Supporting Change in Organization 1

Supporting Change in Organization

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 Supporting Change in Organization 2

1. A very brief introduction to the organization (industry sector, size, structure, age,
products/services, etc.)
Company Background
Abu Dhabi National Oil Company (ADNOC) is the largest business in the UAE that
involves energy and related industry. The company is owned by the government. It was
established in 1973 with the aim of distributing oil locally and internationally. The company is
majorly involved in oil an energy supply (Ulrichsen 2016). The government depends on Abu
Dhabi National Oil Company for better utilization of its main resources. ADNOC produces and
transports different types of petrochemicals and allied products. ADNOC has been working with
other international organizations on contracts worth $50 million. Despite facing competition,
ADNOC remains one of the largest in the oil sector. It owns several oil refineries and other
subsidiary firms that are operating in different parts of the world. ADNOC produces 2.9 million
barrels of oil in a day.
2. An explanation of why your organization needs to continue to change,..(at least six
factors)....(give three ways)CAN you highlight in yellow for me the six factors and
the three ways?
Factors Influencing Change
Factors influencing change in an organization vary according to the business
circumstance. For instance, businesses in the energy industry such as ADNOC can be concerned
about the environmental issues in cases where change is required (Al Harbi et al. 2018). This is
because the environment plays a significant role in all the company's products and services. It is
therefore important to understand the background of which a particular firm is engaged in prior
to implementing a change. Additionally, modern technology advancement, regulatory
requirement, the structure of the organization, and cultural changes can be important factors to
consider (Chirimbu 2011). However, there is a need to understand the impacts of problems while
trying to implement strategic change.
Political
ADNOC face Taxation policy, government stability, international trade regulations, and
other social welfare regulations.
Economic
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Considering ADNOC, international governments have enacted various measures on the

exploration and usage of energy resources. It affects the firm’s business cycle, money supply,
interest rates, GNP trends, and disposable income.
Social-Cultural
ADNOC operates internationally which has an influence on the company. The
corporation has to manage different types of employees, suppliers and other stakeholders in a
different context. Therefore, it is important to consider different cultures while expanding the
business in newer markets (Browne 2011).
Technology
The technology is another important factor of ADNOC because of its involvement in the
energy sector. Technological change can render produced oil products obsolete within a short
time and concurrently develop many new products potential. Therefore, technological change is
both beneficial and destructive (Chirimbu 2011).
Environment
A global environmental concern such as protection and sustainable development is one of
the most significant factors in the energy industry. The nature of ADNOC is highly connected to
the environment. It involves the exploration of the environment through mining which also
results in pollution of the environment. Therefore, this makes it imperative for the corporation to
change its strategy (Gans 2011).
Legal
Change is important for the company to embrace legislative changes or restrictions such
as constraints on ADNOC’s mergers and acquisitions, or restrictions such as health and safety
legislation.
How Change can Influence the Business in Three Ways
The technological advancement will create many opportunities for the firm. For instance,
the machines involved in mining are more efficient than manual work. Therefore, ever-changing
technology makes it imperative for the company to try and adapt to how they evolve (Ulrichsen
2016). When the company implements the green operation, it will control most of its pollution to
avoid negative impacts on the environment. Environmental friendly activities will improve the
image of ADNOC internationally. By nature ADNOC involves in the energy industry, the prices
of crude oil and the regulatory requirements in different parts of the world can change at any
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given time. Additionally, authorities change because of politics. Such external forces of change
can be predicted because they affect the organization.
ADNOC operates in a diverse culture globally with varied stakeholders that demand
change to achieve success (Ulrichsen 2016). Previous experiences of change in ADNOC are
evident that the growth of the corporation relay on how it quickly establishes the innovative
products. Change helps the company to improve productivity since modern technology can be
used for research and development. It will be able to establish future alternatives and new
technologies for oil exploration which is important for the performance of ADNOC.
Comparison of three Change Management Approaches
There are several approaches to change management. However, the three approaches
include Kotter’s 8 Step Change Model, Lewin’s Change Management Model and The McKinsey
7S Model which can be compared. John Kotter established Kotter’s 8 Step Change Model.
Rather than mainly focus on the change, Kotter concentrates on individuals affected by the
change (Higgs & Rowland 2005). On the other hand, the McKinsey 7S model focuses on the
significance of leaders to assess each function of the organization before acting. Lewin’s Change
Management Model is a simple approach which helps leaders to understand the transition of
change. Both approaches align well with the intention of the organization to manage change
(Mullins 2010).
3. A comparison of three different behavioral responses
Behavioral Response during Change
Panic
Some employees might panic, they worry about changes in the manner they usually
proceed with their work. They can resist because of fearing the way changes will impact them
individually.
Gossip
Gossiping is always a serious organizational change which soars during change.
Employees that feel a loss of control and power can respond with frustration (Ulrichsen 2016).
Enthusiasm
Employees approach challenges and life differently. Those who are enthusiastic embrace
change. Rather than trying to pick a section of the proposed change and establish how it works,
they see it as the natural way of an organization style of working (Mullins 2010)
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4. Explain three ways in which HR can play a role in supporting individuals during
change.
How HR Support Individuals during Change
Managing change is a difficult process. HR has an important role during the change
process. There are challenges associated with the process of change and HR helps people through
the change process (Browne 2011).
Align with management
The HR support change by aligning the change through communication. It informs
people about the type of changes expected. It also addresses the important areas such as human
capital (Higgs & Rowland 2005)
Prioritize communication
The HR communicates with employees by sharing information about how the change will
affect employees'. Additionally, communication may involve the steps taken to ensure that the
general change is good (Darling & Heller2009).
Training and support
The HR offers training on new change processes to employees to understand how it will
happen.
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Bibliography

ADNOC (2019). Marketing and Distribution. Accessed from.

https://www.adnoc.ae/en/our-business/marketing-and-distribution

Al Harbi M, Viswanathan R, Al Shamsi M. Management of Change: A Journey towards

Simplifying the MOC Process in ADNOC Onshore. InAbu Dhabi International Petroleum
Exhibition & Conference 2018 Nov 12. Society of Petroleum Engineers.

Browne, J. (2011) Beyond Business: An Inspirational Memoir from a Remarkable

Leader. United Kingdom: ORION Publishing

Chirimbu, S. (2011) ‘Management and Organizational Change’.

Darling, J., Heller, V. (2009) ‘Organization Development in an Era of Socioeconomic Change: A

Focus on The Key to Successful Management Leadership’
Gans, K. (2011) ‘Should you change your thinking about Change Management?’ Strategic
Finance.
Higgs, M. and Rowland, D., 2005. All changes great and small: Exploring approaches to change
and its leadership. Journal of change management, 5(2), pp.121-151.
Mullins, L. (2010) Management and Organisational Behaviour [online] 9th edn, Harlow:
Pearson Higher Education.
Ulrichsen, K.C., 2016. State Capitalism and Strategic Niches. In The Gulf States in
International
Political Economy (pp. 61-82). Palgrave Macmillan, London.