Change Management Assignment with AWWA (GC01746)

Table of Contents

Introduction.

Q1. Force Field Analysis and Evaluation of AWWA.

Evaluation.

Q2. Analysis of change at AWWA.

Change models.

Journey of change AWWA faces.

Application of Beer and Kotter change model on AWWA.

Q3. Impact of large-scale change on the culture and behavior of AWWA.

Q4. How Tim’s knowledge, skills, and behaviors as CEO can impact the employees of the AWWA

Managerial roles.

Leadership practices.

Tim as a leader

Q5. Two recommendations for effective management of the current or future issues in AWWA.

Need more skill and professional staff.

Adaptation of new technologies.

6.0 Conclusion.

Reference.

Introduction

AWWA (Asian Women’s Welfare Association) is an organization for social service which is serving more than 10,000 poor and disadvantaged people. The services of AWWA are early intervention for preschoolers, education and disability support for children with special needs (AWWA, 2018). AWWA is mainly Singapore-based and it has Institution of a Public Character (IPC) status. AWWA was operating 15 programs in 2010. However, these programs are now divided into five service groups including elderly services, family services, educational services, integration services and caregiver services. This task is categorized into four main tasks. Firstly, the first task describes the force field analysis of AWWA. Secondly, the second task discusses the behavior and culture of AWWA. Thirdly, the third section describes AWWA’s CEO’s leadership skills by applying different leadership models. Finally, the fourth section gives recommendations for managing several affairs in AWWA.

Q1. Force Field Analysis and Evaluation of AWWA

According to Johnson et al. (2014), the force field analysis model was developed by Kurt Lewin (1951) which is mainly applied to enlighten decision-making, planning as well as implementing the change management programs in business organizations (Kadian-Baumeyer, 2018). The case study of AWWA reveals that AWWA’s key goal is to help the poor and socially disadvantaged people and help them to lead honorable as well as lives. A number of changes are needed for this organization to achieve this goal, where the changes are analyzed using the force field analysis model as follows:

Evaluation

According to Bhasin (2018), driving forces are the factors that are sustaining the changes of the organization. The case study of AWWA is stated that its key aim to support disadvantaged people. Beneficiaries of AWWA have spanned day by day for the poor, illiterate, homeless and disabled people. According to Steven (2016), charity organizations give mental support and beneficiaries to disadvantaged people to make their life better. However, a study by Phills (2016) disclosed that if charity organizations fail to give proper support to disadvantaged people, then they will lose their business profit. AWWA is now operating its businesses in five key service sectors such as elderly services, family services, educational services, integration services and caregiver services (AWWA, 2017). Secondly, the leadership of AWWA is very responsive in Singapore’s social service sector to design a new organizational framework that would achieve the new requirements for the strategic oversight of the Institution of Public Character (IPCs) in Singapore.

According to Phills (2016), leadership is significant in charity organizations as it has the capability to create a high impact on the organization. Non-profit organizations are the front lines of organizations to enhance life quality of disadvantaged people. Riggio and Smith (2015) said that improper leadership in charity organizations affects the lives of disadvantaged people. Thirdly, staff of the management committee and service sector work very hard to develop AWWA’s programs. AWWA employs skilled and experienced staff in its organization. According to Mullins (2016), employees are the key feature that affects both profit and non-profit organizations’ business structure. If an organization has inexperienced staff, then this organization fails to give proper customer service to its staff. Finally, every service of AWWA is managed by the management committee made of staff and volunteers that forces the AWWA to move forward (Baligh, 2016).

However, AWWA faces several difficulties from several restraining forces in its business. According to Bhasin (2018), the restraining forces are recognized as the hindering forces that create weaknesses in a business organization. AWWA requires more resources and professional staff including social workers, therapists, psychologists and special education teachers for its business to serve the disadvantaged people more effectively (Geok and Lishan, 2018). Secondly, it faces a problem to give proper employment value propositions to its employees. Thirdly, it meets high employee turnover in its business in the finance and other administrative sectors. Finally, AWWA faces difficulty competing with both public and private healthcare organizations and educational institutions which offer more benefits, high compensation and better career to the employees (Geok and Lishan, 2018). Overall, the finding of the Force Field Analysis of AWWA shows more opportunities in comparison to challenges that show a growth trend of performance. However, as it is facing a number of challenges and need to bring changes to meet these challenges, AWWA needs to take effective initiatives.

Q2. Analysis of change at AWWA

Change models

According to Duncan (2016), changes in business may occur at any time and business organizations need to develop strategies based on changes. Several change models are used to analyze the change in businesses, where widely popular models are Lewin’s three-stage change model, Beer’s six-stage models and Kotter’s eight-stage model (Bevan, 2016). Interconnections of these three models are shown in the table below:

Journey of change AWWA face

AWWA’s key goal is to help the poor and socially disadvantaged people for better lives. A number of changes are needed for this organization to achieve this goal. The change strategies of AWWA were adopted by CEO Tim and his team members. AWWA was operating 15 programs in 2010 (AWWA, 2017). However, these programs are now aimed to divide into five service groups including elderly services, family services, educational services, integration services and caregiver services. AWWA’s Governing Board aims to renovate the structure of this organization. Major changes at AWWA are needed to meet the expectations of members, employees and volunteers. The leadership of AWWA needs to take change initiative of this organization. However, other stakeholders of this organization need to take time to adjust the changes…………………….