MG630 – Change Management And Organizational Development Assignment Sample

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Introduction to Change Management And Organisational Development Assignment Sample

Change management refers to a method in which the organization describe as well as implement the change within the internal and external process of the business. In addition, organization development refers to a systematic and planned process of organization that aids in enhance business capabilities and overall effectiveness. The report will based on case study on Derbyshire Pies Limited, a small regional chain of the pie shop. The company wants to expand a business and introduce an online ordering services within business. The report will identify a strategic change that DPL take. It will also outline a change management model to implement the proposed change. In addition, it will highlight organizational and individual resistance and recommend solutions.

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Strategic change of DPL

Derbyshier Pies Limited is a pie shop and have a headquartered in Derby. The owner of the business want to expand the business by opening 14 more shops. In addition, the business being a change by introducing an online ordering services via using new online software package. This leads to being restructuring changes within the organization result in changing roles of different employees within the organization. The VUCA model is apply to quantify risk as well as build a mitigation strategies. The model helps in build better understanding of the model as well as present vulnerabilities and risk. The model stands for volatility, uncertainty, complexity as well as ambiguity.

MG630 – Change Management And Organizational Development Assignment Sample

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• Volatility: In context of VUCA model, volatility defines that in the external market the changes takes place rapidly in terms of market shift, technical advancement and so more (Taskan, Junça-Silva and Caetano, 2022). In context of DPL, the company bring change in the role and hierarchy level of its employees due to market shift and technical advancement. Presently, the industry become competitive as a result increasing market share is important, therefore DPL expand its business and introduce online ordering services. This introduction bring restructuring changes such as introducing one regional manager, decline number of shop manager role, assistant role, recruiting baker and delivery driver.
• Uncertainty: According to VUCA model, the environment is uncertain, as future is unpredictable. Referring to the DPL, there is lack of idea to company regards to future outcome of the restructuring change. The company is not aware with the outcome in terms of whether it will good or bad. Presently, to bring the change, DPL focus on making changes within the organization based on the change such as recruitment of the e-commerce team as well as associated IT software. This restructure change can result in increasing level of uncertainty as it can result in increasing operation cost for the business as company requires to invest in the infrastructure as well as training of the shop bakers to perform the role of shop manager. However, in regards to DPL, the outcome of the change is still uncertain.
• Complexity: According to the VUCA model, complexity refers to the several issues as well as factors that resulting in making onerous to implement the change. In regards to the DPL change, several factors makes the change a complex process within the organization. Within the DPL, one of the factor that result in complexity is resistance from employees. The employees are unwilling to adopt the change as company is unable to clearly state the reason of the change within the company (Bushuyev, Piliuhina and Chetin, 2023). The lack of communication result in decline motivation and trust of employees within the company correspondingly the rate of voluntary staff turnover increase. This leads to become one of cause of greater complexity within business.
• Ambiguity: In reference to VUCA model, ambiguity refers to lack of clarity that result in creating difficulty to understand the situation. In DPL, there is high ambiguity within the employees in regards to change, its requirements, benefits to organization as well as their role and responsibilities within the organization after the change. This leads to result in making the change process more onerous as well as difficult for the organization.

Referring to VUCA model, it is identifies that the strategic change of DPL is expansion of business, introduction of online ordering services results in restructuring changes as well.

Strategic change management model

Change management model refers to theory, concept and methodology that furnish an in-depth approach to organizational change. In other word, change management is a system that strategically helps the organization to implement change and get a positive outcome. DPL in regards to expanding and introduce an online ordering service and to implement restructuring change within the organization can apply a Kotter`s change management model. It is an eight step change management model, it is as under:

• Developing a sense of urgency: The first step of the model includes creating a sense of urgency in regards to change among employees and managers (Harrison et al, 2021). It develop by effectively communicate employees about the external environment and importance of change i.e. restructuring due to expansion and introduction of online ordering services.
• Build a powerful coalition: To bring change within DPL in efficient manner, the organization build a team of skilled and talented people having different job titles, expertise and willingness to implement the change.
• Creation of vision and strategies: Building a vision includes creation of the impactful strategies, structure and vision for the change of DPL. According to the model, the organization develop vision via accepting ideas from the employees.
• Communicate the vision: The step of the change management model includes, clearly communicate about the change to the employees explaining the reason behind it, and associates benefits to the company and employees (Laidoune, Zid and Sahraoui, 2022). For example, the organization communicate that change will increase customer services and profitability of company correspondingly it will result in provide opportunity to employees in terms of growth and finance. The effective communication result in declining resistance from the employees.
• Removes barriers and obstacles: In regards to the DPL, during the change process organization faces several obstacles including resistance from employees, loss of motivation, rigid organizational policies and structures. According to the Kotter`s change management model, it is important for DPL to identify the obstacle at the early stage. The resistance of change can be remove by the employee by clearly communicate about the change as well as by inviting the employees to share their ideas and opinion in regards to change, This leads to provide feeling of value and respect to the employees correspondingly motivate them to adopt change with their open hands (Graves et al, 2023). In addition, to decline resistance company can furnish required training and mentoring to the employees so that they can able to fit in their new roles and responsibility within DPL. Moreover, DPL effectively overcome the barriers by using reward system for the early adopters.
• Attain short-terms wins: This step of the change management includes acknowledging the short wins towards the change. According to this, the organization set small milestone towards big change and enjoys the small victory. In such a case, DPL focus on rewarding the early adopters of change within the DPL to attain the short-term wins.
• Build on the change: According to Kotter`s change management model, several change project fails due to the reason that win is declared at the early stage. To overcome such a situation, it is important for the DPL to determine what is going well and what is not to identify the area of improvement (Rynearson, Sloan and Howell, 2025). For example, to bring change effective training given to employees and via evaluation identify the area of enhancement to sustain the change in impactful manner. In addition, the company can sustain the change in effective manner by considering diverse perspective of the employees. It helps in get deviation in change and taking action accordingly.
• Integration of change in organizational culture: The last step of the change management model includes, nurturing the new business environment where the change last. The step include ensuring that everything is line with the new culture (Kotter’s 8-Step Change Model, 2025). The change includes organizing the training on timely basis and rewarding the employees accordingly.

The Kotter`s change management model results in successful adoption of change within the company.

Potential for organizational and individual resistance to the proposed change

The proposed change of DPL is suffered from the organizational and individual resistance in the significant manner.

Individual resistance to change

From the evaluation of the case study, it is identified that during implementation of change immersive resistance of change face from the employees of the company. It is a situation where the employees are unwilling to adopt the changes in significant manner due to fear of loss of job, lack of required competency in regard to change, lack of awareness about change and so more.

• One of the main reason of individual resistance among employees is lack of awareness about the proposed change (Rehman et al, 2021). For instance, within the DPL, employees introduce with the change by the email and notice on the board. There is no importance given to the direct communication, it results in increase ambiguity among the employees regarding the reorganization of structure and their job role within the company, it become the reason of losing employees motivation and resistance among the employees.
• Within the organization, individual resist to change because of lack of trust on the organization and leadership within the company (Doeze Jager, Born and van der Molen, 2022). In regards to DPL, one of reason for employee`s resistance is lack of trust on the management, result in losing their motivation and voluntary turnover.

Organizational resistance

• Organizational resistance refers to unwillingness of the company to adapt the changes according to external environment or internal demand. Sometimes, the organization resistance to change because of fear of losing in a competitive environment. For instance, in external environment, there is shortage of skilled employees as a result DPL owner resist to bring change in some of the employee’s job role.

Recommendations

• DPL can overcome the resistance of change within the organization by using Kurt`s Lewin change management model. It includes three steps such as unfreeze, change and refreeze. In context of unfreeze step, DPL should focus on preparing employees for the desired change by communicating them about the change in a company`s meeting (Rosdiana and Aslami, 2022). In addition, in change step, actual change implemented by providing training to employees related to their change role in DPL, it helps in adopt change in timely manner. Moreover, at refreeze step, DPL advised to solidifying the desired change via rewarding the early adopters of the change.
• It is advised to DPL to implement restructured change efficiently, it should emphasize on using two-way and transparent communication system. It includes holding a meeting or conversation with employees of the organization to clearly communicate reason of change and benefits to company and organization. Also, encouraging employees to furnish their perspective, it leads to help in understand employee’s opinion as well as giving them feeling of value. It results in decline individual resistance among DPL.
• The company can overcome the individual resistance to change within the DPL by focus on using ADKAR model. According to the model, DPL aware employees about the restructuring change by explaining its requirement in the organization and strive to develop willingness among individual to adopt change (Kaminski, 2022). In addition, DPL emphasize on providing skill and knowledge regarding the change to employees by providing growth and development opportunities to them in the form of training. In addition, to avoid the situation of resistance among the employees company can use a monetary and non-monetary rewards to motivate the employees.
• To overcome the organizational resistance, DPL should focus on building a positive as well as supportive environment for its employees. It leads to allow the employees to keep a positive mindset correspondingly motivate them to perform in the best manner while adopting organizational change effectively and efficiently.

Conclusion

To sum up all, it is articulated that change management plays effective role in bringing change within organization. The presentation outlined that DPL focus on strategic change of expansion and introduction of online ordering services, the company make restructuring changes. To implement the change DPL can use Kotter`s change management model, allows it to bring change in smooth manner. In addition, DPL change resistance due to lack of proper communication of change, it de-motivate employees. The presentation included recommendation that DPL should emphasize on clear and transparent communication channel within company to decline resistance.

References

Books and Journals

• Bushuyev, S., Piliuhina, K. and Chetin, E., 2023. Transformation of values of the high technology projects from a VUCA to a BANI environment model. Innovative technologies and scientific solutions for industries, (2 (24)), pp.191-199.
• Doeze Jager, S.B., Born, M.P. and van der Molen, H.T., 2022. The relationship between organizational trust, resistance to change and adaptive and proactive employees' agility in an unplanned and planned change context. Applied Psychology, 71(2), pp.436-460.
• Graves, L., Dalgarno, N., Van Hoorn, R., Hastings-Truelove, A., Mulder, J., Kolomitro, K., Kirby, F. and van Wylick, R., 2023. Creating change: Kotter’s change management model in action. Canadian medical education journal, 14(3), p.136.
• Harrison, R., Fischer, S., Walpola, R.L., Chauhan, A., Babalola, T., Mears, S. and Le-Dao, H., 2021. Where do models for change management, improvement and implementation meet? A systematic review of the applications of change management models in healthcare. Journal of healthcare leadership, pp.85-108.
• Kaminski, J., 2022. Theory applied to informatics–the prosci adkar model. editorial. Canadian Journal of Nursing Informatics, 17(2).
• Laidoune, A., Zid, C. and Sahraoui, N., 2022. Innovate and overcome resistance to change to improve the resilience of systems and organizations. Journal of the Knowledge Economy, pp.1-16.
• Rehman, N., Mahmood, A., Ibtasam, M., Murtaza, S.A., Iqbal, N. and Molnár, E., 2021. The psychology of resistance to change: The antidotal effect of organizational justice, support and leader-member exchange. Frontiers in psychology, 12, p.678952.
• Rosdiana, N. and Aslami, N., 2022. The Main Models of Change Management in Kurt Lewin's Thinking. Jurnal Akuntansi, Manajemen dan Bisnis Digital, 1(2), pp.251-256.
• Rynearson, K., Sloan, C. and Howell, J.M., 2025. Applying a Change Management Model: The US PREP Model and Kotter's Change Management Steps. In Collaborating for Transformative Change in Education (pp. 60-76). Routledge.
• Taskan, B., Junça-Silva, A. and Caetano, A., 2022. Clarifying the conceptual map of VUCA: a systematic review. International Journal of Organizational Analysis, 30(7), pp.196-217.

Online

• Kotter’s 8-Step Change Model. 2025. Online. Available through: < https://whatfix.com/blog/kotters-8-step-change-model/>