BSBINN601 Assessment Task 3

Fast Track Couriers Pty
Ltd
m
er as
co
Report on eH w
o.
rs e
ou urc
Implementing a
o
aC s
v i y re
Change Management
ed d
ar stu
Strategy
sh is
Th
Zahed Hossain
ID# BBI999
This study source was downloaded by 100000818022216 from CourseHero.com on 08-24-2021 14:57:57 GMT -05:00
https://www.coursehero.com/file/87863519/BSBINN601-Assessment-Task-3docx/
Table of Contents
Company Overview...................................................................................................................................3
Feedback survey....................................................................................................................................3
Session plan..........................................................................................................................................5
Final communication plan………………………………………………………………………………………………………………5
Bibliography/Reference list...................................................................................................................8
m
er as
co
eH w
o.
rs e
ou urc
o
aC s
v i y re
ed d
ar stu
sh is
Th
BSBINN601 - Lead and manage organisational
change - Task 3
Fast Track Couriers Pty Ltd

Fast Track Couriers is a courier company that has been operating in New South Wales for the
last 15 years. Its primary business function is delivering medium to large size packages across
metropolitan Sydney.
m
er as
co
eH w
Report on Implement a Change Management Strategy
o.
rs e
ou urc
 Company information:
Fast Track Couriers is a courier company that has been operating in New South Wales for the
last 15 years. Its primary business function is delivering medium to large size packages across
o
metropolitan Sydney.
aC s
The company wants to expand business in the metropolitan area so that small to medium
v i y re
package deliveries market share increases by 7.5%, develop an integrated approach to

distribution management utilising technology such as PDA devices and GPS and develop and
maintain a cohesive and well-motivated workforce.
ed d
The company communicates with employees via email for head office employees and a
ar stu
printed monthly newsletter for drivers. The company provides information regarding policies
procedures through documented manuals that are held in each truck as an employee
manual. Office-based staff can access copies of these manuals at the office.
sh is
Drivers are currently happy with the work environment as they enjoy working as part of a
two-man team. The organisation typically leaves the drivers alone and lets them do their job
Th
as this is what seems to make them happy. Management has tried in the past to have drivers
participate in organisational activities. These activities were not received positively, and the
drivers complained and asked not to be involved. The drivers’ view is that their preferred
team is their two-man driver team and they only see the benefits of that specific working
arrangement. There is a high value placed on communication with trucking team members.
Feedback Survey for staff satisfaction

Topic Agree Disagree Not sure
Adequate for role?

X
Are roles and responsibilities clear?
X
Do employees trust the change management (CM)

process and management? X
Is performance fairly measured?

X
Is leadership adequate and does it inspire

confidence? X
m
er as
Is communication clear and two-way?
X
co
eH w
Are there clear and effective procedures to follow?
X
o.
Is performance recognised?
rs e
ou urc
X
Are individual differences valued and appreciated by

o
Fast Track Couriers? X

aC s
v i y re
Is team work encouraged and promoted? X

ed d
More suggestions:
All members are happy and satisfied.
ar stu
 Consultation with key stakeholders based on the survey:

sh is
General Manager:
The General Manager seemed happy with the results that the company got until now and is very
Th
hopeful that it is gonna keep improving in every ways.
Union representative:
The Union keep working for make sure that all labour’s rights are being kept and respected. They also
seemed very happy based on their surveys, they didn’t point anything that they wanted to get better.
Truckers:
The truckers are finally more involved with the company and engaged with their responsibilities. The
truckers accepted the changes, like do not work as a couple but alone and using lift gates to help
transport the gates. The trucker’s feedback is ever better now, they are attending to the meeting and
doing their best on the trainings.
 Final (revised) communication plan (based on the survey and consultation)
Stakeholder Key message Timeline Communication Responsible
Method people
Management Team Assign duties or 13/07/20 Face to Face General
responsibilities meeting and Manager
to division written job
manager - DONE description
HR manager Collect feedback, 20/07/20 Face to face General
assessment approach Manager
results, and all
m
other data
er as
regarding change
co
management -
eH w
DONE
o.
Trucking/Operations Get the drivers
rs e 20/07/20 Informal General
manager more interactive meetings Manager
ou urc
to the office
members -
DONE
o
Office manager Divulgate the 24/07/20 Meetings and General

aC s
company’s handing out flyers Manager

v i y re
vision - DONE
Drivers Learn to use the 25/07/20 Meetings and General
lift gates and attending to Manager
devices - DONE trainings
ed d
Office members Rise their 26/07/20 Face to face General

ar stu
opinions - DONE meeting Manager

General Manager Keep the project 31/07/20 Frequent face to General
on track - DONE face meetings to Manager
sh is
check out the

Th
progress
The Communication Plan was very successful.
 Session Plan: Information Session for Truckers

Date: 01/08/20
Venue: Office Meeting
Duration: 15-20 min
Aim: Truckers will understand and fully aware of the change strategy and acknowledge the
greater benefits of these changes
Preparation:
 Handouts
 Slide presentation
 Session feedback from
Activity:
2 minutes Welcome trucker team, check attendance and introduction
5 minutes the impact to them after implementing new changes such as
 Duties
 Work flow and process
m
er as
 Job performance indicator
co
eH w
o.
Session Time rs e Topic Learning Learning Trainer
Strategies Resources
ou urc
1 10:00-10:02 Introduction Presentation Microphone Zahed
OHP
2 10:02-10:07 Updated Presentation & Microphone Zahed
o
policies and discussion OHP

aC s
procedures Handouts
v i y re
3 10:07-10:08 Progress Presentation and Microphone Zahed

discussion OHP
Handouts
ed d
ar stu
Deliver 15–20-minute information session as set out in communications plan? Information session
should:
sh is
 Address unfounded fears and misunderstandings in accordance with risk management plan:
o Stress that the policy of having one driver per truck allows for expansion and allows
Th
drivers to develop new skills, increase employability, get recognition and rewards for
individual achievement.
o Tracking productivity helps improve the efficiency of operations, where and when
resources are deployed; it is not a tool to performance manage or penalise
individuals.
o Increased job security (because of need for drivers to support expansion; because
overall profitability and health of the business reduces risk to everyone.
 Communicate how truckers’ input has been incorporated:

o ‘They don’t!’ ‘Certainly not by introducing productivity checks and global positioning
equipment.’
o Example action to address issue and achieve strategic goals through acceptance:
o Communicate the point that the productivity checks are mainly to achieve
operational efficiency. Checking individual productivity will be sensitive to all factors
and is very much about helping drivers improve their performance and recognising
outstanding performance
o ‘Trust – what a joke, all they are interested in is money.’
o Example action:
o Acknowledge that profit is one important goal. Productivity is another goal that will
improve the workforce’s employability and will be rewarded.
o ‘By allowing us the autonomy to work alone.’
o Stress positive aspects of autonomy such as reward for individual achievement.
m
er as
co
Activate strategies for embedding change?
eH w
 Demonstrate that truckers’ input has been incorporated:
o.
Q: What should Fast Track Couriers do differently to enhance communication among
rs e
employees?
ou urc
o ‘Ask for input from drivers.’ Did the candidate do this in the session?
o ‘At least pretend that our points of view are valued.’ Did the candidate demonstrate
that views are valued in session?
o
o ‘Bring us in together from time to time so that we can have our say.’
aC s
Did the candidate point out that this information session and future information
v i y re
sessions are precisely designed for two way communication

o ‘Use the PDA’s to let us know what is going on.’ Did the candidate promise to
investigate possibility.
ed d
● Include technique or tactic to gain trust and acceptance.

ar stu
o group brainstorm to uncover more issues or come up with solutions for the problem
of keeping in touch
o vote to prioritise issues
sh is
o use break out groups to discuss issues and desired solutions and come back to group
Th
o invite management to speak and make personal commitments truckers on training

,communications, incentives, etc
o meet at a place of truckers’ choosing
o turn meeting into a more relaxed social setting by having management sit with
truckers instead of up at front
o serve food and drink
o have truckers role-play managers to design ideal work conditions (within bounds of
strategic goals)
o use games as icebreakers.
REFENCE LIST:
https://www.nibusinessinfo.co.uk/content/cost-change-management
https://projectriskcoach.com/identify-project-risks/
https://www.pmi.org/learning/library/risk-identification-overcoming-barriers-6684
https://www.business.qld.gov.au/running-business/protecting-business/risk-
management/preparing-plan/analyse
https://toughnickel.com/business/Change-Management-Methodologies-Kotters-Method-Vs-Prosci
https://www.prosci.com/resources/articles/change-management-methodology#:~:text=Prosci's
%20model%20of%20individual%20change,of%20the%20need%20for%20change
https://www.business.com/articles/management-theory-of-john-kotter/
m
er as
https://www.accipio.com/eleadership/mod/wiki/view.php?pageid=136
co
eH w
o.
rs e
ou urc
o
aC s
v i y re
ed d
ar stu
sh is
Th
Powered by TCPDF (www.tcpdf.org)

BSBINN601 Assessment Task 3

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

BSBINN601 Assessment Task 3

Uploaded by

Copyright:

Available Formats

Fast Track Couriers Pty

Fast Track Couriers Pty Ltd

package deliveries market share increases by 7.5%, develop an integrated approach to

Feedback Survey for staff satisfaction

Adequate for role?

Do employees trust the change management (CM)

Is performance fairly measured?

Is leadership adequate and does it inspire

Are individual differences valued and appreciated by

Fast Track Couriers? X

Is team work encouraged and promoted? X

 Consultation with key stakeholders based on the survey:

hopeful that it is gonna keep improving in every ways.

Office manager Divulgate the 24/07/20 Meetings and General

company’s handing out flyers Manager

Office members Rise their 26/07/20 Face to face General

opinions - DONE meeting Manager

check out the

The Communication Plan was very successful.

 Session Plan: Information Session for Truckers

 Session feedback from

 Work flow and process

policies and discussion OHP

3 10:07-10:08 Progress Presentation and Microphone Zahed

 Communicate how truckers’ input has been incorporated:

sessions are precisely designed for two way communication

● Include technique or tactic to gain trust and acceptance.

o invite management to speak and make personal commitments truckers on training

You might also like