Manage Organisational Change Bounce Fitness Business

Question: Discuss about the Manage Organisational Changefor Bounce Fitness Business. Answer: Introduction Bounce fitness business has many centers in Australia but they are not registered with the Australia fitness body which helps in regulations. The different center makes their own decisions which make them compete against each other than working together to achieve same goals and objectives. This paper tries to check the resistance that will face the business when it changes its mode of operations. The organization desire to change has to be met with the adoption of the codes as per the Fitness Australia. The compliance is hard for the company as it has to be involved in the training of its staff as five of them have no the minimum qualification required. They have gained the knowledge from many years of experience, and the training is costly for the organization as it has to cater for all the expenses. The costs include training fees, textbook fees, travel, and accommodation fee and the study leave for the members of one hour. Finally, the company will be willing to effect the changes aiming at achieving standardization of its operations by they will be many constraints which may hinder its intention. These make change almost impossible for the firm as the requirements is many. Also, the five unqualified staff will resist the changes hence almost making the business not adopt the changes. The changes the organization wishes to undertake are good but prone to high resistance. However, they are very useful in ensuring the general success of the organization which is the ultimate goal and objective. In my attempt implement the changes in the business there is need to engage the managers in the different departments on the changes intended to make. The managers likely to put into consideration are the ones responsible for the affected departments, the managers participating in the modification management and eventually those who hold leadership authorities in the organization. Key areas to focus on the changes are the people and the processes in the organization. People's perceptions about the differences determine their levels of persistence. The five staff members will resist the change as it directly affects them. The body structure is essential for the achievement of its goals; bounce fitness has many centers which make decisions independently hence no control. There is need to standardize its process and activities. All these factors are inhibiting of success, and their control will ensure success. Discussion with the necessary managers in different departments as indicated helps get their views and also their advice. These consultations make them feel the sense of belonging to the changes identified. I will also be able to know the problems they face in their departments for better decision making. The managers will be a great support in my aim to implement the changes, and therefore they are very detrimental. The organization needs a modification in the various areas for it to be registered and serve the whole Australia. I have indicated in my plan the sectors that need change: Employees Training and Development The five employees of the organization are the hindrance to the registration with the Australia fitness business. These would mean that the market develops to another level attracting customers all over the country as its services have been certified by the regulatory body. However, this requires several costs which can total to $10,000 Standardization of Activities in all the Branches. Making the operations standards means the physical design and also the activities in each department to be similar. The decision will be done by a body and adopted by the authorities uniformly. Similarity makes the customer identify the business and develop the sense of identity quickly. The cost for these activities will be $700 New membership Policies The business will, therefore, print membership cards which will be available new members at a given value. The card will be a way of showing membership to the firm. These are a way of getting revenue for the company. Change is hard to adopt and need help by the stakeholders in the organization. While doing the plan on how to adapt to the changes I will need help from the managers who are affected by the modification. Their willingness to the change will make implementation as they head the department and have control over its junior hence can influence them quickly. I would get approval from the managers participating in the change as it means they have looked at my approach and approved it so they would help in lobbying for its implementation. Finally, I would seek approval from the managers who hold leadership positions in the organization as they would help dissemination of the changes to their junior thus assist in convincing them that the modification is real and assure them of their job security. The managers would also be essential in checking may plan and correcting me where necessary. There are many barriers to the change which are eminent, and they include the following. Employees' resistance is the major obstacle. The five staff members without the academic qualification but high experience are likely to resist the changes as they mean unemployment to them or training and development. Many of the employees are old due to the experience and education to them will be torture. They are therefore left with only the option of early retirement which is unemployment. They will resist working without any restrictions. The different branches of the business in Sydney, Brisbane, Melbourne and Cairns with resist the issue of standardization as they were used to many their decisions about their activities. They acted independent thus change making them dependent will be highly opposed by their respective managers. The organization, in general, will be resistant to the meet the code of practice for the state as its staff have the necessary skills and knowledge but have no academic qualification. The firm agreement to the regulations means training the staff which is costly as it will cater for all their needs. Organizations aim at maximizing profits and minimizing costs or expenses. Training and development are a cost which the team will highly avoid. Finally, the only way for the team to prevent this is by the retrenchment of the unqualified staff and employs qualified trainers. The resisting employees have worked for an extended time in the organization, and this means their salaries are high. Their retrenchment means the agency can hire new workers at cheap cost and reduce the expenses. The organization also will have few resistances to change (Kosaka, T., 2009) Evaluation and review will be immediate to ensure changes are done very fast to comply with the codes of practice in the industry. The main aim of the business is to ensure changes are implemented to ensure its growth and development in the market. Even though the resistance to change is high there need to adopt as it will bring order in the fitness business. The organization can train the employees to have the qualification to avoid conflicts with the set law. In law, ignorance is no defense and business people have the duty to comply with the law requirement otherwise their activities will be illegal. These can attract business closure or huge fines. Managers have an obligation to ensure that business operations are done as per the guidelines (Thomas, R. and Hardy, C., 2011, pp.322-331). Conclusion The fitness business is growing industry and it needs regulations. The act of the company wishing to register is a good step to avoid future conflicts with the set laws and regulations. Change is always resisted by the employees but with management help it will be achieve and improve the activities of the business to a more professional manner. References Kosaka, T., 2009. Basis of systems analysis method for business professionals. Proceedings of IADIS 2009, International Association for the Development of the Information Society, Barcelona, Spain. Thomas, R. and Hardy, C., 2011. Reframing resistance to organizational change. Scandinavian Journal of Management, 27(3), pp.322-331.