‘Changing tracks at Babcock Rail’ Case Study
1) Critically analyse the driving factors for change within the Babcock organisational context.
2) Identify where the Babcock ‘Fit for the Future’ change initiative fits with models of change management (such as Beer, Kotter, Hofstede etc.) Explain and justify your answers.
3) Analyse the range of tensions between key stakeholders discussed in the case study and give recommendations to effectively manage these going forward, ensuring any recommendations are ethical and promotes a positive culture for Babcock.
Related text
In 2005 Network Rail approached Babcock International Group
with a request to develop its apprenticeship programme
for areas including Track, Signalling, Overhead Line,
Telecommunications and Electrification and Plant apprentices.
Network Rail’s previous maintenance apprenticeship
programme was dispersed throughout the country and covered
various aspects of engineering not specifically related to
Network Rail’s individual requirements. They wanted a training
provider capable of delivering consistent and relevant training
to all their engineering apprentices at one location to a
uniformly successful standard.
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