Professional Documents
Culture Documents
Contents
Participation Topic 1 .................................................................................................................. 3
References .................................................................................................................................. 8
Participation Topic 1
Article 1: Woolsworth Company has recently banned the use of plastic bags in their
supermarkets to become environment friendly (Adams, 2018). The reason behind such a
change initiative is because they will be able to charge for each of the bags. Secondly the
customers will have good quality reusable bags each time they shop in the outlets.
Article 2: Hino Group in Australia decided to convert their business will be looked after by
Dimitri Andreatidis as a new post of Head of Customer and Brand under the department of
Marketing Manager for the company. The separate department was created to provide better
customer service since their sales have increased since the beginning of 2018.
Article 3: BHP, Australia decided to exit the US market and release deals worth of $10.8
billion on 2017. This article was published in Oil & gas magazine (Adams, 2018). The
company took this initiative since their onshore assets as they had a four year long
underperformance. They decided to sell their assets to BP group of Britain and Merit Energy
in US.
Participation Topic 2
This particular image seemed appropriate to describe the company provided. The change of
organizations is necessary to evolve for the future according to the market need. The process
is initiated by disruption of the old values and culture. This is generally implemented by the
leader who is takes a decision to makes vast changes in the organization. This creates an
initial disruptive condition within the organization. The initial adjustments are necessary to
improve the situation of the company. The hardships of the change implementation are
necessary for the evolution of the company. The image depicts the exact same the process
which was noticed in the company provided. For example a case study to be considered like
in the aforementioned cases of BHP industries could be described. The CEO, Andrew
Mackenzie, decided to give up their assets which possibly created disruption in the
organization, but the revenue collected from selling those assets would be implemented to
clear their debts and that would improve their financial situation (Adams, 2018). The end
result is that they can take lesion form the incident and evolve in their home country.
Participation Topic 3
identification and implementation of change. The agent being selected company needs to be
aware of the work environment and culture within the organization (Flockhart, 2016). The
major challenges are building professional relationships with the company and acceptance of
the behavioural norms of the organization. In light of the quality of the change relationships,
the companies have to also go through the changes that come along with company’s internal
and external relationship. These relationships can be with the customers, stakeholders and
shareholders. The changes can have either positive or negative outcome on the attitudes
towards the company itself. The target group for initiating a particular change in the
organization is also important for the company’s survival. It is important to decide on the
ground for which the change can be implemented. The reasons may include the production,
that may potentially influence the outcomes of the changes. Overlooking identification of the
limitations, for any such organizational changes can result in negative outcomes that may
Participation Topic 4
Organizational change is subjected to resistance from its shareholders and stakeholders. This
can be due to various issues of insecurity, fear of change etc. It is not uncommon that the
employees tend to resist the change in the organization due to lack of communication from
the higher authority. Proper communication is necessary before commencing achage within
an organization (Cameron and Green, 2015). These can be detected by surveys, feedback to
understand the issues within the workforce. Employees also fear the loss of job opportunity
during the commencement of a change in the organization. Whether it is a corporate merger
or liquidation, the job security of the concerned organization’s employees can be potentially
in danger. Additionally the organizational change results in the change of job role after the
implementation of change. The resistance can be in form of active or passive resistance. The
active resistance are arguments, ridiculing, blaming, distorting, and blockage. Passive
with the organization. The best ways to react by importing the communication skills of the
managers, listening to the employee’ concerns and providing security to the jobs and
encouraging participation.
Participation Topic 5
The first step is to motivate the workforce to prepare for the organizational change. This is
done by creating preparedness for the inevitable change within the organization. Additionally
the management of resistance of change is also necessary in this step of the change
implementation. The second step is creation of a vision which can be followed to effectively
track the changes. This includes energising the commitments of the workforce within the
organization. It is also necessary to describe the intended future prospects of the change to be
implemented within the organization (Burton eta al. 2015). Third step is the development of
political support for the change implementation. This requires identification of the power of
the agent, identification of the stakeholders of the organization and in turn influencing them
for the intended change support. Next step is the management of the transition within the
organization which require planning of the activities, showing commitment to the planning
and management of the framework for the transition of the organization. Last step of the
change implementation is to sustain the rate of actions for the change. This requires
providing resources for the change implementation, building a system to support the change
agents, development of newer skills and competency within the organization and reinforcing
Participation Topic 6
controlled. Despite having a good plan of change implementation there are various factors
that can revert the condition of the organization and render the transition moot. There are
certain suggestions that may help consolidate the commenced change of events (Carnall,
2018). The company can redesign the jobs and roles of their employees which would help the
employees modify their behaviour and is seemingly more effective that the change of culture
within the organization. This will help regulate the transition effectively within the
organization. Next the reward systems and policies within the organizations can be modified
to the compatibility of the current vision, direction and values of the company undergoing
change. The decision making process, objectives and operational decisions are to be changed
to accommodate the transition. The senior management needs to constantly advocate changes
which will remodel the desired goals and behavioural changes within the organization. The
process of change is to be tracked to map the progress of the change within the organization.
Adams, D. (2018). Woolworths Pauses Plastic Bag Ban Because Shoppers Couldn't Come To
Adams, M. (2018). BHP to exit US shale with deals worth $10.8 billion. [online] Ogj.com.
Burton, R.M., Obel, B. and Håkonsson, D.D., 2015. Organizational design: A step-by-step
Cameron, E. and Green, M., 2015. Making sense of change management: A complete guide to
the models, tools and techniques of organizational change. Kogan Page Publishers.
Flockhart, T., 2016. The problem of change in constructivist theory: Ontological security
Stark, M. (2018). Hino announces organisational changes - Logistics & Materials Handling.