Closing Down the Oconomo Plant

Today workforce and the nature of work itself is changing in most organisations like as Coca Cola Company. Coca cola is a manufacturer of non-Alcoholic beverages which is known as coca cola drinks. The headquarter of coca cola is located in Atlanta, Georgia of United States of America (Coca-Cola Journey n.d.). This organisations is requires for making changes through product and strategies which based on the consumer expectations and external environment. For instance are developing new products like diet coke and coca cola zero and also change the advertising strategy. In fact, the change has creates tension and fear among people because of increased competition, increase responsibility and losing of jobs (D’ortenzio 2012). Therefore, this paper will argues the factor most affecting change management and effect of culture on change implementation in Coca Cola Company.

Peter Browning’s major dilemma is the urgency to implement changes to Continental White Cap in order to revitalize, reposition, and at the same time remain strong in the eyes of the company’s domestic and international competition. However, while implementing this changes Mr. Browning has to be very cautious, because he has to consider the fact that a small number of managers and employees don’t recognized the need for change. They don’t consider the possibility of this changes because White Cap had been the leader in the closure industry for many years. It was not a problem that they had to face in the past since they had always been dominant in the industry. Therefore, they have never experience changes and in other words is not on their work routine the idea of executing changes. However, with the introduction of new innovations such as plastic containers needing plastic closures the need for change was unquestionable. Also, Mr. Browning has to keep in mind that White Cap possess a very strong family-style culture due to the fact that employees hold long term loyalty towards the company, liberal benefits, and long term standing traditions of job security. Therefore, a change on any of these would not be received in a positive way.

The management level of this company has lack communication with their employees. The company never empower their employees, which makes all the employees become lazy and more likely to listen the orders from the SMART group.

Today’s companies are challenged by frequent changes in market demands and consumers’ desires for new products and services. Companies which fail to adapt to these changing conditions often find themselves struggling to survive. This is the situation for the Texas Plant, as described in the case study by Pryor, Humphreys, and Taneja (2011). The Vice President, Human Resources Director, and Organizational Development Manager find themselves not only facing the struggles of transforming the Texas Plant, but also the difficulties of working together to achieve it. The following paper describes these difficulties and examines how the actions of the leaders impacted the change process. Recommendations to assist the plant’s leadership in moving forward will be offered.

Because of the hasty decision to implement the change there is a very high risk of employee resistance to change. The upper management had no investment in the decision and will feel a resentment and lack of control that could trickle down through the organization. The dangers her are that original companies will become infected with a negative attitude toward the new parent company causing

Mr. James Elliott, CEO and Chairman of Byte Products, Inc., presents his recommendation to the Board of Directors to purchase an existing plant in Plainville as a temporary plant until the new one is online in 3 years. All on the Board except one (10–1) seem to favor the proposal. What ensues is the discussion between Elliott and Kevin Williams, board member, over the proposal to purchase a plant with the intention of closing it in 3 years.

The Wilkerson Company is in the business of manufacturing valves, pumps, and flow controllers to sell to companies that manufacture water purification equipment. The company started out with a very unique and more efficient way of designing the valves and it was better than any of the other competition that also made valves. And this actually helped them establish a loyal customer base since they were so innovative and had the best quality at the time. They are looking for help since they are having issues with the decline in their company’s profits. The company wants to figure out exactly how and why their profits are as low as they are by reaching out to their controller and manufacturing manager. They want to seek additional help and

Personal impact and fear of change are not the only causes of resistance by individuals during a change to business practices. The lack of respect and negative attitudes can also lead to employees resisting business change. If an employee lacks respect or has a negative attitude towards a person or department leading the change, then there are more likely to oppose the new ideas being implemented. Poor communication greatly impacts individuals’ accepted to new practices in a company. Typically if an employee is given new behaviors to adopt, but is given no reason, then that employee may reject the change. Upper management must effectively relate the value, need and benefit of the change to help get employees on board with new changes. The lack of individual input can also lead to resistance. Some individuals feel the need to be included in new ideas. When employees are not asked to be involved in changes, they may lack the vision of importance or will to change. A heavier workload can also cause opposition among employees. Employees may not embrace more systems and requirements needed

Changing situations throughout the world affect all organizations in business today. Therefore, most organizations acknowledge the need to experience change and transformation in order to survive. The key challenges companies face are due to the advancements in technology, the social environment caused by globalization, the pace of competition, and the demands regarding customer expectations. It is difficult to overcome the obstacles involved with change despite all the articles, books, and publications devoted to the topic. People are naturally resistant to fundamental changes and often intimidated by the process; the old traditional patterns and methods are no longer effective.

To successfully achieve her goal of a more profitable company Helen must rely on the support of the workforce. As resistance to change is common human behavior the

In order to accept the change and contribute to making the change successful, people need to understand how the changes will benefit them. Not everyone will fall in line just because the change is necessary and will benefit the company. This is a common assumption and pitfall that should be avoided.

In all these changes will increase the plant's productivity and the entire staff's satisfaction and development. The important part of instilling the change is to make it transparent to all the members of the organization, ensure they embrace the change, to ensure productivity is meeting company

In this case-study for Electra Products’, I will be addressing relevant, organisational behaviour and communication issues that must be addressed in order to “revive the failing company” (Samson, 2012). Specific recommendations will be offered to further assist in focusing on the key outlined issues and what actions would be most appropriate to take from this point. Throughout the report, it is clear the attitudes of staff are becoming unfavourable and has resulted in a lack of job satisfaction, thus becoming a crucial behavioural issue within the company, restricting its progression and the success of the empowerment campaign implemented by the company’s new CEO. Selective perception and emotions of the staff are creating communication issues that are barriers and are “going to be an obstacle to the empowerment efforts” (Samson, 2012). Limitation’s that restricted the recommendations for this case study were lack of information on each of the departments and individuals involved. There was also no clear mission statement or goals stated to help the employees and departments understand where the team leader desired the company to be repositioned. Communication involves a transfer of meaning and understanding, staff need to have a solid understanding of the company’s mission statement and the individual goals of each department. If they can understand and adjust to work with one another’s goals, it will create greater, more positive diversity in the ideas

motivation for the employees to take part in this change. Unfortunately, this vision did not

There are many levels of employees yet they are able to tap into all of their skill sets. For any failing business with a cultural problem there are a few suggestions. First, create a core values that are simple, easy to implement and will create employee buy in while enabling innovation from all levels. Also, if the company is not new, the CEO cannot be the only one involved in the change process. Each employee should have a say and a right to walk away if they do not buy into the new culture. All other aspects of the culture must not be corrupt. This does not enable to culture to thrive long term. Corruption is a counterproductive behavior where employees enrich themselves personally or their small immediate group at the cost of their organization (Campbell & Goritz, 2012). Another reason the change might fail is because of employees resisting change. At LivePerson, employees that resisted the change initially either bought in at some point or were asked to leave. Many employees resist change because past attempts have failed. This leads to skepticism where employees do not feel like they are part of the change (Aguirre, Alpern, Hull, & Von Post, 2014). I do not believe it is fair employment practice to ask employees that have been through failed attempts at change to leave if they do not buy into new change right away. Rather, they can tap into the natural energy and emotional commitment of