Organizational Change Management For B.R. Richardson Timber

Issues in the organization

Discuss about the Organizational Change Management for B. R. Richardson Timber.

Organizational development refers to the organizational change and the performance of the same in terms of the success. The organizational change is the process that takes place from the various aspects. The implementation of the organizational change must be implemented from the upper level towards the lower level (Cameron & Green, 2015). The need o the organizational change and the development are required because of some issues that affect the production and the overall operation of the organization. The prevalence and the intensity of the issues indicate the need of the change and development in the organization as well as the lack of competencies in the management (Hayes, 2014). The chosen organization requires the change in terms of the structure and the process of the organization. There change management issues leads to the needs of the organizational development. However, any issues related to the change management can emerge from internal problems as well as external problem. The chosen organization present the issues related internal problems that have emerged from the management structure and the in competencies by the authoritative personnel in the organization. The following portion of the report presents the case study of the change management and the interventions of the same.

A deep and thorough sneak peek into the B. R. Richardson Timber Products Corporation presents some issues that are prevalent in the organization and somehow or other are affecting the business process. Not the only the business process in influenced by the issues, but also the people, structure and overall operations are equally affected by the same (Goetsch & Davis, 2014). The predominant issues are:

Communication seems to be one of the major issues in the organization. The communication is affecting the process as well as the people of the organization. The lack of proper and effective communication is leading to anther problems like the payesms issue, overtime issues and others. The communication regarding the change and the development needs to be proper in all the level of the organization in order to the proper execution and the implementation of the change development (Coombs, 2014).

It is evident from the case study that the employees are not satisfied with their job. The case study presents data in regards to the employees’ complaint about the job and the management. It is found that the supervision of the organization regarding the job satisfaction vague and that the employees are not happy with the management as well as the organization (Cummings & Worley, 2014).

Available Interventions in the Organization

The employee turnover is the issue related to the previous one. The employees due to the lower job satisfaction are tending to leave the organization. In fact, the turnover rate higher than the last year. The lack of communication, poor management structure is also some of the reasons for the employee turnover (Fugate, Prussia & Kinicki, 2012). This is not only affecting the human resources of the company but also is affecting the reputation of the organization among the staffs.

The case study is a fine example of the poor maintenance of the health and safety standard in the organization for the staffs. The management of the organization does not follow the policies of the employee’s health and safety in the workplace. There are employees in the organization with broken fingers, back pain and other physical disabilities that are the result of the accidents in the workplace. The management of the firm seems to be careless about the issue. This is creating a negative impact in the staffs as well as negative indication to the organizational structure.

The intervention denotes the planned and the organized activities in a firm that aims to bring the change in the organization. Intervention entails the intended activities by the external consultants of the organization for the change development (Michie & Johnston, 2012). The intervention available in organization acne also is helpful in this regard for delivering the change development. Strategic intervention is the major that is needed presently in the organization. The strategic intervention will help the management as well as the entire organization for the better performance. In addition, this will also help the in implementing the change development properly.

Another intervention that is available in organization is the confronting meeting. The confronting meeting will help the organization to have a conversation between the management and the employees regarding the issues faced by the employees in the workplace (Free et al., 2013).  The management of the organization will understand, realize and be able to identify the issues and present in the organization and affecting the organizational structure and operations (Cameron & Green, 2015). This will also make the management understand the need and requirement of the organizational change development process in the organization. These two interventions are related to the change development of the organization as well as these are already available in the organization, which will definitely make the process easy for the management as well as for the consultants.

Select one intervention and explain why this strategy is the most appropriate to implement for ensuring organizational transformation

There were various issues that had been faced by the business organization B.R. Richardson Timber Products Corporation such as lack of communication, supervision, scheduling of production, etc. The interventions could help in combining the various components of the program and strategies to manage changes in behaviors as well as improve the health and safety of individuals who have been working within the organization. The interventions include educational programs, better implementation of policies and procedures, improvements if the environment or even promoting a health promotion campaign for managing health and safety of the workers (Contrafatto & Burns, 2013). The interventions that consist of multiple strategies are the most effective and reliable for delivering the most probable changes and improvements for the organization. This could also bring long lasting changes as well as produce the desired positive outcomes by ensuring that the company sustains changes within the business environment with ease and effectiveness (Grant, 2014).

The interventions have been applied here to make sure that it can be reached to a large group of audience through various ways or approaches and a proper lamination plant will be set up at B.R. Richardson Timber Products Corporation. The most important intervention could be the introduction of educational programs, which would be able to work as a motivation course for involving the workers and ensure that the issues were identified and resolved within quick time. Based on the inspection plan, it had been understood that the plant that was developed earlier within the workplace was very noisy, there were glue drippings along with dust everywhere and even the aisles disappeared in the tools and piles of the plant (Hayes, 2014). Thus, it could be seen that the plant was not clean and rather the employees were also paid less, there had been health and safety related problems, which made the implementation plan ineffective (Free et al., 2013). The employees were not paid the right amounts of wages and even their health and safety aspects were hindered. The interventions are useful for influencing the knowledge, attitudes, beliefs and skills of individuals and increase the social support as well. This would not only create a supportive environment where all the staffs would work in coordination and as a team to ensure that, the implementation plan for the lamination plant could be successful and noteworthy (Johnson et al., 2013).  

The interventions could include various programmatic activities that could enable changes within the organization and furthermore facilitate the change management process within B.R. Richardson Timber Products Corporation. As a consultant, it would be important to manage intervention through collaboration between the clients and consultants on a consistent manner.  The team building intervention is related to the management of people and processes within the organization and it can enable transformation as a whole. It would be easy to accomplish the goals and objectives according to the organizational vision and strategy and improve the organization’s culture too (Lozano, Ceulemans & Seatter, 2015). The team building intervention could help in managing the people and business processes by focusing on various groups based on their roles such as superior, subordinates and colleagues. This would allow them to learn and gain more knowledge about how to improve the organizational structure and improve the areas of accomplishing tasks, manage team relationships and organizational processes too (Millar, Hind & Magala, 2012).

Intergroup intervention is also associated with the people and processes and it can help the workers to coordinate tasks and accomplish the desired goals and objectives. Though, this kind of intervention allows team members to work in coordination and manage the business processes effectively, still there can be conflicts among them, which will lower their morale and productivity as well. This kind of intervention allows for increasing the communication among the people and find out ways of achieving the desired goal with ease (Nordin et al., 2012). The people must be trained for improving their skills and enable them to perform to their potential while managing the installation of lamination plant. This would further help in managing the business processes efficiently and ensure that the leaders of B.R. Richardson Timber Products Corporation in Australia properly clarify the roles and responsibilities to the members of the team through motivation and encouragement (Waddell et al., 2013). Therefore among the various interventions, the team building and intergroup interventions are the most appropriate for ensuring successful transformation of the organisation.

There are various actions that are undertaken to implement the effective organizational change management strategy and these have been illustrated here in this report. Developing a set of clear organizational goals and objectives is essential for making the individuals working within the organization know about how to implement the lamination plant. A proper and realistic time scope should be developed for ensuring that the implementation would be done within the allocated time. Management of informed awareness for involving the employees or staffs and develop commitment among them (Contrafatto & Burns, 2013). Selecting the most appropriate system for enabling participation of the staffs is important and it is necessary to support the major power groups for transforming the organization as well. The daily business operations and processes are integrated and have been aligned with the organizational goals and objectives for ensuring successful transfer and diffusion. This would facilitate the innovations of business processes along with relevant changes at B.R. Richardson Timber Products Corporation in Australia. As the most appropriate intervention is related to the major aspects of people and business processes, so a third party peacemaker shall be involved to focus on the interpersonal conflicts and manage ethical cooperation and competition among the people working there (Grant, 2014). Training should be provided as well to yield the better learning about own self, interpersonal relationships and group dynamics too. This would promote effective teamwork and coordination among the workers as well as ensure that the intervention plan could be effective for implementing the organizational change management strategy successfully (Lozano, Ceulemans & Seatter, 2015).

Conclusion:

It is evident from the above discourse that the change management and the change development is related and linked with each other in terms of the organizational development.  This is certain that the implementation of the lamination plant will emerge more issue; therefore, the present issues in the organization must be solved with urgent priorities. Several interventions are given in the report for resolving the change management issues in the organization. Some of the interventions are already present in the organization and some of them are recommended. The intervention in the organization will help developing the strategic planning as well as the organizational structure for the required change development. This intervention will ultimately help the organization reduce the issues like employee turnover, lack of communication and others. However, only the intervention cannot individually resolve the issue, the cooperation is also needed from the every level of the organization.

References:

Contrafatto, M., & Burns, J. (2013). Social and environmental accounting, organisational change and management accounting: A processual view. Management Accounting Research, 24(4), 349-365.

Grant, A. M. (2014). The efficacy of executive coaching in times of organisational change. Journal of Change Management, 14(2), 258-280.

Hayes, J. (2014). The theory and practice of change management. Palgrave Macmillan.

Johnson, G., Whittington, R., Scholes, K., Angwin, D., & Regnér, P. (2013). Exploring strategy text & cases (Vol. 10). Pearson.

Lozano, R., Ceulemans, K., & Seatter, C. S. (2015). Teaching organisational change management for sustainability: designing and delivering a course at the University of Leeds to better prepare future sustainability change agents. Journal of Cleaner Production, 106, 205-215.

Millar, C., Hind, P., & Magala, S. (2012). Sustainability and the need for change: organisational change and transformational vision. Journal of Organizational Change Management, 25(4), 489-500.

Nordin, N., Deros, B. M., Wahab, D. A., & Rahman, M. N. A. (2012). A framework for organisational change management in lean manufacturing implementation. International Journal of Services and Operations Management, 12(1), 101-117.

Waddell, D., Creed, A., Cummings, T. G., & Worley, C. (2013). Organisational change: Development and transformation. Cengage Learning.

Hayes, J. (2014). The theory and practice of change management. Palgrave Macmillan.

Cameron, E., & Green, M. (2015). Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers.

Free, C., Phillips, G., Galli, L., Watson, L., Felix, L., Edwards, P., … & Haines, A. (2013). The effectiveness of mobile-health technology-based health behaviour change or disease management interventions for health care consumers: a systematic review. PLoS medicine, 10(1), e1001362.

Michie, S., & Johnston, M. (2012). Theories and techniques of behaviour change: Developing a cumulative science of behaviour change.

Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence. Upper Saddle River, NJ: pearson.

Coombs, W. T. (2014). Ongoing crisis communication: Planning, managing, and responding. Sage Publications.

Fugate, M., Prussia, G. E., & Kinicki, A. J. (2012). Managing employee withdrawal during organizational change: The role of threat appraisal. Journal of Management, 38(3), 890-914.

Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage learning.