Case Studies�Organizational Change �and �Development

Case Studies�Organizational Change �and �Development

1. Case Studies Organizational Change and Development Ms. Sonali Jayasekara

2. Case Study 01 Lanka Tex Garments is a medium-sized apparel company in the Mawathagama BOI Zone. Recently, the company faced a big drop in international orders. This happened because of rising production costs and the weakening of the Sri Lankan Rupee. As profits went down, the management decided to cut down on unnecessary costs and improve their internal work processes. They also looked for new buyers in nearby countries instead of only depending on the European market. The company trained staff to work more efficiently and used local suppliers to reduce expenses. 1. What kind of external factor influenced change at Lanka Tex Garments? 2. What OD strategies were used by Lanka Tex Garments to overcome the decline in orders?

3. 1. What kind of external factor influenced change at Lanka Tex Garments? The change happened because of economic reasons like the falling value of the rupee and higher production costs. 2. What OD strategies were used by Lanka Tex Garments to overcome the decline in orders? Process Improvement: The company reviewed and streamlined its internal work processes to reduce inefficiencies and control rising production costs. This reflects a classic OD intervention aimed at improving organizational performance. Employee Training and Development: Staff were trained to work more efficiently, which is a developmental strategy that enhances employee skills and supports productivity during change. Cost Reduction Initiatives: Management identified and cut down on unnecessary expenses. This shows an OD approach focused on economic sustainability and strategic resource use. Market Diversification: The company sought new buyers in nearby countries rather than depending solely on the European market. This aligns with OD’s focus on organizational adaptability and long-term viability. Utilization of Local Suppliers: By sourcing materials locally, the company aimed to reduce import costs and currency-related risks—demonstrating responsiveness to external and internal environmental pressures, a key OD principle.

4. Case Study 02 Digital Bank Sri Lanka, a big bank in the country, decided to use AI chatbots to make customer service faster and better. This change meant that employees had to learn new skills, some job roles changed, and the bank upgraded its computer systems. The managers made a clear plan and gave training to staff before starting the new chatbot system. This step-by-step approach helped everyone get ready. 1.What type of change is Digital Bank going through? 2.Why is planning important in this type of change?

5. 1.What type of change is Digital Bank going through? This is a planned change. Planned change means a change that is carefully thought out and organized before it happens. It is not sudden or random the organization makes a clear plan to improve something. The bank is carefully introducing new technology to improve service. 2.Why is planning important in this type of change? Planning is important because it helps workers get ready, lowers worries about the change and makes sure the bank keeps working well during the change.

6. An educational institute began to observe worrying trends low student engagement, poor classroom participation, and negative feedback about outdated teaching methods. This feedback came through course evaluations, suggestion boxes, and informal student discussions. Recognizing the impact of these issues on student learning outcomes and overall program quality, the faculty decided to initiate an Organizational Development (OD) intervention. The process included: Collecting data through structured student feedback surveys and class observations and diagnosing the root causes, which pointed to overly theoretical and lecture-heavy teaching styles. After implementing changes such as: Case-based learning to improve real-world understanding, Field visits to give students practical exposure, Blended learning using online platforms to make sessions interactive and flexible. As a result, student motivation and satisfaction improved significantly, and faculty also became more engaged in continuous pedagogical development. Case Study 03 What steps of the OD process were followed in this case?

7. The Institute followed key steps of the Organizational Development (OD) process, which typically includes: Problem Identification: They identified the issue through declining engagement and negative student feedback. Diagnosis: They investigated and found that traditional, non-interactive teaching methods were the root cause. Action Planning and Implementation: They designed and introduced interventions such as case studies, field visits, and blended learning methods. Evaluation (Implied): Though not directly mentioned, improvements in student motivation and engagement suggest that results were assessed, and the intervention was successful. This structured process aligns with the classic OD cycle and shows a systematic approach to improving teaching quality.

8. Case Study 04 At Sinha Constructions Ltd, the management introduced a new flexible working schedule to improve work-life balance. This meant employees could start and finish work at different times instead of the usual fixed hours. Younger employees were happy with this change. They liked the freedom and felt they could manage their work better. However, older employees were not comfortable. They were used to working fixed hours for many years and felt nervous about the new system. They feared they might lose control over their work or struggle to keep up. This difference in opinions caused tension within teams. Some team members were confused about when others would be available, and it made teamwork harder. 1.What challenge did the organization face during this change? 2.How can management reduce this resistance?

9. Question 1: What challenge did the organization face during this change? The organization faced resistance to change, especially from older employees who felt uncomfortable and unsure about the new flexible working hours. This led to conflicts, confusion, and a lack of cooperation between team members. Question 2: How can management reduce this resistance? Management can take several steps to make the change easier for everyone: Explain clearly why the change is happening and how it helps both the company and employees. Give training and support to help employees understand the new system and feel more confident using it. Involve employees in planning and decision-making. When people feel heard, they are more likely to accept change. Give time to adjust and allow both old and young staff to share feedback and experiences. Build trust by being open and listening to concerns, so employees know management cares about them

10. Case Study 05 ABC Foods Pvt Ltd, the company was facing serious issues delivery delays were upsetting customers, and large amounts of raw materials were being wasted. These problems were not only hurting their reputation but also reducing company profits. To find out what was going wrong, the management ordered an internal audit. The audit showed that there was poor coordination between the procurement team (who buys the raw materials) and the production team (who makes the products). For example, materials were being ordered late, or in the wrong quantities, and production was not aligned with available resources. To solve this issue, the company decided to bring in a professional change agent someone experienced in improving organizational systems. This change agent first studied the situation carefully using data analysis. Then, they held meetings with employees to understand their views and problems. Based on this, the change agent suggested changes in how the two departments work together. They also arranged training sessions to improve teamwork and communication. Over time, these changes helped to reduce waste, speed up deliveries, and make the company more efficient. 1.What was the internal factor that caused the change? 2.What was the role of the change agent in this situation?

11. Select any government organization in Sri Lanka that you are familiar with. Using your own knowledge and understanding, analyze the organization by applying Organizational Development (OD) concepts. Your analysis should include the following: A brief introduction to the organization (name, functions, and why it is important). Your understanding of the main issues or challenges the organization faces (use any OD model like SWOT or PESTLE if you wish). Internal factors that might be affecting its performance (e.g., leadership, communication, skills, resources). The type of organizational culture you think exists (e.g., strict, people-friendly, innovative, bureaucratic). What you think employees might feel or experience while working there. OD values that could help improve the organization (e.g., participation, collaboration, trust). Your suggestions for improvement using OD strategies (e.g., training, restructuring, better communication). How you would manage resistance to these changes. What positive results you expect from your suggested changes. What you learned about using OD ideas in a public sector organization.

12. Sri Lanka Transport Board (SLTB) Public bus transportation across the country. Department of Registration of Persons (NIC Department) Responsible for issuing National Identity Cards. Ceylon Electricity Board (CEB) Handles electricity generation, transmission, and distribution. Sri Lanka Tourism Development Authority (SLTDA) Regulates and promotes tourism in the country. National Water Supply and Drainage Board (NWSDB) Provides drinking water and sanitation services. Department of Motor Traffic (DMT) Manages vehicle registration, licensing, and traffic regulation. Ministry of Health – Public Hospitals Delivers public health services and manages hospitals. Department of Immigration and Emigration Issues passports and visa and manages border control. Urban Development Authority (UDA) Plans and implements urban development projects. Divisional Secretariats (e.g., Kurunegala, Gampaha) Local administration responsible for public service delivery and coordination at divisional level List of Government Organizations in Sri Lanka

13. THANK YOU