01/03/2017 1 Supporting Change within Organisations Diploma in HR Practice Version 3 01/03/2017 Domestics • Fire Exits • Toilets • Breaks • Mobile Phones • Timings of the session • Ground Rules Learning Outcomes By the end of this session, you will be able to: 1. Understand why organisations need to change and how change affects organisations 2. Understand the key factors involved in the change process and different approaches to managing change 3. Understand the impact of change on employees and the role of HR 01/03/2017 2 Learning Outcome 1 Understand why organisations need to change and how change affects organisations Change Management – Definition ... is the process of achieving the smooth implementation of change by planning and introducing it systematically, taking into account the likelihood of it being resisted. Source: Armstrong, M. (2009). Armstrong's Handbook of Human Resource Management Practice. London: Kogan Page. Group Exercise Why do organisations change? 01/03/2017 3 • Change is ‘the only thing’ that remains constant (Armstrong 2009) • Major change tends to happen approximately every 3 years (CIPD) • Change needs to be managed • Most change initiatives fail CIPD research suggests that less than 60% of re- organisations met their stated objectives Source: http://www.cipd.co.uk/subjects/corpstrtgy/changemmt/chngmgmt.htm Change is inevitable Internal Pressure • Increasing costs • Desire to enter into new markets External Pressure • Changing economic conditions • Pressure from customers Indicators of change Some internal factors that may drive change 1. Strategic objectives 2. Expansion/downsizing of business 3. Critical incidents 4. Results from internal analyses Internal Factors 01/03/2017 4 Some external factors that may drive change 1. Global/national/local change 2. External analyses 3. Changing needs/demands of customers 4. Changing economic conditions External Factors Group Exercise Identify a company that has gone through a major change driven by either internal or external pressures List all the factors that have made this change happen. 1. Strategic Change 2. Operational Change 3. Transformational Change Types of Change 01/03/2017 5 • Broad, long-term and organisation wide • Purpose and mission of the organisation, philosophies • Growth, quality, innovation, values, competitive positioning e.g. British Telecom • Strategic goals for achieving and maintaining competitive advantage • Product market development 1. Strategic Change New systems, procedures, structures or technology that will have an immediate effect on working arrangement e.g. New procedure for charging expenses 2. Operational Change Fundamental and comprehensive changes in structures, processes, and behaviours that have a dramatic effect on the way in which the organisation functions e.g. Mergers between two companies 3. Transformationa.

1. 01/03/2017
1
Supporting Change within
Organisations
Diploma in HR Practice
Version 3 01/03/2017
Domestics
• Fire Exits
• Toilets
• Breaks
• Mobile Phones
• Timings of the session
• Ground Rules
Learning Outcomes
By the end of this session, you will be able to:
1. Understand why organisations need to
change and how change affects organisations

2. 2. Understand the key factors involved in the
change process and different approaches to
managing change
3. Understand the impact of change on
employees and the role of HR
01/03/2017
2
Learning Outcome 1
Understand why organisations need to
change and how change affects
organisations
Change Management –
Definition
... is the process of achieving
the smooth implementation
of change by planning and
introducing it systematically, taking into
account the likelihood
of it being resisted.
Source: Armstrong, M. (2009). Armstrong's Handbook of
Human Resource

3. Management Practice. London: Kogan Page.
Group Exercise
Why do organisations change?
01/03/2017
3
• Change is ‘the only thing’ that remains constant
(Armstrong 2009)
• Major change tends to happen approximately
every 3 years (CIPD)
• Change needs to be managed
• Most change initiatives fail
CIPD research suggests that less than 60% of re-
organisations met their stated objectives
Source:
http://www.cipd.co.uk/subjects/corpstrtgy/changemmt/chngmgm
t.htm
Change is inevitable
Internal Pressure
• Increasing costs
• Desire to enter into new markets

4. External Pressure
• Changing economic conditions
• Pressure from customers
Indicators of change
Some internal factors that may drive change
1. Strategic objectives
2. Expansion/downsizing of business
3. Critical incidents
4. Results from internal analyses
Internal Factors
01/03/2017
4
Some external factors that may drive change
1. Global/national/local change
2. External analyses
3. Changing needs/demands of customers
4. Changing economic conditions

5. External Factors
Group Exercise
Identify a company that has gone through
a major change driven by either internal
or external pressures
List all the factors that have made
this change happen.
1. Strategic Change
2. Operational Change
3. Transformational Change
Types of Change
01/03/2017
5
• Broad, long-term and organisation wide
• Purpose and mission of the organisation,
philosophies
• Growth, quality, innovation, values, competitive
positioning
e.g. British Telecom

6. • Strategic goals for achieving and maintaining
competitive advantage
• Product market development
1. Strategic Change
New systems, procedures, structures or
technology that will have an immediate effect
on working arrangement
e.g. New procedure for charging expenses
2. Operational Change
Fundamental and comprehensive changes in
structures, processes, and behaviours that have
a dramatic effect on the way in which the
organisation functions
e.g. Mergers between two companies
3. Transformational Change
01/03/2017
6
Using the company identified in the previous
group exercise, decide whether these
changes that you have identified are

7. 1) Strategic
2) Operational or
3) Transformational
(or a combination)
Highlight at least 3 reasons why
Group Exercise
Learning Outcome 2
Understand the key factors involved in
the change process and different
approaches to managing change
Change Models
01/03/2017
7
1. Lewin’s Model – Unfreeze, Change, Refreeze
2. Beckhard’s Model – Change Programme
Processes
Change models
1. Lewin’s Change Model
Unfreeze Change Refreeze

8. According to Beckhard, a change programme
should incorporate the following processes:
1. Set goals and define the future state
2. Diagnose the present condition
3. Define the transition state activities
4. Develop strategies and plan actions
2. Beckhard’s Processes
01/03/2017
8
Change impacts the culture of the organisation.
Culture is “the personality of an organization.”
- Edgar H. Schein
Organisational Culture
Organisations affected by
change
•Purchased UK bank Abbey
•Acquired 3 UK businesses within 5 years
•Purchased 318 branches of RBS in August 2010
What did they do?

9. •Sent UK staff over to Spanish branches to gain
best practices
•Reduce the pressure on staff
•Support resources put in
Santander’s strategies
01/03/2017
9
What other change strategies can you think of
that Santander can do to make the transition
easier?
Group Exercise
Depends on many factors for individuals:
• How significant is the change?
• What are their personal circumstances?
• How well do they cope with change?
• Do they view change positively or negatively?
Also depends on the impact of individuals on
change
• Was the change driven by external factors? If so, it is
imperative to get some people to be in favour of it
• Who here has been impacted by change?

10. Impact of change
Peter Senge identifies the different responses to change:
Reactions to change
Position Response to Change
Commitment Want change to happen and will work to make it
happen
Enrolment Want change to happen; will devote time and energy
to make it happen within
given frameworks
Genuine compliance See the virtue in what is proposed, do what
is asked of them and think
proactively about what is needed
Formal compliance Can describe the benefits of what is
proposed and are not hostile to them. Do
what they are asked, but no more.
Grudging compliance Do not accept that there are benefits to
what is proposed and do not go along
with it. Do enough of what is being asked of them to not
jeopardise their
position. Voice opposition and hopes for failure.
Non-compliance Do not accept that there are benefits and have
nothing to lose by opposing the
proposition. Will not do what is asked of them.
Apathy Neither in support of nor in position to the proposal,
just serving time.

11. Source: Peter Senge (2006) The Fifth Discipline
01/03/2017
10
Refer to Impact of Change handout.
1. Identify different individuals/groups of
individuals that will be affected by this
merger and think about what position they
are likely to take in this change.
2. What are the factors that will influence the
positions taken?
Group Exercise
Individual’s Emotional
Reaction to change
Em
o
ti
o
n
Time
Denial
Depression

12. Acceptance
Commitment
Source: Elizabeth Kübler-Ross’ Change Curve
CIPD’s tool for supporting change
• Approaches to change: Key issues and challenges
‘7C’s of Change’
1. Choosing a Team
2. Crafting the vision and path
3. Connecting organisation-wide change
4. Consulting stakeholders
5. Communicating
6. Coping with Change
7. Capturing Learning
Approaches to change
01/03/2017
11
Learning Outcome 3
Understand the impact of change on

13. employees and the role of HR
1. Advisory
– Provide advice for managers on people-related
issues (dealing with individual reactions)
2. Administrative
– Co-ordinating change by developing project plans or
roadmaps, monitor and keep track of change while it
is happening
3. Supporting Role
– Support in coping with change particularly in
behavioural and emotional aspects.
HR’s role in change
Two broad types of resistance:
1. Resistance to the content of the change
– Change in technology or the introduction of a
new reward system
2. Resistance to the process of the change
– The way change is introduced i.e. Management
restructuring jobs without prior consultation to
employees
Resistance

14. 01/03/2017
12
• Loss of control
• Shock of the new
• Uncertainty
• Inconvenience
• Threat to status
• competence
Why resist?
Refers to those employees who ‘survive’ an
organisation after change has happened.
• Attitudes, feelings, perceptions of survivors
• Lower levels of employee morale
• Increased work pressure and stress on survivors
• Survivors feeling ‘cheated’ if those who left get
generous severance packages
• Perceptions of fewer career development
opportunities
Survivor Syndrome

15. Group Exercise
Your company is restructuring and downsizing your mail-order
business moving from 3 different offices 10 miles apart to 1
new purpose-built office building. As an HR professional
equipped to handle change, you have decided to use 3
methods of communication to help you in this transition.
1. Focus Groups
2. Employee Survey
3. Team Meetings
Using the above methods, list the benefits of each, and list
ways on how you would involve employees.
01/03/2017
13
• Communication and consultation
• Employee Support
• Employee Assistance programmes
• Outplacement
• Change policies
Supporting Change
Case study: Vodafone handout.
Read case study and answer the questions in

16. your group.
Group Exercise
CIPD Qualifications | Training | HR Advice | HR Projects
| HR Outsourcing | HR Software 40
Professional Standards
Plagiarism
What do you think this means?
“Plagiarism is the act of presenting the ideas or discoveries of
another as one’s own.
To copy sentences, phrases or even striking expressions without
acknowledgement in a
manner which may deceive the reader as to the source is
plagiarism; to paraphrase
in a manner which may deceive the reader is likewise
plagiarism.” University of Kent (2015).
See Student Handbook Page
16.
Examples of Plagiarism:
– with or without their
permission.
journals or newspapers – not sourced.
your assignment work.
Note - It is acceptable to collaborate with fellow students, but
the work you submit must be significantly different and your
own.

17. 01/03/2017
14
THANK YOU!
Running head: STRATEGIC PLAN FOR THE NBA TO
INCREASE AUDIENCE1
Strategic Plan for the NBA to increase audience
4
Strategic Plan for the NBA to increase audience
Cedrick Greer
NETW583
2/6/2020
Analysis of the financial status of potential customers
To maximize the number of customers, an organization needs to
understand the customer's financial capability to understand
what price to set, an amount that the customer can pay
comfortably (Woodham, 2010). For the MBA ticket, most of the
fans who would want to see the games usually are college
students (Mendelson, 2016). This target market is characterized
by individuals who depend on their parents for the financing of

18. their stay in the university (Staton, 2015). They spend what is
given to them on basic needs and are left with some little cash,
which they can spend on the ticket. The plan is to reduce the
cost of the card so that every student can afford to buy it
(Ramsborg & B Miller, 2015). The card is the last option for the
student because I considered a luxury expense; therefore, the
company should make it worth to be prioritized by the students
(Wright, 2015). The company should also give promotional
tickets to those who are not able to pay (Tomlinson, Buttle, &
Moores, 1995). Preparation of event posters for promotions and
advertisements
a) Signs are beneficial when creating awareness to the public
about the events; this increases the number of audiences that
will want to attend the events (Hoyle, 2010).
b) Through visual retention impact, the posters attract the
attention of the student more than the verbal form of promotion
(Tiago & Veríssimo, 2014).
c) The audience does not take information that is shared
verbally seriously because they have no proof, and as well it
can be rumors unlike when the audience read it from a poster
(Hertz & Alfr, 2011).
d) When a person reads a poster, it only means that they are
interested, unlike telling people who may not be
affected.Involving influential individuals such as celebrities in
organizing the even
Celebrity and starts often have followers and connections to
fans and followers. When organizations use a star as their cover
photo, it attracts more people to attend the events (HANSSON.,
2018). Some fans will only participate in the event due to the
celebrity presence, and as a result, more people will be attracted
to the game (Tomlinson et al., 1995).Use of social media
platforms such as Twitter, Facebook, and WhatsApp to advertise
the game event
The target audience for the NBA event is a student. Since most
students use social media more than anyone else, reaching for
the student using social media will be ideal for achieving a high

19. number of audiences and fans (Gilligan, 2014). Due to the
social media, awareness of the event, the audience, and fans
turn up in the game will increase.Creation of website where fans
will be interacting
Through the website, the fans can interact with each other and
create a solid bond between each other that makes the
basketball interesting. Through the site, all those fans who want
to attend the event can interact with others (Crown, 2017). This
interaction will invite even those fans who were not interested
before. Through this interaction, meaningful information about
the event can be communicated like the date of the game, which
can help the fan remember to come to the game, which increases
the attendance of the game (Ramsborg & B Miller, 2015).
References
Crown, S. (2017, October 11). sports online marketing strategy.
The Guardian, p. 21.
Gilligan, C. a. (2014). International Marketing: Strategy and
Management. New York: sprincer.
HANSSON., A. C. (2018). MARKETING STRATEGIC
CHALLENGES. management journal, 8(4), 6.
Hertz, S., & Alfr, M. (2011). Strategic development of third
party logistics providers. Industrial Marketing Management.
Elsevier Science, 32(4), 139–149.
Hoyle, L. (2010). The Wiley event management series,. In Event
marketing. (p. 77). New York:: John Wiley & Sons, Inc.
Mendelson, D. (2016, december 12). The Top 12 Event Planning
Certifications. Retrieved February 09, 2020, from
blog.bizzabo.com
Ramsborg, G., & B Miller, D. B. (2015). Professional meeting
management: Comprehensive strategies for meetings,
conventions and events. In Kendall/Hunt Publishing (p. 44).
Dubuque: Iowa.
Staton, M. G. (2015). Improving Student Job Placement and
Assessment Through the Use of Digital Marketing Certification
Programs. Marketing Education Review., 26(1), 20–24.

20. Sufrin CB, R. J. (2008). Pharmaceutical industry marketing:
understanding its impact on women's health. Obstet Gynecol
Surv, 63(9), 585–9.
Thomas, M. (2017). . "Domains of Digital Marketing Channels
in the Sharing Economy. Journal of Marketing Channels.,
24(27), 33.
Tiago, M. T., & Veríssimo, J. M. (2014). Digital Marketing and
Social Media; Why Bother? INBAM, Business Horizons.:
Business Horizons.
Woodham, J. (2010). Twentieth-Century marketing using social
media. London: Oxford University Press.
Wright, C. (2015). Factors associated with success opportunities
in professional marketing plan. International Journal of
Performance Analysis in business, 11(3), 438-449.
Running head: NBA OUTLINE
1
STRATEGIC PLAN
3
Strategic Plan for the NBA-Outlook
Cedrick Greer
NETW583
January 28, 2020

21. Strategic Plan for the NBA that will ensure more fans attend
games
Basketball association is facing the challenge of not being
capable of mobilizing supporters of basketball into the stadium
to what games and this challenge has been caused by poor
strategies where needs of the supporters were not considered in
crucial decision making, especially on the pricing plan. This
paper is going to address strategic plans that will ensure the
association makes good use of the spaces by attracting more
fans of basketball.
The first step is to analyze the economic status of the fans and
keeping in mind that most of the fans targeted are students, the
pricing mechanism should be cheap in a way that most students
can afford. Some games tickets should be given free as a
promotional technique to attract more customers who will be
then buying the cards in the future.
The next strategy is for the event organizers to prepare event
posters and hang them out for the students and other individuals
to see and be aware of the game. Sometimes supporters who
have a busy schedule during the day do not have enough time to
know all the fixtures, so posters need to be put in place in all
places to advertise the event. Signs leave a lasting impression,
and it is relatively cheaper as compared to other forms of
advertisement (Seungmo et al., 2008).
Working with influencers who can be celebrities, local players
or coaches in planning and mobilizing the audience for
basketball event have a positive influence as the audience are
highly connected to influencers, and by involving them in

22. planning exercise, it will ensure that more fans attend the event.
The use of social media to make basketball games accessible is
another better method of ensuring an increased audience during
games. Keeping in mind that the most targeted members for this
case are students, most of them use a lot of time on social media
platforms. By sharing the event on social media platforms will
ensure that most people are made aware of the game hence
increasing the numbers in the stadium.
Another way of capturing the attention of the viewers online is
by creating the website for the events where viewers can get the
results and fixtures of the match. On the website also the
profiles of the players can be displayed to ensure that the
audience is updated, and this will encourage the audience to
attend games.
Another way is for the event organizing team to organize for a
contest where the winner will be awarded a free ticket to watch
the game. It is an economical method because only a few free
tickets will be given out. After all, it is only for the winners.
All the participants in the contest will be familiar with the
gaming activities because the questions to be answered will be
about basketball, and this will lead to more understanding of the
basketball hence increasing the number of the audience
(Tomlinson, Buttle, & Moores, 1995).
Use of modern ticketing technology where individuals can book
the ticket online. This method allows fans to book the ticket
without unnecessary transaction costs of traveling to the
ticketing agency, and it is a faster method free from corruption.
The signing of contracts with sponsors who will help improve
the standards of the game by sponsoring star players, which will
make the game attractive hence more audience will be willing to
participate. Sponsors also play an essential role in financing all
the promotional activities aimed at making basketball games
accessible.
The general atmosphere at the stadium should also be improved
in terms of the status of the chairs installed, shade, and lighting
system. When the atmosphere is great and attracting,more

23. audience will be willing to come.
References
Seungmo, K., Greenwell, T. C., Andrew, D. P., Lee, J., &
Mahony, D. F. (2008). An analysis of spectator motives in an
individual combat sport: A study of mixed martial arts
fans. Sport Marketing Quarterly, 17(2), 109.
Tomlinson, M., Buttle, F., & Moores, B. (1995). The fan as a
customer: Customer service in sports marketing. Journal of
hospitality & leisure marketing, 3(1), 19-36.
Version 1 11/3/2014
Managing Change – 7C’s of Change
1. Choosing a team
It is very important to ensure that those involved in leading,
managing and implementing the change
have the required knowledge and skills to give the best chance
of success. This may involve different
people at different times and/or the use of external consultants
to provide particular expertise or
facilitation skills.

24. 2. Crafting the vision and path
In any change, a clear vision of what you are trying to achieve
is needed along with an understanding
of the things you have to do to get there – the ‘what’ and the
‘how’. A popular tool to use for doing
this is a ‘roadmap’ for change – which generally includes three
stages: initial vision, ongoing project
management and detailed implementation. Such a roadmap helps
you to consider the actions you
must take and what outcomes you are aiming for at each of the
different stages.
3. Connecting organisation – wide change
It will improve the chances of success if the different aspects of
the change are considered together.
This will allow you to identify the connections between these
different aspects – such as changes in
ways of working, changes in any systems and processes, and
changes needed in equipment and
facilities.
4. Consulting stakeholders
In any change there are likely to be a range of different
stakeholders – for example those with a

25. stake in the outcome of the change and those affected by the
change. The different stakeholders are
likely to have different views and responses to change. It is
important to try to anticipate these
different views and respond appropriately.
5. Communication
The different stakeholders will also have different needs when it
comes to communication, so
thinking about using existing and new channels of
communication can help. At a minimum,
communication needs to be honest, consistent and up to date.
6. Coping with change
Both organisations and individuals need to cope with the
change. For an organisation the challenge
is managing the change while keeping the day-to-day business
running effectively. For individuals
change can be very difficult and stressful and most will go
through a cycle of emotions. This cycle of
emotions has been looked at by many people and is often
described as a change curve (or
rollercoaster).
7. Capturing learning

26. With the pace and frequency of change seen in most
organisations today, it can increase the chances
of success if organisations built their capability to manage
change successfully. In part this will
depend on capturing and sharing learning from previous change
processes, an area in which HR
practitioners can have a big impact through the development of
processes to capture and share.