Chip's and Dip's Case Study

The people we manage are our most important resources. Never before in the history of the workplace has the concept of teamwork been more important to the functioning of successful organizations. What I observed, Today’s leader must be an enabler of people and a facilitator of teams – not only as an effective team leader but as an effective team member as well. We need managers who can foster teamwork, facilitate group problem solving and focus the group’s attention and enthusiasm on continuous improvement. In today’s world, group productivity is more important than individual task accomplishment. The success of individual managers should depend on how well the manager’s team improves in quality and productivity on a continuous basis. Managers must have a great deal of control to their people. When that occurs, a feeling of team ownership is created and the team develops pride that comes from producing high quality accomplishments.

In order to create a Dip n Dip franchise in the country of Panama, we will need a total capital of $650,000.00. This amount needed is to cover the franchise cost, beginning franchise merchandise, location, furniture and decoration for the restaurant advertising and keep a remaining capital for utility and other kinds of cost.

Implementing change in any area of an organization can be challenging. Change can be good and bad. Change is not always easy to adapt too. According to Charles Darwin, "it is not the strongest of the species that survives, or the most intelligent, but the one most responsive to change". It is important that the manager has a plan of action before trying to implement any change. This paper will discuss the manager's role and responsibility in implementing change in the department. How should a manager successfully handle staff resistance to change and the paper will define each step of the change process.

The first stage in the progression of implementing change within an organization, as detailed in Leading Change, is to establish a sense of urgency (Kotter, 2012, p. 37). Employees will be affected, whether it be adapting or making sacrifices, in order to embrace change within the workplace. Through establishing a sense of urgency, an organization can encourage a sense of cooperation among the workforce. “With complacency high, transformations usually go nowhere,” stated Kotter, “few people are even interested in working on the change...” (Kotter, 2012, pg. 37-38). Kotter further stated that low urgency among employees causes difficulty in uniting a group to be a credible guide to change (p. 38).

It makes sense for employees not to worry about such financial matters when the government bails out large employers. Thus, after careful detailed analysis, Joan recognized management did not have a vision for employees to follow. Therefore, he developed a long-term plan focusing on profit and listening to the customer. By mixing the cultural norms, Joan capitalized on the strength of the Invitations Inc. employee. As a leader, she understood cultural behaviors while appreciating their differences. Her cultural sensitivity coupled with her people skills helped turnaround the company. These skills and decision-making ability are not mutually exclusive to Joan’s normative decision model, which assumes decision-making styles are learnable. Therefore and a possible near-identical substitute could exist. One major problem with search committees are the significant amount of time and effort necessary by the members, who are often upper management, might produce less than ideal candidates (Poston 1). Although best practices exist for search committee, Joan’s replacement might not harmonize with the company. The replacement might undue the corporate cultural changes under Joan, reverting to old habits, or tip the balance of cultures too far in the other direction. According to the case’s timeline, Joan would continue as CEO of Invitations Inc. for as long as needed. This could be time spent by Joan to mentor a successor of her choice.

In assessing ongoing relevancy and efficiency of the product the leader must implement ongoing communication with all realms of employment. This writer’s recommendation would be a tri-phase plan of implementation. During the first two months of change entry level employees will provided weekly staff meetings to review their experiences, address any concerns whether it be interpersonal or technology based. The rationale for this task is to provide ongoing support to staff to ensure shared outcome is produced. Similarly, this writer would appoint members within each department. The goal of this assignment would be to serve as an education resource to lateral employees as change is implemented. Members would be trained in new software, common trouble shooting issues and conflict resolution. Employees will be selected based on their individual willingness to learn, take leadership and are considered exemplary staffs not based on calendar years with the organization but, the quality of their work.

When we begin working for an organization, we expect our duties to stay the same. We become use to what the norm is for us on a day-to- day basis. However, when an organization comes across an issue that can affect the company, change is necessary. We must be ready to accept change at any moment. The organization must first be able to identify what the problem is and how its effecting the organization. Once the company identifies the problems, a leader and manager will work together to decide what’s best for the company. If everyone accepts the change, the organization will began to see growth.

The leader’s understanding of employees’ resistance will affect how they attempt to change employees’ behaviors towards the proposed change. Research recommends that a study of the culture which dictates the rules under which employees develop their behaviors should be conducted. Change agents can develop a clear perception of employees’ resistance through this process (Huang & Huang, 2009).

In this essay, I am going to argue that management can use culture as a powerful and effective tool in order to limit or minimise resistance within the organization 's environment. I am going to suggest that the culture provided to employees by managers can significantly impact upon their performance within the organization and therefore reducing the probability of conflicts and subjugation in this post-bureaucratic era. In section one I will demonstrate the difficulties in the transition from a bureaucracy era, which involved hierarchies, rules and division of labour, to post-bureaucracy; which is based on trust, empowerment and personal treatment, by drawing on Josserand, Teo and Clegg 's (2006) writings. In section two I will use Rosen

The purpose of the paper is to analysis a position in leadership within the next five to ten. The culture of the organization is affecting its ability to function as a viable company. In this paper we will give a brief history, current situation, recommendations and conclusions.

The ideal approach to creating change an organization is choosing the best leader to achieve realistic and dedicated changes. Within the realm of planned change, there is a process for implementing rewards, encouragement and motivation. Organizational change stands out amongst the most evident and sensational types of processes. It affects numerous people, including staff members, their families and entire communities. The intricacy and significant change in nature make a circumstance of high vulnerability in leadership. The standard drivers of progress are those, for example, rivalry in the organized sectors, focused patterns, regulations and opportunity through social and demographic patterns.

In order for an organization to be most effect they have to look internally at their organizational behavior and assess what is most important to them and creates a culture surrounded by the value and beliefs of the leadership employees and customers. In order to better do that one must look at the importance of its employees and how they feel about the company directly affects the productivity and performance therefore becoming human capital. In addition to including the employees into decision making regarding events that affect them and the company. Furthermore, the structure of the culture set by management dictates directly the success of implementing the values the company and its employees hold. At time organizations find they fall of the path of direction in which they want to set the culture so changes have to be made throughout the organization in order to improve and restructure to meet the new values of the company.

The first meeting of this team should be held with the CEO of the organization and should be friendly and informal with plenty of opportunity for interaction. The CEO should clearly express the need for organizational change and how this group of “Right Now” champions is empowered to make decisions to improve the organization. These “Right Now” employees will divide themselves into teams organized by employees’ areas of interest. There will be no team leaders as each of the “Right Now” employees will have an equal say. These employees must sign a pledge of participation in the “Right Now” movement and recruit other employees to join the movement and sign the pledge. The first goal will be to get 50% +1 of employees to sign the pledge to participate in the change movement.

Implementing these changes has significant challenges, and a strong Change Team who have a clear vison will be required for the change to be successful. Regular and targeted monitoring of the change process should support this, however these feedback mechanism are not the only tool. Every employee must be enabled to participate in the change effort and be exposed to it through multiple leverage points. Those who perform well and embrace the change should be recognised and rewarded. Sufficient resourcing will need to be acquired with the

A vast array of popular and scholarly advice on the effectiveness of team skills proactive planning can provide several alternative for assisting low grade departments or teams. The proactive planning can identify several key factors in customer base companies and teams. Proactive planning can create many solutions implementing more proficient work. This paper will introduce much aspect to assist multiple problems within an organization.