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    Intervention Area

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    Nour Ly
    The document summarizes changes made by Oscar Holiday, a tourism company, to improve performance. They established a new office, redesigned the organizational structure to a one-name structure, redefined jobs and increased staff responsibilities. New recruitment and training processes were implemented. While challenges were faced hiring new staff and adapting existing staff, performance has increased since the changes. Cultural change through training and rewards has helped align staff behavior with the company's goals. The changes have been described as radical to fundamentally transform how the organization operates.

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    Intervention Area

    Uploaded by

    Nour Ly
    35 views4 pages
    The document summarizes changes made by Oscar Holiday, a tourism company, to improve performance. They established a new office, redesigned the organizational structure to a one-name structure, redefined jobs and increased staff responsibilities. New recruitment and training processes were implemented. While challenges were faced hiring new staff and adapting existing staff, performance has increased since the changes. Cultural change through training and rewards has helped align staff behavior with the company's goals. The changes have been described as radical to fundamentally transform how the organization operates.

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    k;m;m

    Original Title

    sumaya

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    The document summarizes changes made by Oscar Holiday, a tourism company, to improve performance. They established a new office, redesigned the organizational structure to a one-name structure, redefined jobs and increased staff responsibilities. New recruitment and training processes were implemented. While challenges were faced hiring new staff and adapting existing staff, performance has increased since the changes. Cultural change through training and rewards has helped align staff behavior with the company's goals. The changes have been described as radical to fundamentally transform how the organization operates.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    35 views4 pages

    Intervention Area

    Uploaded by

    Nour Ly
    The document summarizes changes made by Oscar Holiday, a tourism company, to improve performance. They established a new office, redesigned the organizational structure to a one-name structure, redefined jobs and increased staff responsibilities. New recruitment and training processes were implemented. While challenges were faced hiring new staff and adapting existing staff, performance has increased since the changes. Cultural change through training and rewards has helped align staff behavior with the company's goals. The changes have been described as radical to fundamentally transform how the organization operates.

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    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
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    You are on page 1of 4

    1.

    Description/Background of the organization- Suji


    2.Sources of data collection- Suji
    3.Planned Change(s)4.Objectives of Change5.Selection of Change Agents-Nour
    6.Change Process followed- Nour (using any of
    the process mention in the book)
    7.Interventions usedIntervention area
    New Location- They was given 1 month timeline to establish the whole project after getting the
    tender. As a part of the contract Oscar holiday have to establish a new office for the project to run
    which they are struggling a lot to get with in this short time period. However, they also never get
    any help from the previous dealer. Oscar ask they to give their experience employee, place of the
    office etc. but they reject it. So they had to find a new office on the 15th floor in Minara
    Multipurpose.
    Structure They did a change in organizational Structure redesign by operational processes and
    size of teams, while roles were redefined by definition, job title and remuneration. The new
    structure is given below:

    For the structure we can see that they have choose One Name structure to execute this plan.
    For suji

    Tasks Most jobs were redesigned including more responsibility for staff in management roles
    and multi-functional tasks for other staff. One of these job designs is called job enrichment,

    which is the increase and deepening of motivating factors built into a job. Some of these
    enrichments used by new management were increased responsibility and accountability, less
    control and more freedom in the job and more recognition.
    People Three of the old agent employee comes to join in Oscars new project. For the new
    recruitment and selection process done by advertising formal job vacancies on the organizations
    intranet, social media (Facebook) and incentives for staff to nominate candidates who were then
    formally interviewed by a number of managers. Additionally training sessions for new staff,
    coaching and certification courses were made available.
    Strategy Radical change concerned with fundamentally altering the prevailing assumptions
    about how the organization functions and relates to its environment.
    Changes in how org members perceive, think, and behave at work .
    Not complete
    Objectives specific performance targets were set allowing staff to earn a higher commission by
    overachieving set targets, recognition and prizes to increase motivation consistently.

    8. Problems/Issues encountered
    Change Results
    Stablishing the new intervention in the Oscar holiday has been challenging for then as they had
    to go through a lot of changes in the organizational level for example new office, structure,
    strategy, managing existing employee and hiring new employees etc. Hiring new people are
    continuously challenged by the task of finding best candidates due to unreasonable demands,
    short deadlines, and broken or ineffective processes. Oscar has to go through a lot of difficulties
    to hire the right candidate for the job. They were able to manage three employees from the
    previous contractor.
    Furthermore, educating the existing employee also a tough part from them to manage, as they are
    used to work with their old tasks and not ready to amendment. Adapting to a new task has not
    being easy for them. Finally with some new employee and existing employee they were able to
    execute the project effectively.

    9. How handled
    The employee of Sirlankan Airlines project were able to create clearer and faster communication
    channels , assisted staff to work more efficiently and get things done faster, along with improved
    technical skills. Further benefits of this structure were people collaborating in teams, using
    initiative and increased communication. To build up employee motivation, skills, experience,
    company has arrange Team buliding

    the matrix structure is common in large organizations wanting to improve customer


    responsiveness. structure utilized this organizational design as part of the change, This change
    is described as radical. Radical changes are fundamental reorientations and transformational,
    often initiated by the arrival of Changes in how org members perceive, think, and behave at
    work.

    10. Effects/Results of Change (+ & -; Measurements


    used)
    For suji
    11. Lessons learned
    Performance Change
    Since the intervention occurred, Oscar Holiday recorded a growth rate in their full
    time employee (FTE). Some strategies used were;
    Performance appraisal review (PAR) staff are asked to grade themselves on their
    performance and their use of company values of which are discussed by their managers. For
    example one of the values is Impact and an employee is asked how much impact they
    contributed to the organization since the last performance review and they are required to give
    examples of this behavior. These PARs are held quarterly and annually.
    Reward and remuneration staff are given targets according to their job level and experience
    with incentives to over achieve. These targets are called Key Performance Indicators (KPIs). The
    persons job is broken into task components of which each component consists of a target
    behavior that is rewarded. Remuneration is based on the overall percentage of KPI achievement.

    Recognition employee of the month award was created by encouraging staff to use an online
    submission for their preferred co-worker who had gone over and above their job requirement
    displaying one of the company values. In addition the company awards the sales department with
    the person with the highest dollar value in sales and yearly a larger reward of which one year
    was a new car. Similarly a newsletter recognizes new sales people who achieve early in their
    job. All of these reinforcements are called extrinsic which are rewards given to someone by
    another persons valued outcome and because they are environmentally impactful are valued
    in influencing behavior through the law of effect. Cultural change can take
    years, however effective cultural change strategies can be used to shorten the time frame. It is
    important to align the culture to support the desired change in behavior. For example True local

    needed a professional, customer focused culture which required staff to develop professional
    skills and behavior. The result was all departments undertook a full training program designed to
    increase awareness in communication, with a focus on questioning and empathy.

    12. Recommendations-

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