Change Management Process Of Sushi Connection Essay.

Change Management in the Business World

Question:

Discuss about the Change Management Process of Sushi Connection.

Sushi Connection is a Japanese small restaurant that has started its journey recently. It is located in Australia. The organization aims at providing quality service to the large number of consumers. It offers authentic Japanese foods to its consumers. The organization has brought revolution in the hotel industry of Australia by bringing authentic flavour of Japan. Sushi Connection has not only set an example by its foods, the organizational strategy and policy has distinguished it from other small enterprise. It is often evident that small business organizations are not willing to adopt any new technique, as they do not want to take any kind of risk that can be harmful for the growth of the organization. However, in this scenario the organizational authority of Sushi Connection is adopting modern techniques every now and then that can stimulate organizational development (sushiconnections.com, 2017).

The following article has concentrated on the change management process of Sushi Connection.

Change management has become one of the crucial elements of today’s business world. The structure of the business world has been transformed since past few years. It has become difficult for the business organizations to survive in the industry due to high competitive nature of the market (Gibbons, 2015). Thus, every small and large business organizations are using change management to strengthen their potential. It helps the business leaders to mould their organizational structure as per the market trend and requirement of the organization (VanderKnyff, Friedman & Tanner, 2011). Many leading business organization has set milestone for other business organizations by adopting change management in the organization. An exemplary example of such business organization is Santander. In 2008, the management of the organization has embraced new techniques to put a remarkable footprint in the banking sector United Kingdom.

Sushi Connection is known as the pioneer in the fast food industry of Australia due to his efficient and high quality performance. The organizational leaders always encourage the employees and organizational members to adopt modern techniques that are suitable for the growth of the organization. They have made their organizational rules and policies flexible enough so it can be modified with time.

An interview has been conducted among the employees of Sushi Connection to earn a clear picture about the change management process within the organizational structure of Sushi Connection. As per the interview given by the manager of Sushi Connection, the organization has undergone several changes in past few years. Leaders of the organization have taken several new initiatives to incorporate new change in the organizational structure, such as:

Sushi Connection: Pioneer in the Fast Food Industry of Australia

The organizational management has implemented strategic communication structure to deal with the internal as well as external environment of the organization. Communication is considered as an integral part of the business organizations now a days. Lack of communication may lead the organization to meet a deadly consequence.

Sushi Connection has strengthened its human resource activities to establish a strong bonding with the employees in past five years. They have appointed some experienced and skilled human resource managers that can provide sufficient support to the organization with their efficiency and capability.

Sushi Connection has brought several changes in their product quality and its service as well. It has incorporated many new authentic Japanese cuisines in their menu that are capable of drawing the attention of the large number of consumers.

The organization has formed a new team as crisis management team who will be responsible to deal with any kind of crisis of the organization. The CEO of Sushi Connection has appointed some employees in the crisis management team who possess quality experience in the field of crisis management, so they can provide sufficient support to the organization to overcome any crisis or hazards (Henderson, Cheney & Weaver, 2015).

It has been argued that corporate responsibility policies work as a PR for the business organizations. At the same time, it plays vital role to enhance the respect for the company among the internal stakeholders as well. In order to promote the brand image of the organization, the leaders of Sushi Connection has adopted many CSR policies, such as-  blood donation camp, health check up camp for the poverty stricken people of the society, educational support to the poor kids, monetary support to the poverty stricken people of the society, moral and monetary support to the employees, quality products to the consumers, strong supply chain management to ensure the flow of quality products (Kim, 2014).

The change management plays vital role in the success of the business organizations in this competitive era. In this scenario, the existence of the Sushi Connection was at risk due to high competitive nature of the Australia fast food industry. There are many rival companies, such as- KFC, McDonalds and so on that are giving tough challenge to the existence of Sushi Connection every now and then (Haslam et al., 2014). It was become essential for the leaders of Sushi Connection modify their organizational structure. The preferences of the consumers have changed in past few years, especially in case of fast food industry. People have become more quality conscious. They do not prefer to compromise on the quality of the product. In the case of fast food, consumers make sure that it is prepared with high quality raw materials. There are various options in the market for the consumers who can provide quality products in reasonable price. Sushi Connection was facing challenges every now and then due to high competition in the market. Thus, in order to meet the satisfaction level of the consumers, it is highly essential for the organizational management of Sushi Connection to design their organizational structure according to the market trend. It is important for every business organization to bring efficient changes in the structure that can help it to battle against the rival companies (Juholin, Åberg & Aula, 2015). By evaluating the market structure, it can be stated that it was important for the authority of Sushi Connection to implement change management within the organizational structure. The Sushi Connection authority had to make various changes in their organizational principles and strategy in order to modify their organizational structure, as it is highly beneficial for the organization to establish a bright future for the organization by earning long-term organizational goal (Matos Marques Simoes & Esposito, 2014).

Exploring the Change Management Process of Sushi Connection

Although, the objective of leaders of Sushi Connection was to guide the organization towards the right path by adopting change management, they have faced several issues while implementing change management. Such as-

It was not easy to convince all the employees of the organization and encourage them to adopt new changes of the organizational structure. Thus, authority has faced several issues to convince internal and external stakeholders.

Organization has faced challenges to find the efficient and experienced employees for the human resource department and crisis management team of the organization. They have conducted various interview sessions to reach to their desired goal.

By implementing change management in an appropriate manner, the authority of Sushi Connection has brought revolution within the organization. They have earned success in various aspects that can boost up the growth of the organization, such as-

By implementing strategic communication within the organizational structure, the authority has established a strong interactive environment within and outside of the organization. It has increased the transparency level between the organizational authority and stakeholders of the organization. It has become easy for the organization to receive the feedback of the consumers by using social media, blogs, and feedback page of the official website. At the same time, by involving employees in the organizational decision making process and providing a strong platform to them to share their views and opinion about the organizational policies and structure, the organizational management has built up a strong relation with them. It has played major role in motivating employees to perform in efficiently. Eventually, it has put strong impact on the profit margin of the organization. The profit of te organization has increased drastically in past five years (Parker et al., 2013).

By strengthening the human resource department of the organization, the organizational authority of Sushi Connection has become able to maintain healthy environment within the organization. Employees are now in good term with each other and employers as well. It has become easy for the employer to meet the satisfaction level of the employees. Human resource manager of the organization works as a bridge between the employees and organizational authority (Lozano, Ceulemans & Seatter, 2015). Thus, it helps the employees to share their opinion with the employer. It has increased the transparency level of the organization. By adopting this practice, employers have become able to retain their loyal and experienced employees for a long period of time.

Challenges Faced While Implementing Change Management

Crisis management team of the organization always pays close attention to the every aspects of the organization by their efficient performance to protect the organization from any kind of deadly consequence. The performance of the employees has been improved in the safe environment, which has put significant impact on the growth of the organization.

By taking notable CSR policies the organizational management has promoted the brand name among the large number of consumers. It has drawn the attention of the potential consumers from the various parts of the world. Moreover, it has put a strong impact in the industry. Thus, the profit margin of the organization has been increased drastically in past few years (Cameron & Green, 2014).

Another major changes that has been brought by the Sushi Connection management is bringing the authentic flavour of Japan in Australia by their authentic Japanese cuisines. It has grabbed the attention of the large number of consumers from the various parts of the world. Many consumers prefer to spend their leisure time and enjoy Japanese cuisine in Sushi Connection (Hayes, 2014).

Conclusion:

As per the previous discussion, it can be concluded that change management has successfully implemented in Sushi Connection that has led the organization to achieve reputation in the fast food industry of Australia.

From the above analysis, it is seen that Sushi Connection has followed various kind of change management system in their organization to meet with their needs and overcome their deficit in the operation. However, they also met with certain difficulties in the beginning. Thus, certain recommendation is needed by the company to avoid the challenges in any other future changes that it tries to bring in the company:

• It should first educate their employees about the modern machinery or system they want to incorporate in the organisation.
• They should involve the employees in the decision making body in order to know the challenges that might be faced by the employees.
• It should start the change management process slowly and after analysing its immediate result it should move further with it to ensure success.

References:

Cameron, E., & Green, M. (2015). Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers.

Gibbons, P. (2015). The Science of Successful Organizational Change: How Leaders Set Strategy, Change Behavior, and Create an Agile Culture. FT Press.

Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence. Upper Saddle River, NJ: pearson.

Haslam, S. A., van Knippenberg, D., Platow, M. J., & Ellemers, N. (Eds.). (2014). Social identity at work: Developing theory for organizational practice. Psychology Press.

Hayes, J. (2014). The theory and practice of change management. Palgrave Macmillan.

Henderson, A., Cheney, G., & Weaver, C. K. (2015). The role of employee identification and organizational identity in strategic communication and organizational issues management about genetic modification. International Journal of Business Communication, 52(1), 12-41.

Juholin, E., Åberg, L., & Aula, P. (2015). Towards responsible dialogue: Searching for the missing piece of strategic employee communication. Communication ethics in a connected world. Brussels: Peter Lang.

Kim, Y. (2014). Strategic communication of corporate social responsibility (CSR): Effects of stated motives and corporate reputation on stakeholder responses. Public Relations Review, 40(5), 838-840.

Lozano, R., Ceulemans, K., & Seatter, C. S. (2015). Teaching organisational change management for sustainability: designing and delivering a course at the University of Leeds to better prepare future sustainability change agents. Journal of Cleaner Production, 106, 205-215.

Matos Marques Simoes, P., & Esposito, M. (2014). Improving change management: How communication nature influences resistance to change. Journal of Management Development, 33(4), 324-341.

Parker, D., Charlton, J., Ribeiro, A., & D. Pathak, R. (2013). Integration of project-based management and change management: Intervention methodology. International Journal of Productivity and Performance Management, 62(5), 534-544.

sushiconnections.com. (2017). Sushiconnections.com. Retrieved 30 August 2017, from https://sushiconnections.com

VanderKnyff, J., Friedman, D. B., & Tanner, A. (2015). Framing life and death on YouTube: The strategic communication of organ donation messages by organ procurement organizations. Journal of health communication, 20(2), 211-219.