After consideration of the findings from the interviews and the available literature, the researcher found that the development of a change management strategy is critical to ensure successful change. It was found that the content of the strategy will depend on the nature of the change and the objectives identified by the organisation. It is again
149 | P a g e important to note that there does not exist a ‘one size fits all’ strategy and that the contents of the strategy will depend on the specific organisation.
The researcher found that a strategy should at least focus on the aspects of content, people and processes to ensure that all aspects of an organisation are taken into consideration. It is therefore important that a strategy be based on a systematic process where the planned objectives that should be achieved are clearly defined. A strategy should also be very clear on the steps that should be taken throughout the process to achieve the objectives. The researcher also found that specific key performance areas should be listed that should be measured and monitored throughout the entire process. It was also found after considering the inputs from specific participants in the interviews that a change management strategy should be flexible and that the strategy should allow the review of progress. It was clear from the interviews that in reality the change process can fail and that the process needs to be reviewed from time to time. It was also found by the researcher that possible obstacles and quick wins should be identified at the start of the process and the management of the obstacles should be included in the strategy. It is further critical to identify potential risks that might influence or hamper the change management process and to include a risk register in the strategy with action plans to mitigate possible risks. It is also very important to use tools such as performance management and risk management together with the strategy to ensure successful change. The importance of communication was also emphasised and a communication plan should be included in the change management strategy.
The researcher came to the conclusion that the above requirements should be contained in a change management strategy that will be most effective in the case of Theewaterskloof Municipality. The requirements as stated will ensure that the stakeholders will be aware of what is expected of them and the process that will be followed to achieve the objective of the organisation to become more developmentally- focused.
150 | P a g e 7.3.5 Policies and processes that need to be developed or reviewed to enable the organisation to adopt a developmental culture.
After consideration of the inputs provided by the internal participants the researcher came to the conclusion that policies and processes applicable in Theewaterskloof Municipality should be carefully selected before it is decided that it should be reviewed. The researcher agrees with the participants that policies and processes which are focused on the development of employees, the development of the community, related to financial management and policies that will enhance economic development should be reviewed. It is however important to start the review process by identifying policies and processes that will directly impact on the changed culture of the organisation. Although a number of policies and processes in terms of strategies have been identified by the participants, the researcher found that the main focus of the organisation should be on employee-related policies. The researcher came to the conclusion that policies such as the Recruitment and Selection Policy, Study Bursary Policy, Succession Planning Policy, Training Policy, Managing of vehicle fleet Policy and all policies related to the internal capacity of the organisation should be reviewed. The researcher came to a further conclusion that processes in terms of strategies that can contribute to changing the mind-set of employees and encouraging them to become more developmentally-focused should also be reviewed. These strategies would include the Community Development Strategy, Client Care Strategy, Communication Strategy, Local Economic Development Strategy, Informal Trading Strategy and the Information Communication Technology Governance Strategy. The researcher further identified policies where current processes in terms of the policy might negatively influence the change in culture. These policies include the Tariff Policy, Developer Contribution Policy, Rates and Taxes Policy and the Holding of Events Policy.
It is therefore clear that a list of current policies and strategies applicable to the organisation should be compiled and that policies and processes which might directly influence the change to a developmentally-focused culture should be reviewed. It is however critical that policies and processes should not be changed for the sake of change.
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7.4 Recommendations
The aim of the research was to explore and identify the most important requirements for a change management process, by considering the best theories and models to ensure the adoption of a developmental culture in Theewaterskloof Municipality. Recommendations will also be made on policies and processes that should be considered to be reviewed. This section focuses on recommendations based on the literature review, the challenges identified in the case study and the findings from the interviews.