Arizona Public Service Company’s Change Management

Arizona Public Support Company’s Change Administration


The concept of leading and controlling people is amongst the most discussed subjects in companies. It is essential to analyze this subject as an unit because it helps leaders and managers to appreciate workers as crucial assets that determine the extent of productivity or the global standing of their respective companies. Studying this unit prepares interested parties to effectively handle various challenges associated with leading and managing people, including the need for investing in incentives that can encourage workers to deliver remarkable results. It is crucial to realise that employee motivation involves balancing the work and non-work life as a way of eliminating any job or family-related stress, which, in turn, hinders their commitment to the established organisational agenda. The subject of leading and managing people is broad. As such, addressing it in details requires an emphasis on its sub-components. Consequently, the topic of managing organisational change cannot be overlooked because of its role in influencing not only employees’ performance but also the overall business productivity. Through a case study of Arizona Public Service (APS) Company, managing organisational change can work well when all interested parties, including employees and subordinate staff members, are involved in the process.


Managing Organisational Change

A study by Teng and Yazdanifard (2015) presents the issue of managing change in institutions as a concept that is embraced everywhere around the globe. Nonetheless, these authors reveal that indeed organisations view change management from diverse perspectives following variations in the outcomes they wish to achieve. Teng and Yazdanifard (2015) link this topic to the earlier-mentioned broader issue of leading and managing people. They depict it as the ability of employees to cope with transformations taking place within their respective companies in a manner that does not interfere with their level of output or the overall organisational performance, behaviour, and image ( Huczynski & Buchanan 2017) .

However, their perspective does not capture the issue of challenges that are linked to managing change in organisations. The article by Asquer (2015) acknowledges the existence of difficulties in managing change, especially in governmental organisations, because of various elements, including politics or inadequate support from stakeholders, which hinder the establishment of innovative change strategies. Although this study appreciates the huge scholarly work on the subject of managing organisational change, it fails to give an explicit view of what the idea entails. Nonetheless, Asquer (2015) introduces the stewardship theory that reveals the extent to which institutions tend to execute changes that seek to fulfil their customers and investors’ welfare.

Merits and Disadvantages of Managing Organisational Change

Managing organisational change is associated with various benefits. Firstly, in the above study by Asquer (2015), companies that implement remarkable change management strategies record improved productivity because their employees are well prepared to adapt to transformations made in various areas, including organisational structures, job design, or even leadership. The research by Payyazhi (2014) presents similar findings that confirm that indeed managing change has a bearing on institutional performance because the whole idea is founded on the need for realising value addition to various organisational processes. In particular, the article introduces the business management performance (BPM) model, which forms part of change management interventions that seek to rejuvenate existing organisational operations. According to Payyazhi (2014: 976), BPM ensures “incremental improvements within the prevailing organisational structure and processes or radical and transformational changes usually involving the creation of new configurations with regard to systems, structures, processes, and technologies. ” Nonetheless, this framework has a major weakness that is based on its incapacity to clarify the way executed changes should be administered to bring the desired outcome.

It is crucial to realise that embracing organisational change management practices does not always yield fruits. Various studies have been conducted in favour of this claim. For instance, the research by Rizwan plus Latif (2012) discloses the lack associated with a general platform that can offer lasting solutions to the prevailing organisational change management issues. These authors point out a worrying problem whereby many organisational change management attempts do not succeed, despite huge time and financial investments. Particularly, Rizwan and Latif (2012) assert that such attempts by organisations to do away with counterproductive practices face numerous barriers such because resistance from workers.

Usefulness and Obstacles to Managing Organisational Modify

The study by Andrade (2011) demonstrates techniques that change brokers need to emphasise for his or her efforts to yield the preferred result. The author provides the element of stakeholder involvement as important in ensuring that organisational change management attempts work. Firstly, based to Andrade (2011), organisational leaders have to be directly involved within steering the whole change management process. Specifically, since the post reveals, for organisational change management programs to work, “Leaders must have techniques to manage modify effectively and, inside the case associated with assessment, to engage essential stakeholders—the faculty members” (Andrade 2011: 219).

Even though this study will not specify places that require stakeholder engagement, its results are comparable to those of Andrade (2016) who will go further to show the extent to which inadequate assistance by stakeholders makes change management programs go wrong. Inadequate collaboration results inside top-down instructions that are characterised by irregularities, resistance, plus the lack associated with well-defined desired results, all of which translate in to wrong change administration results (Andrade 2016; Boddy 2016). Hence, with the above insights regarding the management of organisational change, it will be crucial to analyze a particular organisation to find out the extent to which usually it benefited through this kind of endeavour.

Case Review

The particular article by Stiel (2014) offers a great outstanding case examine of an business that embraced different steps in their endeavour to control organisational change. Arizona ( az ) Public Service (APS) is a subset of Epitome West Capital Organization. APS deals found in the production, offer, and delivery regarding electric power. Currently, the particular company has maintained to reach more than 1. 2 , 000, 000 clients in virtually all regions within Arizona ( az ) (Halm 2014). Just before reaching the stage of considering the particular need for handling change, the business was experiencing significant issues, most regarding which revolved about its logistics system (Boddy 2016).

Its decentralised nature led in order to the unavailability regarding crucial financial details regarding various bargains between the business and its providers. Workers could record to some of their particular seniors regarding their particular supply chain tasks. As an effect, the business faced difficulties, including employees coming from different departments executing similar tasks in addition to administrative troubles, since of this not enough homogeny and uniformity in the method business was performed ( Huczynski & Buchanan 2017) . The resulting increased operations expenses got led to lower business profitability. This specific situation triggered the particular need for employing becomes eliminate these types of problems. According in order to Halm (2014), the particular company adopted a new six-stage systematic method to change management like shown in Number 1 below.

The over framework sought in order to ensure the delivery of comprehensible in addition to well-organised company procedures, approved and successful decision-making procedures, improved organisational performance, and also a substantial elimination regarding unnecessary expenses. Just about all stakeholders were active in the establishment of this specific change management type thus the purpose why negligible opposition was observed. Using this case study, this is apparent that will engaging all engaged parties for making important business decisions gets rid of resistance, thus introducing the way for your attainment of the particular desired results. APS recorded improved efficiency after adopting this specific change management method.

Bottom line and Recommendations

Present-day organizations operate in a great environment that may be characterized by stiff competitors. In this situation, factors such since the ever-changing technical advancement and the particular varying nature regarding customers’ demands have got left businesses together with no option apart from implementing changes in order to match the current market requirements. Services that embrace well-calculated change management strategies reap the benefits of such initiatives. Specifically, they experience reduced operational expenditures and, consequently, increased profitability levels. On the other hand, managing change may possibly be fruitless when organisations tend not to know what the procedure entails. The inference here is that will few organisations usually are aware of the particular role of concerning workers in the particular change decision-making procedure. Because of this, they usually are unable to manage the level regarding the underlying opposition, hence failing in order to reap the rewards of managing efficiency change. As suggested in this document by way of a case examine of APS, concerning all interested celebrations in the alter decision-making process shows various drawbacks in addition to pros of the particular available frameworks, therefore paving the method for the collection of the most right model that could ensure the attainment in the desired transformations. Nevertheless , for APS in order to record better effects from the organisational alter efforts, it may possibly consider the next suggestions:

  • Make sure that its change is usually explicit and well-aligned with its efficiency agendas to stay away from implementing ineffective methods
  • Examine the possible effects of the alter, including those this may affect, in order to pave just how regarding timely and correct communication, specifically if the modification may result within the laying off regarding some employees
  • Offer teaching to workers who else remain after the particular execution in the alter as a method to ensure that they will can adjust in order to it without impacting their productivity ranges
  • Citation

    Andrade, M last year, ‘Managing change-engaging teachers in assessment opportunities’, Modern Advanced schooling , volume. 36, no. some, pp. 217-233.

    Andrade, Mirielle 2016, ‘Effective efficiency structures and techniques: addressing i New Directions regarding Higher Education, vol. 2016, number 173, pp. 31-42.

    Asquer, A 2015, ‘Managing challenging efficiency change: introducing dynamic labour market plans in Italian open public employment agencies’, Public Supervision Review, vol. 17, zero. 6, pp. 901-921.

    Boddy, D 2016, Management: a great introduction, 7th edn, Trans-Atlantic Publications, Philadelphia.

    Halm, M 2014, ‘The thirty percent solution: a six-step method for handling change’, OD Practitioner , vol. 46, number 1, pp. 42-48.

    Huczynski , A new & Buchanan , Chemical 2017, Organisational behaviour , 9th edn, Pearson, Harlow.

    Payyazhi, A 2014, ‘A process type of managing organisational modification during business procedure redesign’, Business Process Supervision Journal, vol. 20, number 6, pp. 971-998.

    Rizwan, A & Latif, K 2012, ‘Why is it not necessarily possible to generate an azure print for handling organisational culture alter? ’, Abasyn University Record of Social Savoir , vol. a few, no. 2, pp. 43-55.

    Teng, N & Yazdanifard, R 2015, ‘Managing organisational alter and resistance coming from an individualist versus collectivist perspective’, International Record of Management, Sales & Economics, vol. two, no. 9,

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