South Australian Tourism Commission - Research Proposal Example

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I will keep a copy of this assignment until the end of the semester.* Signed * Date Contents Contents 2 South Australian Tourism Commission (SATC) 3 Study Background 4 Literature review 6 Methodology 13 Research design 14 Data analysis 17 Reference List 20 INVESTIGATION OF THE CHANGE AND CHANGE MANAGEMENT PROCEDURES IN THE SOUTH AUSTRALIAN TOURISM COMMISSION (SATC) EMPLOYEES PROJECT PROPOSAL South Australian Tourism Commission (SATC) Overview The South Australian Tourism Commission (SATC) major concern is based on growing the state’s tourism industry. The commission is set up by the South Australian government to help in the promotion of the state as a holiday destination. Tourism industry in the South of Australia is based on a strategic framework that comprises of local, state and national strategies (Gross, Brien, and Brown, 2008). The strategies adopted by SATC connects with those of the national, state and regional projected for 2020 and aimed at correlating with a particular action in local destination plans. The 2020 plan falls within the widened Australian approach of tourism. In addition the role of SATC is outlined clearly in the plan for the next three years is a way of activating the major drivers of the tourism industry development (Schmallegger, Taylor, and Carson, 2011). The projections and plans draw from economic outlook insights and direction defined in the South Australian Tourism Plan 2020 as well as the description of the practical actions of the SATC to realize the plan’s vision. General Objectives The study seeks to achieve the following three key objectives; To examine the employees view in respect to the existing procedures and practices prevailing in the present work dynamics in SATC? To investigate the management role in the change process within the SATC? To examine the workforce role in the change procedure and with respect to the change advantages that are being applied in the SATC? Study Background There are new economies that have so far risen introducing organizations prospects among various associations in the general population and private area. This has constrained a bigger number of the customary ones to acknowledge the changing marvels and understand that change is required with the goal needed for them to survive. Change is hard to pull off and a large number of organizations have been having a reduced success rate, but the fact is that almost 70% of the change initiative adopted fail. Similarly, other scholars in this field have indicated that organizations with the intention of remaining successful now and in the future being in the private or public sector should be ready to hold the change management concept. Beer and Nohria goes ahead and adds that a big number of organizations fail in their change initiatives due to rush of some senior management personnel towards these initiatives (Kerber, and Buono, 2005). These results in loss of focus and are overcome by literature advice on the reasons that organizations need to change in terms of what to accomplish and change implementation (Gilley, and McMillan, 2009). Therefore, argument for change implementation in all sectors of the economy is not an easy task to realize. Research questions The study question primary focus is on seeking to get a deeper, thoughtful, complex subject of change from the employees. The approach is mainly guided by the following questions; What is the employees view in respect to the existing procedures and practices prevailing in the present work dynamics in SATC? What is the management role in the change process within the SATC? What is the workforce role in the change procedures and with respect to the change advantages that are being applied in the SATC? Literature review The change and change management literature are presented in this section where both organization’s external and internal environments are addressed. The main focus of this research is directed towards making sense out of the public sector and precisely SATC employees on the aspects of change and change management. Management of any organization must be complex to every alteration of the existing activates in an organization. The change initiatives virtually involve each aspect of an organization from technological innovation developments in the overall organization restructure which has the ability to affect the management span (Todnem, 2005). The effects can be felt on the departmentalisation basis, execution and completion of work schedules. Once the correct measures fail to be taken serious consequences can be felt when change is introduced, explaining the change and its effective management. Employees’ arguments about change initiatives have an intrinsic involvement and capability in the analysis of change procedure's effectiveness. In the view of the researcher, this contextual analysis will extraordinarily add to the comprehension of progress and change administration from representatives' point of view. A more noteworthy degree of the research will be on employees who have limited knowledge of the aspects of change and change management (Cole-Lewis, and Kershaw, 2010). There are some employees who high efficiency in what they observe and formulate their personal perceptions that connects with best practice. It is normal this nitty gritty talk of progress and change administration will outline the gaps and how to fill these management gasp by enabling employees have a proactive engagement in the change procedures. The Phenomenon of Change A large number of people believe that the well-being of a nation depends mainly on the quality of education performance business and government sectors. Most organizations before the 1980’s operated in an organization environment depicted as ensured against a background of relative security, soundness and consistency by Graetz, Rimmer, Lawrence and Smith, 2010. In addition, they maintain that organizations within the public and private sector do not see the need to add to a specific objective of progress. This is a complexity to the view of other scholars maintain that numerous public sector organizations, domestic and international ones were judged as being inefficient and ineffective (Von Hippel, 2005). The effectiveness of these organizations was based on improving their performance and maintains a concrete base or work ethics and values through the indulgence of proper work cultures and strategies. It is crucial for the employer and employee have a shared change perception. Committing to change among the two parties is also crucial whenever it’s required. This view is endorsed Berggren, and Bernshteyn, 2007 in his contention that consistency and productivity must be achieved when the strategy was connected to corporate society and frameworks (Graetz, and Smith, 2010). Gibson, Ivancevich and Donnelly, 2005 in a similar vein feels that despite of the organization effectiveness being seen to have more weight compared to the total personal effectiveness its determination is a multitude of factors individual and group efficacy will determine the efficiency and success of the entire organization. There is an assertion by Graetz et al. 2002, that adequacy of a person in the workers' arrangement information, aptitudes, inspiration and other factors linked to work stress affects group effectiveness. Employees that are a subject of one or a greater amount of these elements slope to be progressively profitable inside the workplace. By the by, the viability of a gathering as initiative, structure, parts, status, norms and cohesiveness holds a key role in the determination of organizational efficiency. Furthermore, another factor such as technology, structure, environment and work culture are also key players (Gibson et al. 2005). Organization cognizance over the standpoints from Gibson in line with efficiency and at the same time endorses change and change management they stand a better chance of outperforming their competitors Lin, H.F., 2007). According to a study done on public management in respect to management performance determinants, the findings indicated that organizations within the public sector have similarities in quality and performance compared to non-public sector organizations. Employees should be offered an opportunity to take part in change initiatives. It has been contended that employees must be the primary players in the execution, help and administration of viability change because of workers' direct involvement in the procedure of change. It is crucial to take note of the fact that employees can be a key obstacle to change implementation. According Svedberg and Douglas (2005), in order to reduce rates of change opposition, the increasing change approach should be advocated within organizations that are faced with the dilemma. The approach is seen as a fine-tuning aspect that makes relatively minor adjustments within a system. Explanations of this phenomena are based on the incremental change as an arrangement of inconsequential changes and whereby every of them endeavours to expand on the work that has as of now been proficient and enhancing the usefulness of the business in tiny additions (Berk, and Galvan, 2009). The supports of this approach take incremental change as a usual procedure that takes place within the public and private setting. This kind of change fosters for increasing ways of employees involvement towards work accord and collaboration relating into effectual organization performance (Swedberg and Douglas 2005). On the other hand Quinn maintains that this kind of change is generally limited in terms of scope. Nevertheless, scholars in support of the approach have gone ahead arguing that organizations are in favour of the approach because it is normal. Therefore, it is clear that as employees continue to work together as a team, better ways of working goes on emerging to assist the entire organization to run smoothly and efficiently. Change Management Change management is seen by Szamosi and Duxbury 2004, is an essential part of life and constantly in many organizations. A certain organizations in the public sector, such as SATC are faced with increased competition from other tourism commissions that are funded by the government both broadly and universally. For this situation study, it is pivotal for SATC to oversee change in an effective way to be able to uphold a competitive edge in all capacities (Szamosi, Duxbury, and Higgins, 2004). As indicated by Stewart and Kringas 2004, change administration is not a simple term to characterize, thus change management is a term that has become a ubiquitous theme in management literature. Nickols 2004, states that the ‘managing change’ contains two connotations, the rolling out of improvements in an arranged and oversaw or productive style and the reaction to changes over which the association practices practically no control (Stewart, 2004). Therefore, the urge to take note of the organization wide change it has resulted into a critical organization challenging duty (Paton, and McCalman, 2008). In the past this move was less evident now that organizations controlled their own destinies and operated is relative stable and predictable environments. There are a number of scholars in contrast of the above approach in that they maintain that today’s factors like balance sheet, organization culture, locations and organization structure control operations and destinies of certain organizations (Karp, and Helg⊘, 2008). Most of other elaborations made on this are maintains that there diverse challenges that have resulted from globalisation and affects the manner in which organization control tem. Therefore, today control is an arduous task compared to the past days. The argument on globalisation is based on the transformation that has resulted from it in terms of relations among regions, countries and organizations. Meads view might be debatable now that those advocating for globalisation might take this view as a simplification of the procedure. There other Scholars who feel that globalisation has contribute a lot not just in the transformation relations among regions, countries and organizations. In addition, social economic and political boundaries have been opened up by globalisation (Scott, and Storper, 2007). Consequently, it should be indicated that the degree and nature of transformation depends upon the organization needs. The implication here is that some organization could embrace the transformational change and in this approach should hold on effective procedures and practices in place to assist in the management of the projected changes (Baruch, 2004). This implies that devise ways of promoting change in an organization is one of the essential elements of administration although employees’ encouragement to accept the change is a key player. Therefore, it is the procedures of seeing that organization objectives and goals have been met through the use of resources in a proper way. This implies that any transformational degree implemented will affect the organization culture in one way or the other. Reasons for change In this study reason for change are worth to discuss one of the foremost analysis will be openly related towards this issue management of change. A key focus is to define whether workers within SATC know exactly why the organization is concerned with change. The presented literature on this study in respect with explanations behind change help with investigating the information to be gathered trying to appreciate workers' comprehension of change and change administration. Mcmillan 2004 indicates that numerous existing methods to organization change are borrowed from a global view that’s not constant anymore with the earlier twenty first century (Cummings, and Worley, 2014). Although the manner in which conventional definitions and management styles fit stable conditions this cannot be objected for in the present times. Many organizations are facing synonymous uncertainties in the contemporary society that results from globalisation (McMillan, 2004). There are six key factors that have been highlighted and seem to hold the responsibility for the changes being experienced in the contemporary world. These factors are namely; Novel technology transforming consumer markets communications among others Globalisation that has led into a more connected and interdependent world Novel technologies together with globalisation and which have sharpened competition in the business world. Change in practices an organization processes in relation to business Incredible increasing speed in technology Paradox and certainties which are increasing and making increasingly challenging demands on managers Models and Approaches It is important to talk about these models related to change and change management as it helps to set the change intervention scene in organizations. The change interventions can be elaborated into three key types. The first one is the top down change management model grounded on the supposition that the inventors can plan thins in a proper way to ensure that change is executed smoothly. In this case the only change obstacles emerge from some employees’ resistance, thus the focus is culture transformation or the approach taken when doing things (Todnem, 2005). The second model is the transformational change management which mainly depends on the transformational leaders who sets a personal example. These leaders also challenge people to think critically and in an innovative way while offering conducive environment for them. The third one is the strategic management model and is based on a particular recipe; Key change administration depends on a specific formula and in divergence with the top-down models. The aim of this model is to bring in new behaviors on board within the workplace and give employees a chance to experience the organization benefits. Thus based on the evidence they it assists in the internalization of the change in their working approaches (Hiatt, 2006). All the above methodologies can be successful, however it relies on upon the circumstance despite the fact that it is concurred that the principal class fails in most cases. The models highlight the significance of leadership communication that touches on employees within the change procedures. Therefore, the challenge that organization face is that of matching the model to the context (Diskiene, Galiniene, and Marčinskas, 2008). Literature from numerous schools has confirmed existence of confusion on the definitions in these models and the strategies of change. Numerous scholars have maintained that any policy that an organization adopts acts as a method for acquiring the central target that is set by the association. This implies that the chosen means for the achievement purpose. These comprises of the primarily, vision, mission key position and particular destinations objectives and key qualities; procedure; long haul and operational arrangements (Diskiene, Galiniene, and Marčinskas, 2008). On the other hand, any change model alludes to the beliefs and assumptions that once joined in a deliberate manner leads into some type of progress inside the organization. This clearly confirms that models of change forms the framework basis upon which strategies are built and implemented. Methodology The fundamental research principles change as per manner the study is undertaken. In this case study it will be critical to be cognizant over the way that proper worldview determination does not rely on upon individual taste and logic. In any case, different viewpoints, for example, nature of the exploration questions which are directed by the points and targets of the whole research. Along these lines, this exploration is guided by the utilization of subjective methodologies (Patton, 2005). Subjective procedure is regarded proper in this research due to the fact that it has the ability of enhancing the validity of the research. Nevertheless, there are other crucial practicalities that need to be addressed such as time length, funding previous research experience, skills and training. Research design This research will follow case study method. Case studies are predominantly valuable when the study data is aimed at capturing individual transformations or exclusive differences from one research setting to another. This research design can also be useful when it comes to documentation of individualized client desire. In large organizational setting case studies have been have been used in an increasing way where data collection on an incomprehensible scale quantitative studies is costly in that the amount of respondents and researchers included, repetitive and troublesome (Baxter, and Jack, 2008). In this research application of this case study method is observed to be suitable in that it stands a superior shot of concentrating on the human occasions. Therefore, research will apply the case study in order to ascertain employees own understandings of change within the SATC. The employees individual work environment is the key emphasis of this case study and the proposition that then procedures and processes of change and change management have affected the lives of numerous employees and will continue with the trend (Baxter, and Jack, 2008). In this regard the case study seems to be the most appropriate design as it will play the role of ascertaining the thoughtful degree that employees within the public sector attach to change and change management inside their agency. Population and sample considerations The data collection will be collected in two phases where a general email will be sent to all SATC staff requesting and inviting them to take part in this study. There will be considerable enforced to ensure that all the study participants will be fully conversant with what is expected of them and that these expectations are realistic not exaggerated or minimized in respect to time effort and stress (Okoli,. and Pawlowski, 2004). The target population will of all the 22 employees of SATC which will also be the sample. All participants will be informed of what is expected of them and made to comprehend the dangers and preferences of the contextual analysis. Any members who will consider it right to pull back from the exploration procedure will be allowed to do that whenever. Data collection process The discussion here is based on the interview as the data collection method in this study. This involves the way the interviews will be conducted led in this study, the recording and interpretation of the prescribed interviews. The interview As indicated earlier this study aims to depend on qualitative data where in most cases interviews are applied as the key source of data. The central position the research is conducting interviews where only appropriate questions are asked and follows the shape and purpose of the type of research and interviews being directed. Interviews are of two sorts, the formal and casual ones and both include people or gatherings (Gill, et al. 2008). It is contended that the most fitting technique for meeting relies on upon the examination reason and theme, accessible assets and inclinations which are all directed by the research objective. In this study the data collection method chosen will be casual and formal meetings. These will look to secure data on the viewpoints meanings and understandings that are conducted by people in regard to the experiences and events of their personal lives particular the lived experience of change The unstructured interviews give the researcher a chance or freedom to verbalize views without the imposition of their opinions and demands on the participant. In this research change comprehensions will be explored among the research participants where these aspects and responses received will later determine through the transcripts. Emphasis should be made for participation, wholeness and dialogue in any interview and all of these must have a connection to experience. Therefore, an endeavor is crucial in order to hold on a balance among control, and flexibility, giving time in building up a rapport response to verbal and nonverbal aspects prepared in the sharing of feelings and ideas (Gill, et al. 2008). The method does not escape criticisms, but based on methodological point of view information accumulation through the meetings holds the ability to catch legitimate notoriety and wealth to overviews. This can give study directors a rich wellspring of data extra to that that might be gotten from polls. In addition, interviews, offers researchers with a near perfect response rate of almost all the presented questions due to an increasing probability that answers will be accommodated and all questions asked. Another benefit is that by using complete questions that offer increasingly comprehensive information. Data analysis The researcher will transcribe the recorded interviews and store them as a text in hardcopy, and mainly as a computer files. The interviewee will be issued with a copy of the transcript with a span of not less than 24 hours after their transcription. The transcripts will be read through numerous times as a way of allowing familiarity with the data. Once the principal interpretation of the records of the interview will be replayed in order to clear irregularities (DiCicco‐Bloom, and Crabtree, 2006). This procedure will be followed by further familiarity with the information and illuminate mistakes and oversights in interpretation. After the transcription the data collected will then be organized in manageable sections of content. These portions will be segments of the content that will be clearly understood right from the time that they will be taken from the context. Later these segments will be codded according to the meaning and aspect that will be achieved through a continued reading of the data where categories and themes emerging will be identified (DiCicco‐Bloom, and Crabtree, 2006). The research will also organize verbatim quotation that will require guidance amid the meeting into a structure, in which articulations made on the same subjects will be put into one group. Time line Gantt chart Activity/Date Oct Nov Jan Feb May June Selecting the research area Preliminary study Deciding on the research topic Present proposal Finalizing the methodology conducting the interviews Data analysis Write up Final research project submission Ethical considerations The ethical considerations in this study comprises of a certain procedures that will be undertaken during the recruitment of the study participants now that these procedures are to be underpinned by a numerous ethical principles that are key to the research conduct. Research involves both study participants and the research, trust, and fairness should prevail between all the parties (Marczyk, DeMatteo, and Festinger, 2005). The participation should be voluntary without fearing the consequences that are likely to arise from not agreeing to take part. This matter can be resolved by the researcher by informing the participant more on the nature of the exploration including the techniques purposes and ensuring that it is clear on how the results will be used. It is important for the research participants to completely comprehend the reason and nature of the study and agree to partake without compulsion. Before commencing on conducting the interviews confidentiality aspects ad the right to withdraw will be discussed with all the 22 employees willing to take part. An understating proof of the agreement and research participation will be obtained and the consent forms signed. Obtaining these signatures makes the circumstance look clear and offers a level of verification that the examination members was at first educated and assented to simply ahead and partake in the exploration. In this study all the potential participants will have to sign an informed consent form which will be discussing the procedures, risk, benefits, withdrawal right and the research discomforts. In addition all the participants will be informed on the way the information will be reported and be guaranteed on their confidentiality (Kaiser, 2009). Formal ethical approval will be sought prior to the commencement of data collection. This right will be granted by the University committee to partake in an investigation of this type. Inside endorsement inside the SATC will be looked for also from and allowed by the administration. The Budget The total budget request will be $136,868 in order to effectively conduct the study described above. A large allocation of the funds will be directed towards personal expenses for the indispensable, but time-consuming activities of conducting and analysing 22 interviews. In the general the total amount will be broken down as indicated in the table below; Budgetary Allocations Budget item Amount ($) Sub-total($) a Personnel Interview expenses ($910) 20,020 Project management and data analysis expenses 18405 Research Administration , data coding and analysis assistance 25200 Total personnel expenses 120125 b Direct expenses; Interview transcription 14400 Total direct expenses 14400 c Travel Domestic travel, meals, overnight (Fare, Lodging, food and misc) 2860 Total Travel expenses 2860 Total Expenses 124425 Overheads at 10% 12443 TOTAL REQUEST 136,868 Reference List Baruch, Y., 2004. Transforming careers: from linear to multidirectional career paths: organizational and individual perspectives. Career development international, 9(1), pp.58-73. Baxter, P. and Jack, S., 2008. Qualitative case study methodology: Study design and implementation for novice researchers. The qualitative report,13(4), pp.544-559. Berggren, E. and Bernshteyn, R., 2007. 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Organisational change management: A critical review.Journal of change management, 5(4), pp.369-380. Von Hippel, E., 2005. Democratizing innovation: The evolving phenomenon of user innovation. Journal für Betriebswirtschaft, 55(1), pp.63-78 Appendices Appendix 1: Interview questions 1. How do you as an employee of SATC view performances and procedures inside the current work organization dynamics? 2. What is your change and change administration comprehension of the meanings inside the SATC? 3. How do you experience the issue of change and change management inside the SATC? 4. Do you understand the term ‘resistance to change? 5. Do you have any reason to resist resisted change initiatives in the SATC or not? 6. Is there a role that ‘communication’ hold on the implementation of change within the SATC? 7. What part do management and change inventers hold in the organization when it comes to change process within the SATC? 8. In respect of bureaucratic or non-bureaucratic standpoint, how do as an employee of SATC view change and change management. 9. Section B: secondary questions 10. What part do you think employees must hold in the change procedures and initiatives being implemented in the SATC? ……. 11. Do employees in SATC stand an opportunity to contribute their prospects past to, during and after the change procedure? 12. Where is your comprehension on of change and its management inside the SATC? Read More