, the company can even motivate the employees with the more flexible approaches.

One of the most helpful methods of approaching the changes that are needed to be implemented within the company is to establish the transparent communication. Arranging a meeting for communicating the changes and providing the suitable training session would be much helpful in such context. All level of employees would attend this event meeting where the recent crisis would be discussed and the message for need of change would be conveyed. As the theory indicates the development of major components for bringing changes to the organisation, it is essential for the higher authority and the corporate governance team to develop a sequential plan. Addressing the underlying issues to the members, the authority would decide the major implications that are needed to be undertaken in the future. It would contain the proper training and induction session for all the employees to develop their understanding of the business code of ethics and shared values. Accordingly, the company would generate the sense of responsibility among the staffs that are responsible enough to meet the professional objectives.

The scheduled activities would be developed by maintaining a proper timeframe, which is presented further:

Main activities	Week 1 to 2	Week 3 to 4	Week 5 to 6th	Week 7th to 8th	Week 9th to 10th
Arranging meeting to convey the message regarding need for change	ü
Arrangements for the training session and discussion session regarding the code of conduct	ü	ü
Framing layout of the activities		ü
Gathering supports and necessary resources		ü	ü	ü
Circulating internal survey for assessing feedback			ü	ü
Identifying the area of change in the work schedule and working hours				ü	ü
Developing more flexibility and measure the progress					ü
Employee feedback					ü

Table 1: Timeframe

(Source: Created by the Author)

The change initiated for bringing changes to the ethical code of conduct within the organisation. It is essential for the company to make the people more motivated that would hem them in becoming more responsible. Their high morale would prevent in creating the reputational damage. The induction session and the training arrangements would establish the clear communication to address the current issues. Maintaining the flexible working hours would help these staffs to maintain their work life balance that would satisfy their mental status. The modifications in the code of conduct would help the organisation to gain back the lost reputation. On the other hand, the company would be able to extend their international presence with more employee strength. The effective skills of the employees would be necessary for the creating the high end work functionalities. Furthermore, in order to provide the support to the uncivilized people in other country, the company can develop joint venture with the local charitable organisation. In fact, the company would be able to fix the reputational damage bby establishing the ethical work structure.

References

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