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Case Study – Red Carpet Change

Case Study – Red Carpet Change

The Change Needed at Red Carpet

Change is a vital part of an organization’s growth strategy. One of the things that Red Carpet needs to change is its human resource management strategy. Currently, the organization has a poor human resource management strategy because employees are not trained to complete assigned tasks effectively, and employment laws are not followed. The Food Service division has high employee turnover because of the poor working conditions arising from the demanding schedule that employees in the department have to follow. The Cruise Ships division also experiences high turnover forcing the company to rely on seasonal employees who do not have the expertise needed to deliver high-quality services. The second change that Red Carpet should consider is changing its relationship with suppliers. Currently, the company uses a nonnegotiable policy that limits negotiations with suppliers to develop a mutually beneficial relationship. Red Carpet should also change its organizational culture to create a conducive work environment for employees and increase their productivity. The changes at Red Carpet should be transformational. According to Manu (2022), transformational change occurs when an organization makes vital changes in its operations. The proposed change should be transformational to help the company improve its operations since the existing issues in the organization are caused by poor operations management and poor planning.

Employees To Be Included in the Change Process

One of the employees that should be included in the change process is the human resource manager. The human resource manager should be engaged to understand the employees’ training needs and create an effective training program to equip them with the knowledge, skills, and competencies needed to complete assigned tasks. The human resource manager should also be involved in creating employees’ work schedules to prevent burnout and stress, which is the leading cause of turnover. The company should also get feedback from all employees to prevent resistance to the proposed change. According to Potnuru et al. (2021), involving employees in the change process creates a sense of belonging and acknowledgment, thus creating a positive attitude towards the change leading to less resistance. The company may use surveys to get employee feedback before the change implementation process begins. Another group of employees that should be included in the change process is the employees in the business development department and employees from the research and development division. The employees in these groups should be included to ensure that the proposed changes are aligned with the organization’s values, long-term plans, and vision. Employees from the research and development division may propose measures that can be taken to successfully implement the change and other innovative ideas that support the changes. The employees in the development department can be engaged in designing appropriate training and development programs to increase job satisfaction, thus reducing turnover.

Recommended Actions Red Carpet Should Take to Begin the Change Process

Red Carpet should begin the change process by creating a sense of urgency among employees and other stakeholders. According to Baloh et al. (2017), creating a sense of urgency motivates employees to accept change leading to successful change implementation. The company should monitor what the employees and stakeholders say about the change to identify possible threats and create scenarios demonstrating what could happen in the future when the change is implemented, identify opportunities that can be exploited to successfully implement the change, and request support from employees to complete the change process successfully. Creating a sense of urgency can also help the company begin the change process within the shortest time by preventing resistance and encouraging employees to collaborate in the change implementation process. Red Carpet should also follow the 8-step change model proposed by Kotter. The model includes creating a sense of urgency, forming a powerful coalition, communicating the vision, eliminating obstacles, creating short-term wins, and integrating the changes into the organization’s culture.


Baloh, J., Zhu, X., & Ward, M. M. (2017). Implementing team huddles in small rural hospitals: How does the kotter model of change apply? Journal of Nursing Management, 26(5), 571–578.

Manu, A. (2022). Conceptual tools for transformational change. The Philosophy of Disruption, 163–177.

Potnuru, R. K., Sharma, R., & Sahoo, C. K. (2021). Employee voice, employee involvement, and organizational change readiness: Mediating role of commitment-to-change and moderating role of Transformational leadership. Business Perspectives and Research, 227853372110439.


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Case Study - Red Carpet Change

Case Study – Red Carpet Change

This assignment will be based on this scenario.

Respond to the scenario below with your thoughts, ideas, and comments. Be substantive and clear, and use research to reinforce your ideas.

Now that you have gained an understanding of Red Carpet, Leroy has asked you to join in on a preliminary meeting with the VP of HR and other members of the organization to discuss change. The meeting is important because many employees are unsure of their role in the change process. In fact, the VP of HR has not settled yet on what type of change is needed or how to start the change process. Leroy has asked you to participate in the discussion to help clarify information needed about the change process.

Review the Red Carpet scenario for this course, and with your classmates, discuss the following questions that will provide insight into the change process:

In your opinion, what does Red Carpet need to change? Should the change be transformational, developmental, or transitional, and why?
What employees or employee groups should be included in the change process, and why?
What do you recommend Red Carpet do to begin the change process?
Responses to Other Students: Respond to at least 2 of your fellow classmates with at least a 100–200-word reply about their Primary Task Response regarding items you found to be compelling and enlightening. To help you with your discussion, please consider the following questions:

What did you learn from your classmate’s posting?
What additional questions do you have after reading the posting?
What clarification do you need regarding the posting?
What differences or similarities do you see between your posting and other classmates’ postings?

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