Alternatives
1. Do Nothing: Just calm down the current situation between the new managers and production department to ensure the continuity of the operations and business. CCC can still generate revenues but with low profit margin. However minority ethnic group will continue to benefit from higher autonomy and power-group culture. They could also continue to resist new change implementation in future. It can be even higher threat if Aziz´s group collectively plans to move to another company for employment suddenly. The contribution of new managers to the business will remain questionable.
2. Move forward with change proposal: Dismiss Aziz and other resisting staff to appoint new production staff. The top management shall communicate clear …show more content…
Negotiation and smooth transition: Try to resolve the core issues on organization culture and change implementation smoothly and tactically. Cox and Wilson shall communicate Aziz and his team on the change implementation needs & impacts and promise to involve his team on the planning and execution phases. Also explain how the new changes can benefit the production operation and the company and request to assist the implementation with better suggestions than resisting. The situation can be changed if the production understands the current priorities of CCC and get motivated to challenge themselves towards the goal. Management to solve the job security and autonomy concerns of Aziz´s team with proper explanation, but try to build more diversive and inclusive culture over the time of next 3-5 years to reduce future risks.
CCC structural change strategy roadmap can be planned as integrated change strategy recommended by Leavitt (2007). This has to be done in a phased approach smoothly and tactically. DICE framework (Sirkin & Jackson, 2005) can support to drive the change execution in a step by step approach. Along with this approach, the management shall communicate, involve and influence all needed stakeholders properly for any future change …show more content…
The finance and accounting teams will improve the reporting and budget control methods to drive cost efficiency and profit margin, while the production teams will be responsible on operations improvement such as labour efficiency, cycle time improvement, supply chain optimization, etc. Aziz´s team will also be responsible to eliminate/improve inefficient operation steps. In order to further promote the change implementation, Wilson shall introduce reward scheme for all staff aligned with new system implementation and related objectives. Wilson shall also actively support with additional investments such as resources, equipments, technology, etc. This may attract additional expenses for CCC in short term. Production processes and overall delivery efficiency might slow down temporarily during transition phase, but can be managed by additional
1. Do Nothing: Just calm down the current situation between the new managers and production department to ensure the continuity of the operations and business. CCC can still generate revenues but with low profit margin. However minority ethnic group will continue to benefit from higher autonomy and power-group culture. They could also continue to resist new change implementation in future. It can be even higher threat if Aziz´s group collectively plans to move to another company for employment suddenly. The contribution of new managers to the business will remain questionable.
2. Move forward with change proposal: Dismiss Aziz and other resisting staff to appoint new production staff. The top management shall communicate clear …show more content…
Negotiation and smooth transition: Try to resolve the core issues on organization culture and change implementation smoothly and tactically. Cox and Wilson shall communicate Aziz and his team on the change implementation needs & impacts and promise to involve his team on the planning and execution phases. Also explain how the new changes can benefit the production operation and the company and request to assist the implementation with better suggestions than resisting. The situation can be changed if the production understands the current priorities of CCC and get motivated to challenge themselves towards the goal. Management to solve the job security and autonomy concerns of Aziz´s team with proper explanation, but try to build more diversive and inclusive culture over the time of next 3-5 years to reduce future risks.
CCC structural change strategy roadmap can be planned as integrated change strategy recommended by Leavitt (2007). This has to be done in a phased approach smoothly and tactically. DICE framework (Sirkin & Jackson, 2005) can support to drive the change execution in a step by step approach. Along with this approach, the management shall communicate, involve and influence all needed stakeholders properly for any future change …show more content…
The finance and accounting teams will improve the reporting and budget control methods to drive cost efficiency and profit margin, while the production teams will be responsible on operations improvement such as labour efficiency, cycle time improvement, supply chain optimization, etc. Aziz´s team will also be responsible to eliminate/improve inefficient operation steps. In order to further promote the change implementation, Wilson shall introduce reward scheme for all staff aligned with new system implementation and related objectives. Wilson shall also actively support with additional investments such as resources, equipments, technology, etc. This may attract additional expenses for CCC in short term. Production processes and overall delivery efficiency might slow down temporarily during transition phase, but can be managed by additional