Running head: CONSULTING PROPOSAL 2 1
Consulting Proposal #2
Justin Richardson
Liberty University
BMAL 504 – Leading Organizational Change
CONSULTING PROPOSAL 2 2
Definition of project
Change is imminent no matter what line of business a person is in. It is up to the
company to decide whether to accept the change and react in a way that will appease society or
go a separate route and continue doing what they have been doing. It is difficult because many
operations are successful whether they adapt to cultural change or not. Some of the
characteristics that these non-profits have are that they assist people with public housing and give
them a lot of amenities to help them along the way. They build homes for people who are less
fortunate. They give people who have nothing a chance to start over. All while trying to keep
costs low and results high. That has been the focus of the housing administration and it has been
a success for many years. It is important that these types of business find unique ways to adapt
and acclimate to the always changing markets to maintain success. “In this time of rapid social
change, nonprofit organizations must find innovative ways to work with the public and the
private sectors and to take advantage of external and internal resources to respond effectively to
societal needs” (Jaskyte, & María Susana, M. d., 2004).
Diagnosis of current situation
It is a trying time for the Housing Development Board in Singapore as they have been
changing their community drastically by housing almost all people who need a place to live.
However, the issue for the Housing Development Board and Tan as she returns to her employer
is that customers expect a lot and want to pay very little for their assistance while costs for
building materials were on the rise because of a material shortage (Jick & Peiperl, 2011). Being a
non-profit organization, it must have been difficult to be expected of so much even after all the
success they have had housing so many people. Especially when they were only doing the
CONSULTING PROPOSAL 2 3
minimum required housing assistance. It is important to understand that this world does not offer
handouts, and everything must come at a cost. Today, people feel more enabled than ever,
showing less and less appreciation for what they have. Giving them no reason to hold back from
taking and not sharing the wealth with others. Which can possibly be a contribution to why there
is so much that is changing all the time. “In short, nonprofit organizations must now balance
their traditional role as stewards of civil society with their new reality as professional public
service providers that must be sustainable in the market” (Kim, 2017).
Recommendations
Tan’s action plan is good because it is preparing them for success. She is all about
revitalization within the Estate Administration and Property Development. Her plan looks to be
well thought out and it appears she wants to start a new mission statement. She plans to get the
department upbeat and ready to tackle the project. It is nice to see that she cares a lot about her
job and is passionate about transforming the way her department works. This possibly could
influence the rest of her team to also have the desire for change and want to do something to
help. Tan has many strengths because a lot of her plan is improving the communication and get
more employees for intensely involved. She wants to keep everyone on the same page so that
there are no questions about what the changes are that will be implemented. My only concern is,
what action will she take in keeping everyone motivated? She can change the mission statement
but if the employees are not as motivated as she is then that can pose a problem to the plan she is
trying to integrate. My recommendation would be to have employee appreciation events at work.
Rewarding them for their success is key in employee satisfaction. “To maintain a stable
workforce, employers must actively engage their employees in different retention activities.
CONSULTING PROPOSAL 2 4
These can range from customized compensation packages to the age-old family picnic. Whatever
the case, people need to feel wanted, valued and appreciated” (Honore, 2009).
Implementation plan
To drive change in a government context it is important to have determination and
persistence. For someone in that position it can be very stressful and cause much anxiety because
of the amount of demand from upper management with little support. It is important for someone
in that position to demand support from co-workers and other staff because it can be difficult to
operate without any help. Communication is crucial for someone trying to implement change and
once the manager gets support from the staff then change would be easier to integrate. That
needs to happen order to create change. “Among the most important lessons of the century of
municipal reform is that cities are remarkably adaptable and malleable, incrementally changing
their political, organizational, and managerial arrangements over time” (Frederickson, &
O’Leary, 2014). Being patient and optimistic are important because mentally it can be an
extremely grueling process. Mainly because you do not know how long the change will take.
Know that you can only control so much before you have to trust that God will take care of the
rest.
Summary
There are many ways to promoting change. Tan, attempting to revitalize a mission
statement could ultimately gain the influence of her peers because of her hard work and passion
for her job. Her vision can be a game changer for promoting change because there are so many
steps she is taking, and a lot of those steps require communication. Having the proper
communication when changing the way of a company it is crucial to maintain a line of
CONSULTING PROPOSAL 2 5
communication to ensure that everyone is aware of what is going on and what they need to do to
assist in the process. It is important to be positive and patient throughout the entire process
because change is not going to happen overnight. Praying and asking God for guidance is key in
gaining the tools and skills needed to take on such a lengthy task. "Ask, and it will be given to
you; seek, and you will find; knock, and it will be opened to you” (Matthew 7:7 English
Standard Version).
CONSULTING PROPOSAL 2 6
References
Frederickson, H. G., & O’Leary, R. (2014). Local government management: Change, crossing
boundaries, and reinvigorating scholarship. The American Review of Public
Administration, 44(4_suppl), 3S-10S.
Honore, J. (2009). Employee motivation. Consortium Journal of Hospitality & Tourism
Management, 14(1), 63.
Jaskyte, K., & María Susana, R. M. d. R. (2004). Characteristics of innovative nonprofit
organizations in argentina. Voluntas, 15(1), 71-79.
Jick, T. D., & Peiperl, M. A. (2011). Managing change: Cases and concepts. New York:
McGraw-Hill/Irwin.
Kim, M. (2017). Characteristics of civically engaged nonprofit arts organizations: The results of
a national survey. Nonprofit and Voluntary Sector Quarterly, 46(1), 175-198.
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