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-