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Organizational Change Management

1. Australia Post. 2019. Annual Report 2019. Available at www.auspost.com.au/content https://auspost.com.au/content/dam/auspost_corp/media/documents/publications/2019-australia-post-annual-report.pdf

This report provides the annual description of the business activities of Australia Post along with its environmental, financial, and social performance for the fiscal year 2019 and 2018 in an integrated report. The report involves a comprehensive remuneration report that explains the approach of the organization concerning the executive as well as director remuneration. The diversity and inclusion part of the report presents how the company is developing and executing the equal employment opportunity program that meets the requirements of the Equal Employment Opportunity Act 1987.

The strategic direction of the organization is mainly based upon improvement in the safety and management of the stakeholders, investment in the network capability to perform best, expansion in the financial and government services, and enhancement in the customer experience. The organization launched new values as well as purpose that articulated the aspirations and principles of the business related to its operations and delivery to the customers. Moreover, for a change, they also signed in a new agreement with their LPO, Licensed Post Office network year which involved the rise in the minimum payment of around 25% and 50% involved the rise in the transaction payments. The data collected in the report is based on the survey conducted by the organization to build this annual report for the year 2019. 2. Australia Post, 2018. Annual Report 2018. Available at www.auspost.com.au/content https://auspost.com.au/content/dam/auspost_corp/media/documents/annual-report-2018.pdf

This annual report of Australia Post for the year 2018 provides the information related to the four major stakeholders namely, shareholder (the Australian Government), people, customers, and the community. Before commencing with this report the organization conducted the annual materiality assessment for the purpose of determining what all aspects are required to be included in the report and to make it certain what is being reported affects the most to their stakeholders. The organization brought in a new program for investments for increasing capacity along with the capability in order to increase the customers’ expectations. The report mentions the three-year plan of the organization that includes: aiming for zero harm, broadening the focus to involve safety, well-being, and care and these would be focused safer leaders, safe people, and safe work environments. The company also introduced a real-time reporting tool for comparing safety performance year-on-year. The organization brought in a new technology called Digital iD used for recognizing digital identity platform. The organization also introduced its Environmental Action Plan from the year 2018-2020 along with the installation of the on-roof solar system within the Southern Hemisphere. The Australia Post Board was responsible for the preparation of this annual report.

3. Howard, H., J. 2015. Digital Post: Business transformation and the future sustainability of Australia Post. Available at www.mckellinstitute.org.au/app/upload https://mckellinstitute.org.au/app/uploads/The-McKell-Institute-Digital-Post-March-2015.pdf

This report mainly focuses on the strategies that could enhance the financial strength of the organization along with the acknowledgment of the role in terms of a key employer and provider of indispensable services. The report examines proposals that had been then canvassed for the organizational changes at Australia Post and also determines a few alternative proposals for enhancing the financial viability of the company. The report mentions about the activeness of the company in the introduction of innovation related to mail business in the region of services that mainly include digital services as well as trusted identity services that tend to develop opportunities for the businesses in the parcels focusing on end-to-end logistics services. The report also mentions that the company should take up the role in public service delivery instead of privatization strategies. Innovative concepts such as mypost platform initiative have been mentioned in the report that could create new work and opportunities for its employees. The report was prepared as per the opinions of the author and some of the views have been provided by McKell Institute.

4. Australia Post, 2014. Annual Report: your post is evolving. Available at www.auspost.com.au/content/ https://auspost.com.au/content/dam/auspost_corp/media/documents/Australia_Post_Annual_Report_2013-14.pdf

This the company’s fourth year integrated annual report and discusses the overall sustainability performance that mainly includes social, environmental, and financial accomplishments in the financial year of 2014. The report mentions that the company is committed to the management of change in a manner that is reasonable and just for its people. There has been an implementation of training and re-skilling, career development program workforce conversation portal, safety strategy, and Future Ready business renewable program. The report mentions about the Future Ready program of the organization that has delivered firm outcomes embedment of change culture along with the execution discipline to transit the company from a postal to parcels leading business. The report also discusses the transformation of Australia Post with the introduction of an integrated stakeholder engagement approach, national and local community engagement, community discussion groups, and national conversation platform. The report was prepared by the company with respect to its financial performance along with many others.

5. Australia Post, 2015. Closing the gender gap: Australia post’s gender action plan. Available at www.auspost.com.au/content https://auspost.com.au/content/dam/auspost_corp/media/documents/diversity-inclusion-annual-report-2013-14.pdf

The report talks about gender equality and programs related to it as executed by Australia Post. At first, the report mentions the concerns related to gender inequality and its effect on the growth of the organizations. Australia Post has considerably made progress in the enhancement of women's percentage in the roles of leadership. The organization made a tremendous change in the development of its female talent pipeline that primarily involves mentoring program, National Association of Women in Operations, Leadership and career management in the program, mentoring for ten talented female employees, and Build General Manager pipeline. Moreover, the company has invested in a variety of female development programs since 2010 and approx 1600 and above female employees have been benefitted from the participation in such initiatives. The organization implemented the program of mymentor and Projectme which is a 12-week career development program including a series of mentoring circles wherein the participants share their information with the fellow ones. The organization focuses on the approach of reducing the gender gap by Gender Action Plan which gives out an explicit set of actions and goals and primarily focuses on opportunities, awareness and capability, and accountability.

6. A future that works, 2017. Australia Post, workplace of excellence in communicating change. Available at www.afuturethatworks.org.au/our-workplaces- http://www.afuturethatworks.org.au/our-workplaces-blog/2017/8/21/australia-post-workplace-of-excellence-in-communicating-change

The article begins by mentioning the significant changes that had taken place in Australia Post that involves changes in the business strategy in response to shifts within the market, a decrease in the volume in the delivery of letters, and an increase in the total delivery of parcels to online shopping. The organization experimented with the new approach in order to disseminate the new values as well as the strategy of the company with The Grapevine which is considered to be the two-day initiative with an aim of discussing the changes that take place within the organization out of the digital disruption and what it intended for the employees. The report further describes the Grapevine Program and how it was held in major fourteen locations all over Australia that brought in about 100 to 120 prominent employees for discussing the changes due to digital disruption. This article was written by A Future that Works which is a national campaign that functions in accordance with the changes taking place in Australian workplaces.

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