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Impetus for Change

MGT/426

May 10, 2017

Impetus for Change

Organization wide change is also known as right sizing or restructuring Actually, these are just two kinds of organization wide change. There are others. This type of organizational change is characterized by change in the employee culture Culture does not always change in a layoff in an organization. It is also characterized with employment or layoffs of employees. This kind of organizational change when practiced in any organization; it results into change in many programs of the organization, which in return affects many individuals and groups. It is always executed over a period of time because it requires proper planning and implementation (Smith, 2016). Downsizing can occur quickly, despite what Smith says if a company is acquired or files for bankruptcy protection.

Identify the Type of Change Avoid the use of Semicolons

Some of the examples of organizational wide changes include; strategic changes which involves changing the questionable mission and objectives of any organization. Secondly, structural changes which involves changes in the work assignments, work relationships, as well as authority structures; which end up changing the entire internal working environment. Lastly, changes that are geared towards processes in the organization; this type of change involves developments in the technology as well as in the information processing. It is important to note that despite the use of any type of the organizational wide change, the effect is seen in the changing organizational cultures. Hence, affects the individuals and employees behavioral pattern (Smith, 2016).Deleted phrase is not a complete sentence

Kenya Airways have used organizational wide change sacking the employee whose is about six hundred. Sentence clearly written It is a process that began in July 2016 following the notice issued in March the same year. The objective of this process is a result of trying to make sizeable changes in various aspects of the organization. This follows the decision by the board to lay off its employees as a way to help raise the needed capital to boost the organization’s business standards. Actually, laying off employees usually increases expenses short term. Over time the reduction in payroll may enable the company to save money. This group of employees accounts for fifteen percent of the Kenya Airways employees (Kenyan Wall Street, 2016).

This measure put forward by the board of directors of Kenya Airways has so far seen eighty employees laid off in its first phase while the second phase saw thirty-eight employees laid off. The need to increase the profits of the businesses done by the Kenya Airways has led to this measure by the board of directors to reduce its work force. The organization’s profitability has been reducing since 2012. Thus, there was need for a turn around so as to remain relevant in the competitive market. This is one of the measures taken in a bid to help the Kenya Airways move forward in its businesses (Kenyan Wall Street, 2016).

Explain how the Change was Communicated

The idea reached by the board of directors of Kenya Airways, to lay off part of its employees were communicated through meetings and forums between the board members, worker’s union and the staff as well as through notices to the staff and to the public through the media. This communication process took a top down approach with little input by the staff. This process has been met by resistance from the employees through their union (Kenyan Wall Street, 2016). This has resulted into a series of strikes that has further paralyzed the organization’s operation. Hence, making it difficult to successfully implement the turn-around strategies in its businesses. This strategy is called `Operation Pride’ with main agenda to re-look into the business model used before, optimize the structure of the capital as well as close the gaps in its profitability (Kenyan Wall Street, 2016).

Identify Which Leaders were Involved in the Communication

The leaders that were involved in the communication process of downsizing of workers at Kenya Airways were the members of the board of directors that includes; the non-executive chairman, managing director who doubles as the chief executive director, acting group finance director, and the non-executive directors. Taking centre center - Is the English spelling stage in communicating was the managing and chief executive director accompanied by the rest of the board members. The board reported that the labor laws of Kenya, staff members contracts as well as the collective bargaining agreement were followed and therefore the board’s action were in line with the Kenya Constitution (Kenyan Wall Street, 2016).

Identify the Change Model

The assignment instruction intended for you to name a change management model like Kotter or Lewin

Change management model refers to the process of directing groups, teams and individuals to the aspired goal. Different models help in planning process as well as in the implementation process. They provide ways of solving the problems that may arise when undertaking the process of bringing change. The use of change models also help in guiding the entire change process from planning, implementation to evaluation. Change tends to remove people from their comfort zones; therefore, groups or individuals are bound to resist the desired change; especially when the change affects them directly or when they are left out in the process of planning and implementing the change. This is where the change management models assist in managing the resistance.

The Kenya Airways seemed to have used the change model similar to the ADKAR change model. This model proposes five steps that any organization should follow in the process of managing change. The main proponent of this change management model is Jeff Hiatt. The first step begins with creating awareness for the need for the change (Ramakrishnan, 2014). Under this step, the model recognizes the need to make individuals and groups involved to understand why the change is important. This is achieved through consistent communication. Secondly, is to ensure the individuals involved buy the idea of change so as to build their desire for the change. This can be either achieved through motivation and providing incentives (Ramakrishnan, 2014).

Thirdly, provision of the knowledge on the change and how the change will look like as well as the expected end results; this can be done through conducting a series of meetings and forums, with the individuals who will be affected by the change. Another step involves the ability to implement the change (Ramakrishnan, 2014). In this case, the Kenya Airways must know and be capable of implementing the change desired to its completion. Finally, ensuring the sustainability of the change once the process is completed. Kenya Airways must ensure that the remaining employees are well equipped with the knowledge and skills to perform the work that was being done by the laid off employees. They are supposed to ensure that the remaining employees that were also opposing the change do not go back to their earlier position. This can be achieved through giving positive feedbacks, through recognition and rewarding the hard working employees (Ramakrishnan, 2014).

References

Kenyan Wall Street. (2016, April 1). Kenya Airways to sack 600 workers from May. Retrieved May 9, 2017, from Kenyan Wall Street: http://kenyanwallstreet.com/kenya-airways-to-sack-600-workers-from-may

Ramakrishnan, S. (2014, March 21). Change Management Models. Retrieved May 9, 2017, from Scrum Alliance: https://www.scrumalliance.org/community/articles/2014/march/change-management-models

Smith, C. (2016, September 24). 5 Types Of Organizational Change. Retrieved May 9, 2017, from Change: http://change.walkme.com/5-types-of-organizational-change/

This paper is generally well organized and does a fairly good job of addressing most of the assignment instructions. There are a number of sentences that are not clearly written. More careful proof reading – and reading the paper out loud after you have put it down for a few hours will help you HEAR the mistakes.

There are number of statements made that are incorrect – see comments added to the paper. See the first paragraph of the paper.

There are citations but it appears that the information from the citation may not have been interpreted or applied correctly.

A basic graphic was included with the assignment as are references.