Organizational Change Management Harvard Case Solution & Analysis

Question # 2:

The best change image as a change manager that can be associated with Gunter is the role of Director. As Gunter was aiming to develop the ability to control the turnover rate completely aligned with the organization's scope and was of the view that the turnover rate is leading a negative impact on the company or the organization. Management actions were considered as a major contribution towards the turnover rate, but there were some external factors that were also playing their part. The role of external factors made it clear that Gunter can play his role in minimizing the turnover rate, but he cannot control the overall situation and cannot stop the external factors in playing their part. This is the reason Gunter is aiming to take complete control over the turnover rate as he wants to minimize the turnover rate to the best extent he can. In order to achieve this objective Gunter viewed different options as a possible solution, but was unable to achieve the desired objective.

On the other hand, the consultant played the role of an interpreter as a change manager as he was trying to convince Gunter to seek the positivity from the current issue. Gunter was not succeeding in finding the probable solution to manage the growing the turnover rate and was explaining the current scenario to the consultant. The task of the consultant was to guide and translate the current scenario to the Gunter in a manner that Gunter can see possible solutions and change the situation into a company’s favor. Besides this, the task of the consultant included helping Gunter in changing the situation effectively into company’s favor. The consultant was aiming to convince Gunter to look the picture with a positive perspective and convince him to see turnover as a positive thing. Besides that the consultant wanted Gunter to think out of the box and see or view the current situation with a broader perspective.

The consultant was somewhat able to convince Gunter to view turnover positively by highlighting the fact that the company has many skilled and trained employees. These trained employees are well equipped and capable of moving up in the hierarchy, and the company is not affected by turnover rate. The role of the interpreter played by the consultant was well managed by him as he was able to translate the meaning of various situations to the Gunter. The most remarkable turnaround was to view the situation differently and not considering turnover as an issue.

After viewing the problem positively and through convincing efforts of the consultant, Gunter role as a change manager changed as a coach and was focused on training employees and the impact they will create after leaving the company. The perceptions helped Gunter to see the positive side of the turnover and not viewing it as a problem. Gunter was able to see the role of his organizations in training and developed employees and providing them opportunities to prosper in their careers.

The knowledge and the insight about the field of hospitality provided by Green Mountain Resort were immensely supporting and helping every employee of the organization. The employees using this knowledge will prosper in their careers and will also help the organization to have a sufficient employee base that can move upward in the organization. These perceptions helped Gunter to see the role of his organization as a valuable training institute for new employees and the opportunities provided to them to shape the pace and growth of their careers.

Question # 3:

In reference, to Kelman´s model of motivation, which outlines three types of change opinions: compliance, identification and internalization, each group’s appropriate level of compliance can be detected. Compliance in this context refers to a person agreeing to do something because they are simply complying with the idea abut are also experiencing cognitive dissonance regarding it.  This type of opinion, although gets the work also done  results in and low level of motivation, and the effects are short term. The employee will eventually cease to do the task or complete it in an unsatisfactory manner.

The second opinion type is identified in which the employee “identifies” or relates to the other person responsible to assign the task or give the order. If the employee relates to them in some way, they will accept the idea without questioning it any further or analyzing it. In internalization, the person agrees with the originator of the idea being communicated or the task and thus accepts it wholeheartedly.

The level of compliance with each group would vary primarily because the team leader, i.e. me has authority over the team members and the not the call center staff. Therefore, the call.....................................

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