Answer 1
Change is predestined for the growth of an organisation in the long run due to the arrival of globalisation, technological advancement, and uncertainty, of the business environment. In an organisation, changes is all about reviewing, and transforming business processes, function, management structures, working processes.
Change in organisation can be defined as a process wherein an organisation maximises its performance in order to achieve its ideal state. In a firm, change can take place as reaction to development in technology, increase in competition, consumer demand, and adaptation in political or economic structure etc. The main objectives to introduce the change in the organisations are to minimise costs, improve organisational …show more content…
There is always a reason behind the every change in the organisation. Let us understand the Flip kart case here.
In the year 2007, Sachin Bansal and Binny Bansal started an e commerce company called Flipkart. The company is registered in Singapore but has it’s headquarter in Bangalore, Karnataka. Today, Flipkart is a very well-known name in e-commerce space. As per 2015 data, the total revenue was 1.5US Bn $, with around 35,000/- Employees. Recently, Morgan Stanley lowered Flipkart’s valuation to $ 9.39 billion from $15 billion earlier. Because of this news, the company could not raise funds for the next round of expansion.
The organisation went on restructuring and it was announced in the month of Jan 2016 that Sachin Bansal became Executive Chairman of the company and Binny Bansal who was earlier COO, and co founder, became the Chief Executive Officer at Flipkart
Every leader has unique working style and that is reflected in the culture of the organisation. These leadership styles are based on the attitudes, personality, approach, and working patterns of the leaders. Some of the major leadership styles are as …show more content…
Also he pushed his employees to become more customers centric. To revitalise the brand and customer service he successfully brought back three former senior Flipkart executives who were known for their astuteness in the e-commerce space.
Binny Bansal, the new CEO of Flipkart also implemented the theory of NPS. NPS is Net Promoter Score; it is a measurement of customer satisfaction. In order to achieve that, the new management decided to lay off 1-2 % of its employee base who were “under performers”.
In one of the Interview Company’s official spokesperson said that some of the non performing employees are under observation and the respective heads are closely working with them to improve their performance. But if they would not improve they would be free to get the job outside. According to the management it was a regular practise in e commerce companies.
So, the new Management believed in being performance oriented organisation. Employees were assessed in development oriented and transparent manner. It is a reward philosophy. The Top performers were rewarded and
Change is predestined for the growth of an organisation in the long run due to the arrival of globalisation, technological advancement, and uncertainty, of the business environment. In an organisation, changes is all about reviewing, and transforming business processes, function, management structures, working processes.
Change in organisation can be defined as a process wherein an organisation maximises its performance in order to achieve its ideal state. In a firm, change can take place as reaction to development in technology, increase in competition, consumer demand, and adaptation in political or economic structure etc. The main objectives to introduce the change in the organisations are to minimise costs, improve organisational …show more content…
There is always a reason behind the every change in the organisation. Let us understand the Flip kart case here.
In the year 2007, Sachin Bansal and Binny Bansal started an e commerce company called Flipkart. The company is registered in Singapore but has it’s headquarter in Bangalore, Karnataka. Today, Flipkart is a very well-known name in e-commerce space. As per 2015 data, the total revenue was 1.5US Bn $, with around 35,000/- Employees. Recently, Morgan Stanley lowered Flipkart’s valuation to $ 9.39 billion from $15 billion earlier. Because of this news, the company could not raise funds for the next round of expansion.
The organisation went on restructuring and it was announced in the month of Jan 2016 that Sachin Bansal became Executive Chairman of the company and Binny Bansal who was earlier COO, and co founder, became the Chief Executive Officer at Flipkart
Every leader has unique working style and that is reflected in the culture of the organisation. These leadership styles are based on the attitudes, personality, approach, and working patterns of the leaders. Some of the major leadership styles are as …show more content…
Also he pushed his employees to become more customers centric. To revitalise the brand and customer service he successfully brought back three former senior Flipkart executives who were known for their astuteness in the e-commerce space.
Binny Bansal, the new CEO of Flipkart also implemented the theory of NPS. NPS is Net Promoter Score; it is a measurement of customer satisfaction. In order to achieve that, the new management decided to lay off 1-2 % of its employee base who were “under performers”.
In one of the Interview Company’s official spokesperson said that some of the non performing employees are under observation and the respective heads are closely working with them to improve their performance. But if they would not improve they would be free to get the job outside. According to the management it was a regular practise in e commerce companies.
So, the new Management believed in being performance oriented organisation. Employees were assessed in development oriented and transparent manner. It is a reward philosophy. The Top performers were rewarded and