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Assignment on Organisational Learning and Change In order to meet the requirement of future challenges and management

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Organisational Learning and Change

1. Diagnose and analyse the organisational culture.

The Australian Health Food Company - Sanitarium Health & Wellbeing, Have a very good Market reputation because of their sharp vision to deliver healthy everyday’s food to the community as well as the support for the needs of local community, humanitarian support, and church’s requirement (Beech & MacIntosh, 2017). The company's mission is to share a message for the community which should bring a healthy lifestyle and a hope for betterment of community life. In order to fulfill this Mission, the company have a vision which include the inspiration, lead and the resourcefulness for generating happy experience among the community members and a healthy well-being state (Lindberg, Nichols, & Yam, 2017). This can be well evidenced from the history of company's product which are prepared according to their strict vegetarian and non-dairy guidelines. The healthy, ready-to-eat food products were also recognized by the Australian State and Federal Government, which awards a health star of 4-5 out of 5 stars to the company (Beech & MacIntosh, 2017). In the present case, the prime challenge that company faces is related to the increasing change within the market. This change has been driven because of the shift in consumer’s lifestyle and their requirements. However, because of the strong organizational strategic management, the company was able to retain the market value and image, by virtue of their strong high performance culture (Trevena, 2015).

Despite of the significant market change and the pressure arises within the scope of competitive advantage, The Company and shoes that they will be remaining adhered to their mission, vision and values. With these, the company ensures that they will continue to manage The Company’s culture towards productivity and the expected staff behavior orienting towards the achievement of organizational goals. This was also evidenced by a statement of the General Manager of Sanitarium in 2016, that they have a shared culture where everyone have a strong motivation for contributing towards the overall mission of company which in turn drives a positive energy and connect the business towards achievement of healthy and hopefulness community life (Gutierrez Wirsching, Mayfield, 2015) . Internally, the focus on the communication channel between the employees and managers such that the requisite behavior, development and planning, and the individual performance goals can remain parallel. In return of this, the company develops a high performance-culture and achieve a very low employee turnover rate (approximately 1% per annum) (Beech & MacIntosh, 2017).  

2. Evaluation of the change effort

The company is absolutely successful in managing the change according to the customers’ need and market requirements. This is directly evident from the fact that since 1928 to all the way 2012 the company was known as “cereal based” ready-to-eat food producer. However, since 2012, The Company’s product undergo severe transformation and became “beverages based” products. This change was driven by the fact that company adopt the “sanckification” of the industry (Beech & MacIntosh, 2017). Since, people are no more desirable to sit for the breakfast rather they tend to look for something which they can grab on their way to the office, thus the reflective change was managed by the company. Notably, in this consideration The Company faces significant external changes and the pressure of retaining their competitive advantage in the market. However, their effort was not oriented to change the customs’ perspective, rather to include the customer's requirement into the strategy framework of the company. On the other hand, they used strong motivational tool as well as commitment for continuous improvement of the competency level of employees, to achieve the change in products according to the mentioned external “requirement”. According to Iqbal (2015), implementing the change among employees is considered as one of the significant challenge encountered by any organization. While, Sanitarium retain their vision of supporting the healthy and hopefulness among the community, thus they started motivating their employees to contribute for the overall objective. As a result, the company establishes itself as a high performance culture with lower employee turnover rate, is evidenced by being the award-winning for “Employer of Choice” in 2014. Company have the philosophy of “truly valuing own people”, where they use the star feedback for strategic planning and implement the initiatives of internal work space environment.

3. Factors influenced the organisational change and learning principles

The prime factor being company's orientation towards the achievement of desired performance and behavior of their employees. This is achieved with their effort such as implementing proper communication procedure and supporting their competency level with continuous training and other supportive resources. For implementing open and smooth communication channel, they introduced, iGro, which is an online performance and development system. With this, the company focuses on the performance goals of individual, requisite behaviors and development planning. Sanitarium also emphasis equally on the traits such as behaviors, performance and development of employee, such that the internal environment should always be motivating and giving their absolute contribution (Iqbal & Hashmi, 2015).

In addition to address the employee’s individual requirement, the company also invested on the competency level of employees. In this regard, the company offers measures such as e-learning programs, training, workshop, retreat, off-site training, peer coaching, and webinars. Thus, it can be learned that the company's objective is not focused on enhancing the sales or production rather to enhance the quality within the desired staff behaviors, their development and the routine performance. Also the company have policy to review employee’s salary every 6 to 12 month, recognize their career service milestone, and also reward them based on their performance. As a result of these internal strategies, the orientation of employees towards the gain of organizational success is automatically achieved. These are the factors which impacted the learning principles and resulted for reduction in the turnover rate of employee and high-performance culture at the organization (Solaja, & Idowu, 2017). 

4. Learning mechanisms and its impact on performance, effectiveness and reputation:

1. Evaluating organisational learning mechanisms on individuals and teams.

As an individual, the company focuses on supporting their requirements as well as focuses for updating their competency level. The support for individual requirement is guided through motivational strategies where the company used to recognize the contribution of employees by awarding and acknowledging them as employee of the month. Likewise, they also support the belief of individuals such that the direction in which they need up gradation and improvement, which in turn helps him improving the overall objective of the company. This includes the learning, technical support, delegation and negotiation at the workplace. Financially, the company supports the individual by revising their salary at equal interval of 6 and 12 months (Beech & MacIntosh, 2017). On the other hand, updating the competency level is another key requirement. The support from company includes measures such as training, workshops related to the routine activity, webinars, peer-coaching for motivation and standardized work protocol, and e-learning modules (Lawal, May & Stahl, 2017). With these measures, it is likely to negotiate the limitation of individuals in their way to adopt the change in working procedure. In addition to this, with continuous education and training, the employees are also able to invest their maximum capacity to attain the objectives.

As a team, the organizational learning mechanism is mediated by improvement in the channel of communication. Company uses an online platform named as iGro, in which any employee can directly make communication with the higher-level managers. As a result of which, the company success in managing the behavior, performance and the overall development of employee, as a part of their fruitful internal work environment (Beech & MacIntosh, 2017).

2. Recommendations for the next phase of learning and change

In order to meet the requirement of future challenges and management, The Company can adopt following strategies:

• Continuous feedback from customers - It will be beneficial for the company to take the feedback such as the change in taste, the pricing of products, availability, packaging and related things that they can be incorporated into the pipeline within time. 

• Additional approach for employees - The standard setup dead by the company will be maintained. However an additional approach which is to reward more to the efficient employees and offering more learning to the low-performers. However, they should also be a procedure for replacing the continuous low performers with newer Talent (Voigt & Hirst, 2015). 

• Information management system - In the case that it was not mentioned how the company manages the information. The internal information must be managed with the latest IT technologies, which include ICT, payroll, and secure devices. 

• Offering internship and position to trainees - Another suggestion is to open positions of training and internship to the college students. This will not only help the young mind to develop industrial expertise and intellectuals but will also prepare them to fulfil the future requirement of the company. 

• Partnership and collaboration - In order to meet the cost requirement for the products, the company can also initiate partnerships with third-party companies. This is also referred as outsourcing. However, in order to maintain the visionary mission and the quality criteria, the company can also introduce procedure to create the employees of third-party companies. Likewise, the R&D management can also be improved by collaborating with academia.

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