Amusan, Ofayo Sarah-, 20370615 3sco
Amusan, Ofayo Sarah-, 20370615 3sco

Sarah Amusan
20370615
CIPD Level 3 Human Resources

Introduction to Genesis Housing Association:
Genesis housing association was formed in April 2011, it is a group merge between Paddington churches housing association, Springboard, Pathmeads and Genesis Housing Group. Genesis housing Association is a long and exciting history dating back to nearly half a century, from the time the Paddington churches housing association was first form in (1965) which was due to the housing crisis that was in some parts of London. Genesis housing association has come a long way in that time, and the external environments as changed but they continue to be guided by consistence principles of helping people in and around London with support, providing accommodation and turning lives around. Genesis Housing Association believe it is their role to provide quality homes and services to their customers and the community they live. They combine their social purpose with commercial approach to fill the gap in a dysfunctional housing market and create value in the properties they own and places in which they operate.
Genesis Housing Association provides different types of tenures, products and services which is aim to help customers meet their different aspirations as their circumstances change over time. There are around 100,000 people living in Genesis homes at any given time, they believe in proving homes for people wherever there is need to do so. Genesis Housing Association provide homeless home in Suffolk or at the award winning Stratford Halo development in East London. Genesis sustain thriving communities, they work with customers so as to create a safe place for they to call home and to be able to access quality services to meet their different needs. Genesis is one of UK’s leading home and they manage around 33,000 homes across London and East of England and their portfolio range from temporary housing to rent homes and homes for sale and supported housing.
Question 1.1
External and Internal Factors that influence change in an organisation:
External Factors: * Growing and expanding the market: Genesis housing association aims to expand and grow in business; this could be through merging, dominating the market. Genesis needs to change its operation and strategy to be able to acquire this factor. * Infrastructure: Housing developments are particularly important to retail establishments, restaurants, manufacturers and other businesses that rely on a location for success. Changes in the local infrastructure may prove either disastrous or fortuitous to your company. * Legislation: New laws can make an organisation change its operation, the organisation have to updates its policies. For example an increment in the national minimum wage.

Internal Factors:

* Organisational staffing and structure: Having a new management or department can make the organisation change it management process. For example, new management will have a different style of working, different policy and procedure, different leadership etc. This will influence important changes in an organisation. * Finance: Genesis housing association keep changing their payroll system and their method of making request for additional expenses to employees. For example, they now have their payslip online and employee go online to request travel money. * Technology: Genesis always embraces new technology so as to improve its operations and productivity. For example, buying new computer with the latest windows will improve the efficiency of the organisation. Having new technology will make the organisation restructure its department and employ or make some employee redundant.

Question 1.2:
How change affects organisation

Change always happen in every organisation for different reasons and this could result to a positive or negative impact in the organisation which is due to how efficient or effective the change has been on the organisation. A positive change in an organisation will improve the efficiency, achieve higher output and motivate employee but a negative change will result to employee been made redundant, employee will become demotivated to change in leadership that do not favour them etc. (A) Change can impact greatly on an organisational performance; it could be positive or negative. When it is positive the employee became motivated to do their job accurately this could be due to new introduction of technology such as computer. This will reduce the work load and make their work faster. The change could be negative if the leadership is change and does not suit the employee and that make the employee demotivated and not perform well at their job. This could also lead to employee been made redundant and other employee will not sure if their job is secured which might lead to the employee resigning. (B) Change can occur in an organisation if the organisation feels the need to merge with another organisation so as to improve the efficiency or to improve their competitive position. This could also result to some employee losing their jobs or been demoted. (C) Change in an organisation could result to employee not performing well in their job due to different leadership or it will affect the employee relationship with the management due to lack of trust because the change can be seen as treat to the employee. Employee will lose interest to work efficiently, lack of cooperation at work etc.

Question 2.1:

Factors involved in change process

It depends on the change that is been introduced in an organisation, that will influence the factors that will be considered in the change process. * Planning: This is the first step of change process because the organisation must have a precise reason for change, having a mission statement, organisation must have plans on how to go about the propose change. An organisation must be able to make plans for the unforeseen eventuality or setbacks that can affect the change, also the involvement or the employee, the finance and resources required and having a time frame so as to measure the progress of the change in progress. * Communication: This is very important in any change process in an organisation, getting employee involved and informed about all the process and change. Feedback and suggestions will encourage a two-way communication. Discussing each stages of change process will make it less confusing. * Motivation: This is very important because staff stays motivated and will keep contributing to the organisation. If the organisation is downsizing or merging, employee should be provided with training and development so as to improve in their work. * Evaluation: This is important because the organisation needs to evaluation or measure the change process if the change has been successful or not. This could be done through feedbacks from employee and from the leaders of the change process.
In genesis housing association when they were making some changes to the organisation by making some staff redundant because some employee position are not required anymore due to technological changes the organisation started the process by planning i.e. having a reason for the change and communication i.e. getting feedbacks from employees. Genesis housing association also makes sure their employee stay motivated and also evaluating the whole process.
Question 2.2:
Compare and contrast different approaches to manage change (1) According to Lewin (1951), motivation for change must be created before change can occur. There are three stages for which change can occur which are unfreeze, change and refreeze. The unfreeze stage is to prepare the organisation to accept the change if necessary. The change stage is when people accept the unfreeze stage and start looking for ways to do things according to the new direction. While the refreeze is when the change as taking place and people have accepted the new way of working. Genesis housing association adopt this stages of change in their organisation. (2) The John Kotter eight steps of change model is another approach to change. This is a cycle of steps that is continuous in ensuring that change is retained. This steps helps employees to accept the change and to embrace the success of the change. This approach is similar to Lewin (1951) stages of change. It gives a clear guidance to how change happens in stages. (3) Another approach is Michael Beer et al (1990) six step task. Alignment approach which says a change in attitude can lead to a change in behaviour. According to this approach employee role is shaped by the organisational role they do. Therefore, it is recommended that the best way to change behaviour to put people is a new organisational role which will make them take up new attitude and behaviour. This approach is to rein enforce people while the Lewin and Kotter approach is about accepting and retain the change.
Question 3.1
Behavioural response seen when change occurs in an organisation
Every employee perceive change differently, if an employee sees a change in his or her favour they will be motivated to work and do their best in their job but if an employee perceives it as not in their best interest they will not accept the change and will be demotivated at work. It is important to see the three major reactions to change which are: (1) The first reaction to change is disengagement or withdrawal: This is when the employee is withdrawn and lost interest at work. The employee will have a nonchalant attitude and do nothing to contribute to the progress at work. This is a situation where the employee is physically at work but their mind is not. (2) Another reaction is negative or resistance: This is when the employee starts to feel vulnerable and as a victim. They do not want to accept the change so they tend to cling to the old procedure and this will make the employee to sabotage change by fight against the change. They do this by forming a coalition with other employee that

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Www. Genesis.co.uk Accessed on the 07 December, 2015.
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Kotter J.P. (1996). Leading change. Cambridge Accessed on 15th December 2015
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(3) is not accepting the change. (4) Another behavioural reaction is confusion or hesitation; This is when employees did not accept the change and will not contribute to the progress of the organisation. They waste time fighting over the change rather than accepting the change. While other employees that have accepted the change will explore new skills and become focused and more committed to their jobs. Every organisation will go through these stages of behavioural response.
The first behavioural responds is withdrawal which is a situation where the employee become withdrawn, not interested in work, while in the second behavioural responds which is the resistance. The employee starts feeling vulnerable, this is different from the withdrawal because the employee feels withdrawn and non-interested in work but the employee starts feeling vulnerable which leads to confusion or hesitation. Every organisation goes through this behavioural responds because every employee behave differently to change, while some employee accept change.

Question 3.2
How HR can support individual during change
When change occur in an organisation, it usually has an impact on employee which might result in withdrawal, resistance and hesitance. The role of HR is to make the organisation and employees to adapt to the change. HR put adequate communication in place and development needs to help employee and organisation adapt to the change.
There are three HR roles to support individual during change: (1) Pre- organisational change: This is the planning process where HR will provide the goal and culture of the organisation for cost and time success while providing a possible management process. HR will check for questions like who and why will be affected during the change and how much it will cost the organisation for the change management. This could be done by HR creating adequate time to recognise the concerns and how to support them. (2) Implementation phrase: This is when the change has been implemented, establish strategies and HR guide to employee through the process. This is when employee start feeling insecure and withdrawn. HR help to guide employee by getting feedback from employee. (3) The post change phase: This is a stage where the change has been implemented in the organisation, HR helps to support a good working relationship between employee and organisation. HR helps to support employee recognition and develop a strong cooperation culture, for example as a result of the change some employee might not be needed anymore, so they will be made redundant or relocated to other jobs and this is done by HR.