Case Study

CASE STUDY

Case Study

Tiffany Burgi

School of Business, Liberty University

Author Note

By submitting this assignment, I attest this submission represents my own work, and not that of

another student, scholar, or internet source. I understand I am responsible for knowing and

correctly utilizing referencing and bibliographical guidelines.

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companies are constantly evolving and are learning it essential.

Keywords: change, workplace, vision, communication, urgency

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the best way to direct the company toward the wanted and best outcome(s).

Best Practices in Organizational Change

Why Change

When a company, agency, organization or anything with leadership and teams that

achieve goals undergo change, there are skills that make the transition with those changes more

accepted and fluid. "Organizational change, defined as the alterations of existing work routines

and strategies that affect the whole organization" (Wee & Taylor, 2018, p. 1). One of the first

things an organization needs to do is realize why change is necessary for them. Some of the

reasons could be the organization has grown, which may require aspects and potentially

dynamics to change to accommodate the growth. The possibility that new technology has

become available that can make employees able to accomplish their tasks more rapidly, easier or

better could be brought into an organization. Sometimes work situations need to change to adjust

to new modifications in the work environment. Technological changes are modifications that

organizations and companies have more control over. Sometimes there are law changes or new

government guidelines that companies need to adapt to and enforce changes because of them.

New laws or guidelines are examples of certain changes that are not solely in the control of the

company. There are parameters set by outside entities that businesses need to follow, and

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and vision for change to get people on board with the coming changes. Sometimes the sense of

urgency is apparent when there is an evident deadline. For example, this could be a large project

that needs to be completed by utilizing newly acquired technology and choosing new leadership

can completely alter how an organization is run, which are just a few possibilities. It would be

best to make sure that the urgency leaders convey do not leave their employees scared or feeling

unsecure in the organization. Urgency can be an unfamiliar place for some, however, leading in a

way that lets employees understand that things need to be done swiftly is essential. At the same

time, leaders need to instill to those they are leading that they are safe in that urgency. One field

this was an issue was in the medical field and dealing with COVID. A sense of urgency needed

to communicate as protocols and routines were changing, but a sense of safety also needed to be

prevalent (Simonovich et al., 2021) Because of COVID, there were significant changes in every

aspect of daily life and how things were managed in nearly every settings or situation, especially

in the medical field. How aspects of life were handled in the past were just that, a thing of the

past.

One perspective regarding changes is the fact that change may not be permanent. When

considering how COVID has been handled, some things have permanently changed, and yet,

others have gone back to how society functioned before the pandemic. When leaders are aware

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the communication of its urgency.

Develop a Strategy

If leaders want, need, or are forced to make changes in a workplace, there needs to be a

roadmap and plan. Those in charge need to develop a strategy. A strategy is going to give those

in leadership the best ways, tools, or techniques required to make those changes successfully. If

leaders go into a situation where they know that changes need to be made and just “wing it,” the

outcome may not be favourable for anyone involved. However, if leaders take the time and plan

out the best methods to handle change for everyone involved as well as look at the areas needing

modification from many perspectives, then leaders will have a higher chance of succeeding.

Using an authoritarian approach or a micromanagement style of strategies are typically not the

most effective methods to implement when leaders need staff to change their behaviors (Kotter,

2012). One potential strategy to utilize related to developing plans for change is inclusion.

Inclusion is making sure that all those involved in the change-making are a part of the strategy

making to enact the necessary changes. This method will allow all employees involved to have a

voice and give them ownership of the plan. Leaders are also making sure there is diversity

involved in the strategy (Plotnikova et al., 2021). An essential aspect to keep in mind is to ensure

that the vision that leadership has fits into the scope for the strategy–the vision cannot outweigh

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change successfully in the workplace. Having a vision for what leaders want to see happen

within organizational change can become personal and spirited. Knowing how to communicate

that vision is vital to making sure it is understood and accepted in order to become successful.

"The real power of a vision is unleashed only when most of those involved...have a common

understanding of its goals and direction" (Kotter, 2012, p.87). Providing a shared understanding

is important to know how to do and do well because the vision will not be successful if it is not

understood readily by the employees.

There is a much more diverse workforce in current times. That means many different

traditions, cultures, and languages are coinciding in various workplaces. However, those

traditions, cultures, and languages are aspects that need to be taken into consideration in the

workplace. Communication is one of the most significant factors that will impact diversity. For

example, even if people speak the same language, such as English, that does not mean they

communicate in the same way. To ensure that a leaders vision is spread throughout the

organization it needs to be well articulated. If the staff cannot tell those in charge what the vision

is shows that it was not communicated well (Morrice et al., 2019). One way to ensure that

employees are going to share the vision is to ask the staff what is the best way for them to

receive it. For instance, there may need to be interpreters brought in for employees that speak

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know the plan and are on the same page. The team may also need to refer back to the initial

rollout of the vision, and new questions may arise as things are implemented.

The communication skill those in charge need in the workplace will not be something

they simply learn once and are done. Having perfect communication will not a skill anyone will

ever be able to possess (Graves, 2021). If someone ten years ago relies on the communication

skills and methods they learned in that era to convey their vision, it will not be received by all

involved because the workforce diversity has substantially changed. The way people

communicate in the workplace has also changed (Marhamat, 2021). Now using, video

conferencing and electronic mail is used far more now than in the past. Business skills are being

taught in universities, but how to effectively communicate with others are not as widespread

(Oliveri & McCulla, 2019). Leaders need to take the initiative to learn those skills. Leaders

should also provide those who they are in charge of opportunities to learn new and practical

skills. "You know these things so well you can teach each other all about them" (Romans 15:14,

New Living Translation). Christians are called to share knowledge with others and people are

compelled to teach generation after generation. Those in leadership need to provide educational

opportunities in all areas they are leading in and look to those in charge to do the same. Those in

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Empowering others can also stimulate innovation in work output and conduct. It can also provide

a sense of belonging and safety with employees (Domínguez-Escrig et al., 2019). "It could be

argued that empowerment allows those employees that usually do not have any control over their

work to become responsible for it" (Domínguez-Escrig et al., 2019, p. 932).

Once leaders have relayed their vision clearly and have a sound strategy, they need to

empower those involved to implement the changes that are necessary in the organization. One

simple tool to utilize to empower those around those in charge is to listen. When people feel like

they have truly been listened to and felt heard, they feel a sense of assurance, like someone is on

their side, which makes them feel empowered (Itzchakov, 2020). It is simple when leaders are

with their team it is vital to listen to them. Leaders should not start thinking out other plans, or

start thinking about a potential response to what their employees are talking about. Instead,

simply listen to them and truly hear them it. Making this adjustment in style is just that simple.

One other way to empower employees is to provide them with resources. This empowerment

route provides employees tools and techniques to enhance their already good work and may aid

them in achieving more success in their work. This kind of empowerment is a structural one

(Sievers et al., 2021).

Case Studies in Organizational Change

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students.I

The researchers saw that there were varying kinds of commitment in working and helping

the students with disabilities. The varying commitment had a direct correlation with the student's

successes. The priorities that were placed for disabled students were having a clear vision,

making sure the education setting was a safe space, they were always encouraging the students

and activating listing to the students and providing them value.I

At the twenty schools the study looked at, they were always seeing that with disabilities

that were prioritized, it was because the staff that were working with wanted to truly see them

succeed and each student had their unique needs to be met. The staff understood what was

needed and felt like they contributed to the vision. Their desire to hold a high standard was

helpful in the development of the vision for the dedication of students with disabilitiesI(Lancet et

al., 2021). This case study shows how and when the leadership understands the vision. The

vision was communicated clearly to the leadership.

Best practices for organizational change management within electrical contractors. (Lines

& Smithwick, 2018)

In this study, they found organizational change management implementation correlated

with how successful the contractors were. They looked at ninety-four contractors, interviewed