Change Management in Action Transforming Corporate Culture

Question: Discuss about the Change Management in Action for Transforming Corporate Culture. Answer: Draw on each of the elements of the cultural web to discuss how the culture at Heinz Australia has changed and is continuing to evolve under Widdows leadership. This is a very dynamic generation, dynamic as in, where everything is changing at a very fast pace and in a very rapid manner, the way of eating, the way of wearing, the way of functioning, the way of carrying out your day to day activities and many other things ,almost everything is evolving gradually. What we used to wear 10 years before or may be even 5 years before is already outdated and new trends, and structure of functioning are already taking over, but what we wear now will also not be the same in the years to come, due to the dynamic scenario impact in the environment the way we function now will gradually differ from the days to come in the future. But this does not necessarily mean that being dynamic or adapting change is a bad thing, changing according to the environment is actually a good thing to do. Change is actually a very important in any ones life or any business as well to progress positively and also to bring profitability in a specific organization. In order to keep up with this rapidly changing environment and in order to develop as a person change, but in a properly managed and structured way is very vital and important. To define all this adapting to rapidly changing scenario or environment, there is actually a term called "change management" which means to bring a positive change in an individual, an organizational structure or any other feature to transition from average to great performer for overall development(Solutions, n.d.). This is exactly what Heinz Australia adapted after Widdows was recruited as a managing director in 2003 and chief executive officer 3 years after that. Peter Widdows was an individual or a professional who had a large work experiences; he had an experience of working in various types of working culture, which made him a very good evaluator of the right wrong way of doing things in a working environment. And because of his widespread experience of working at different organizations and different or variety o f working culture, as soon as he joined the Heinz force he had this bad feeling that the way that the company was functioning is not going on the right track, by his ability to compare the differences between other working cultures and working structure . So, in order to bring positive change, progress and development accordingly in the working environment he took an initiative to make things better for the company once and for all. Changes are thought to be vital in any organization as they empower it to contend in an industry more productively ( K.P. D.S., 2014).He first analyzed, and evaluated the situation and the whole functioning structure of Heinz company and noted down the various things and structures that were not supporting for the company to perform its best and bring profitability in the organization. While Peter Widdows was analyzing and evaluating the company to note down the faults, the following points are the list of things that Widows found that was not actually providing any kind of contribution the company to develop and prosper: The basic tasks of the company required too much effort than it actually needed, making things more complex and more time consuming, as they could utilize that time to be more productive in other sectors. The company did not have work- friendly environment as the works were very monotonous for the staffs and employees to be excited about and perform their best. The workers or the staffs were given no credibility for their performed work with no compliments, bonus or promotion of posts for their good work, rather they focused how they could negatively reinforce the workers to perform better and how could they be strict enough to discipline them to make them follow their orders and demands. There was no motivation to perform well and put in their contribution for the company, as the employees didnt feel their importance in their company, they felt as if they were just there for the sake of just following the order of the higher staffs . They didn't feel that their work, ideas or contribution was actually valued by the organization leading them to leave or resign the company. In addition to that, it is pretty obvious that there was a high employee turnover rate, brought about by the negative corporate culture. This implies that it was difficult for the company to retain employees as they did not feel that they had any form of obligation to the company (Alam, 2013) After Widdows recognized the problems that were bringing the company back, he implemented an idea of a great place to work, hoping that it would impact the company positively. To solve this ongoing problem regarding the organization's structure and the working attitude among the staffs, he gave more force on changing the attitude in the workplace, on treating the colleagues, seniors and the staffs in a more pleasurable way, by respecting each other and motivating each other to perform well and contribute their ideas, where they were taken seriously to the company. The overall attitude or behavior was restructured in order for the working environment to be pleasant. A huge need of implementing a transition in order to make sure that the staffs and employees had a good perception of their organization so that they could put their focus on their improvement as an employee rather than gaining organizational success was very important. (Kerzner, 2013).To make the duty and job of the peopl e not so time consuming and more simple and less time consuming, he also restructured the working hierarchy of the organization by, cutting off paid staff members by 25%, making the organization cost efficient, and also added new- middle level board which got rid of the old complex and confusing working structure and brought more productivity and efficiency in the business. This culture change implementation was well taken by the organization and the staffs as well bringing immediate increase in profits, record of 50% top line growth each year and launch of more than 200 products in one year. After all the implemented changes and its very successful result and feedbacks, now there is no turning back for Heinz Company, as they plan to continue this culture and evolve accordingly keeping in mind the demands and wants of the staffs to keep them motivated and productive. Making the staffs and workers feel valued in a working environment is the major need for implementation of change(Loz ano, 2011). Based on your cultural web audit, identify the key forces for and against change. Force Field Analysis is a technique for posting, examining, and assessing the different strengths for and against a proposed change. At the point when a change is arranged, Force Field Analysis helps you take a look at the bigger picture by investigating the greater part of the strengths affecting the change and measuring the advantages and disadvantages(Outreach, n.d.). So, the main problem that I recognized before the change in Heinz Australia, was lack of validation and appreciation given to the workers or staffs for their contribution which demotivated them causing downfall in the productivity of their business. Hence, the goal or proposed change would be to make positive transitions in the behavior or attitude of the senior staffs. So, first talking about the forces that go for the change could be: The manager is deciding on the changes, so implementing these changes wouldnt be as much as hard These decisions mostly take the staffs side, so majority of them would agree on implementing this whole thing Since its about changing the behavior or the attitude of the staffs into a bit motivating and positive one, so the approach to change it would also be the same, a positive one. This in return will be easier to convince the staffs. But everything has its negative side to it, and therefore the forces that could go against the change are: Since, the staffs are already demotivated, the effort to make this change could be completely unresponsive thinking its just another effort that will eventually fail Since, the manager is trying to bring a huge change to the whole organization, the expense could be massive. Handling all the responsibilities by manager himself could be a lot. What appear to be the key strengths of the new culture? As soon as the new culture was incorporated in the organization, instant improvements were starting to be visible, from staffs or employees being corporative and highly productive, to increasing in profits of the organization. This adaptation of change would also determine the manager to know that the company is able to withstand the changes that will be introduced (S.H., et al., 2012).So, this new culture was with no doubt was a huge success. With the well thought organizational structure to the change in the attitudes of each and every staffs and workers, this plan turned out to be one of the ground-breaking ideas. In my opinion the major strength of the new culture was restructuring the behavioral attitudes of the staffs, and changing the working model of the organization. The change in the working model of the company really helped to understand the work of the company more clearly, which used to be very complex thing to do before and also helped the overall organization to manag e their time in things that were actually productive and contributing to the Heinz company rather than taking very long time to do a basic simple task. This also helped to cut off the unnecessary expenses which contributed in cost efficiency of the company. This model is effortlessly reasonable and can be connected in any authoritative circumstance extending from changing the corporate structure, worker inspiration and the corporate society ( Jackson Burnes, 2011). By, associating the team to participate in what does a great place to work mean to you? was a very productive thing to do, as everyone got to project their hidden emotions and wants as a staff in a working environment, which gave a whole new perspective to the manager to know where they had to improve or what changes they could bring in to the workplace in order to prosper and develop accordingly. This was ascribed to the low profitability of representatives and the absence of confidence in the whole workforce (Rigby, 20 11)So after the implementation of the change in attitudes of the seniors to their staff members, they started to be more positive with them by encouraging them to work better, and asking for their opinions and ideas on new projects, which made the employees fell important in their company, which ultimately helped them to stay motivated and increased their productivity in a huge scale. It was also noted that the high turnover cost the company approximately $2 million dollars on an annual basis, mainly due to the recruitment and training process (Kinicki, et al., 2014). So, change in the structure of the company also helped to cut off many unrequired costs and focus on what is required and important to the organization, because successful people tend to focus on the positive aspect that beholds the future of their work rather than focusing on the past failures(canfield, 1944). So, the main key factor of Heinz Company was that Widdow had an extraordinary talent of analyzing the GAPS of the company, which led him to realize all the factors that made the companys performance very poor. So, we could say that Widdow was very valuable and asset to Heinz company, as he succeeded to implement all the changes in the company successfully. What aspects of the organization need to be monitored and sustained to ensure the organization does not slide back into the old ways of thinking and working? Heinz Australia really worked hard to get to the point where they are right now, it took a lot of time and effort to design and think of the right format of restructuring to implement to the organization so that huge improvement can be claimed by the organization for higher productivity and increase in sales revenue as a whole. But even after they have attained this huge success, it does not necessarily mean that it will now keep on sustaining in the market, the company have to keep on assuring that every aspect or function of the company are monitored closely and the ways and methods adapted to make the company productive is made consistent in order to be on the track, develop and sustain in the market. Many of the company who fail to stay on track is simply because they didn't stay the course to achieve the objective(Holtzclaw, 2012). So in order to maintain this consistency on their productivity, the company must monitor various aspect of the company to make sure that the company doesnt end up where it first started. The first thing that Heinz Australia have to make sure is that their organizational structure doesnt get jumbled up. Maintaining a proper organizational structure play a very vital role in bringing flexibility, efficiency and effectiveness to a particular company. Organizational structure is particularly important for decision making (Suttle, n.d.). If they succeed to maintain their organizational structure then the communication becomes very effective among the staffs and employees, and good communication ultimately means the fluent work flow in the Heinz Australia. Communication helps in smooth operation of administration. Administrative errand must be performed when communication framework is successful (notes.tyrocity, n.d.). When talking about communication, Heinz Australias main problem that caused its development to decline was its improper attitude among the seniors and staffs. Basically, the seniors or the upper hierarchy of the Heinz A ustralia did not acknowledge the employees work and only focused on what punishment could be given in order to bring the employees or the staffs to the right track, they didnt even consider the staffs contribution or ideas towards the organization, which made the employees feel less important and made them think that they were just work slaves to the company which resulted in demotivation of the employees causing them to resign from the company. So, in order for them to not fall back to that situation again they must keep in mind that all the employees in the workplace must be treated with same level of respect because every employee brings some level of experience and knowledge to the workplace(Lee, n.d.). Their ideas and contribution also must be acknowledged and the employees must be taken along the course, while nurturing them accordingly in order to keep them motivated to do work and to incline the production rates. Workers need acknowledgment for their commitments, and this is a significant human need more than once professed by social analysts(Smith, 2016). Ground breaking organizations are stepping to effectively address this negative perspective of execution administration. They are executing creative arrangements that guarantee forms convey genuine results and enhance execution(Factors, n.d.). This company has to monitor the overall functioning, structure along with the activities, behavior and working attitude of the employees among one another, to ensure that everything in going steadily in a smooth pace, along with consistency in order develop, grow and sustain, rather than falling back to what it was before. References Jackson, P. Burnes, . B., 2011. 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