Planning the Organizational Change for the Dryburgh Footwear Company - Case Study Example

Running Head: CHANGE MANAGEMENT ASSIGNMENT CHANGE MANAGEMENT ASSIGNMENT Name of Student Name of Course Course Instructor Date TABLE OF CONTENTS Role within the Structure & Justification 3 The Detective 3 The Advocate 3 The Counselor 4 The Facilitator 4 The Mediator 4 The Expert 5 The Law 5 Identification of the Issues and Option reflecting the need for Change 5 Discussion of Working as Change Agent 7 Planned Timetable 9 Creation of Readiness at more than one level 10 References 11 CHANGE MANAGEMENT ASSIGNMENT Role within the Structure & Justification My role within the organization would be the role of a change agent. I will work for planning the organizational change for the Dryburgh Footwear Company. My role at the organization would take different forms at the company, which are described briefly below[Aub15]: The Detective Actualizing change is occasionally as direct as executing evident exercises. Managing individuals' practices and states of mind for the most part requires burrowing beneath the surface to comprehend the flow of the relationship Change specialists search for hints that give away what is truly keeping change from happening, so they can decide the means destined to expel impediments and achieve an achievement[Bra05]. The Detective is perceptive and diagnostic and therefore, I would first diagnose and detect the problems of the employees at the Dryburgh Footwear Company and the formulate a change management plans. The Advocate Each hierarchical change needs somebody who talks up for it and keeps consideration on it. Change agents pick up support for the activity and draw in individuals to take an interest. They additionally continue pounding the drum of progress when every other person is occupied with different tasks[Bur04]. The Advocate is vocal and tireless and therefore, I would look into the tasks, workload, concerns related to the work and the pressures on the employees and then design strategies for resolving those issues within the change management plan. The Counselor Change happens when people modify their own attitudes, practices and states of mind. Individuals encounter differed feelings as their feeling of steadiness is expelled. As a rule, they are required to make dangers and stride outside their customary ranges of familiarity. As a change agent, I will comprehend the individual ramifications of individuals included, so that they can feel better about rolling out the improvements[Cum09]. The Counselor listens and energizes and this will be my power of implementing the change. The Facilitator One of the key tasks of a change specialist is discovering approaches to individuals change. Change specialists illuminate the change and make it less demanding to perform. As a facilitator, I will outline frameworks, tasks, structures, and procedures to empower individuals to prevail as they experience change. As a Facilitator I will be creative and inventive[Bra05]. The Mediator Diverse gatherings and people experiencing change in an association regularly have restricting needs. Change specialists oversee struggle by helping diverse groups see the circumstance from the other's perspective, and by discovering shared objectives[Aub15]. Therefore, I will work to enhance understanding and diminish contact between different groups of the employees at Dryburgh Footwear Company so that they can team up to actualize the change. The Mediator is a peacemaker. The Expert Change managers depend on their mastery to construct their power inside the organization. By sharing learning, they show that they can depend upon go-to people in the correct bearing. Here and there, information exchange happens straightforwardly through preparation; however, it additionally happens each day in gatherings and discussions. The Expert is certain and educated and I will educate all the employees about why change is important. The Law As a change agent, I will guarantee that there are objectives, targets, and due dates for the venture. At that point, I will keep individuals on track to accomplish them. I will discover approaches to consider individuals responsible, and ensure that suitable prizes – or disciplines – are passed out as important. Identification of the Issues and Option reflecting the need for Change There are a number of issues, which needs to be changed and managed so that their symptoms are also removed from the organization. The footwear industry is always marked as a competitive industry with lower profits however; the organization needs to satisfy its workforce to manage the change. The main issues at the Dryburgh Footwear Company are described below: The employee turnover rate and the employee absenteeism rate have been increasing rapidly. The employee turnover rate has been more than 100% in one year. The employee productivity was low because of less experienced replacements and lost production. There were adverse morale effects on the employees because of the rework, reduced quality, disruption to the workflows, less supervision time and additional training. Greg Jackson, the general manager was not concerned with the high turnover rate and absenteeism at the company and he considered it part of the industry norms. The root cause of all the above symptoms was the autocratic leadership style of the management due to which the employees refrained from raising their voice over their concerns. The employees were not happy with the bonus system because they were shifted frequently from one job to another. The machine maintenance was also poor and the employees always complained about it but the management did not take any action to resolve it. Employees thought that the management viewed them as a cost number to b minimized. The supervisors were busy in resolving the production issues rather than training the employees. JIT was still operated in a small area of the factory. These are important issues and they should be handled immediately by Brown and the management as soon as possible. First, Brown needs to address both of the associates why there is a need to implement new bonus system throughout the organization and highlight all the current issues and problems that are being faced by the employees... Second, Brown should explain them would could be the consequences for the company competing in a production industry if the process evaluation methods are not changed. The change could also be managed based on the Lewin’s 3-step change process[Bur04]. First the company should unfreeze the change by changing the previous method of doing work, second the new methods of work, communication strategies and onus systems should be implemented and then refreezing should be done by reinforcing the change with rewards and actual results as compared to past. These all actions would satisfy and motivate the employees to accept the change and work hard for its successful implementation. Discussion of Working as Change Agent I would work as a change agent and implement the following things as part of the change plan: First, of all the parameters should be decided regarding when a specific mistake is made and when a mistake is not made. For instance, if there is a mistake in using wrong material quantity then supervisors should explain that mistake and not scold the employees. The management of the company needs to provide incentives to those performing well and penalize those that and underperforming. I being a change agent would implement a bonus system which would be performance based or on a piece meal basis. Each employee would be responsible for working only in one area of the organization and frequent switching of the roles would not be allowed by me. A considerable time should be spent by the management of the company to address all the employees’ concerns and motivate them regarding what is being measured and how it is being measured. I being a change agent will change the style of management from autocratic to democratic or participative[Fos02]. All the employees should be allowed to take part in the decision making process of the company. I will monitor the production performance of the employees through all types of statistical charts such as control charts and change I will advise the management to handle the change efficiently in order to instill the new vision of providing high quality service to the customers. The machines would be undergoing maintenance checks at regular intervals. Different supervisors would be hired for production issues and employee training. I will instill a new vision and create a new culture in the organization, which will be based on learning and development. A culture of harmonization and sharing will be created where the management will value its employees and consider it as its core asset. Regular performance appraisals would be conducted and employees will not be criticized for poor performance but proper guidance would be provided them and on the job, training would be provided to them. Process charts for individual departments will be created to show the importance that how each department is related to the overall customer relations of the company. I will compare the monthly production process charts and inquire the employees about their work structures. JIT is already in the process of development but I will spread JIT in all the departments and make all the functions interconnected. Lastly, surveys and question/answer sessions should be conducted by the management of the company so that they could clear the concerns of the employees related to any issue and resolve those issues. Planned Timetable The stages and the planned time required for arguing to implement the change would be as follows[Gin13]: Realization = 1 day Planning = 1-20 days Diagnosis of Issues = 20 to 50 days Transformation Master Plan = 1 to 60 days Defining Event or Change Implementation = 1 to 90 days. Creation of Readiness at more than one level During the planning phase of the change, I will raise the level of awareness among the employees. Focus would be on the emerging trends and making plans for the future. At the issue diagnosis level, I will implement change agility to make all the people of the company to get involved in the pending changes[Tor13]. Change reaction would also be part of this phase where all the risks and problems would be analyzed and the reactions of the management of Dryburgh Footwear Company would be handled. Finally, in the last stage of implementing the change I will focus on clear alignment of the goals across the different organizational functions. This will enhance the integration of the change into the existing systems and in this way; I will achieve readiness at each of the stages. References Aub15: , (Aubrey, 2015), Bra05: , (Bradford, 2005), Bur04: , (Burnes, 2004), Cum09: , (Cummings, 2009), Fos02: , (Foster, 2002), Gin13: , (Ginger, 2013), Tor13: , (Rick, 2013), Read More