Assignment Sample on Organisational Change Development Plan
Introduction
Organisational changes are likely to be found in multiple organisations and specially it is found in international organisations. This assignment is based on organisational changes and development plan. Multiple organisational changes will be found from Prudential Plc and also the causes will be identified for the changes. On the other side, this assignment will include social as well as organisational consequences that proved for organisational change development plan. On the basis of issues, recommendation will be provided in this assignment, for further improvement of the organisation. Appropert leadership styles, organisational development and employee engagement will be improved by the recommendation.
Aims
The main purpose of this project is to understand the need for Organisational transformation and digital change with cultural resemblance of Prudential. This assignment aims to find a suitable leadership style that can help the organisation in setting an Organisational change development plan. The aim is to find a proper plan for employee engagement and develop the company.
Key issues
Prudential plc is a multinational company based in the UK that provides loans to working people and professional people. The company can control 20 million people across the world also its asset and insurance is operating in 14 different markets in Asia. Due to COVID 19 pandemic, market access has been reduced and also the government has minimised the amount of interest (Chanias, Myers, and Hess, 2019). Hence the income has been reduced and is affecting the GDP of the UK. Prudential hand made several changes to the LF Prudential UK Growth Qualified Investor Scheme Fund. Also, there are changes in the investment objectives, benchmark, management, and fund names.
Case scenario
Prudential UK is one of the most renowned companies in the UK that approximately supply Euro 2 billion worth of technology to the local market. Further, the company at present employs more than 2,000 employees all over 16 locations of the region. After this to initiate the success of the organisation in the year 2018 in August the management of the company finally decided to introduce the aspect of digital transformation in the company to achieve success through Focus, Accountability, and Adaptability for the organization (Schwertner, 2017). Now coming to the importance of culture that is the organisational culture in regard to the digital transformation for any organisation it is essential to mention that for any organisation, be it, Prudential of any other organisation, the organisational culture resembles the role of a representative’s demeanour that is sure to represent the moment of the truth. Under the organisation, culture remains the different cultural attributes of any organisation that includes the collection of some values, systems, practices and also some expectations. All these features motivate the management and employees of any organisation that is Prudential in this regard for the smooth and efficient flow of the organisation (Correani, 2020). The organisational culture of Prudential helps the organisation to induce a systematic approach with the organisational behaviour of the organisation.
The multiple triggers analyse for changes
Effectiveness on change of management strategies
Changing management strategies can assist the organisation development by preventing any future business malfunction and eliminate any problems which can delay or hinder the development of an organisation. As no problems are always the same, the changing management strategies can overcome the problems by the dynamic strategies (Ebert and Duarte, 2018). For example, analysing the market strategy and initially launching the product accordingly is an effective change management strategy for the development of the business.
Importance of participative management
The participative management style gives a variety of benefits and importance to the development of different levels of an organisation. Participative management encourages and motivates the employees to increase productivity to reach the goal efficiently and creates self-esteem to include their ideas and creativity (Sua, Jiang, Thompson, and Wang, 2020). The organisation gets a wider aspect and ease of change can be implemented. The commitment towards the development opportunities by the employees results in the organization is on a proactive mode.
Importance of evaluating
Evaluating organisational development enhances the overall design and its execution. The evaluation enhances the various activities and improves their effectiveness. The evaluation also allows for improving the growth of the organisation. The two types of evaluation methods are as follows:
Formative Evaluation
The formative evaluation is a process of evaluation that occurs in between the process and measures the overall changes.
Summative Evaluation
This evaluation occurs at the end of the program and mainly focuses on effectiveness and suggests the process to improve it.
Managing conflict
Managing conflict and resolving the problems between the tasks could be time-consuming. Conflict can make the employee morale down which can affect the productivity of the working environment (Liere-Netheler, Vogelsang, and Packmohr, 2018). One of the most effective methods of resolving the conflict is collaborating and negotiating among the employees. The best thing is to encourage the employees and collaboration to find the solution together and build the initial form of professional relationship for better team chemistry.
Kahn’s engagement theory
William Kahn is widely recognised for his engagement theory by defining “the harnessing of organisation members”, the engagement theory works on three aspects and that is meaningfulness, safety, and availability (Stark et al. 2019). These three aspects focus on human engagement for organisational achievement. The engagement of the employee is an important concept to describe the efficient and effective bond between the organisation and the employees. The fully engaged employee helps in mating a positive action and reflects the vibe to another workforce in achieving the target thus contributing to the development.
The management in its organizational development plan must immediately take note to change the leadership of the company. The leadership at the top level is inadequate and has lost the confidence of the employees (Schwertner, 2017). The leadership must be changed or better tools and must be used to delegate the activities of the leader better. The organisation needs a change in the leadership and also in the management system as per the employee survey results. Other than these the management must also conduct an in-depth performance analysis of the employees and use various other technologies to improve the work function and abilities of the employees.
The management musts look into the changes that should be immediately taken to maintain stability in the organisation. The organisational development plan is necessary to change the transitional approach to work culture (Lam, 2019). The change will bring in new dimensions to the overwork culture of the organisation and help the organisation grow its modern outlook. The management shall take into consideration the recruitment of the operational officers and bring in more employees with skills. To improve the gender bias the company shall concentrate more on the development of a better recruitment process. The strategy must be to incorporate as many female employees in the organization.
Expectancy theory
The expectancy theory outlines the employee’s level of effort given in the work to achieve a certain organisational goal and rewards them accordingly. This reward will encourage employees to work at their best to gain benefits (Girard, 2019). This reward is certainly structured with a clearly defined goal and its challenging effort to keep the morale high. The expectancy theory gives the lead the planned development of an organisation and also providing job satisfaction by giving benefits and rewards to the employees. The implementation is rather easy to proceed with, this makes it easy to organise and reward dynamic goals for the development.
Reinforcement theory
Reinforcement theory is a strict organisational theory where the main purpose is to change the behaviour by using reinforcement, punishment and extinction. The implication of positive reinforcement can be done by rewarding the employee for the desired behaviour with a positive outcome. The implications of this theory for the development as it should not be done simultaneously to the employees and reward all the employees (Orchard et al. 2020). The reinforcement must correct the positive and the negative working methods to achieve the development. Positive reinforcement should be encouraged among the employees for future growth.
Mckinsey 7-S framework
Mckinsey 7-S framework improves the organisation performance and determines the best plan to implement the given strategy. The framework consists of three hard elements which are strategy, structure, and system and four soft elements which are shared values, skills, style and staff (Taillardat, Thompson, Garneau, Trottier, and Friess, 2020). These 7 elements are used to examine the current and the future changes and its implications in the organisation. This framework emphasizes the development of the critical elements in an organisation.
The types of change experienced
Now for an organisation like Prudential, the importance of digital transformation is futile to be expressed in words. Coming to the process of digital transformation, it is the process of the adaptation of a digital technology-based transformation type service. This process can be initiated for any assistance or any business. Hence primarily the operation of the digital transformation aims to replace the non-digital or any of the manual methods by the inducement of the newer digital technology that can make the service offerings of the company conspicuous. Now there is one hindrance that is important to be mentioned herein regard of the inducement of digital transformation (Ustundag and Cevikcan, 2017). Those organisations that provide manual or ancient technology-based services to the clients or the customers may face some initial challenges regarding the adaptation of the digital transformation. However, if the organisational culture and the behaviour of the employees of the organisation are sound and subtle, then the success of such organisations comes in the forefront. The right corporate culture refers to the role of the employees of the organisation for organisational commitment, the financial standards as well as the accounting ethics of the organisation and the motivation strategies for the employees of the organisation from the management level. All these are some inner organisational attributes that are truly responsible for the success of the organisation (Butt, Nawab, and Zahid, 2018). In addition to this, some external factors are also responsible for the success of the Prudential organisation regarding the enormous success of the digital transformation for the success of the organisation
The change situation
Those features are globalisation, urbanisation, climate change and some demographic as well as geographic related issues. These factors are too responsible for the success of the digital transformation for the organisation of Prudential. In addition to this, the work culture of the employees of Prudential is also instrumental in the digital transformation-based success in the organisation. The employees of Prudential are needed to change their workforce-related abilities, and their capacity somewhat altered from the erstwhile model of the manual workforce (Chanias, Myers, and Hess, 2019). Finally, to mention that for the transformation of the model of manual Prudential to digital transformation, a large number of human resources with adequate knowledge in technology and digitalisation that can make the work tech-savvy. The organisation needs to have sound financial capability for starting the digital transformation. For this purpose, several machines and technological apparatus are essential that can make the success of the digital transformation process of Prudential immense. These all are the significant factors that can make the aspect of the digital transformation of Prudential immensely successful.
Cultural and social dimensions
To successfully affect the model of digital transformation, the management of the organisation needs to adopt good communication successfully. The management of Prudential needs to adopt a model to uphold an outstanding communicative in the organisation. In this regard, the leaders and the management officials of the organisation are imperative to conduct regular meetings and discussion sessions for the employees (Liere-Netheler, Vogelsang, and Packmohr, 2018). Through such communicative sessions, it will be easier for the management of the organisation Prudential to clarify and solve any problem areas. In this betterment, the organisation of Prudential should conduct and call for regular meeting and brainstorming sessions with the employees. This will initiate the systematic success and the management of the organisation.
Coming to the illustration of the theory, the best theory that applies to this discussion is the transactional communication theory. A transactional model of the communication theory is the model of the exchange of the messages between the sender and the receiver. It is one of the most suitable and apt models of communication (Čudanov, Tornjanski, and Jaško, 2019). If the organisation adopts this model of communication, then it will help the management of the organisation Prudential to maintain a short interpersonal model of communication by which all the employees of all levels of Prudential will be able to have a culture of interpersonal relation and communication with each other.
For the success of any organisation, any organisation needs to have a prominent culture of communication. If any organisation has a lack of organisational communication, then it may lead to vulnerability and problem areas of the organisation. The most prominent business leaders like Nancy Albinson, who is the Managing Director of Deloitte and Touche LLP, emphasises the role of communication with all the levels of the employees as a top priority for the organisation.
Recognize the importance of culture and Links between power, politics, and conflict and its effect on change
The management of Prudential has been able to maintain a conspicuous and excellent behavioural strategy regarding the digital transformation model in the organisation. For the success of the plan of the digital transformation, the existing employees of the organisation have been provided additional training so that the employees may find themselves tech-savvy (Vial, 2019). Even the old infrastructure of the organisation has been replaced with the current technical apparatus that can make the mechanism of the digital transformation more stable and successful for the organisation. However, one thing is essential to mention here that for effective results from the digital transformation of the organisation it is essential for the management of the organisation to make the leaders of the organisation constantly interact with the employees of the organisation frequently. Hence the behavioural role of the leaders of the organisation is highly instrumental for the ultimate success of the digital transformation of Prudential.
It is recommended to the management of Prudential to adopt the theory of Contingency model of Dunphy and Stace (Orchard et al., 2020). It is the most important behavioural theory that potentially emphasises on the fact that the organisations need to vary and change their strategies as per the environmental changes and imperatives for the purpose of attaining the level of “optimum success”.
Some organisations have earned enormous success with the implementation of the contingency model of Dunphy and Stace. The name of the organisation is McKinsey and Company. Once the organisation has introduced the contingency model, the organisation has been enormously benefited with the purpose of implementation of the strategies.
Role of culture about organizational change
The two aspects of organisational culture that can impact on organisation development are
- Diversity- The diversity in the organisation provides a good working environment among the employees and makes the organisation socialize and communicate easily which helps in the development.
- Equality- equality among the employees makes unity in the workforce and motivates for a positive professional working system (Schofield, 2019). This helps the organisation to focus only on achieving goals by enhancing the skills and development.
Recommendation
Key actions to be implemented
To transform the model of the organisation, it is recommended to the management of Prudential to induct the model of the digital transformation. It will provide the organisation one of the most positive and potential successes of the business. Further, it will serve a crucial framework for the up-gradation with the framework of the organisation to uphold the sustainability and the optimum success of the business.
The acceptance of the model of digital transformation for the organisation of Prudential will provide the organisation Prudential potential success in the retention and resilience of the employees and the clients to whom technology-based services are provided (Stark et al., 2019). The employees of the organisation will be benefited from this model as the employee’s section of the organisation will be able to execute their activities with the application of the technological model. Also, the clients of Prudential will be able to get fast and swift services from the organisation regarding the receiver of technological services.
Among the other key actions that are important to be implemented here for implementation of the digital transformation in the organisation of Prudential, the management of the organisation needs to change the framework, the visionary and also bring effectiveness in the organisation. Hence the management of the organisation needs to bring in the area of the paradigm shift of the organisation (Shrestha, Alam, and White, 2019). Additionally, it is imperative for the management of Prudential to monitor the entire activities of the transformation in digitalisation effectively.
Reflection on leadership issues
It is recommended to the management and the leadership of the organisation Prudential Company to introduce the model of democratic and transformational leadership. Under the democratic model of the administration, the leaders of any organisation play the role of mentor and guide of the employees. Hence the employees can discuss with the leaders any of the problems that have been confronted (Schwertner, 2017). Now for the transformational model of leadership, those leaders emulate this model and are required to know about the various leadership styles that include authoritative leader, democratic leader, and transformational leadership. Hence with an enormous understanding of all the models of leadership, the leaders are important to understand at what occasion which model of leadership is imperative to be accepted. In this way, the leaders can truly motivate the employees and the employees will work for the success of the organisation with an inner zeal.
The leadership model, with a prominent part of the organisational culture, also plays an important role in the paradigm shift. One instance for the content can be better. With the adopted potential leadership styles and the models as well as the skills the renowned organisation McKinseyandCompany has been able to implement the model of digital transformation effectively for the organisation.
Employees’ engagement
Fear
In the process of the paradigm shift that is changing the service module of the company from manual service to digital transformation, some fears are involved in this particular transformation. In addition to this, during the initial level of the services, the company’s existing staff may face some sorts of difficulties regarding providing digital services (Irvin, 2019). Hence the customers of the organisation may face some problems and might not get the best service. Finally, under the aspect of fear, the revenue that is the financial worth of the organisation may face some problems.
Resistance to Change
The high optimum of resistance to change power is very important for any organisation to meet the changes. Every organisation must have the accessibility to adopt some level of transformation for the paradigm shift. Hence Prudential needs to have an integrated model of resistance change. It would help the organisation to achieve the transformation of the paradigm change effectively (Ebert and Duarte, 2018). Lack of resistance to change among the employees of Prudential can lead to the failure of the organisation.
Change fatigue
The term fatigue refers to the workloads that are important to be borne by the employees of any organisation that intends to bring some change in the management and the service module. Hence the fatigue that is the workforce of the employees plays a vital role. It is completely the role of the employees of Prudential to bring some change in the workforce of the organisation.
Organisational development
However, from the case study, it has been presumed that the management of Prudential has successfully been able to implement the model of change fatigue where the employees of the organisation are motivated to accept their new job role that is the service providing to the customers through the model of Digital Transformation (Ustundag and Cevikcan, 2017). Besides, it is important to mention that the management of the organisation should take some positive steps to make the decision making processes and the distribution of the workloads effectively in between all the employees of the organisation. It will help the management of Prudential to make the process of model change fatigue reformative.
Conclusion
It is true that if the management of the organisation of Prudential can bring the digital transformation of the company effectively, then it would lead to the successful outcomes for the organization (Chanias, Myers, and Hess, 2019). Now coming to the requirements needed by the company to make the digital transformation of the company effective, the efficient and competent workforces are mandatory for the organisation. In addition to this, practical and resourceful leaders are imperative who could train the employees so that the organisation can properly initiate the issue of paradigm change.
These are the internal issues that are important to be observed by the organisation. Additionally, the management of the organisation needs to overview the external environmental factors of the organisation effectively. For this purpose, detail and most realistic plan are essential (Ismail, Khater and Zaki, 2017). This plan will help the management of Prudential to introduce the changes in the organisation effectively about the inducement of the digital transformation of the service model of Prudential.
Additionally, funding issues are critical. There will be a requirement of sound financial funding to carry out the activities of paradigm change. It is already mentioned in the case study that the company Prudential has to spend Euro$2 billion for the initiation of the process of the digital transformation.
Besides these, it is also important to understand the current trend of the market as it has been presented in the case study that Prudential has decided to implement the model of the digital transformation of the business to meet the needs of globalisation of the organisation.
References
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