Management of Change and Organisational Development - Essay Example

The paper 'Management of Change and Organisational Development ' is a great example of a Management Essay. In part A of this assignment, the drivers and resistors of change were looked at in regard to Ben and Jerry’s inc., a company which is still the case study. The company has enlisted the services of an expert to aid it in organizational development so as to enable it to change and improve. The expected change may or may not be reached, however, a certain level of change shall be attained. This report analyses the change in the case study, it critics it and gives some recommendations on the change. The critic looks at weak areas that may have an impact on change efforts in the future.

Possible and appropriate interventions for a more effective change program

To apply the best and most appropriate interventions for a more effective change program, then the differences in the employees have to be addressed specifically. Age diversity should be considered and interventions that are development-oriented adopted. They include programs that improve the health of aged employees and plans on the career development of young employees who are many to motivate them. Interventions that touch on employees with disabilities are important. Programs that develop the careers of disabled employees and make them aware of opportunities in their careers hence eliminating frustrations and motivating them need to be applied. Considering that many employees in the company are young, many may be oriented differently in regard to sex. This is where we have lesbians, bisexuals, and gays. This calls for interventions that will enable the company to treat them equally and without discrimination. Employees can be educated and trained on the facts regarding them so as to increase the awareness of such issues and lower discrimination. The company has communication issues between its employees. It should set up a guidance and counseling department that shall hep employees resolve their issues amicably. It should also emphasize the importance of communication during its staff meetings (Cummings & Worley, 2009).

Assessment of how likely the change effort is likely to be based on the analysis undertaken

There are various steps that may be followed when undertaking organizational development or change. How well these steps are followed and implemented determines how effective the change been implemented shall impact the company. In this case Ben and Jerry’s inc. Have sought the help of an expert to aid them to undertake organizational change and development in their company. The expert meets several challenges while aiding the company in implementing the changes that shall bring about organizational development. These challenges are what was looked at in part A as resistance to change. The first step in implementing change involves motivating change. Motivating change involves crafting anticipation of change that allows employees and stakeholders to ready themselves for organizational change. This the expert did by being present at a board meeting to check out on the hopes of the management in concern with organizational change. By doing this, the expert instilled an expectation on the company’s workforce and board that something is bound to happen in the coming days. It was like indirect motivation. The next step is creating a vision. Through it, there is a reason and meaning for change that eliminates resistance to change. The expert did come up with the means to create a vision. The expert asked the board members what their vision was about their preferred organization and even had them write them down. Indeed this was a way to create a vision for the company. The other step is to come up with a means to build up political support through which the change been undertaken can be sustained. Political support involves bringing onboard each and every individual that bears much influence on the company. This the expert did with the help of a teambuilding retreat. It involved the 20 managers and Chico who was the general manager. The managers bear influence on the management of the company hence by bringing them on board to support the steps been taken to bring about change, then effecting the change was made easier. The shift from the present condition to the wanted state in the course of the implementation of organizational change has to be managed. From the case study, the expert did this again through the team-building exercise. Through team building, the managers learned their role in organizational development. The final step involves maintaining the drive for change so that it is done to fulfillment. Looking at the case study, the expert pushed on with the formation of a budget committee that would devise a one year plan for the company. Also, a ‘Joy Committee’ was formed so as to keep alive the spirit of change in the company. There was also the formulation of follow up goals and responsibilities based on the changes (Cummings & Worley, 2009).

Issues or areas of weakness that will impact on future change efforts

            Looking at the way in which change was undertaken. An area of weakness that could be identified was that to do with belief. One of the founders expressed the view that the company’s social structure was being sacrificed for growth. This lack of trust in the changes been undertaken may be a hindrance in the future to the change efforts that may need to be undertaken. It may lead to the founder exerting his powers in the future to block the application of desired changes. When there is a conflict between the long-held believes of the company and new changes, then it builds up a silent opposition towards future changes.

Recommendations

            The company should set up mechanisms to evaluate the impact of the organizational changes that have been implemented as they are the first set of changes it has undertaken. This will help the board, managers, and workers understand what impact the changes have on the company. Through these mechanisms, everyone involved with the organization of the company shall understand the benefits of the changes and their importance in regard to the success of the company.