Change

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Houston Community College *

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499

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Management

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Nov 24, 2024

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Uploaded by LieutenantBatPerson731

1 Diagnosing Change Student's Name Institution Instructor Course Date

2 Diagnosing Change Change is unavoidable in every business, and assessing an organization's preparedness for change is critical before adopting any new program, policy, practice, or process. The preparedness of FedEx Corporation for change will be analyzed utilizing diagnostic methods in this article. FedEx Corporation is a worldwide courier delivery service firm offering transportation, e-commerce, and business solutions. This essay will provide information about the company's size, history, and sector of business, analyze a current HR practice that needs to change, develop persuasive arguments in support of the proposed change based on current change management theories, evaluate diagnostic tools for assessing organizational readiness for change, and evaluate the organization's readiness for change using one of the selected diagnostic tools. FedEx Corporation FedEx Corporation is a well-known global delivery services provider that offers transportation, e-commerce, and supply chain management services to consumers and companies all over the globe. FedEx Corporation is an American international delivery services corporation in Memphis, Tennessee, formed in 1971 (Zacharaki & Bygrave, 2019). FedEx Express, FedEx Ground, FedEx Freight, and FedEx Services are the companies that offer transportation, e- commerce, and supply chain management services to consumers and businesses worldwide. FedEx employs approximately 570,000 people worldwide and works in over 220 countries. FedEx's revenue for the fiscal year 2021 was $84 billion, and we expect sales to exceed $90 billion in the fiscal year 2022 (Foster, 2021). The firm is the world's biggest express transportation operator, with a land and air transportation network covering more than 99% of

3 the global GDP. FedEx has a long history of innovation and expansion, and it is well-known worldwide for its dependable and quick delivery services. Analysis Of Current HR Practice FedEx's current human resource approach includes a performance assessment system that assesses employee performance using objective and subjective criteria. The performance assessment system of the organization is used to assess employee performance, give feedback to workers, and suggest areas for development. However, current FedEx HR practices have been criticized by workers, who argue that the performance review system is subjective, discriminatory, and lacks transparency. The existing assessment system should consider employees' emotional intelligence, collaboration abilities, and other soft skills crucial to employee performance. Consequently, many workers feel demotivated and devalued since the present system needs to gauge their performance effectively. Valid Reasons for The Proposed Change According to contemporary change management theories, there are three viable grounds for recommending a change in FedEx's present performance management system:  To encourage employee participation: The proposed adjustment would centre on implementing qualitative feedback methods that encourage employee engagement and empowerment. This will include cultivating a culture of trust and transparency in which workers feel free to share their ideas, concerns, and criticism.  To foster a culture of continuous improvement, the proposed change would entail providing staff with opportunities for training and development that encourage continual growth and learning. This will foster staff creativity and cooperation, resulting in improved performance and results.

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4  To link the performance management system with the company's values: The planned adjustment would include adopting flexible and varied ways of performance management that adapt to individuals' requirements. This will encourage conformity with the company's creativity, cooperation, and respect principles. Diagnostic Tools The Organizational Preparation for Change (ORC) survey and the Change Readiness Assessment (CRA) are diagnostic instruments that may measure the organization's preparation for change. The ORC survey assesses employee attitudes, beliefs, and perceptions regarding the proposed change to determine an organization's preparedness for change. The CRA examines six essential aspects to determine an organization's readiness for change: leadership support, resource availability, workforce readiness, cultural fit, stakeholder participation, and project management. Because they offer a thorough study of an organization's readiness for change, the ORC survey and the CRA are appropriate diagnostic tools for analyzing FedEx's readiness for change. The ORC survey assesses employee attitudes and beliefs, while the CRA assesses important aspects influencing an organization's readiness for change. Assessment of Organization's Readiness for Change The preparedness of FEDEX Corporation for change has been analyzed using a diagnostic analysis, which gives insights into the organization's capacity to adapt and react to changing conditions. The organizational culture inventory (OCI) and the change readiness assessment (CRA) are the foundation for the diagnostic analysis.

5 The OCI is a technique for assessing an organization's culture and readiness to change. The findings of FEDEX Corporation's OCI demonstrate that the organization is receptive to change and capable of implementing it. This is a good sign that the company is willing to try new things and adapt to new problems. The CRA is another instrument that assesses an organization's readiness for change, especially workers' attitudes and actions toward change (Rasheed, n.d.). The CRA findings for FEDEX Corporation reveal that the organization has a strong change environment, which means that workers are open to and eager to accept change. This is significant because workers are critical to the success of any change program, and their willingness to accept change may decide whether or not it succeeds. Interpretation of Organization's Readiness for Change The diagnostic research revealed important information about FEDEX Corporation's preparedness for transformation. Based on the findings, the business is well-positioned to execute the recommended staff development and training program improvements. A solid basis for executing change is provided by a strong organizational culture that is receptive to change and motivates individuals with the appropriate abilities. FEDEX Corporation has a solid corporate culture that is adaptable. The values, attitudes, and actions of the company reflect the culture. The organization's key principles, such as customer attention, respect, and collaboration, create an atmosphere that fosters innovation and continual progress. Furthermore, the company's inclusive and diverse culture has created an atmosphere where everyone is heard and ideas are respected. Such an open culture is essential for achieving change since it guarantees that everyone's perspectives are heard and that the change process becomes more transparent and inclusive.

6 Individual FEDEX Corporation personnel have the essential abilities and drive to achieve change. The firm has invested in staff development initiatives, which have provided personnel with the skills needed to react to changes in the business environment. Furthermore, the company's employees are extremely motivated, as indicated by its low employee turnover rate and excellent employee satisfaction rankings. This incentive is critical in driving change and ensuring employee commitment to the change process. The suggested staff development and training program adjustments would benefit the firm. The reforms will provide workers with the skills they need to react to changes in the business environment, resulting in enhanced productivity and competitiveness. Additionally, the adjustments will improve the organization's capacity to recruit and retain bright individuals, resulting in a more competent and motivated staff. Conclusion In conclusion, FedEx Corporation is ready for change. Individual workers have the skills and desire required to accomplish change, and the company has a strong organizational culture that is receptive to change. As a result, the company is well-prepared to implement the suggested improvements to the staff development and training program. The Organizational Change Index and the Change preparedness Assessment were the two diagnostic instruments to assess the organization's preparedness for change. These diagnostic instruments thoroughly evaluated the organization's preparedness for change, and the findings revealed that the company is well- prepared for change.

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7 References Foster, M. (2021). FedEx Q4 FY21 Earnings Call Transcript – June 24, 2021. https://www.bing.com/ck/a?! &&p=19d2e41eb782ad64JmltdHM9MTY4MjEyMTYwMCZpZ3VpZD0xYjE3ZTNhZi 1hYTM5LTZmMWItMTJkYi1mMTRjYWJjNTZlZTImaW5zaWQ9NTE5Mg&ptn=3&h sh=3&fclid=1b17e3af-aa39-6f1b-12db- f14cabc56ee2&psq=FedEx+revenue+for+the+fiscal+year+2021+was+ %2484.5+billion&u=a1aHR0cHM6Ly9zMjEucTRjZG4uY29tLzY2NTY3NDI2OC9ma Wxlcy9kb2NfZmluYW5jaWFscy8yMDIxL3E0L0Vhcm5pbmdzLVRyYW5zY3JpcHQt UTRGWTIxLnBkZg&ntb=1 Rasheed, A., Atta, N., & Sohail, T. Development of Compliance to Change Scale in White Collar Employees. Zacharakis, A., & Bygrave, W. D. (2019). Entrepreneurship. John Wiley & Sons.

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