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Red Carpet Case Study

Red Carpet Case Study

External Force for Change

An organization’s external environment includes the external factors that affect business operations that it must react to or respond to, to sustain its operations as required. External forces can significantly impact an organization’s performance and profitability. Although most external forces are beyond an organization’s control, their impact on the organization can be mitigated. One external force for change that could impact Red Carpet’s performance is federal investigations. Red Carpet could face legal issues arising from the federal investigations leading to reduced profitability. Federal investigations could also affect the company’s reputation leading to poor performance. Dowling (2016) states that a company’s reputation contributes to competitive advantage and long-term organizational success. Therefore, Red Carpet’s long-term profitability and competitive advantage rely on its ability to abide by all business regulations to avoid unnecessary federal investigations that could impact its operations and reputation.

Internal Force for Change

Internal forces for change arise from the operations within an organization and the interaction among employees. Employee relations issues are one of the internal forces for change that could impact Red Carpet’s performance. According to Loacker (2011), employees are the backbone of an organization because they dictate its overall productivity and success. Satisfied employees are more productive and committed to an organization leading to good organizational performance. Consequently, unsatisfied employees are less productive which leads to reduced organizational productivity. Therefore, organizations need to ensure that their employees’ needs are met. Unfortunately, employees’ needs have been neglected at Red Carpet because they are not valued. The company is also struggling with employment law concerns, and it does not offer proper training to equip employees with the knowledge and skills required to complete assigned tasks. Therefore, the company is at risk of reduced employee productivity which could impact its success and overall performance.

Challenges of being in the role of an OD Consultant at Red Carpet

One of the challenges of being in the role of an OD Consultant at Red Carpet is conflict between employees and management. The OD may have to deal with conflicts that arise when employees’ needs are not met since the company has not invested in proper human resource management. The conflicts may impact employee performance and productivity, leading to delays and disruptions in the operations within the company, which could impact the OD’s ability to keep things running effectively. The second challenge is product and service quality issues. The OD may have a challenge maintaining the right quality of products and services offered by Red Carpet because of reduced employee morale and the lack of proper employee training. The third challenge is federal investigations. The OD may be required to constantly share information with federal investigators during investigations to ensure the company’s reputation is secured and address any legal issues that could impact the company’s operations. The fourth challenge is internal politics and communications. Due to internal politics, the OD may experience a challenge in implementing new ideas that support the organization’s growth. For instance, some leaders and employees within the organization may resist proposed changes because of internal politics leading to delays in implementing ideas that could boost the organization’s overall performance. Communication issues may arise because of resistance to the changes the OD may propose for the company. Another challenge is maintaining a good relationship between the company and important stakeholders such as suppliers because the company prefers disrupting the availability and quality of its products and services instead of partnering to get the required supply chain resource


Dowling, G. R. (2016). Corporate reputation as a strategic game. Winning the Reputation Game, 15–30.

Loacker, B. (2011). Book review: Power at Work: How Employees Reproduce the Corporate Machine. Organization Studies, 33(1), 149–152.


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Primary Task Response: Within the Discussion Board area, write 400–600 words that respond to the following questions with your thoughts, ideas, and comments. This will be the foundation for future discussions with your classmates. Be substantive and clear, and use examples to reinforce your ideas.

Red Carpet Case Study

Red Carpet Case Study

Additional Information:

Leroy Banks is the Director of Change Management for Red Carpet, a national hospitality and entertainment company. He has contracted you to be an OD Consultant because Red Carpet has recently acquired a movie theater company and needs to manage the change process. External forces for change are those that come from an organization’s outside environment. Internal forces for change are those that arise from employees within the organization. Leroy has asked you to begin by assessing forces for change.

Review the Red Carpet scenario for this course and with your classmates; discuss the following:

Identify and describe an example of an external force for change.
Identify and describe an example of an internal force for change.
In your opinion, what are the biggest challenges of being in the role of an OD Consultant at Red Carpet?
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?
For assistance with your assignment, please use your textbook and all course resources.

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