Change management is a collective term which is used by the company to prepare and support the team to achieve the objective. In this process, technology and the other habits are change to attain the objective. The purpose of this approach is to implement the strategies for the effective change and helps the people to adopt the changes (Hayes, 2014). At the time of change the management, the leader faces the issue related to the people management. The change management helps to achieve the success but sometimes the organisation fails in their objectives (Brisson-Banks, 2009). In this report, the case study of SweDigi has been taken into consideration to understand the change management. In this case, the CEO of the organisation has been changed with the more experienced person. The new leader of the company announced some changes to achieve the success in the market. The leader faces the issue during the changes related to people management.
In this beginning of this report, the issues will be discussed which is faced by the leader. After that, the short and medium term process of launching the new product will be analysed. Leadership style has been adopted by the leader to resolve the issue of the company. Recommendations will also be mentioned to improve the situation in the end of the report.
Employee’s turnover is a big issue faced by the company due to unsatisfied demand of employees. Employee’s turnover refers the issue in which the number of people leaves the organisation. Employees satisfaction is evaluated in a table which reflects that the employees retaining are depend on the satisfaction of employees. The employee’s first priority is given to the necessity which is necessary to fulfil by the salary of the employees. The other phase of the employee satisfaction is luxurious life which can be possible with the high pay scale. The last stage states that the employees want the respect in the organisation. It is necessary to fulfil the demand of consumers to retain them for long time. The company has the benefit to influence the employees to stay in the organisation for long time. The existing employees have more experience about their jobs and they have more understanding in their jobs. The company also have the opportunity to save the amount without spending the training to the employees (Hill, 2017).
In the case of SweDigi, it has been seen that the marketing manager and production manager quit their job and switch to the other companies. The other employees are also started resigning their jobs. The reason behind the employees’ turnover is the dissatisfaction of employees in the context of respect. There are different points of view of the employees for a particular task due to diversity workforce. It is the responsibility of a leader to consider the point of view of each and every employee so that they are encourages to participating in the every meeting of the company. Jan fails to consider the point of view of each and every employee in the organisation.
There are many reasons due to which conflict has been raised in the organisation. It is essential for the company to reduce the conflict to achieve the objective. The productivity of the company is reduces due to conflict between the employees. In diversity workforce, people have different point of view due to which the conflict is arises in the company. The company fails to meet their objective of the company due to individuality work in the organisation.
From the above analysis, it is observed that the different employees have different opinion due to the conflict is arises in the company. In this case, employees have different point of view which became an issue for the company. Jan organised the meetings to discuss the production process but due to different point of view of employees the meeting covert into the arguments. It is observed that the management team has their different opinion for the quality assurance process. The other departments have their own opinion towards the quality assurance due to which the conflict raise in the company. The organisation fails in the new project because they are not able to understand the techniques and changes which is announced by Jan.
It is an issue which is faced by the company while the process of change management. Communication is main component for the company which helps the leader to supervise the team to do the work. Less productivity and ineffective process are the result of lack of communication in the society. Communication helps the leader to maintain the relation with the employees to achieve the objective.
In the case of SweDigi, it is observed that the employees did not able to understand the changes which is introduced by Jan. the company fails in achieving the competitive advantage due to lack of communication in the organisation. In this case, Jan announced the change but the employees did not understand and produced the good by using the existing techniques. The employees did not change the process which is the main reason failing the organisation in the market. Due to lack of communication, the manager of the company is not able to maintain the strong relation with the employees which increases the chances of frauds. The manager has to maintain the relation with the employees so that the employees feel free to communicate with the manager and tells the whole information.
The company has to follow the eight steps for the development of new product in the market and these are given below:
The first step of this process is the idea generation which refers that the company has to analyse the product before introducing the environment. As per the case study, Jan also has to analyse the product in the market in terms of its unique features, qualities and services as compare to its substitute products. The company has to evaluate the product as compare to the others so that they can produce the unique products. The company has to spend on the research and development department to analyse the trends of the market. The idea of te product should be new which is required by the consumers so that the large number pf consumers attracts towards the products and services (Demand Matric, 2018).
Idea Screening is the second step of the process in which it is ensure that the company should analysed the idea of new product. It is the responsibility of the committee to analyse the idea of new products. The committee has the right to select the goods ideas and reject the bad ideas. As per the case study, Committee of the company has the responsibility to analyse the plant and machinery of the company for the production of the product. The committee should ensure the new techniques which are used to develop the new product in the market. The committee has the right to stop the company to use the new machines and plant if those are not effective (Hoque, Awang, Jusoff, Salleh, & Muda, 2017).
After screening the idea of the producing the new product; the company has to be analyse the concept. Concept of the product should be based on the demand of the consumers towards the goods and services. The consumers are more attracted towards the new and unique concepts which help them and make their work easy. Jan also has to analyse the concept as per the consumer demand before producing the goods. In this test, the company can provide a sample to the consumers and then analyse their reaction towards the goods and services. After that the company can produce the product by using the new techniques with the same concept (Wowak, Craighead, Ketchen Jr, & Hult, 2016).
Profit is the main aim of the company to introduce the new product in the market. The company has to analyse the product on the commercially basis. The company has to evaluate the product in the terms of high profit by comparing it with the other products profitability. The production cost of the product has been evaluated to analyse the profitability. The cost of production helps the company to set the selling prices of the product. Jan also has to analyse the competitors selling price to sell the product in the market.
It has been seen that a product is produced by putting the efforts of the every department. It is the responsibility of the every department to set the plan to perform their own roles in the production of a product. Production department has to make their own plans to set for the production. Financial department has the responsibility to make a budget and provide the whole information to the other departments so that they can perform their function as per the plan. Marketing department has to make the plan to promote the product to increases the sale (Moriarty, et al., 2014).
It is also an essential step which helps the company to analyse the consumer reaction towards the product. The company has to produce the product in small quantity to analyse the consumer reaction towards the product. The company can provide the services to the consumers as free samples then analyse their reaction and takes the recommendation. Jan has an opportunity to re-produce the product with the changes as per the recommendation in bulk quantity.
Jan has to invest in the marketing department to aware the customer towards the goods and services. Jan has to promote the product on the large scale so that they reached at the large number of consumers.
Jan has to take the feedback from the consumers by using the different sources and techniques. The company can use the digital media to promote the product in the market thus; they can also use the digital media to get the feedback from the customers (Maslennikov, & Kalinina, 2015). The company can analyse the review of the consumers from their own websites to check the consumer’s reactions towards the services. It is necessary for the company to continuously evaluate their efficiency by analysing the customer feedback.
It is the responsibility of a manager to forecast the past and current position of the company related to the product. In the process of forecasting, the strength and weakness of the company is to be analysed so that it is easy to develop the strategies to boast the sale of the product. This process of forecasting also helps the company in improving the strength and utilising them as the strategy. It also helps to improve the weakness of the company in promoting the product (Kumar, Luthra, Govindan, Kumar, & Haleem, 2016).
The production equipment is major factor which helps the company in improving the quality of product. Jan has to ensure about the product equipment to provide the quality of services to the consumers. Excellence quality of product helps the company in attracting the large number of consumers towards the product. Jan has to ensure about the new machines and plants for the production of new product (Hakansson, 2015).
Jan has to analyse the weaknesses of the company due to which the company fails in meeting the objective. It is essential for the company to take care about the services and reasons due to which the company faces the issues. In this case, employee turnover, conflicts are the main issues due to which the company fails to achieve the objective (Kotter, 2007). After analysing the issue; Jan has to address those issues to improve the quality of services. Jan has to satisfy the employee needs by listen the point of every employee. The issue of the company will reduces by satisfying the needs of employees. Satisfying the employees needs and demands encourage them to do the work with the high quality. Addressing issues is a best technique to improve the quality of product (Hill, Jones, & Schilling, 2014). .
Training is essential for every company to provide the quality of services to the customer. Jan has to provide the training to the employees for using the new machines so that the quality of product is improved.
Jan has to promote the product at the large scale to attract the large number of customer towards the services of the company. Television, radio and the other sources of promoting the goods and services helps to attract the customers and boast the sale of the product (Cortese, 2015).
This leadership style states that a leader takes the decision by taking care of each member (Saleem, 2015). In this case, Jan faced the issue of different opinion of the employees towards the particular task. By using this leadership style, Jan has the responsibility to listen the point of view every employees so that they can encourage to participating in the meetings. This leadership style motivates the employees to give their best towards the work (Amanchukwu, Stanley, & Ololube, 2015).
Transactional Leadership style states that the leader has to appreciate the employees for their work by providing rewards and awards. It has been seen that the Jan has to adopt this leadership style to encourage the employees to give their best in their jobs. It has been seen that the employees did not perform well and using the old machines for the new product (Latyshev, & Akhmetshin, 2015). But using this leadership style attracts the employees to perform well in the organisation. Jan has to provide monetary rewards to promote the employees towards their work and achieve the success in the market (Fairhurst, and Connaughton, 2014).
This leadership style states that the leader has to trust their employees and allocate them the responsibilities above their positions. This technique develops the employee’s personality and encourages them to handle the critical situations of the company (Marion, Eddleston, Friar, & Deeds, 2015). Jan also has to adopt this leadership style so the issue of employee turnover is reduces. The employees have the good opportunity to develop their skills which helps them in future. It encourages them to stay in the organisation and give their best in their roles and responsibilities (Intense Minimalism, 2015).
ADKAR Model is a goal oriented change management model that helps the company to guide the individual and organisational changes. It contains the five tangible and concrete outcomes that organisation needs to achieve the lasting change such as awareness, desire, reinforcement, ability and knowledge. Jan has to adopt this model to resolve the issue of the company. This is an effective tool which is used by the companies at the time of change management (Prosci, 2018). Jan also has to adopt so that the issue faced by them is reduces and he can easily achieve the objective. As per the model, it is essential that the senior and junior manager and staffs have the knowledge about the changes of the company. The information helps the employees to stable in the organisation as per the changes. It is also use in the planning of change management activities, supporting the employees throughout the change process. It is essential to set the plan for the process of change management to achieve the objective of the company because it is s fact that the process follow by plan is more effective for the employees. The function of this model helps the employees to understand the changes which improve their performance (Latyshev& Akhmetshin, 2015).
The change management is the process of changing the staff and senior management due to which the employees also faced the issue. This model contains the eight steps to resolve the issues of the company while the change management process. Increase Urgency, Build a guiding team, Get the vision right, communicate for Buy-in, Empower action, create short-term wins, Don’t let up and the last is make change stick are the steps which is necessary to follow to improve the situation of the company. The main aim of this model is to promote the positive environment in the organisation while the change management process. In this model, leader has the responsibility to aware about the employees and their performance. The issue faced by Jan is also reduced with the help of this model. This model states that the leader has to guide the team during the process. Thus, the guiding the team with the proper manner improves the performance of employees in a right way and they can use the machines in a proper manner (Mullakhmetov, Nazmiev, & Akhmetshin, 2015).
Conclusion
From the above analysis, it has been seen concluded that the change management is an approach which helps to achieve the objective. The change management is understand with the help of the case study of SweDigi, in which Jan is appointed as the new CEO who announced the new changes but the employees did not understand those changes and failed in achieving the objective. Jan faced the issue of employee’s turnover, communication and conflict due to different opinion and lack of leadership skills. Jan announced the new product in the market due to which he has to follow the short and medium term process so that the sale of product is increases. Jan has to adopt the new leadership style to improve the performance of employees by encouraging them. Democratic, transactional and Laissez-Faire leadership styles help the company to resolve the issue related to people management (Romager, et al., 2017). It has been recommended that the company has to adopt the ADKAR Model, Change management model to resolve the issues and improve the situation of the company.
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