Question:
Case Study: Bounce Fitness.
The strategic plan involves identifying the objectives of the organization and formulating the policies and applying the strategies to achieve the objectives. Managing the strategy involves the integration of function of different departments in the organization so that the goals are achieved. The first and foremost task in the strategic management is identifying the needs for bringing the change. The regulatory, technological and political changes ahs made the organization to change itself subject to change. The organization needs to change itself because of its resources, program and mission and other external factors and which influences the activities or the performance or may be the reputation of the organization. All the factors which influences the need for change in the organization has to be assessed (Auster & Hillenbrand, 2016).
As in the provided case study , we can see that the internal factors are responsible for driving the change because it is hindering the customer satisfaction as the quality of customer experience has been reducing. before the changes has been brought , the firm needs to look into the fact that the change which has been proposed is beneficial to the organization and is appropriate and every members of the organization are committed to such change. The executive of Bounce fitness was able to recognize the need for change. The operations carried out is not standardized and the training level is not uniform and this has reduced the safety and the quality of experience of customer.
The external environment does not impact the environment directly. Environment is mainly composed of different factors such as political, economical, social, competitor, industry and supplier. The pattern or trend of the environment which might have impact on the objectives of change management. If the uncertainty level is quite high then this would lead to complex environment which would be difficult to deal with . some of the elements in the environment are not predictable and this makes it hard to anticipate any changes if occurs in the organization. This would have direct or indirect impact on the objectives of change management when the achievements are to be looked into. Political climate of the organization might change suddenly and this becomes the factor which is not predictable. So the organization would not be able to play proactively when it comes to managing the change and the achievements of objectives of change management becomes a difficult task (Cameron & Green, 2015).
Performance gap can be viewed as the difference between the desired and expected performance of any work unit, employee or any process. Analysis of gap needs to be done to find out different issues which requires addressing as a measure of solution strategy. The needs which is critical is identified and proper solution needs to be documented. If we consider an example , say the performance of the employee in an organization adequate and this might be attributed to the lack of training facility or training which was provided is inadequate. So in this case , the solution would be to provide the employee with appropriate training facility. So the management needs to change its quality of training provided (Hayes, 2014).
The opportunities and threats to the business also calls for the operational change. When the habits of customer changes or there is a change in the marketing trend this call for the change in the organization operations. Say, the development in the technology provides the organization with the idea to enhance their production, so in this case it would be suitable to the business to get itself adapted to the newly developed and sophisticated technology. If the business has some potential threats such as lack of availability of product, launching of new product by the competitors, technological advancement , all these carry the need to change the operational activities of the business to get align with the current scenario and to suit the needs of business (Glor, 2015).
Prioritizing the requirement for change can be made in different dimensions and it should be compatible with the organization’s stakeholder. The prioritization can n]be viewed differently by the different people in the organization. Firstly all the requirements which are actual needs to be indentified . there are variety of technique that can be used to prioritize the requirement and they can be discussed over here :
Working group needs to be prioritize, the case particular to the business needs to be analyzed or the schemes of voting can be followed in which the stakeholders are asked to give number of votes to the prioritized classes of requirement and after that the votes of different voters are need to be weighed. The method of quality function development would be used and it represents a type of methodology to listen to the needs of customers and addressing their needs and meeting up to their expectation. As in this case, the quality of the customer experience is on a decreasing phase, this technique would be appropriate to deal with the customer requirement. Other technique to be used is the ranking method in which rank would be assigned to the requirements according to the most needed.
Reference :
Auster, E.R. and Hillenbrand, L., 2016. Stragility: Excelling at Strategic Changes. University of Toronto Press.
Cameron, E. and Green, M., 2015. Making sense of change management: a complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers.
Glor, E.D., 2015. Building Theory of Organizational Innovation, Change, Fitness and Survival. The Innovation Journal, 20(2), p.1.
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