Assignment Sample on HRM4007-N The Management of Change
Introduction
The aim of this report is to enhance knowledge regarding the process of change management of an organization. Besides that, this study is going to forecast a range of issues of change management of a chosen organization named “Uber organisation”. This study describes multiple types of consequences that interact with the Uber organization’s managing activities. In this present study, part A appraises and evaluates a particular issue of change management from a perspective of the team, organizational as well as individual one. On the other hand, part B is effectively focused on reflective practice skills through using Kolb’s learning cycle. After that, this study also tried to display a self-development plan as a tone of learning journal through enhancing knowledge and skills of a manager.
Part A: Appraise and analyze a real change management issue
Overview of organization
Figure 1: Organizational structure of Uber
(Source: Uber.com. 2021)
Uber organization also named as Uber Technologies Inc. is a type of American mobility that offers transportation service through using digital applications to hail a ride. Along with this, Uber organization is popular for service providers based in San Francisco with core operation in more than 910 metropolitan areas globally (Uber.com. 2021). Hence, this ridesharing organization hires independent contractors as car drivers, and nearly 26,900 employees actively work in this transportation company (Uber.com. 2021). According to recent business data of this company, it has been detected that the annual revenue of Uber is nearly 1,113.8 crore USD in 2020 (Uber.com. 2021). Based on the employment report, it has been idealized that Uber has maintained a Hobbesian culture with a form of propagated corporate value.
Main principle of chain management and technique of organization
Based on the recent business operating procedure of Uber, it has been acknowledged that entire change management critically relies on four different principles. As per the view of Suryanto et al. (2018), understanding realistic change, planning change, implementing the exact planned based change along with communication change are acted as formal techniques of change management in business organizations. All the adopted principles of change management are critically operated by core engagement of shareholders in order to systematically act and adjust with delivering business operations. In the words of Bastas and Liyanage (2018), good communication as well as putting the exact plan into formal action is also needed for change management, and in this specific case, training is highly required for adaptation of changes. In order to maintain all the emergency guidelines for changing management roles and developing responsibility, it is needed to prepare a changing adaptation regarding a long term adjustment within the multiple changes in management.
According to the core principle of change management, it can be stated that change management is a type of systematic manners and organized methods. The technique of change management is actively helpful in terms of implementing and describing change within the management area of both external as well as internal processes of Uber organization (Researchgate.net. 2017). As opined by Dou et al. (2018), all the involved individuals have been strongly assigned with the adapting process of change management that must understand the planned procedure throughout several stages of activity. Change management policy has carried out a unique goal that is clearly assigned with increasing awareness as well as understanding of the newly proposed change across Uber organization.
Lewin’s change management model
Figure 2: Lewin’s change management model
(Source: Wee and Taylor, 2018)
Based on the theoretical perspective of Lewin’s change management model, it has been idealized that the ultimate process of change management of an organization entails generating perception through explaining change in need. As per the suggestion of (), the process of change management proceeds through three different phases such as unfreezing, changing along with refreezing. The theoretical guideline is actively helpful to experience that proceed change is actively moving toward a new and desired level regarding a behaviour, after that solidifying new changed behaviour as suited with norm.
Identify change management issue
Figure 2: Change management issue
(Source: Created by the learner)
Uber announced a pilot in respect to the corporate education program in order to address far-reaching and fundamental cultural issues of this transportation company. Lack of support for the managerial executives as well as staffing issues that generate complications in between team members are effectively described as potential challenges for Uber organization (Bbc.com. 2017). As per the suggestion of Stouten et al. (2018), the ultimate success in the area of contemporary industrial performance actively depends on heavily formed strategies by the leaders to guide entire teams. In this regard, the poor performance of leadership also triggers another cause of potential issue that has been faced by Uber organizations during the changing management system (Researchgate.net. 2017). On the other hand, poor leadership performance has failed to enable introducing unique models of delivering operation in the context of taxi business potentially attributes its success.
Based on the recent business procedure of Uber organization, it can be described that this transportation company is one of the most developing companies in the area of taxi business. Moreover, it is also shown its major attributes to possess success in terms of unique modes of the process of leadership by Travis Kalanick, a Chief Executive Officer of Uber organization. According to the change management process of Uber, it described that this company maintaining a top-down approach as it can help to enable employees for implementation cost deliverable organizational activities.
Organizational changes are poorly implemented by leaders who are critically not adapted to assess the recent market situation. As per the view of Cameron and Green (2019), poor maintenance of changed management guidelines create potential obstacles in terms of driving in advanced organizational posts in the international business market. Another critical issue is assigned with the area of its main operating environment that creates a dramatic toxic workplace era that is not able to enhance employee performance (Bbc.com. 2017). The leader of Uber organization has tried to manage a well-developed system of clear communication, although lack of team performance creates numerous issues to formalize a descriptive path in communication structure.
The case of Uber change management exhibits a manageable scenario whereby the team members, organizational stakeholders and other employees depend on specific commands with instructions of the leader. In this specific case, organizational stakeholders are shown an improper engagement within the applicable function of changing management as creating deadline issues to them by the organization leader of Uber. As stated by Gichanga (2017), formation of leadership structure, development and training to create a dramatic situation that is lasting change for a very short term. On the other hand, the team members as well as other involving employees are not able to deliver standard working functions as a result, the service delivery is also negatively impacted (Monroe et al. 2019). In this case, the employees do not have adequate range of tanning to adopt in this newly changed managerial structure of Uber.
Theory on managerial change
Multilevel theory
The theoretical concept of multilevel theory can help to take a multilevel approach in order to explain the core mechanisms behind accumulation and amplification of organizational value. As argued by Wee and Taylor (2018), the ongoing working unit of an organization is merely assigned with level changes over time that becomes a substantial changing aspect at the stranded organizational level. Moreover, it is actively effective to minimize a term of negative impact to delivering services and consumers. As opined by Heaton (2019), the activity of change management is effectively helpful for ensuring all changes are usually made in a thoughtful way.
Change management issue from the individual perspective of Uber organisation based on theoretical guidance.
The management of the organisations is to be dealt with specific strategies in order to improve the capitalisation and growth of the organisations. The importance of the strategies that need to be taken by the organisations may be combined by certain theories, and the perspective of identifying such theories must be taken into consideration in a proper way (Wang et al. 2020). Uber is an organisation that deals with rented bikes and cars. It recently started the business of food and delivered the food to the customers. However, the business has to take some steps in the management system in order to maintain sustainability in the global market.
The change in the management system in the individual perspective has been taken by the Uber organisation. The individual perspective in change management indicates the move that may be taken by an individual. The move in the predictable journey of individual deals with the perspective of the future assessment (Goodwin, 2017). It is to note that change management may be indicated as an application that is dealt with by the process in a structured way. This can also be considered as a tool’s set that helps people to grow by using the perspective thing in alignment, which assist them in overcoming the desired outcomes.
Figure 3: Change in individual perspective
(Source: Pmi.org, 2020)
The drivers are the individuals that are facing the risk of driving across the countries or cities where Uber has been banned. The organisation is facing the problem as the individual drivers do not want to drive, and the organisation is getting affected by this issue. The drivers are also being affected, but the life risk is more essential, and thus the Uber has taken the help to change their management system with the help of the ADKAR model.
It is to take note that the Uber organisation has taken the current steps in mind, and this helps them in identifying the transition state as well as the future state of the organisational growth. The change in the management system through this system indicates to follow the model presented by Prosci in the ADKAR model (Moskalenko, 2018). ADKAR simplifies the change management by introducing the outcomes that Uber organisation has taken into consideration. ADKAR has been simplified as
A– Awareness that is needed to be considered that requires the change
D– Desire to support and participate in the change
K– Knowledge that is needed to change the system
A– Ability that must be implemented by introducing the right behaviours and skills
R– Reinforcement that is required to maintain the change in the market
The Uber organisation maintains this model of change management that helps them to organise their management system as the employees, and the management system was being affected, and the customers were being dissatisfied. This change in the management system, however, is helping the organisation a little bit, but it is taken into consideration that the employees and management should maintain good relations in order to sustain the change.
Change management issue from team perspective of Uber organisation based on theoretical guidance
The management in the change system of the Uber organisation may be considered as the team perspective. The issues that may arise in the way that desires the team of the organisation to change the system may be considered as the change in the organisation by following the issues regarding the team. The organisation often stems from the challenges that may be faced by the teams and affect the upper level of the organisation to a large extent. The main issues that may be identified by the teams of the Uber organisation are the inattention of the results, avoidance in the accountability, lack in commitment, fear for conflict and absence of trust (Fgcu.digital.flvc.org, 2020). However, Uber identified Kotter’s eight steps model that helps the organisation in dealing with these issues.
Uber organisation deals with certain team issues and this can be overcome by Kotter’s eight steps model which indicates the clear change of the management system. This model helps the organisation to an easy improvement by following certain easy steps (Laig and Abocejo, 2021). The steps Uber took to reduce the issues are as follows:
Figure 4: Kotter’s model
(Source: Edcentral.uk, 2018)
1st step– Uber created an urgency in the organisation so that the team members can cope up with the issues
2nd Step– A strong coalition had been identified by teams
3rd Step– Uber created the changing vision for the teams
4th Step– Communication with the team members is necessary to meet the vision
5th Step– The obstacles that created the issues had been removed
6th Step– Short-term policies had been implemented to observe the results
7th Step– Changes had been built up in the organisation for the team members
8th Step– Uber anchored the changes in the organisation that help the team members with the issues
The teams in Uber thus followed this model to cope with the issues that had been faced by the group and this helps the organisation to maintain sustainability. The team members are the employees that an organisation is based upon and they need to be taken care of by the organisation in this way.
Change management issue from the organisational perspective of Uber organisation based on theoretical guidance
Organisational structure of an organisation needs to be changed sometimes in order to get the desired goals in the global market. The management of an organisation may deal with the changes in respect of the organisational structure that help in dealing with a certain perspective (Stouten et al. 2018). However, it may be discussed that Uber organisation has faced issues regarding the structure that needs to be changed. The report shows that the organisational structure of Uber indicates that the structure is required to be changed by the CEO Dara Khoshrowshahi in the medium-term perspective of the organisation. The plan of the CEO in changing the management system as the part of the organisation had been dealt with the help of the three-phase process of Prosci.
Figure 5: Prosci’s three-phase process
(Source: Nzbef.org.nz, 2018)
This theory of Prosci deals with the three phases in the management system of the organisations that indicates to prepare the approach that needs to be changed, manage the change system and prepare the overview to sustain the outcomes (Bellantuono et al. 2021). The first phase of the theory deals with identifying the approaches required for change as Uber had identified that the organisation must follow the de-layering in the organisational structure. The organisation aimed to maintain the flexibility in the structure that requires removing certain management levels.
The second phase of the theory deals with the planning and tracking of the performances of the organisations in order to follow the objectives that have been taken into consideration for the changes. The last stage of the theory deals with the reviewing of the performance and transfer of the owner if needed. As per the opinion of Sormunen (2021), Uber took the responsibility in dealing with this structure and the outcome that can be seen in the organisation is that the organisation faced an improvement in the policy department and communication system amongst the employers and the employees.
Factors affecting change management
Figure 6: Factors affecting change management
(Source: Created by the learner)
Successful change management formula involving sponsorship, benefits, strategic vision, resources and proper planning based methodology and in case any chosen factors are left out, the ultimate outcome did not taste that great. As stated by Ján and Veronika (2017), proper communication, stakeholder engagement, change impact and readiness, leadership alignment, training and organization design are six major affecting factors of change management. Due to implementation of a change in the area of management of Uber organization, there are four different serving components as strong pillars that hold up changes. As per the view of Nawafleh (2018), management, leadership, planning as well as maintenance of the newly changing area is marked as various types of distinct phases of change in the organization. The above-mentioned theory is critically beneficial to acknowledge Uber organization has not clearly maintained each delivering guideline of leadership responsibility. As a result, the management as well as other activated business areas becomes negatively impacted.
Recommendation
Uber organisation has taken the initiative to change its management system by identifying certain issues that the employers, employees or customers are facing. The learner suggests taking some other strategies that may help the organisation in developing further.
Recommendation 1: Creating road-map
The roadmap indicates the changing strategies in a written form with a presented diagram and this help the management system to maintain track of the proposed changes. According to Olivari (2020), the changes that have been identified by the organisational management must be presented through a roadmap that helps them in following the steps in an organised way.
Recommendation 2: Communication
The change in the management system does not deal with the strategies that have been taken by the hierarchy only. It also follows the system that depends on the employees’ recommendations and follows their decisions that may help in the growth of the organisation (HARRIS, 2021). Therefore, communication is the best process to identify the changes and help the organisation to deal with the issues with the help of the employees.
Recommendation 3: Continuous review
It is to take note that the change in the management system does not allow if it is not reviewed or checked in a continuous process. As per the view of Hanelt et al. (2021), the reviewing or checking of the changes must be maintained by the organisation at a different level and must be done in a continuous process that may help the organisation to sustain the changes.
Recommendation 4: Improving the process
The organisation is recommended to improve their process by reviewing the changes. The changes that have been implemented by the organisation must be checked on a regular basis to review the impact of the organisational growth (Aguinis et al. 2018). This also helps the organisation in dealing with certain more changes that may be required in the changing management system.
Part B: ‘Reflective practice’ skills
Kolb’s Learning Cycle
Figure 4: Different stages of Kolb’s Learning Cycle
(Source: Kolb and Kolb, 2018)
- Concrete experience
Based on the ongoing academic experience, it has been demonstrated that I have well formed several range of managerial activities through attaining a daily basis classroom lecture. Group task, team delivering performance and communication skill are marked as the main developing areas that are explored during the stage of group presentation in academic life (Sudria et al. 2018). During the work session of weekly classes, I have noticed that my group members are so helpful in developing my skills and fulfilling other necessary requirements. All the gathered experiences are actively needed to manage any critical decision making criteria.
- Reflective observation
Due to engagement in the classroom season and combined with an organization as a part-time worker, I have experienced that leadership skills is highly essential to manage each of the delivering activities. As per the suggestion of Kolb and Kolb (2018), technological experience is highly demanded to explore new forecasting areas in this recent organizational environment. However, I have poor technical experience that has been remarkably explored through deriving a practical session. As a result, my grade has become lower in the area of any group sessions as well as I cannot visualize any active change in my personal ability to manage and deliver tasks with better conceptualization.
- Abstract conceptualization
During my entire learning activities in the classroom, it has been determined that leadership roles are highly required in terms of better changing management of an organization. As per the suggestion of Wallace (2019), stakeholder engagement and team member’s activities are also marked as another major influencing part to explore new areas in change management. Based on my personal ability, it can be experienced that I have to develop my technical knowledge and team performance ability. As a result, I can easily handle the extreme pressure of the organizational environment due to changes in the entire managerial segment.
- Active experimentation
Based on my personal ability and encountered all the poor areas in my personal effectiveness, I have to take serious action to improve the communication structure in my upcoming life as a manager. As per the view of McLeod (2017), watching technology-based video as well as attending technology-oriented seminars is actively beneficial to develop skill of technology. As a result, all of the delivering managerial tasks will be critically reviewed through better technical guidance and reduce the maximum range of complications in delivering tasks. On the other hand, recently, I have joined a team of management as an intern, which is effective to explore new areas on managing performance. Besides that, the importance of stakeholders, leaders as well as other team members can be encountered throughout this active experimentation process.
Learning journal through create a chart of weekly sessions
| Learning journal of weekly sessions | ||||||
| Week 1 | Learning activity | Process of learning development | Progression of class exercise | Assess contribution by me and others | Participation style of group members | Encountered difficulties |
| Lack of executive support during change management | Teacher’s lecture is mostly helpful to develop managerial experience and theoretical knowledge based on the change management process (Manda, 2020). | The lecture notes and related journal articles are enough to enhance learning progression regarding a class exercise. | Discussing the previous learning guide also helps to assess major contributions of classmates and team members to enhance managerial roles and responsibilities. | Most of the group members participated through forming a higher relationship behavior approach to solve issues related to managerial complications. | Lack of support by teachers and other lecturers create a complicated situation to gather knowledge about the learning material. | |
| Week 2 | Learning activity | Process of learning development | Progression of class exercise | Assess contribution by me and others | Participation style of group members | Encountered difficulties |
| Changes in people in organization | Theoretical practice is so effective in order to enhance self-practice to combine sources. It is highly interconnected to maintaining the key guideline of managerial roles and delivering responsibility (Wilkinson and Grecic, 2021). | In terms of progression of class exercise, I am actively ready to keep practicing all the educational notes after reaching home. | In terms of actively engaged in other managerial work as a part-time worker can help to assess the ultimate contribution of me. | In this present week, most of the active team members have shown a low task behavior that is creating numerous difficulties to deliverable exact plan of managerial roles (Rubens et al. 2018). | Lack of knowledge regarding managerial activities is one of the major obstacles for me during the session of week two. As a result, I a failed to extracted adequate information about most affected people in change management | |
| Week 3 | Learning activity | Process of learning development | Progression of class exercise | Assess contribution by me and others | Participation style of group members | Encountered difficulties |
| Critical factors required for change management | Group study and classroom practice along with two exams in a week also create an advantage to enhance the decision making skills about managerial responsibility (Kriulina, 2020). | Creating a self-development practice through connections with multiple activities related to the class study material can help to prolong the class exercise. | Discuss with other classmates about daily basis class lecture and clear any complications | The participating team members have shown a greater performance that is ideally suited with a high relationship style. As per the suggestion of Yehorova(2021), the process of high relationship style is actively helpful to emphasis shared ideas as well as manageable decisions. | Poor technical knowledge and inadequate range of critical thinking skills are other completed issues to create a distraction situation during practical classes. | |
Table 1: Learning journal of weekly sessions
(Source: Created by the learner)
The above learning journal can help to encounter several areas of academic performance as well as numerous difficulties in each weekly session. Although, I have taken numerous action steps to avoid any kind of complications in managing performance as well as upgrade myself to form a better path for upcoming careers as a manager.
Conclusion
The entire part of this study concludes several consequences of the change management aspect as well as showing its potential complication based on a chosen Uber organization. The entire part of this study is critical analysis as well as moderately appraising the formation of change management issues that is highly responsible for degradation of organizational performance. Part one of this study is to acknowledge that, Uber has faced leadership and team performance-related issues due to change in its management structure which resists the ultimate complicated zone of consumers and organizational relationships. Besides that, required skills and adequate knowledge has been delivered throughout part two of this study, which needs to enhance managerial roles and responsibility. Hence, this study is effectively beneficial to enlarge the viewpoint of upcoming viewers regarding systemic guidelines of changing management policy and the importance of leadership to maintain each operating service.
Reference list
Online sources
Bbc.com. 2017. Uber: The scandals that drove Travis Kalanick out. Available at: https://www.bbc.com/news/technology-40352868
Edcentral.uk, 2018, Can school leaders rely on Kotter’s change management model, Avaliable at: https://edcentral.uk/edblog/expert-insight/is-kotter-s-change-management-model-a-silver-bullet-for-school-leaders [Accessed on: 20th December 2021]
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Nzbef.org.nz, 2018, Prosci’s change management methodology, Avaliable at: https://nzbef.org.nz/wp-content/uploads/2019/05/Guide-Proscis-Change-Management-Methodology.pdf [Accessed on: 20th December 2021]
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Journal article
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Persoial depveklopment
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