A change in management system is important specially when a particular system which the running organisation is facing difficulties or has some problems with it. Changes are brought in to improve the organisations performance. Changes are mostly brought due to forces which can be internal or external yee, Changes can be brought at different level of an organisation Swenson, The modification needed or which can be done maybe many or quite a few Reigeluth, There could be various factors for change Bamford and Forrester, Change can be either internal or external.
External include new technology which is current requirement of the industry or trend in the current economy which may have direct impact on profitability of the business. Management of changes pays a role in identifying objectives of the organisation and then sets goals accordingly. Its role is to implement new changes in the organisation in which it can be noticed that these changes ultimately bring innovations.
The first step towards organisational change is to understand the requirements of the organisation and issues with the current management structure.
The purpose of the paper is to provide insight of change management process in the chosen company which is McDonalds and provide solution and recommendation for the same. It is renowned fast food brands all over the world with more than 32, branches in countries. The big Mac is one of the most successful products of McDonalds. McDonalds offers a menu which is almost the same all cross the world.
The menu includes burgers, hamburgers, cheese burgers and drinks include soft drinks with fries. McDonalds target customers includes kids, teens and families. It is now the most renowned brand in fast food that sells ready to eat and quickly served fast food. In spite of being a famous brandMcDonaldsis still facing some issue and needs to change its management structure and image as the people in current time have a bit different expectations then those in previous days McDonalds Fast food has always been known as junk food with no nutritional value and the popular opinion was that fast food results into obesity by increasing fats in the body.
McDonaldsis facing problems as it is a well established fast food brand and fast food is always related to unhealthy and fattening food, while competitors ofMcDonaldshave already made a move towards health conscious products by introducing entire new range which is healthy and non fattening.
Advertising and marketing places an important role in establishing an image of the company in the eyes of the society in which it operates. The scope of change widely lies in the implementation of integrated marketing strategy.
In this paper the importance is given to marketing and advertisement part as to launch new range of healthy products, the company has to implement new marketing practises. The main objective of this campaign is to promote its new products which are healthy and contains low fats. This will help create positive image of McDonalds among the customers and make them aware of new products which are healthier than the earlier once.
To execute these plans the company has to plan its new strategy of advertising and marketing ideas and put a team in place to implement this strategy.
The company has also introduced new smoothes and shakes along with healthy breakfast which is available before 12 in all the branches in UK. The marketing integrated campaigns main aim to reflect company mission and new attitude is been seen by the public through companies new promotion and marketing plans.
When implementing change, conflicts will always follow. There are always conflicts on the route towards changes either before or after it has been initiated. Change in management can be the reason to bring success or failure to an organisation; however conflicts can bring problems if there are not resolved in time as they can bring obstacles in the new management structure introduced.
The management has to be aware that it should be capable of not only introducing necessary changes but also be able to implement them effectively clearing all the obstacles. The main reason to bring changes in the organisation structure especially through marketing campaign is to improve the image of the organisation and to make the company more competitive in its industry.
The company might have to face many obstacles in doing this and these obstacles can be both external and internal. It is important to know the consent of the stakeholders of the organisation as they are very important part of the organisation. Stake holders include share holders, customers, supplier and employees. But there will conflict due to changes as there will be resistance from the side of employees or customers themselves as often people resist changing.
There may be employees or customers who would accept the change happily but the problem is with those who do not agree with new management system which is to be implemented. Most of the time they may think that the change which has been brought is nothing to do with the issue or it may worsen the situations. I it may also happen that within employees they might not trust people who are in charge of this new change.
Employees are not the only one who creates obstacles for change sometimes even the customers are not ready for change. If they do not take to change positively then this may create issue for the company to achieve its goal for the change.
Along with this another problem that McDonalds may face is finding the right staff to drive this change that will be responsible to deliver these changes in department of marketing and communication.
The strategic implementation is important part of changes; complications in this can be problematic for the company. There can be many other issues which can create barriers in changes such as conflict in view of share holders or the problem in finance and lack of budget of the company another problem can be sustaining the process of change.
As per carlopio innovation is something that does not happen in a day it takes series of phases to finish the process of change. Staff involved in this change management process must undergo some kind of training and learning procedure to make them competent to sustain the series of change until it attains success. Inability to handle or lack of experience and knowledge in implementation of strategic change may not be able to achieve integrated marketing and communication strategies. So to overcome the problem of negative response the management of the company should make the staff go through necessary training and development programmes.
The training programme should be such that it should provide complete understanding of the programme to the members of the staff. It should make sure that none of the information is missed in the training programme. Sometimes organisations have to accept changes accordingly to how political movement has developed in that place where it has to operate.
Bureau is French word for desk, or by extension an office that means bureaucracy represents a rule through the desk or office. German political economist and scientist, Max Weber believes bureaucracy is the division of labour applied to administration. Bureaucratic organisation normally adopts a tall structure and possesses a certain degree of standardization. They are better suited for more complex or larger scale organizations. There are clearly defined hierarchies. Almost all government organisations are bureaucratic in nature.
There is no organisation in the world which has no sign or presence of bureaucracy at all. At least some functional unit or some division follows bureaucracy within the so called organic organisations. Some of these strength and weaknesses are mentioned below. This is one of the most powerful strength of bureaucratic organisations. Most of the government control organisations are bureaucratic because they have to be accountable. There is well defined hierarchy in the bureaucratic organisations so that any process, crucial decision making processes follows the predetermined path and no confusion will be there.
Due to the hard rules and regulations, any process will follow the predetermined path and fulfil all formalities. This leads to the delay of work in Marks and Spencer. These organisations are normally reluctant towards the change due to its tall and well defined structure and huge rules and regulations.
Changes are taking place fast but these organisations will take long step to make any decision towards change and as a result they always remain behind. Since boundaries are so well defined in these organisations, employees will not go beyond defined authority keeping them away from new things to learn and do. It makes them monotonous and unproductive. Unsuitable for complex organisation: Today's organisations are highly complex and diversified, so the bureaucratic structure looks to be to general and inefficient to tackle the modern problems which needs quick response and reactions as well.
Modern organizations operate in a rapidly changing environment. Consequently, one of the most important assets for an organization to live and get sustainable competitive advantage is the ability to manage the change accordingly. Organizational development is defined as "a system-wide application of behavioural science knowledge to the planned development and reinforcement of organizational strategies, structures, and processes for improving an organization's effectiveness.
It is an Organisation where people at all levels, individuals and collectively, are continually increasing their capacity to produce results they really care about. Systems thinking, personnel mastery, mental models, shared vision and team learning is some key disciplines of learning organisation. TQM is a people-dependent process as it to be most beneficial, people in the organization need to work together. TQM is a set of management practices throughout the organization, geared to ensure the organization consistently meets or exceeds customer requirements.
TQM places strong focus on process measurement and controls as means of continuous improvement. It is a Japanese word and it simply means "improvement". The strategy of Kaizen calls for never-ending efforts for improvement involving everyone in the organization - managers and workers alike.
It does care small improvements as it believes in the fact that small improvements leads to the major changes. Six Sigma at many organizations simply means a measure of quality that strives for near perfection. It is a disciplined and data-driven approach originally developed by Motorola, USA in Six Sigma is a business management strategy for eliminating defects driving towards six standard deviations between the mean and the nearest specification limit in any process -- from manufacturing to transactional and from product to service.
Many believe that Six Sigma is the best method found yet for quality control and enhancement. Business Process Reengineering is a discipline in which extensive research has been done and numerous methodologies churned out.
It is an approach aiming at improvements by means of elevating efficiency and effectiveness of the business process that exist within and across organizations. The key to BPR is for organizations to look at their business processes from a "clean slate" perspective and determine how they can best construct these processes to improve how they conduct business.
System is an integration of different parts or elements to function combine to get an outcome. It has a definite boundary. The chain of input, process and output takes place in the system.
It may contain many sub-systems. Stakeholders can be a person, group, organization or system that either are interested in or affected by organizations action. Though all are not included in this assignment as the change that I have chosen does not include all of them. The new design makes its stores brighter and gives latest look.
The stakeholders involved in the change are employee, customers and shareholders. Following are the systems I will develop to involve them to the change: The various meetings will be called to inform the employees about the change in its design and its potential affect. This idea will be helpful as all of the shop or outlets do not need the change of redesigning. The employees from such shop may send potential customers towards nearby shop where such changes have been made to make good impact.
Letters will be poster and email will be sent to the shareholders owners of the company mentioning the need of change, its expenses and projected business enhancement due to this change.
The shareholders union will be also notified by posting letter and email as well. Some electronic advertisements also will be done to boost up its aim of redesigning. In previous section, I have mention about the development of some systems to involve the appropriate stakeholders to the change I mentioned, these systems have merits and demerits as any other systems do have.
I will describe these attributes one by one below. Records are kept in the minutes and all meeting attendees sign in the minute so this can be produced as the evidence at the time and place of need. All target groups may not be aware due to its silence nature Employees, normally middle to lower level employee may ignore it.
No one can be fully assured that the targeted person has got the email due to different computer software systems Posted letter may be lost or may reach so late to the destination due to various regions though only little chances are there. Many believes this is the most used and most effective approach of information in this modern fast changing and competitive market It can target huge mass. Electronic advertisement can cover whole planet at once so it is one of the best media for the organisations like Marks and Spencer to announce its innovative new store look It is so quick, easy and quality source for relaying information Demerits: It is so expensive system; lot of money is needed to advertise electronically and to advertise at famous newspapers It is not affordable for all organisations, though Marks and Spencer can afford it but it has to manage its fund responsibly for advertisement.
In terms of the described change, I am going to mention two best suited models to Marks and Spencer. These models are Learning Organisations and Kaizen which also have partially described above. The Learning Organization aims to bring new ideas, debate issues and introduce innovative methods. Many organizations have recognized the commercial significance of learning organization. With more than 11 million shoppers a week and about employees, had no chance to do anything but adopt organisational learning.
The company has changed their marketing mix, dropped and added products, service and customers, downsized and made large numbers of employees redundant and yet they have not found themselves at the point they used to be before, the undisputed king on its business at high street market. One of main reason found out to be poor display structure at its showroom, it needs change.
- Change Management The purpose of this paper is to discuss organizational change and the management of that change. I will talk about the different drivers of change, the factors a leader needs to weigh to implement change effectively, the various resistances a leader may encounter while trying to implement change, and how various leadership styles will effect the realization of change.
Change Management Questionnaire Change management according to many becomes essential for the following reason: external pressure; which can encompass competition, new technology, cost, and regulation changes. Furthermore, economic and social conditions can .
Essay Paper on Change Management Model Each company uses different models of organizational change depending on its needs and circumstances for the moment of need for change. The choice of certain change model is made by change specialists. The change management process and the strategy have to revitalize all departments without pushing change from the top. As a part of the implementation strategy, the leader should monitor and adjust strategies in response to problems in the revitalization process.
Head: CHANGE MANAGEMENT QUESTIONAIRE Change Management Questionnaire Nov 9, Change Management Questionnaire The purpose of this paper is to discuss organizational change and the management of that change. WritePass - Essay Writing - Dissertation Topics [TOC]IntroductionOverview of the companyScope of changeProblems in implementing changeRecommendationsConclusionReferencesRelated Introduction Change management can be defined as ‘the process of continually renewing an organisation’s direction, structure, and capabilities to serve the ever changing needs to external and internal customers’ .