Case for Analysis - Implementing Change of National Industrial Products

In: Business and Management

Submitted By kiddolim
Words 632
Pages 3
1. Jim Carpenter who had been CEO for thirty years was very well liked by his employees as he treated them like family. He believes it was important to treat people right so they would have a sense of loyalty to the company. This resulted in a low turnover and the company was efficient and profitable. Whenever the business seem slow he never lay off his employees but will transfer them to do other tasks even if it was not related to their skills. This show a non-constructive corporate culture within the organization. Furthermore, by focusing on employee involvement, he also implemented the clan culture in his organization. Not only he provided training programs, in both communication and human resources, Jim also did not implement performances goals or standards for each department. Instead, he insisted on letting managers run their departments in the manner that they believe would get the best results. This gives them more freedom and resulted in employees enjoying their work and doing beyond their job requirements. However later due to the merging of multiple competitors, National started to struggle financially and find it difficult to adapt to new external challenges.

2. Due to trend of declining sales and higher cost of operation, they had Jim retired and the new management saw the need to bring change to the organization. They set performance objectives in order to have a standard level of production as well as measure their performance over an agreed upon time period. When an organization decides to go through organizational culture changes, the process can be daunting and often tough to get employees onboard. Changing of company culture may start from the top level but if it cannot be carried out throughout the organization, it is meaningless. Managers should restore trusts in their employees, motivate and help one another to accommodate to the new…...

Similar Documents

Case Analysis-National Publishing Company

...Case Analysis: National Publishing Company Problem Definition: Perception of children of higher age group towards the magazine “Titli” as a magazine for younger children. Situational Analysis: “Titli”, a children’s fortnightly vernacular magazine published by National Publishing Company is market leader in the children’s periodicals segments. Despite an active advertisement campaign, promotional schemes and withdrawal of another leading children’s fortnightly named “Children’s delight” is showing a downward trend in its circulation. The circulation of children magazine has climbed a peak in 1986 then there was a gradual decline in the circulation in this segment. Mr. R. Saxena, Marketing manager of the company had commissioned a study by a professional market research agency for gaining deeper understanding of the situation and to obtain inputs which would assist him in decision making. He is in deep pressure to revert back the declining sales and market share of the Titli magazine. Strategy: National Publishing Company should come up with a new magazine called as“Titli plus” which will be targeting the age group ranging 12-14 years (i.e. VIII- Xclass). Supportive arguments: Based on study, it is evident that with increase in age group the readership is increasing till the age of 11 years and after that it is decreasing sharply. This could be attributed to the changing preference of the children in this age group. Lapsed readership rate (which is near about 57 %)......

Words: 634 - Pages: 3

Implementing Change

...Implementing change in any area of an organization can be challenging due to the fact few individuals enjoy change whether at work or even in their personal life. It is important that the manager has a plan of action before trying to implement any change. In order to implement the new changes in the organization, the manager’s duty and views within the area is extremely crucial. The manager’s role is to evaluate the change that needs to take place, produce a line of attack to execute a change, carry out the change, and finally analyze the change in an appropriate manner. In order to have a fruitful application of a new change in any system it is critical for the organization’s manager to be involved in all the different steps on the way. When taking the steps in implementing change, managers must represent themselves as change representatives. Acting as change representatives is the substances that guarantee the change process runs from one step up to the last when the change comes to be permanent. Change representatives have a skill to inspire others, display effective interpersonal skills, flexibility, assurance, and a capability to handle opinions from varying sources of contributions. “Organizational leaders should look for these characteristics when assigning responsibility for managing the change process. Managers, though often not the precipitators of change, are accountable to the organization for leading change. Managers serve to assuage fears about change by......

Words: 896 - Pages: 4

Implementing Change

...Implementing Change HCS 475 January 10, 2011 Implementing Change Inevitable in all organizations is change and the success or failure of that change can be a result of how well the manager implements and manages any changes. According to Leban and Stone (2008, “What is change management,” para. 5) “successful change requires a critical mass of people who are committed, are willing to change, and will sustain their new behavior to align with the needs of the change.” With this paper I will discuss a manager’s role and responsibility in implementing change, how a manager can successfully handle staff resistance to change, and define each step of the change process. A manager’s role and responsibility Tom Terez’s (1990) article A Manager’s Guidelines for Implementing Successful Operational Changes lists nine steps for a manager to follow when implementing changes. These steps outline the various aspects managers are responsible for during changes within a department. Preparing for the implementation, the manager’s responsibility is to analyze the environment in which the change will occur. This includes analyzing employee morale, employee engagement, and potential resistance to the change. Step two is to expose details of the change and answer all questions the employees may have. Allowing employees to question reasons for and details of the change will help them understand the organization has nothing to hide. Motivating employees during change is......

Words: 1332 - Pages: 6

Implementing a Change

...Risistance to change MGT/426 September 9, 2014 Heidi Roberts Change is a expected process, it occurs every day whether it is accepted or not. External and internal factors can create a need for change these include but not limited to: competition, technology, the need for growth, improve processes, and governmental regulations. This paper we will take a look at resistance to change and what can be done to combat the resistance while still allowing employees to express their ideas and individualism. Let us take a look at Lewin's model of change, if put into practice and used it will make changing easier. Also we will look at the two types of resistance, organizational and individual resistance, and what the main causes of that resistance is. I will use Kraft as an example of complete resistance due to lack of commitment from management. When people are asked to change there is resistance, which is a natural reaction because change is uncomfortable and requires new and different types of thinking and operating. Most people would rather stick to the known instead of reaching out and taking a risk with the unknown, even if the known has proven not to work or is detrimental to the health of the organization (Heathfield). The Kraft company has a resistance to change on the management side, most of the employees are all for a change, a consensus on what changes are needed, in most employees eyes it is the management team or more precisely the plant manager that needs to......

Words: 1610 - Pages: 7

Implementing Change

...Implementing Change Phase 5 Individual Project Jeannie Bennett Colorado Technical University HRMT440-1403B-04 September 21, 2014 Table of Contents CHAPTER TITLE PAGE Header Pager 1 Table of Contents 2 I. Introduction 4 a. What is offshoring b. How were the stakeholders affected? c. What initiated the change? d. How well has it been received or accepted, and why? II. What is driving the need for this transformational change? 5 a. Why is this considered a transformational change? b. Why can the form not just keep doing what it has been doing? c. What is management’s role in the transformational change? d. Are there easier alternatives to accomplish the goal of remaining competitive? III. Theories of Change Management 6 a. Discuss at least three theories of change management b. Include specific pros and cons of each. c. What is the best way to ensure the implementation of an organizational change? IV. Communication Plan 10 a. What stakeholders require communication? b. What will be communicated to them? c. Who will send the communication? d. What communication medium will be used? V. Implementation Plan 11 a. Major implementation steps. b. Key criteria for success. c. Summary of weeks 1-5 VI. References 16 Implementing Change Authoritative change is......

Words: 3379 - Pages: 14

Implementing Change

... * * * * * * * * * Implementing Change Paper * * Facilitator: Albert Gale * Course: Leadership and Performance Development March 28th, 2011 * * * * * * * * * * * * * * * * * * * * Implementing Change Paper * * Implementing change in any organization is extremely complicated, however having a manager know the role and responsibilities they are to meet could be the difference between success and a failure. The manager must know the distinct difference in the areas that are to be changed, and how to go about handling staff resistance. Using processes like assessment, planning, implementation and evaluation help management assist staff in adjusting to change and focus on the areas of importance. A manager’s role in implementing change with little disruption to the staff is the difference between a successful manager and failed organization. * The role a manager takes in any company when implementing change has to be aware of the three distinct categories that could be changed. First there is change in people; this is how people relate to each other and how implementing a change would affect how the organization functions more effectively. To do this the manager must relay to the staff why the change is necessary to the organization. “The explanation must be detailed......

Words: 1199 - Pages: 5

Industrial Analysis

...INDUSTRIAL ANALYSIS: THE FUNDAMENTALS Outline * The objectives of industry analysis * From environmental analysis to industry analysis * Porter’s Five Forces Framework * Applying industry analysis * Industry and market boundaries * Identifying Key Success Factors The objectives of Industrial Analysis * To understand how industry structure drives competition, which determines the level of industry profitability * To assess industry attractiveness * To use evidence on changes in industry structure to forecast future profitability * To formulate strategies to change industry structure to improve industry profitability * To identify Key Success Factors From Environmental Analysis to Industrial Analysis The Industry Environment lies at the core of the Macro environment The Macro Environment impacts the firm through its effect on the Industry Environment The Determinants of Industrial Profitability Three key influences: 1. The value of the product to customers 2. The intensity of competition 3. Relative bargaining power at different stages of the value chain The Spectrum of Industry Structures Porter´s Five Forces Competition Framework The Structural Determinant of Competition Threat of Substitutes Extent of competitive pressure from producers of substitutes depends on: * Buyer’s propensity to substitute * The price‐performance characteristics of substitutes Threat of New Entrants Entrants’......

Words: 608 - Pages: 3

Implementing Change

...Implementing Change Ellen Dallas University of Phoenix Leadership and Performance Development HCS 475r3 Albert Gale April 16, 2011 Implementing Change To successfully implement change, employees need to understand how this will benefit them and impact their daily work. One of the things is that something might look good on paper can have drawbacks that are not realized by the planners, but can be easily identified by the employees who must implement the change. Therefore as a manager you need to bring the idea to the employees and get their feedback and continue to empower the employees to make the change that will work for them. Since change doesn’t happen overnight a manager needs to continually in monitoring the process and to assist the employees in finding ways to make the change work, while being respectful of the demands of implementing change ("What is the Manager’s Role and Responsibility in Implementing Change Within a department?", 2009, p. 1). In implementing change the manager should not focus on one thing as though it is the solution to the problem, they need to look at the whole picture. Resistance to change: There will be people who resist change by many different ways which can be overt or convert, active or passive, well intentional or subversive. People will fight change in ways that fit their personalities so there will be a wide range of tactics at work when resistance emerges. Managers have mistaken the lack of overt......

Words: 1227 - Pages: 5

Treetop Forest Products Case Analysis

...Case Study: Treetop Forest Products Asif Statement of the problem The packaging team at Treetop Forest is experiencing many problems. Their productivity is decreasing and affecting the rest of the departments negatively. The unsupervised employees are slacking off, are not motivated and are adopting norms that are not fitted with the company. Inventory costs and the risk of damaged stocks are also increasing. The quality of the appearance of the finished products is also decreasing, resulting in a loss in the market share in the industry, hence being unable to compete with other companies. Cause of the problem Social loafing is causing the decrease in productivity in the packaging team. This tendency to withhold physical or intellectual effort when performing a group task[1] represents the slacking behaviours of the employees in that department. The lack of supervision is also one of the main causes of most of the problems stated. The group’s cohesiveness is causing them to behave in similar manners, as additive tasks, even though the behaviours adopted are not in line with the norms of the rest of the company (taking longer breaks etc). Because this department’s location is further than all the other ones, the employees feel isolated and excluded from the company, causing their lack in motivation. The group’s poor performance is causing an overstock which results in high inventory costs and risk of damaged stocks since they have to be stored outside ultimately......

Words: 1096 - Pages: 5

Product Red Case Analysis

... Band Management Case 1 A case Analysis of (Product) Red (A) Submitted By: Amit Pathak Navin Koirala February 18, 2015 Synopsis (Product) Red (A) is an innovative business model which integrates business and charity together. (Product) Red (A) is an original approach of raising fund for AIDS patient in Africa by Licensing the brand to the business giant of the world and the fund directly going to Global fund of United Nation. This innovative approach has been very successful in collecting funds raising it form $5million to $50 million contribution by the private/corporate sectors. Case Facts Product (Red) is the best instance which can be taken as one of the best marketing campaign with the assist of many huge and reputed firms. The sole purpose of this campaign is to raise funds for HIV/AIDS victims in Africa through “The Global Fund” which is a nonprofit organization with the corporation of reputed business organization like GAP, Armani, Apple, Converse, American Express, Motorola etc. The main concept of this whole campaign is to raise fund with the purchase of Product (RED) and certain part from the purchased amount is funded in the Global Fund to help in the prevention and treatment of HIV/AIDS patient in Africa by bearing the cost of Antiretroviral Drug (ARV), a treatable drug to extend the patient’s lives. Above all this article carries out the various facts and details about Product (RED) and its stages of the development and its business models which are......

Words: 1829 - Pages: 8

Mcs: Case 7-6: Industrial Products Corporation

...MANAGEMENT CONTROL SYSTEM Case 7-6: Industrial Products Corporation 1. Sejauh mana Mr. Brandt dapat mempengaruhi tingkat investasi pada setiap kategori aset? Jawab: a) Cash Rekening kas miliki Divisi Baker dikelola di bank lokal dan digunakan juga untuk menerima dana yang ditransfer dari kantor pusat. Rekening ini digunakan untuk gaji pabrik, pembayaran tagihan. Divisi Baker memiliki rekening kas pada bank lokal, dimana dana ditransfer dari kantor pusat. Rekening lokal ini biasanya digunakan untuk gaji pabrik dan Rekening kas divisi pada kantor pusat ditunjukkan pada laporan neraca divisi sebagai kas dan surat berharga (marketable securities). Jumlah kas juga dipengaruhi tiga hal lain, yaitu : (a) pajak pendapatan (40%), (b) pembayaran dividen dari divisi ke kantor pusat, (c) kondisi saldo kas dibawah batas minimum atau pengeluaran modal besar yang disetujui. Mr. Brandt dapat mengontrol tingkat investasi dengan memutuskan berapa yang harus dibayarkan dalam bentuk dividen. b) Receivable Mr. Brandt memiliki hak untuk mengatur peraturan penjualan bagi divisinya, namun pada kenyataannya untuk mengubah peraturan dalam suatu organisasi tidak mudah. DIvisi Baker melayani konsumen penting dari divisi lain maka akan terjadi gangguan dalam proses bisnisnya jika dilakukan perubahan pada “the net 30 terms”. Walaupun tidak dapat merubah ketentuan yang berada di dalam divisi (changes in internal policies and practices), Mr. Brandt dapat meningkatkan rata-rata......

Words: 681 - Pages: 3

Implementing Change

...Running head: IMPLEMENTING CHANGE PAPER Implementing Change Paper Aliyya Jones Leadership and Performance Development HCS/475 Brenda Lever, Instructor Monday, August 10, 2009 Implementing Change Paper Team members gather around in a small conference room as the manager states, a meeting is desperately needed in order for this change process to work efficiently. The room suddenly begins to fill with outburst such as, why does the company constantly change? Change is such a hectic process, who implemented the change without letting us know in advance? No one likes change, so why do it? Outburst such as these can be expected when change is involved; having a responsible, strong leadership could help ease the conflict. Implementing change involves a series of steps that a manager must go through in order to implement successfully to assure the team will achieve the company’s overall goal. Manager’s Role Within the company’s many departments each manager will have much responsibility and roles. The initial role is the understanding of the process transformation; “Transformation can be simply defined as a process of so fundamentally changing individuals and organizations that they more fully resonate with their own goals and the demands for a future, calling for a new set of expectations, behaviors, and organizational performance” (Porter-O’Grady and Malloch, p. 66, 2007). When transforming people and the department, the manager must be......

Words: 1192 - Pages: 5

Electra Products. Inc Case Analysis

...Electra-Quik Case Study The main problem of this case study lies in the existing corporate culture of the business and the newness of the proposed company revisions. Electra-Quik is an established company that has historically done well until recently, when a host of problems ranging from outside competition to company moral became apparent. It would be nice to know more information concerning the extent of the company’s problems, but since they are not talked about in detail, this case study will assume that they are moderately severe since people are actively seeking other employment. Martin Griffin, the CEO hired to turn the company’s fortunes, wants to address the corporate culture first and foremost with his new empowerment campaign. The challenge he faces is multi-faceted, but the root problem lies with the corporation’s culture and its lack of open communication channels and flexibility. It would be nice to know more about Martin’s track record as a CEO, the types of business he worked for in the past, and the other problems he addressed. From the case study it seems that many employees are thoroughly disenchanted by the current culture (employees are “actively seeking” other employment opportunities), and may see upper management as unbelieving in their abilities (Harry’s statement concerning faith in the employees is an example). As well, change is frowned upon as previous attempts (downsizing, reengineering, restructuring) have all failed. The reasons why......

Words: 1739 - Pages: 7

Implementing Change

...Implementing Change My Way Fernando Cortez Brandman University Abstract This paper discusses the process in rebuilding a struggling restaurant. It discusses what is going on and why the restaraunt is struggling, this paper gives you a step-by-step process as I implement change my way. Every organization will have its up and downs. Some organizations keep track of these ups and downs on a year to month basis for example every year in the month of September restaurants expect a decrease in sales. But what happens when there’s a decrease in sells occur in July and August when according to reports year after year July and august are huge months for sales in the restaurant industry. Maybe something needs to change. Being hired to turn restaurants sales around I will have to implement change the first phase of change will be the analyzing phase. I will have to work at the restaurant as a manager of course and analyze every aspect of the restaurant, such as the menu, staff, and local competition. The fist part of analyzing the menu is I would need to find out what products are selling and what products are not being sold as much, then question why are they not being sold as much. And what hot items can be added to a menu to up sells. Investigating local competition would be the second step to implementing my change. I would want to know how well sells are for other restaurants are they as low as are sells or are they making more money than us, and what are they......

Words: 714 - Pages: 3

Product Recall-Case Analysis

...Case 3 Analysis: Product Recall Submitted by: GROUP 6 Torcal, Giellan Eunice L. Yrad, Jenesis Hsieh, Jeemily A. Tubosa, Mark Rosales, Gillian M. Torres, Matthew Rex Submitted to: Dr. Mirabelle J. Engcoy Subject Professor Date Submitted: August 31, 2012 Main Problem: * To accept or not the suggested rate per repair by the dealer from $88 to $110. Objective: * To complete the repair of all cars being delivered at a lower cost. Alternative Courses of Action (ACA): i. Continue paying the dealers with the reasonable rate of $88 per repair decided by the company engineers themselves. Advantage: * They will incur a certain amount of expense that is favourable for the company itself. Disadvantages: * Conflict would arise between the company and the dealer if the company would pay the rate of $88 per repair. * The workers of the dealers, whose going to do the labour, will not be encouraged to continue the task. ii. Pull out the products being distributed to the dealers and repair it through the use of the company engineers. Advantages: * The company will not pay anymore the workers of each dealer. * The repair will be more efficient and effectively for the engineers of the company, themselves, will do the work. Disadvantage: * This will be costly in part of the company for a reason that there will be additional payments in shipping back the cars from different stations of dealers to the main company, where it......

Words: 450 - Pages: 2

Let's Eat Well | Storm Warning | Lluvia De Albondigas 2 - 2013