Change Management in Fast Track Couriers-Free-Samples for Students

Question: Analyse of the Impacts of Managing Change in an Organization. Answer: Introduction This report is based on the case study analysis of Fast Track Couriers Pty. Ltd. Which is a company which delivers couriers and is operational from 15 years in New South Wales. The company mainly delivers couriers of sizes ranging from medium sized to the large ones. The analysis is done based on the problems related to the training that is to be provided to the truck drivers of this courier company. About Fast Track Couriers The employee structure of the company mainly comprises of the General Manager, the Chief Financial Officer, the Accountant, the drivers of the trucks, the team manager in the office, the team members of the office. The communication process of the organization from the management level is done through emails for the head office employees and with the help of newsletters which are printed monthly for the drivers of the trucks. Identifying change goals and impacts The goals of the change management strategy are related to the implementation of GPS or PDA devices in the fleets of the trucks so that the activities of the drivers can be monitored and secondly allotting one person per truck by using lift gates for heavy weights so that the surplus drivers can be used for other trucks. The drivers of the trucks will be impacted the most due to this change, as their activities can be tracked and the organization will also be impacted by the usage of the surplus drivers (Goetsch and Davis 2014). The change will be realised by the organization by the end of the financial year. Identifying change goals in relation to strategic goals of the organization The changes are related to the strategic goals of the organization because the surplus drivers will contribute in the expansion of the business and technological development will help in developing a successful system of distribution management (Langley et al. 2013). Cost benefit analysis required for change implementation The changes are required to fulfil the strategic goals of the organization and in turn increase the profits. The costs related to the change are $1600 for project analyst, $2400 for PDA/GPS trainer and $2400 for the lift gates trainer. Total of $6400 is required. The risks related to the change are that the act negatively towards the change and benefits include the increasing profits for the company. The benefits of the changes are much more feasible as compared to the amount of risks. The changes are feasible for the organization (Becker, Kugeler and Rosemann 2013). Risk analysis of change The risks related to the changes are that the drivers react negatively to any type of change and they do not participate in any type of training and development programs. The trust factor of the organization on the drivers is hurt due to the implementation of changes. The drivers prefer to work only in their two-man team. The drivers need to be motivated by rewards at the end of the change programs by providing them with rewards (Matos Marques Simoes and Esposito 2014). Project plan for change management Stakeholder management The stakeholders of the change management plan are the drivers, the HR manager, the operations or trucking manager and the trainers. The drivers are not committed towards any type of change and the manager also need to motivate them to take part in the change management. The main issue here is the negativity of the main stakeholders, that is, the drivers. The management needs to take initiatives to increase the engagement of the drivers in the activities (Van Der Aalst 2013). Communication plan The audience of the communication plan are the HR managers who are responsible for implementing the change plans, the operations managers who track the activities of the drivers and the drivers. The message will be communicated to the audience with the help of newsletters and emails (By, Burnes and Oswick 2012). Training plan The participants of the training plan are the drivers and the operations managers. The training plan will provide knowledge regarding the implementation and usage of the PDA/GPS devices and operating the heavy lifters. The training will be provided by the GPS and lift trainers during the job itself (Goetsch and Davis 2014). Reporting or measurement strategy The relevant managers who will implement the strategy are the HR managers and the operations managers will track the development of the employees. The information will be submitted to the HR manager, who will prepare the report and submit this is in a monthly basis (Becker, Kugeler and Rosemann 2013). Conclusion From the analysis of the report it can be stated that the changes can prove to be profitable for the company and the drivers as well. The use of the lifts will decrease the chances of injuries of the drivers and the surplus drivers can be used for new trucks purchased by the company References Goetsch, D.L. and Davis, S.B., 2014.Quality management for organizational excellence. Upper Saddle River, NJ: pearson. Langley, A., Smallman, C., Tsoukas, H. and Van de Ven, A.H., 2013. Process studies of change in organization and management: Unveiling temporality, activity, and flow.Academy of Management Journal,56(1), pp.1-13. Becker, J., Kugeler, M. and Rosemann, M. eds., 2013.Process management: a guide for the design of business processes. Springer Science Business Media. Matos Marques Simoes, P. and Esposito, M., 2014. Improving change management: How communication nature influences resistance to change.Journal of Management Development,33(4), pp.324-341. Van Der Aalst, W.M., 2013. Business process management: a comprehensive survey.ISRN Software Engineering,2013. By, R.T., Burnes, B. and Oswick, C., 2012. 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