www.emeraldinsight.com/0953-4814.htm
OC and
Organizational change development
and development in India in India
A case of strategic organizational change
and transformation 485
Jyotsna Bhatnagar
Management Development Institute, Gurgaon, India
Pawan Budhwar
Aston Business School, Aston University, Birmingham, UK, and
Pallavi Srivastava and Debi S. Saini
Management Development Institute, Gurgaon, India
Abstract
Purpose – The purpose of this paper is to examine developments in the field of organizational
change (OC) with reference to the context of India. It highlights the need to analyze this topic in the
present Indian economic environment and discusses the main developments reported in the Indian
literature on the same.
Design/methodology/approach – Empirical evidence based on a qualitative analysis of a case
study undertaken at a public-private partnership transformation at North Delhi Power Limited
(NDPL) in India is presented.
Findings – The findings focus on trust building and belongingness for the employees, establishing a
high-performance orientation, quality improvements, and the resultant transformations at NDPL.
The analysis indicates a number of ways by which NDPL sought to improve its efficiency in order to
better adapt to the rapidly changing Indian business environment.
Practical implications – Based on the findings, the paper identifies key messages for policy
makers and change agents regarding how to transform companies in the rapidly changing business
contexts of emerging markets such as India.
Originality/value – The paper offers an in-depth analysis of OC practices in a large organization in
India.
Keywords Organizational change, India, Performance management, Transformational leadership
Paper type Research paper
Introduction
Over the past 20 years or so, there has been much debate in Western literature
regarding the most appropriate way to manage organizational change (OC) (Beer and
Nohria, 2000; Dawson, 2003; Kanter et al., 1992; Kotter, 1996; Pettigrew, 1990; Stickland,
1998; Stacey, 2003; Wilson, 1992). Over the years, the scope of OC has increased to
encompass large-scale interventions, including strategic change (Chapman, 2002).
This emphasis in OC literature on strategy may account for recent developments which Journal of Organizational Change
indicate a converging trend in the activities and processes of human resource Management
Vol. 23 No. 5, 2010
management (HRM), human resource development (HRD), and OC and the need to pp. 485-499
ensure coordination and partnership amongst these functions in order to achieve q Emerald Group Publishing Limited
0953-4814
competitive advantage in the present dynamic business environment (Ramos and DOI 10.1108/09534811011071243
JOCM Rees, 2008; Ruona and Gibson, 2004; Sparrow and Budhwar, 1997). Considering that
23,5 HRM is a relatively new discipline (especially in emerging markets) and the existence of
a strong variation regarding the practice of HRD and OC in different parts of the world,
more evidence is needed to confirm observations and claims that this convergence is
taking place. Further, keeping in mind the contextual and cultural differences across
nations (Hofstede, 2001), it is imperative to conduct both country-specific literature
486 analysis and in-depth research investigation to obtain a clear picture of OC
interventions and to clarify linkages between OC, HRM, and HRD (Metcalfe and Rees,
2005). This study is specifically focused upon OC in the context of India.
The main aims of this study are twofold: first to highlight key developments in the
field of OC in the Indian context; and second to provide empirical evidence from a
robust case research analysis to explore how OC interventions are implemented in an
Indian setting in order to bring about both individual and organizational efficiency and
effectiveness. The study includes a case study of a public-private partnership OC
transformation at North Delhi Power Limited (NDPL) in India. The next section
considers the changing business environment in India and discusses why documented
analyses of OC interventions in the Indian context are important to theory building and
practice.
Methods
To examine our research aims and questions, 30 unstructured in-depth interviews were
conducted with different stakeholders of the case company, namely: CEO, Head of HR,
HR managers, heads of main functional areas, line managers, and customers
of the organization (see Table I for sample characteristics). At least, two authors were
OC and
S. no. Rank Gender
development
1. CEO Male in India
2. CFO Male
3. GM (operations) Male
4. GM (technical services and project management) Male
5. GM (commercial) Male 489
6. GM (HR) Male
7. GM (BPR) Male
8. DGM (admin) Male
9. Management trainee HR Female
10. Management trainee- HR Female
11. Management trainee- HR Male
12. CEO-cell Male
13. Managers (admin) Female
14. (senior manager: ex-TATA power Mumbai) Male
15. HR manager Male
16. KM officer Male
17. Internal change agent 1 Male
18. Internal change agent 2 Male
19. AGM – systems, North-West area Male
20. BU manager Male
21. HOD – IT manager Male
22. Senior manager (IT) Male
23. Corporate communications Female
24. AGM – key consumer cell Male
25 Manager (admin) Male
26. Manager (industrial engineering) Male
27. Manager (personnel) Male
28. AGM-finance Male
29. Deputy company secretary Male Table I.
30. Joint interaction forum (JIF) member Male Sample characteristics
present in all the interviews and made separate notes. The interviews were also tape
recorded and later transcribed verbatim. Each of the two authors independently
coded the interviews, using a coding scheme that emerged over a period of time and
placed portions of interviews into these codes/themes. Most of the time, these broad
codes/themes mirrored concepts studied in literature, for example, organizational
culture (before NDPL – the case company was formed, and after) from both managers’
and employees’ perspectives; the key HR and strategic OC interventions used for change;
key strategic HR themes (for example, flexibility, empowerment, leadership building,
job enrichment, work culture interventions, human resource information systems
(HRISs), and team building); and the identification of concrete cases and events which
reflect claims of the management in support of these HR/OD interventions.
The qualitative data analysis also consisted of decision stories, development of
systems, profiles, documentation of historical data, archival data, and snapshots of old
and new documents. To analyze each interview, we used a two-step coding system, in
which codes are derived inductively from the interviews and agreed upon by authors.
To do this, the authors created their own case transcripts. In the second step, the authors
compared their independent transcripts in joint coding meetings, wherein independent
JOCM codes were compared and authors determined the final codes to be used in each
23,5 transcript. Given the scope of the project, two joint transcripts emerged. One transcript
focused only on OC interventions while the other transcript looked at strategic HR
interventions. We conducted six such joint meetings and examined the emerging codes,
which were later built into themes. In the current study, we enumerate the first
transcript. Inter-rater reliability was not possible during the primary-coding phase due
490 to the emergent nature of codes. We did follow the secondary-coding process after a
theoretical saturation was reached, where emergent themes were fitting the data
(Butterfield et al., 1996, p. 2484).
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Corresponding author
Jyotsna Bhatnagar can be contacted at: jyotsnab@mdi.ac.in