A Holistic Analysis of Management Theories, Models, and Tools at Auckland Transport

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Essay

University’s Name

Tutor

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Question 2

Implementing a major change program in an organization is one of the most challenging things.

It is mainly because the workforce or the people within the organization could resists to this

change or often find it difficult to adapt to it (Richards, 2010). This is the reason why it is

important to comprehend a change process in order to make the change process more systematic

and structured (Richards, 2010). In this way the people within the organization could face less

difficulty in adapting to it. In case, the employees are adapted to an already established change

process, it helps the organization to gain support of its workforce through various levels

(Richards, 2010). This essay aims at examining various change management models that can be

used by the organizations. Also, it examines whether the chosen models have acquired or soft

approach.

Kurt Lewin’s Change Model:

By using Kurt Lewin’s Unfreeze-Change-Refreeze model, Spotless Epicure Catering Company

could easily bring forth the change it needed. The idea of Kurt Lewin’s Model came from the

analogy of melting a freeze ice and refreezing it into another model or shape (Keith, 2012).

The first stage in the model is to unfreeze. During this stage it is important to communicate why

this change is necessary for the organization (Keith, 2012). In the case of Spotless Epicure, each

managerial staffs should prepare themselves on presenting the idea of change to their employees.

And the best way to do is to explain every staff that why this change is necessary and how this

change could bring forth positive results for the employees as well as for the organization (Keith,

2012). Also it is important to make it sure that every doubts and queries of the staffs are

appropriately furnished. By this chaos and concerns in the later stage can be avoided or even

chances can be reduced (Keith, 2012).

Next level is the change itself. It is at this level of the process, where people start to realize the

change is actually happening (Keith, 2012). At this point of time they will get the fair idea of

what it is all about. Hence it is important for the managerial staffs of the Spotless Epicure to

continue their communication on why this change is beneficial. Also assert more effort to furnish

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any doubt or concern from the part of employees. In this way they will continue to support the

incurring change. Another pivotal factor that needs to be comprehended at this point of time is

that, change itself does not happen in a short period of time (Keith, 2012). Hence, there is

enough time for the people in the organization to adjust to it.

The last stage in the model is the refreeze. This is when the change is set in its place, and it

becomes the part of the organizational culture (Keith, 2012). During this stage it is important for

the managers of Spotless Epicure to make it sure, that all the employees are provided with

adequate training and support in order to keep the momentum of the organization in the right

direction. Hence it is important to evaluate the change that has happened, in order to determine

the people are using the new procedures implemented by the organization (Keith, 2012). It is

also important to honor everyone’s hard-work in making the change a success (Keith, 2012).

John Kotter’s 8 Steps to Change:

1) Creating the sense of urgency: It is human nature to avoid the change, which they tend to be

in their comfort zone (Simon, 2010). At this stage it is important for the organization to assert the

benefit of immanent change that is to be implemented soon (Simon, 2010). Hence by creating

urgency, the Spotless Epicure could bring forth the importance on why this change is needed and

cannot be avoided.

2. Establish a Guiding Coalition: At this stage, Spotless Epicure should identify the

individuals who could best represent this change and put them into group. By doing this, the

organization could strengthen its idea of change.

3. Develop a Vision and Strategy: Once the team or the group is formed it is time for the

company to form a Vision and strategy. By doing this Spotless Epicure could gain velocity to

acquire its goals.

4. Communicating the Vision: Once the vision and strategy is organized by the company, it is

then important to communicate that to the team (Simon, 2010). This helps in improving the team

efficiency (Simon, 2010).

5. Empower and Enable the Broad-Based Action: At this stage, the company has to

specifically identify the obstacles, and find ways to remove them (Simon, 2010). It is also

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important to keep up the encouragement within the people at this point of time (Simon, 2010).

This is because the team assigned is going through enormous hurdles and risk they are taking

need constant encouragement from the organizational part.

6. Generating Short Term Wins: This is the stage where the organization evaluates its strategy

of change and how far the change was successful (Simon, 2010). It is in this stage where

organization audits and organizes its achievement throughout the change process, and also

arranges celebration for its teams and staffs (Simon, 2010).

7. Consolidate Gains and Produce More Change: Before the final step, the organization

should give credibility to the system, structure and policy of the change even it didn’t vibe with

the organizational vision (Simon, 2010). It is at this stage Spotless Epicure should identify and

promote the employees who could adapt to the new vision and became productive to the change.

8. Institute Change: At this stage the organization should articulate the link between new

organizational culture and success (Simon, 2010). Also make it sure on the evolution and

development of the leadership, and its progression.

b. Determine your selected models above, are hard or soft approaches in managing

change? Why?

Although Kurt Lewin’s Change model of Unfreeze-Change-Refreeze is simple and less

complicated than John Kotter’s eight steps, also provides more visual memory, the incurring

changes according to this model could bring more negative consequences due to the lack of

human feelings and experiences (Keith, 2012). Also comparing to the John Kotter’s eight steps

model, Kurt Lewin’s model is less frequently adapted in the organizations (Keith, 2012). But in

a basic note, it is important to understand that Lewin’s Model explains the process of change in

the most manageable way.

Another important aspect is there is no soft approach towards change, as change itself is a

dynamic process which incurs time and handwork. Only by building a proper foundation and

synthesizing a plan, could make the whole process of change an ease feel. With this is

information, Kotter’s eight step seems to be more organized way of doing it, but at a negative

note these steps would not necessarily evolve as presented in some scenarios (Richards, 2010).

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In this kind of situation the organization might find it difficult in the end when its vision and

strategies are getting strayed from the normal organizational behavior (Richards, 2010). On the

other side Lewin’s model seems rational and more focused on its goal.

Question 3

High performance practices in an organization the approaches which can be added deliberately to

increase performance. However, they are human resource components which stimulate the

employee hence impacting on the overall performance in Spotless epicure event management

catering company (SEEMCC). High performance practices are the management practices like

training of employees, group-based performance, self-directed teams and high paying levels.

Research done by Stebbins, Kerr (2015) at SEEMCC shows that increased high performance

practices results in company’s performing better in terms of overall sales, financial increase and

the employee outcomes. The report indicates that the level of high performance is measured by

the degree of performance practices involved which are linked to the overall organization

performance. 35 percent of organizations practicing high-performance have greater employee

involvement, employees are provided with adequate training and they are highly motivated.

Based on research from Stebbins & Kerr (2015) the situation is a win-win situation for both the

employee and organization. High-performance practices enhance the performance level

SEEMCC while the employee is rewarded with higher financial pays, personal and career

development. However, for such a win- win situation to happen the company has to share its

vision and objectives to the employees and work both towards achieving them. The organization

should also focus on the customer by creating value through differentiation of products and

services and customization to meet each customer’s demands.

For a high performance practices, the senior management from the top should initiate the whole

process by providing the employees with support. For a high performance practice first the

employees should be motivated which could be done by higher payment and bonuses. However,

this can only be done by the support of the top management acknowledging the efforts of the

employees so to increase their motivation hence increasing their performance. There are other

factors that the top management has to offer like resources, raw materials in support of high

performance practices (Gusez & Mitrevski, 2011).

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Higher employee involvement practices inspires higher level of trust and improved level of trust

between the employer and the employee. The moment the employee feels involved he produces a

higher degree of empowerment in the workplace. However, this can be achieved by employee

involvement towards the organization performance and strategy, total quality management, self-

directed teams and continues improvement towards achieving higher performance practices.

Employee involvement is important to the organization competitiveness and the business

environment. Spotless epicure event management catering company provides its employees with

power to make decisions towards performance and quality of their services. Employees are also

provided with information on the quality and amount productivities, they are also providing with

knowledge because the employee skills can be distinguished from information (Gusez &

Mitrevski, 2011).

At SEEMCC company, work intensification has a prominent link in high performance practices.

This is the increase in proportion of labor performed each hour by the employee. Employers are

required to provide more work through job discretion and autonomy therefore more involvement

leads to longer working hours which may result in higher stress levels. Longer working hours

will lead less time for employees therefore for short time levels in the working environment

leads to higher productivity (Alexiadou, 2014). SEEMCC conducted an in-house survey which

resulted in 85 percent of the employee work better within the first few hours of the day. Justin is

an example and says that his production is high in the morning but losses concentration by mid-

day the remaining hours he always thinks on how he will spend with the family in the evening.

Part 2

Functional structure is one of the main systems in an organization which supports high

performance practices. Spotless epicure event management catering company uses this structure

which groups the employees according to a similar set of roles and tasks. This makes it easy for

employees to become experts in their lines and fields resulting to higher performance outcomes.

Functional structure gives the employees the chances to be specialists in their areas hence

allowing for advancements and encouraging of employees for higher performance (Alexiadou,

2014).

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Functional structure is concerned with the role, culture or responsibilities of the organization.

Some organizations tend to have static roles while others have changing roles which impacts

greatly on the level of performance or production. In this structure, there exists a functional

manager; however, has a hierarchical type of structure where people are ranked based on their

expertise or specialization (Drury, 2014). The culture is evident in most organizations and

exhibited in various leadership roles based on the functions they perform in the organization. The

approach promotes the chances of having quality production and uniformity in performance.

Functional structure leads to operational efficiencies which mainly enhances, therefore, the

employees can perform their tasks quickly and more efficiently and with confidence thus

reducing the mistakes which may be prone to happen in production. Functional structure makes

the employees be highly motivated because they understand their functions perfectly which in

turn the company results in producing high-quality goods and services to the customers

(Alexiadou, 2014). The quality of products tends to be of the highest quality an example of Sam

who is a machine operating personnel in SEEMCC and says that he doesn’t need any preparation

for his job because he already knows what he is supposed to even before he gets to the work

place.

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References

Keith, R. (2012) Kurt Lewin’s Model of Change in an Organizational Environment. Journal of

Psychology and Management. 3(12), 67-117

Simon, N. (2010). To Accelerate Change: Kotter’s International. Webpage Article. Webpage

URL: http://kotterinternational.com/ebook/Kotter-8-steps-ebook.pdf. Accessed on 9th August

2016.

Richards, K. (2010). Leading Change. Edition 1. ISBN-13: 978-7312894361. Harvard Book

Publishers, United States. Pg, 139-211

Alexiadou, A. (2014). Multiple determiners and the structure of DPs. Amsterdam; Philadelphia:

John Benjamins Publishing Company.

Drury, C. (2004). Management and cost accounting. London: Thomson Learning. ICT

Innovations (Conference)

Gusez, M., & Mitrevski, P. (2011). ICT innovations 2010: Second international conference, ICT

Innovations 2010, Ohrid, Macedonia, September 12-15, 2010. Revised selected papers. Berlin:

Springer.

Stebbins, P & Kerr, A. (2015). Items: why high performance teams fit in and stand out.

Underwood: In House Publishing.

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