Case: Right Management Consultants Succeeds by Managing Change

In: Business and Management

Submitted By sergiopalacios
Words 1604
Pages 7
Sergio Palacios
Prof B.

MGMT3733: Managing Human Resources

February 16, 2013

Week One Written Cases

Case: Right Management Consultants Succeeds by Managing Change

Question 1: What are the challenges faced by Right when the downsizing effort no longer is a popular human resource strategy?

One of the main challenges that the Right company will have to face when downsizing effort is no longer a popular human resource strategy is quite simply finding a new strategy that will work. In finding a new strategy one must take the strategic approach to HRM. In the strategic approach to HRM there are six key elements that are essential for HR managers to consider:

- recognize the impact of the outside environment

- recognize the impact of competition and the dynamics of the labor market

- has a long range focus

- focuses on the issue of choice and decision making

- considers all personnel

- is integrated with overall corporate strategy and functional strategies

Taking these elements into consideration when formulating a new company strategy takes a lot of work and a lot of time, which will be a challenge.

Another challenge to consider when downsizing is no longer an option is bringing talent and innovation to the company. Human Resources’ main goal may have been to get employees to as low a number as possible, but bringing in talented and innovative workers can really bring a company’s freefall to a halt. Apple is an excellent example as to the good things that can come out of focusing on hiring talented individuals rather than simply dumping employees. Apple was struggling to keep afloat in mid-1980’s and consequently began to downsize. After a while Apple decided to bring some talent onto their team, and the decision brought new inventions to the table, which ultimately became extremely favorable for the company. “It wasn’t…...

Similar Documents

Managing Change

...Managing Change Initiatives: Fantasy or Reality? The Case of Public Sector Organisations Ebrahim Soltani University of Kent Business School, Canterbury, UK Pei-chun Lai University of Strathclyde Business School, Glasgow, UK Abstract It is becoming a commonplace statement that change initiative programmes are key tools to organisational long-term success. To this end, the last two decades have witnessed a surge of interest in the take-up of various change initiative programmes. Organisational change initiatives, we are told by many commentators, can maximise shareholder value (i.e. economic value theory) and develop organisational capabilities (i.e. organisational capability theory). Specifically, in recent years, as companies have been confronted by the conditions of heightened competition, globalisation, advancements in communications and information technologies, economic recession and simultaneously search for excellence, so the desire to take up change initiatives has interested the majority of leading organisations. At the same time, however, the analysis of the prospects for the majority of change management tools reveals so many deep-seated barriers to change with the consequence of little success in practice. This paper explores this apparent contradiction, arguing that, despite a heightened interest in the take-up of change initiatives, very few change programmes produce an improvement in bottom-line, exceed the company’s cost of capital, or even improve......

Words: 14539 - Pages: 59

Managing Change

...Managing Change in Organizations Assignment MANAGING CHANGE IN ORGANIZATIONS Case Study of Procter and Gamble (P&G)  Introduction             The world of business is facing different changes in the environment which create opportunities and threats. As a result, businesses make changes in different processes that are related to work place more abruptly and often compare before. This is because these changes can influence the speed and quality of the performance of companies including:acquisitions, merging, innovation, restructuring and downsizing which can result to the growth of climate of uncertainty (FEAP n.d.). Currently, the business world is facing different changes that are related to technology, regulation and competition and economic condition which affect theperceptions and behavior of the customers and other stakeholders of the company.             Due to this, change is considered as inevitable in the world of business, because change constitute growth and development. According to Peter Drucker, any change in any organizational culture and management is considered as normal and healthy (cited in Dulebohn 2006, p. 37). It will be impossible for any business to grow and improve without improving any changes in order to cope with the changes happenings in the environment it’s operating. Any change to be done inside and outside the organization can help the entire organization to adjust to the current situation of the market and industry, by improving...

Words: 3299 - Pages: 14

Managing Change

...Managing Change in the NHS Organisational Change A REVIEW FOR HEALTH CARE MANAGERS, PROFESSIONALS AND RESEARCHERS Valerie Iles and Kim Sutherland Managing Change in the NHS Organisational Change A REVIEW FOR HEALTH CARE MANAGERS, PROFESSIONALS AND RESEARCHERS Valerie Iles and Kim Sutherland Contents Purpose and Acknowledgements Foreword 5 7 8 Introduction Part 1 The literature on change management Part 2 Tools, models and approaches: a selective review 1.1 1.2 1.3 1.4 Where does the literature come from? What kind of evidence does it provide? What is meant by ‘change’? Organisational change in the NHS 12 13 14 18 2.1 How to access the models 2.2 How can we understand complexity, interdependence and fragmentation? Weisbord’s Six-Box Organisational Model 7S Model PESTELI Five Whys Content, Context and Process Model Soft Systems Methodology Process modelling Process flow Influence diagram Theory of Constraints (TOC) 22 25 25 27 29 30 32 34 36 37 38 39 40 40 42 43 45 46 47 48 48 50 54 54 55 56 56 58 2.3 Why do we need to change? SWOT analysis 2.4 Who and what can change? Force field analysis ‘Sources and potency of forces’ ‘Readiness and capability’ Commitment, enrolment and compliance Organisation-level change interventions Total Quality Management (TQM) Business Process Reengineering (BPR) Group-level change interventions Parallel learning structures Self-managed teams Individual-level change interventions Innovation......

Words: 33529 - Pages: 135

Managing Change

...Date Managing Change Introduction Various external forces normally stimulate organizational change. These forces include substantial funding cuts, dramatic increases in services, decreased market opportunity, and firing or employment of employees. Organizations usually undertake technical, strategic, or structural shift to evolve to a different sector in their life cycle. This includes changing to a stable proactive environment from a highly reactive organization. This paper will focus on how organizations should cope with change when employees are fired, and others employed or any other major structural or procedural change is introduced in the organization. A "one-size-fits-all" approach is not effective for change management. Think about these changes: * Acquiring a company of near equal size * Getting suppliers to use a new web-based form and process * Relocating office spaces within an existing building or shifting to a new premises * Restructuring organizational chart to increase efficiency * Reorienting around processes instead of functions * Releasing a new product or adopting new HR policy These are all distinctly different changes, but each requires change management to be successful. Each impacts people and how they do their job. Each can suffer from slower adoption and lower utilization. Each has risks associated with people not becoming engaged or resisting the change. While each of the initiatives needs change management to be......

Words: 3262 - Pages: 14

Managing Change

...NATIONAL UNIVERSITY OF IRELAND, DUBLIN Bachelor of Science (Singapore) MANAGING CHANGE (BMGT2001S) STUDY GUIDE BSc43 PT / Singapore Copyright August 2013 1 Author: Dr. Brona Russell (2013) This manual was prepared for University College Dublin as a comprehensive support for students completing the above mentioned Degree programme. © This publication may not be reproduced, in whole or in part without permission in from University College Dublin. Module Co-ordinators: Dr. Brona Russell Contact details Email: 2 TABLE OF CONTENTS PAGE Welcome message 1. INTRODUCTION a. Background details b. Module aims 2. MODULE OUTLINE a. Module learning outcomes b. Themes and topics c. Learning supports 3. MODULE DELIVERY SCHEDULE a. Session arrangements b. Student engagement c. Office hours arrangements 4. ASSESSMENT DETAILS a. Assignments b. Module assessment components i. Assignment 1 ii. Assignment 2 Group project iii. Examination 5. GRADING a. University grading policy b. Grade descriptors for assessment components 6. CONCLUDING COMMENTS APPENDICES 4 5 6 8 11 15 21 22 3 Welcome message As the lecturer for the Managing Change module, I wish to welcome you to the module. Studying change management is important because factors such as the availability of credit, technological advances, increasing competitive pressures, changes in the boundaries of organizations, the development of new organizational......

Words: 5777 - Pages: 24

Managing Organizational Change and Innovation

...Chapter 17: Managing Organizational Change and Innovation This chapter discusses what needs to be considered when changing an organization. Some of these changes would be the input and the technological aspect of the business. I retained the most information from this chapter in the section of change agents. There are three agents of change; external, internal and external-internal change agents. External agents of change are temporary. They are used in situations where an organization needs help individual and group behavior. External agents are usually professors or private consultants. Internal agents of change are already apart of the business. They already know how to change an organization. In most cases they are managers who have recently been brought into organization that needs help. External-Internal agents are the combination of both external and internal. An organization uses both approaches to change the problems that have arisen. Question My thought-provoking question is how effective are external and internal change agents? I want to know why because what would be the next step to take to get the company at a good performance level. I know this works in most cases because I have seen it happen. I am just curious. Personal Implication Internal change agents personally affect me the most. My dad is a general manager at Applebee’s and he usually gets sent to stores that have a poor performance. He knows how to run a restaurant successfully. My dad has to...

Words: 1387 - Pages: 6

Managing Change

...organizational change which has occurred within the last 5 years. Identify the main internal and external drivers which made the change necessary, and discuss the issues they raised for the organisation i. ii. I am writing about an organisation called Charity InvestmentLimited. This organisation was established in 2003 in Lagos state Nigeria. It has staff strength of 350 employees having a hierarchical structure (Madus financial statement 2007). Charity Investmentwas set up for the packaging and selling of portable drinking water called “Lila”. The water is packaged in a 35cl and 1 Litre plastic bottles. It has various distribution outlets within the country but production is only done in one location. The sale of the bottle water (Lila) has been a tremendous success for this organisation. Charity Investmentbelongs to the food and beverage industry and has about 23% of the market share within that industry. However, in 2008, the company decided to venture into another line of business, which is the sale of juice in a 35cl tetra pack. This sale of juice will involve the supply of raw materials, extraction of the juice content, production, distribution, sales and marketing of the juice. This decision also necessitated the setting up of a new division within the organisation called “Enterprise Solution” to cater for the accounting, reporting, manufacturing, processing and sales of the Juice. The juice is labelled “Fruta”. As a result, the major change that has......

Words: 3757 - Pages: 16

Right Management Consultants Succeeds by Managing Change

...Right Management Consultants Succeeds by Managing Change Overview The Right company is an international consultant firm specializing in change management within human resources. “Right Management Consultants is the continent’s leading career transition and human resource consulting provider, doing business with more than 80% of the Fortune 500.” (pg. 33). This is an innovative company introducing new programs and processes into the market to meet today’s employer and workforce needs. Question 1 What are the challenges faced by Right when the downsizing effort no longer is a popular human resource strategy? The largest challenge the Right company may have when downsizing is no longer is a popular human resource strategy is the potential absence of new talent and innovation in the company. The shortage of inflow of fresh talent and new ideas into the work force may be the most debilitating issue to a struggling company. Finding an alternative to downsizing while protecting the company’s future through human capital can be a huge, time-consuming challenge for the entire organization. The Right company may have several alternative options to downsizing to achieve the same goal. Typically, cost savings/reduction plans are implemented by all business units within a company before employee downsizing is implemented. In addition to these measures, there are human resource cost savings initiatives that could be exercised such as hiring freezes, reduction via attrition,......

Words: 620 - Pages: 3

Managing Change

...This case study of Kodak has face several challenges in order to compete with other photographic film businesses. Besides, the tremendous growth in technology has intimidate the company's core business, producing photographic products. In this case study, Kodak has gone through a transition stage in the late 80s to 90s. The motive behind of this transition was due to the prologue of new technology where during those years, people are more likely to use digital photography instead of the old traditional photography films. Kodak were well-known in developing photographic products and the company has developed most of the components of digital photography, nevertheless the effort has lead to a severe impact on the company business. Question 1 What is your analysis of what has gone wrong so far? In the recent years, Kodak has undertaken a transformation from being the traditional film business to a new digital photography business but the effort was not acceptable which lead to sales decline in the United States ("TECHNOLOGY; Advice to Help Kodak" 2004). It is said that, by recruiting in two CEOs from different industries was not a good idea for Kodak (Rise and Fall 2014). Kodak thought that, the CEOs from a dissimilar industry would present in new ideas which might help Kodak to maintain its position in the industry and also to make profits (Rise and Fall 2014). Based on the case study, Kodak had borrowed some amount of money just to finance the purchase of Sterling Drug,......

Words: 2997 - Pages: 12

Managing Change

...Corporate Management Development Programme (CMDP) Course Diploma in Management Studies Module Managing Change in Organisations Cohort G6 Name Gloria Mutekwa Lecturer Mr. G Mangwiza Mr. S Makeba Word Count 3469 Due Date 18 August 2014 OPEN LEARNING CENTRE AFFIRMATION OF OWN WORK This submission on Managing Change in Organisations is the result of my own work. Primary and secondary sources of information and any contributions to the work by third parties, other than our tutors, have been fully and properly attributed. Should this statement prove to be untrue, I recognise the right and duty of the Board of Examiners to take appropriate action in line with the University of Gloucestershire’s regulations on assessment. Signed Date 18 August 2014 Gloria Mutekwa Assignment Brief You are required to produce a report which applies selected concepts and frameworks from the module content to analyse and critically evaluate a current major change within your own organisation. On the basis of this analysis, provide recommendations which are feasible and justified, and which will improve the current effectiveness of change management in your organisation. You are required to produce a report which applies selected concepts and frameworks from the module content to analyse and critically evaluate a current major change within......

Words: 5433 - Pages: 22

Patch 3: Leadership & Strategic Change – Case (Managing Change at Faslane)

...PATCH 3: Leadership & Strategic Change – Case (Managing change at Faslane) Consultative & Coercive Collaborative Consultative & Coercive Collaborative TASK B: Table 6: Competence Analysis of Faslane Competence Analysis | | Up to 2001 | 2002-2010 | Physical Resources | * Well-equipped infrastructure. * Concentrated on infrastructure and facilities. | * All infrastructure are properly operated, enhance operational effectiveness and cost saving. * From infrastructure focus to naval focus. | Financial Resources | * Government budget from taxpayers’ money was not used properly | * Minimized the spending without affect the operational performance. | Human Resources | * Staffs were experienced but unable to utilize properly in management. | * Experienced management team. * Encourage employees participation. | Intellectual Capital | * Home of UK’s nuclear submarines. | * Management expert turned as a home base for entire UK submarines fleet. * Holistic management style. | Source: Johnson, G., Scholes, K., Whittington, R. and Johnson, G. (2011). Exploring strategy. Harlow: Financial Times Prentice Hall. Table 7: McKinsey’s Seven S Model of Faslane (2001-2010) | Strength | Weakness | Hard Elements | Strategy | * Improved performance and efficiency, maintaining good quality services with cost savings * Speeded up decision making process by reducing the review time to 6 days | * Cost saving might cause......

Words: 1068 - Pages: 5

Change Management Case Study

...Change Management case study: Health line Pharmaceuticals is one of the traditional family run medium size company doing business in Thailand. Started by Hirati Mioka in 1973, the company expanded steadily till 1997 by launching new products across Thailand and in different parts of Malaysia, Vietnam, Myanmar, Bangladesh, Indonesia and Philippines. The company has the core competency in making generic drugs for the entire nation. However, with the entry of the large global multinationals in the region like UK based Glaxo Smithkline, Germany based Novartis, India based Sun Pharma, China based Hepa link Pharmaceutical etc., the company started facing difficulty. From 1973 till 1990, the business of Health line grew at the rate of 23% on an average per year, which increased to the level of 31-33% per annum till 1997. However, this phenomenal growth started declining since 1999. During 1999-2010, the growth rate reduced to only 6%-7% per annum. By 1986, the next generation of Mioka family took over the helm of affairs of the company, who were more radical and liberal minded than their ancestors. They were western qualified and had the exposure to modern medicine and pharma research, being held in USA and Europe. They had close interaction through professional channels with some of the greatest pharmaceutical entrepreneurs of Asia such as Li Li of Hepa link Pharmaceuticals, Dilip Sanghvi of Sun Pharmaceuticals etc. However, this second generation could not come out of their......

Words: 1112 - Pages: 5

Managing Change

...Managing Change Tammy Fairgate Bus 600: Management Communications and Technology Dr. Lee Meadows April 16, 2012 Managing Change In order to thrive and remain competitive in today’s market an organization has to have the ability to change and embrace said change. A leader needs to be able to communicate with their employees on where an organization is going and taking the initiative to help it get there. Even though organizations try to implement change more fail at it then succeed. To be able to succeed in implementing change in an organization a manager needs to be able to communicate with staff, know how to project a clear vision, mistakes that can cause failure and solutions to promote success. It is hard to find a manager that is not involved in planning or implementing a change process of some kind. No matter how big or small the change may be it will cause questions and concerns, present operational challenges, and impose demands on time and resources. Sometimes efforts to make change will stagger or fail altogether because managers fail to identify and address challenges that may arise among those involved, questions that will be raised and extra resources it will generate. (Bevan, 2011). Manager’s today have a growing margin of error when trying to implement and manage change. One of the difficulties with managing change is that employees who work together are often on different continents and are many time zones away from one another. Every time a...

Words: 2249 - Pages: 9

Managing a Change

...Improving a Change Reina Stewart HR587 Managing Organizational Change December 12, 2011 Executive Summary The name of the organization is Auto Club Group (AAA Michigan). ACG is an insurance company that has members in six states, MI, WI, IL, MN/IA. The members have insurance with AAA for auto, home, and/or life. The company also offers travel, membership and roadside assistance. The company has three call centers, Dearborn, MI; Grand Rapids, MI; and Omaha, NE. The call centers handle all the calls from members. Two of the call centers are twenty-four hours. My department is the Command Center, we monitor all three call center. My position is a Real-Time Coordinator. We have eleven RTC’s, seven at the headquarters in Dearborn, two in Omaha, and two in Grand Rapids. As a RTC, we monitor the agents on the phone to make sure the calls are getting answered. We are supposed to balance the service levels between all departments. The emergency roadside assistance is the department that is closely monitored. The department is also responsible for putting new employees in the systems and taking out the terminated employees. We are responsible for maintaining and updating employee schedules. The current software that was installed was IEX. The company learned at a conference there was a new version that would improve our daily routine. The company brought the new version, EWorkforce Management in hope of improving the system. The new system would improve real-time adherence,......

Words: 3181 - Pages: 13

The Role of Management in Managing Organizational Change a Comparative Review

...of the nature of research and the goals of academic reading, information searching and communication. 2 A critical appreciation of the clarity, scientific approach and structure of academic writing. This item will allow you to get feedback on skills that you need to help with the Research Plan in Portfolio item 2. TASK You are required to do a comparative literature review of the following topics (you may need to customise the title to include the domain) Choose one of the following topics on which to do a comparative literature review (word limit 2000 words): * The impact of personality traits of the project leaders in project success * Managing change management * Communication skills and project success * Network security and social networking * The role of effective IT management strategies in organisations * Assessing risks in home and public access wireless networks * Ethics in the design of business applications You may find the Q5 technique useful to map out the structure of each paper before you do the review. The task You will select a topic then find two or more academic papers that address the topic. You are required to write a comparative review of the topic from the perspective of these papers. This may require you to examine several schools of thought, issues, or the positions taken by different sets of authors. You may create a hierarchy of issues and sub-issues to compare and contrast, as suggested by the following......

Words: 945 - Pages: 4