Introduction
The case study chosen for this analysis is the Glenrothes Colliery, a coal
mine in Fife, Scotland that underwent a significant organizational change
in the 1980s. The conversational framework will be used to analyze the
implementation of this change.
The conversational framework, also known as the dialogue model of
organizational change, emphasizes the importance of communication and
dialogue in the change process. It views organizational change as a
continuous process of negotiation and interaction between different
stakeholders, rather than a linear, top-down process.
Body
Force field analysis Before applying the conversational framework to the
Glenrothes Colliery case, it is helpful to conduct a force field analysis to
identify the driving and restraining forces at play.
Driving forces for change at Glenrothes Colliery included the decline of the
coal industry in the 1980s and the need to modernize and improve
efficiency in order to stay competitive. Restraining forces included
resistance from workers and union leaders, who were concerned about job
security and the potential loss of traditional ways of working.
Conversational framework
2.1 Resistance
Resistance to change is a common theme in the Glenrothes Colliery
case. Workers and union leaders were initially resistant to the
proposed changes, which included the introduction of new
technology and changes to work practices. This resistance was
fuelled by fears of job loss and the potential loss of traditional ways
of working.
To address this resistance, the management at Glenrothes Colliery
engaged in dialogue and communication with workers and union
leaders. They sought to understand their concerns and addressed
them through negotiation and compromise. For example, they
agreed to retrain workers and offer them new positions within the
company, rather than laying them off.
2.2 Communication Effective communication was crucial in the
successful implementation of change at Glenrothes Colliery. The
management team worked to keep workers informed about the
changes and the reasons for them and sought input and feedback
from employees throughout the process.
This open and transparent communication helped to build trust and
reduce resistance to change. It also allowed the management team
to identify and address any issues or concerns that arose during the
change process.
2.3 Leadership played a key role in the successful implementation
of change at Glenrothes Colliery. The management team
demonstrated strong leadership by taking a proactive approach to
change, rather than waiting for external forces to dictate their
actions. They also demonstrated their commitment to the well-being
of their employees by negotiating with them and finding ways to
mitigate the impact of the changes on their jobs and livelihoods.
Reflection The strengths of using the conversational framework to
analyze the implementation of organizational change at Glenrothes
Colliery include its emphasis on communication, dialogue, and
negotiation, which were key factors in the success of the change
process.
One weakness of this analysis is that it only considers the
perspective of the management team and does not fully take into
account the experiences and perspectives of the workers. A more
complete analysis would consider the perspectives of all
stakeholders involved.
In my own experience, I have found that effective communication and
leadership are crucial in the successful implementation of organizational
change. I have also learned the importance of considering the needs and
concerns of all stakeholders and finding ways to mitigate the impact of
change on them. My learning on this module will inform my future practice
by helping me to understand the importance of communication and
dialogue in the change process, and the need to consider the perspectives
of all stakeholders. It will also help me to recognize the challenges of
working with uncertainty and the ethical dilemmas that can arise during
organizational change.
