MGT 300 Managing Organisational Change Assessment 1 – Case study 1 Assessment Detail (Report Writing & Presentation) Assessment Task 1 The assignment is designed as assessing you understanding of the...

MGT 300 MANAGING ORGANISATIONAL CHANGE ASSESSMENT 1 – CASE STUDY 1
Table of Contents
Introduction    3
Managing Organisational Change    3
1. Objective    3
2. Methodology    4
Multiframe Change    4
1. Significance of Multiframe Thinking at Macro, Meso and Micro Management Level in Initiating Organisational Change    4
2. Requirement of Energy and Time by Change to Learn New Approaches to Develop New Skills and Capacities    6
3. Role of Organisational Structure in Grouping Resources and People by Product as well as Function    8
Conclusion    10
References    12
Introduction
The reframing strategy refers as a technique that helps to create different way of looking at a situation by changing its meaning. The idea behind the reframing all focused on changing employee’s point of view. When there is introduction of the reframe policy that means there is a change in behaviour and thinking. The reframed policy’s objective is to
ing more efficiency and boast profitability in the business. Changed or reframed policy is formulated, keeping in mind the internal and external factors. The report divided into three parts.
The first part describes about the significance of the Multiform thinking at Macro, Meso and Micro management level within an organisation. How multi-frame thinking can initiate organisational change. The second part explains about in what capacity Change requires time and energy for learning new approaches to develop new skills and capacities? That last question is the detailed explanation of how does the organisational structure can simultaneously group people and resources by function and product.
Managing Organisational Change
1. Objective
The purpose of introducing the organisational change is to improve the efficiency of the organisational operation. The external and the internal environment of the organisation changes from time to time, as they both are somehow uncontrollable in nature so it is necessary for the organisation to introduce changes in it. The main objective of this organisational change report is to maximise the value of the organisation, reduce chances of disruption and incidents and respond to the required business needs. It makes sure that changes are planned, prioritised, tested, execute, documented, monitored and reviewed in a controlled manner.
The organisational change process also directs to reduce the risk level and take co
ective measure to reduce the impact of risk. This report covers majorly three parts. First part guides about the importance of multi frame thinking and its application at different level of management (meso, macro and micro level). Moreover, it also guides on the ways, the process of multi frame thinking could actually initiate organisational change. The second part describes about the requirement time management and training process in the whole process of organisational change. The last part explains about matrix organisational structure can simultaneously group people and resources by function and product.
2. Methodology
This report prepared using secondary data analyses. A systematic review has done to gain the knowledge of the respective areas. Data has collected from various sources, which includes academic papers, journals and textbooks. The reason behind choosing secondary data is, it is cheap, accessible, time saving and helps to generate new insights. The secondary data includes the analysis, collection, summary and synthesis of the existing data done by researchers. The report divided into three parts. It starts with the introduction of the topic. The body of the report consists of objective, methodology and deep analysis and explanation of the case studies related to the organisational change. Using various theories of change management and structural organisational approaches has been review to solve the case studies or to provide solutions. Only qualitative secondary researches has used. The report ends with conclusion and related references.
Multiframe Change
1. Significance of Multiframe Thinking at Macro, Meso and Micro Management Level in Initiating Organisational Change
Almost every sector of the economy, the multi frame changes occu
ing in the organisation and this has been described as a fourth industrial revolution. The organisation is now solely depends on the innovation change and technology as an escape out. However, it is important that not all innovation and multiframe changes would reap positive outcomes if it were not well implement enough. Multiframe Change is necessary for growth and progress. People get comfortable and complacent and that leads to boredom.
As informed by Lewis and Sahay (2019), change challenges people and business and promotes growth. The implementation of the change is much harder than thinking of them in first place. Leader or manager has to draw planned strategy so that implementation of multi frame thinking will results into positive and required change in the organisation. The art of reframing calls for a multi frame approach mainly consists of four frames. Theses frames include human resources, symbolic frames, structural frame and political frames.
The multi frame gives a platform for the manager and employees to examine the issue and analyses the important symptoms and option that could be considered to get better understanding and co
ect picture of the situation. This deep analysis of the situation will help to initiate change in the organisation. The multi frame thinking is not just like another thinking process, it needs moving beyond the na
ow mechanical approach in order to first understands the situation and then initiate the required change. With the help of the multi frame thinking, the visioned leaders and the manager of the organisation will not depends upon one-sided approach.
They will test, enrich possibilities and examine the issues against every element mentioned in the multi frame (human resources, symbolic frames, structural frame and political frames). The structural frame looks for the different relationship and roles that made the organisation. The human resource frame helps in customer satisfaction. The political frame helps to develop a relationship with the environment where resources have limits, there are bargaining and negotiating norms and conflicts are high. Within the symbolic frame, the managers concede to aware about all the symbols that use when implementing the change. These symbols usually connected to the external environment. If in case symbols are ignore, there is high chances of...