Managing Changes In An Organization: United Product Case Study

Negotiating Diversity and Cultural Differences

Discuss about the Management of Change in Public Organizations.

In order to manage changes in an organisation it is essential ensure that proper negotiation and influence of the employees is necessary. Without changes, it can be difficult for companies to continue with the changes and ensure that employees do not pose any threat to it. The report focuses on United Product and the manner in which the changes in the company can help it to gain popularity in the market. The remedial actions that are needed to be taken are considered and based on the case study techniques for the optimal resistance to change can be managed. The importance of diversity and culture of the organisation is analysed and real life examples of leaders who have been successful in business are taken into consideration.

1. Strikes in work: The employees in United Products reduced the production cost by 20%. This was done so that the cost cut that was implemented by Jack can be countered. With the reduction of the production cost, the employees can gain more salary than their basic pay. At the same time, less effort is required for the employees to manufacture the products.
2. Increased turnover: With the reduction of production cost, the supervisors had left the company due to excess pressure. This resulted in the reputation of the company to fall and consequently the business of the company took a huge toll. Despite the increased production output, the company were left with a huge talent pool loss, which hurt the opportunities of the company to gain success in the market.
3. Layoff: Due to the reputation of the company, candidates were unwilling to continue to pursue a career with United Products. The resistance to change in this case had to hurt the company, as potential replacement of the staffs was not found. The increase in financial condition of the company had helped in the increasing the productivity, however, with less employees, the managing of the companies became a challenging factor.

1. One of the remedial actions undertaken by the management is to maintain continuous supervision of staffs. Jack had instructed the supervisors to maintain close monitoring of the staffs and report any type of breach of organisational policy. This ensured that the behaviours with the staffs were strictly conducted and the performance improves. However, this particular action led to the loss of supervisors.
2. The supervisors were also asked to set high standards. This resulted in the improvement of the performance as a benchmark was provided. At the same time, Jack believed that providing training to the supervisors was a waste of time and due to this the training for the supervisors were stopped. Jack had also taken the initiative to relieve the employees that were underperforming in the organisation.
3. Jack had taken the initiative to spy on the competitors so that the policies and staffs that the competitors have can be analysed. This provided with an additional knowledge of the strategies that the company needed to adopt. The financial success that was attained by the company can be used to recruit talented employees and ensure that the productivity of the company can improve.

1. Jack had focused on the productivity of the company. The fitness centre and other entertainment were cut off so that the employees can remain focused on the work. This included reducing the cost and benefits of the employees so that they do not get payment for indulging in easy work method
2. At the same time, Jack had undertaken policies to reduce any time that had been wasted in the company. Instead, the time had been allocated for increasing the production per unit. Therefore, this particular change strategy demonstrated by Jack paved the way for an increased funding of the company. Therefore, it can be said that this particular strategy is one of the best change management plans adopted by Jack.
3. The spying on competitors proved as another masterstroke by Jack as he could manage to provide benchmarks for the team. This helped the company to continue its business in the competitive market and at the same time provide the employees with an opportunity to increase productivity. The benchmarking strategy had assisted Jack to ensure that the rate of production increased at a low cost.
4. At the same time, Jack had also seen that the financial success of the company had elevated. However, the lack of employees can be a concern for the company. Jack had managed to gain the trust of the stakeholders in this case and the ideas imposed by him led to the adoption of the change management programme that the company know implements.

1. Discussion on the FOUR (4) areas of how the management of United Products handled the situations with external stakeholders in the following evidence demonstrated in:
2. The professional attitudes, qualities and behaviours of the employees in United Products can be attributed to the manner in which the company had managed to identify the problems it had with the change. The changes implemented by Jack may have deprived the company from gaining talented employees, but it had helped the company with gaining financial stability.
3. The ethical issues that were considered is that none of the employees were terminated based on any cultural diversity. It had been realised by Jack that United Product had not been popular with the community and based on this understanding the changes required to be maintained. At the same time, the stakeholders had appreciated some of the decisions such as decision to lower the cost of the product.

• The social expectations had the community expecting support from United Product. However, with the reputation of the company due to the changes made by Jack were not popular. Therefore, it can be said that the social expectations as it needed to be for United Product did not meet the requirements that were expected from the community.
• United Products need to be ethical and ensure that cultural expectations of the company are met. The external stakeholders, that are the customers are from different background and United Product had managed to ensure that every customer was welcome to be a part of the success of the organisation. This ensured increase in financial stability of the company.

The negotiation undertaken by the external stakeholders were mainly base on the diversity and the cultural differences. The case study suggests that Jack had been spying on the competitors so that he can understand the manner in which the companies had gained financial stability. He had not broken the law due to this and the outcome of this in the eyes of the competitors needed to be viable. However, it has been seen that the company managed to negotiate deals with the external stakeholders by ensuring that the profit earned were spend in improving the productivity of the community in a proper manner. Thus, it can be said that United Product can gain competitive advantage over the rivals.

Bargaining: The management of United Products can obtain bargaining method so that the difference between the employee and the employer can be sorted properly. The biggest problem that the employees had to face was the sudden changes that Jack had imposed. However, upon realising the mistake, Jack had contemplated into considering further changes inside and outside of the company.

Logic: This can be considered as a communication method of negotiating with the employees. Jack can try to provide logic behind the sudden changes made in the company. One of the logic is that the constant monitoring of the employees can lead them to perform well in the organisation and ensure that the productivity increases. Thus, it can be said that Jack can provide logic for the changes made and try to regain the trust of the employees.

Improve negotiation skills: Jack can improve the negotiation skills so that he can be more effective in communicating with the employees. He can adopt the practise of being emotional and trying to sympathise with the problems of the employees. At the same time, he can compromise some of his changes so that he can continue to build the trust of the employees.

1. John believed that the communication with the employees is important so that they can be motivated and at the same time increase the productivity of the work. He had indulged in verbal communication with the employees so that they can come forward the grievances they have at work.
2. Jack maintained a stressful environment so that employees can work hard. He had not displayed any communication skill with the employees and had managed to make changes without the consent of the employees. This had a negative impact as employees began to leave the organisation because John had been a more communicative employee.
3. John had also been friendly with the employees. He had tried to solve problems in a friendly manner by helping them out with social matters. This is an indication of the communication skill that he had implemented in the organisation. Jack had not been friendly with the employees; instead, he had made himself an enemy among the employees and the community.
4. John had even earned respect for himself with the employees by his friendly nature. The employees were fond of his actions and the manner in which he used to provide freedom to the employees. On the other hand, Jack had been more of an intimidating leader and had failed to earn the respect as well as trust of the employees.

Four Comparison of (the similarities and differences) between these two business leaders covering their leadership style and changes undertaken in their respective organization.

1. Four evaluations of the success or results of the changes between the two business leaders.

Conclusion

Therefore, after the analysis of the case study it can be concluded under Jack, United Products received negative popularity from the employees and the communities. Jack needs to ensure that the tyrannical changes made in the company need to be changed

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