Examining Enacting Strategic Change Management In Brixton Food Essay Example
Examining Enacting Strategic Change Management In Brixton Food Essay Example

Examining Enacting Strategic Change Management In Brixton Food Essay Example

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  • Pages: 10 (2503 words)
  • Published: September 12, 2017
  • Type: Case Study
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Abstractions:

The strategic direction of an organization plays a crucial role in analyzing sources of wealth creation and adapting to technological changes. An organization's competitive advantage depends on its ability to strategically manage change and meet market demands. Simplifying dependencies and evaluating the organization's development path are important factors in achieving increasing returns on strategy. The replicability and stability of market demands directly impact strategic change management and the potential for competitors to imitate. In a fast-changing technological environment, private wealth creation heavily relies on enhancing internal technological, organizational, and managerial processes. Efficiently capitalizing on opportunities is more critical for wealth creation than solely focusing on strategizing.

Through dynamic strategy, organizations can stay ahead of competitors and deter new entrants. Successful strategic change efforts require active involvement from stakeholders within the

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organization. To foster a sense of ownership, stakeholders need the opportunity to contribute to the development of the change strategy. Building consensus within an organization for change can be achieved through effective communication, input, and feedback.

An organization's growth and progress depend on a well-planned and responsible strategic change plan.
Brixton Food has been operating at 29 Electric Avenue in London's Brixton Market for 10 years.They provide a variety of food products including sugar, rice, bakery items, dairy products, vegetables, and different types of meat. Throughout my six months here, I have closely observed the company's market position while working alongside senior staff from various departments. This experience has given valuable insights to support the successful implementation of a new strategy. Over the past 80 years, numerous competitors selling similar products have entered the market, negatively impacting Brixton Food's sales performance. To effectively address this situation, it is

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necessary to replace our existing scheme with a new one that can handle the challenges posed by the market. The ultimate goal of this strategic change is to achieve success in the market by attracting confident and satisfied customers through innovative services and high-quality products. Additionally, starting in January 2011, we plan to open new sale points in three additional markets as part of our expansion strategy. Strategic Change Management encompasses several elements such as a new vision, work and stock management, stakeholder involvement, competitive potential, internal communication consensus on change models or work plans and addressing organizational risks and weaknesses.The main objective is to create new targets and objectives for business advancement that effectively cater to the needs of customers and consumers while promoting balanced coordination among all stakeholders. Before implementing strategic change, it is essential to understand the organization's background and evaluate past strategies in order to inform the development of a new strategy. The organization's background, in the form of data and information, serves as a record of both successful and unsuccessful strategies in overcoming challenges and achieving goals. Evaluating staff performance and other stakeholders is crucial for creating an effective plan for change. Additionally, the organization's background provides valuable material for developing new strategies, making it highly significant. Analyzing records such as stocks, products, costs, sales, and working hours helps identify areas where change is necessary to enhance employee performance as well as consumer and client satisfaction.

IMPORTANT ISSUES RELATING TO STRETEGIC CHANGE

An organization comprises various divisions and areas. When engaging in strategic change, it is crucial to identify underperforming areas. Planners and leaders must prioritize these issues during

the development of the change program since addressing all issues simultaneously is not feasible. The organization's resources should be the main focus as they are essential for formulating and implementing a change strategy.Strategic work is of great importance in an organization and must be carefully executed, taking into account all facets and factors. Making even a single incorrect or careless decision can have harmful effects on the entire strategic landscape. To effectively address these issues, leaders need to take two steps: identifying the issues and prioritizing them. Once identified, these issues should be listed and achievable solutions should be developed in an executable manner. These issues play a vital role in reviewing an organization's background.

It is crucial to develop consensus among stakeholders (both internal and external) regarding the necessity of strategic change, with leaders having the responsibility of persuading them. Building consensus among stakeholders such as investors, debtors, and creditors is a fundamental task that plays a critical role in successfully promoting and implementing strategic change.

Effective communication is crucial for achieving goals and objectives. Communication processes are essential for conveying information to employees and suppliers, helping individuals achieve personal and organizational goals, adapt to change, and coordinate activities. This communication also promotes unity among people, aids in decision-making, knowledge management, development of shared mental models, and fulfills social needs.

To achieve important outcomes, it is important to utilize various techniques and gain consensus among stakeholders through useful engineering.The discussion of different models of strategic change is vital for providing specific direction. Leaders need to consider the level of analysis and purpose of change. It is necessary to understand organizational trends in strategic change in order to

implement a new change plan. Multiple effective models of change are examined, along with discussions on programmatic approaches and the change process. The models of leadership governance are derived by critically evaluating the roles of the board of managers and top leadership. The structure of culture and knowledge within the environment, as well as organizational knowledge, are also reviewed. The selection of a change model is highly significant as it relies heavily on teamwork throughout the entire process. When developing the change model, leaders and planners must take into account both internal and external factors that contribute to strategic change. The scope of the organization also plays an important role in this consideration. The significance of theoretical models cannot be overstated when it comes to strategic change. Planners must avoid selecting high and ideal models that have no relevance to their working organizational structure. Failure will result from including unnecessary details and indicators.The relevance of strategic models in an organization's current economic climate is evaluated by comparing them with other strategic models to determine their applicabilityIf the organization does not find any relevance, the strategy will not be effective. A plan is considered relevant if it can provide significant benefits while addressing issues encountered in the planning process. Researchers and practitioners should eliminate irrelevant points from the model to make it objective and functional. The model is validated by developing a research model and empirically validating it using data collected from a study on planning practices within an organization. These results help assess the connection between information, input, and planning resources. The relationship between integration quality and planning process quality should be moderate. However, technology

research literature often neglects aligning with organizational strategy and providing support for it. The modal should address concern scheme and strategic alliance issues by incorporating three subjects - strategy, context, and procedure - with a demand technology notation for each subject. It's important to visually represent explicit traceability between the concern procedure and concern scheme. The model needs to clearly define the scope of demand and problem through easily demonstrable examples and comparisons of different approaches. Techniques like SWOT analysis and STEEP analysis can be used to evaluate strategic interventions.
These techniques effectively analyze an organization's business position and overall performance by considering both internal and external factors. By employing these techniques, organizational leaders can gather crucial data for developing a dynamic strategy that brings positive changes in the business. These techniques address key issues such as service, presentation, innovation, redevelopment, qualitative research, and quantitative research.

Examining the need for change within an organization is crucial as there isn't an alternative technique available for conducting a factual and realistic analysis of its activities. Implementing a strategic change program relies on factors like needs and demands, which drive it forward. A prime example is prioritizing customer satisfaction by understanding their preferences and choices when formulating an organization's vision and mission statement.

The survival, success, and growth of businesses heavily depend on attracting and retaining customers; failure to do so hinders justification for existence or expansion in the market. Addressing internal shortcomings, such as providing efficient services to customers, is also necessary. This may involve having capable staff who actively ensure customer satisfaction.

Communication issues can arise in countries like the U.K., where diverse cultures exist, particularly due to language barriers

between salespeople/service personnel and English/French-speaking customers.Ineffective communication hinders salespeople from effectively persuading or guiding customers, resulting in lost purchases. Addressing this flaw is crucial for strategic change. Incorporating modern technology is necessary to improve efficiency at the point of sale, analyze innovation, and ensure a positive customer experience. The organization's attention to detail in merchandise subdivisions and attractive lighting system contribute to this goal, helping maintain product freshness and prevent issues for customers. This reduces complaints and dissatisfaction. However, if the organization is facing decline and business losses, an immediate strategy change becomes essential as the current approach has proven ineffective. It is important for planners to prioritize addressing changing needs rather than sticking to outdated strategies. Research and planning play a vital role in assessing factors driving the need for change. By analyzing these factors, organizational leaders can identify sectors and issues that require attention. Three key variables related to consumer expectations must be considered: convenience in shopping channels. Consumers highly value convenient shopping approaches; thus evaluating how convenient our services and merchandise are for them is essential in order not lose clients.

Product type feature:

The types of merchandise sold by an organization hold significance for clients.
If the product meets their standards, customers are more likely to make a purchase; however, poor-quality products do not effectively attract clients. The quality of a product has a significant impact on an organization's business. Customers' perception of merchandise prices is an important consideration. If the perceived price is high and unfavorable, it will drive away clients. Therefore, it is crucial to identify all factors that influence this perception in order to create a strategic plan.

Assessing resource implementation

during strategic change is crucial as it requires more resources than usual. If certain resources do not support the necessary actions, they should be excluded from the action plan. No organization has unlimited resources for strategic change, so aligning the level of change with available resources is essential.

Involving stakeholders in change planning is vital for managing strategic change effectively. To efficiently incorporate their suggestions, opinions, observations, and experiences, an efficient system must be established. Effective communication at different levels of the organization plays a crucial role in achieving this involvement. Communication involves various components such as a communicator, encoder, message medium, decoder, receiver feedback, and noise.

Effective communication is essential for achieving individual and organizational goals as it enables adaptation to change and coordination of activities.Different communication models are used by organizations to promote agreement among stakeholders. Downward communication involves transmitting information and instructions from higher levels through channels like instructions, memos, procedures, and manuals. On the other hand, upward communication flows from lower levels to higher levels and includes proposals, suggestion boxes, group meetings, workshops, and requests for more information in strategic management.

Horizontal communication enables the sharing of information, requests,and suggestions among individuals with equal status. It excludes hierarchy and promotes collaboration between employees or stakeholders.

Effective utilization of these various forms of communication can enhance collaboration and decision-making processes within organizations.

Diagonal communication involves direct interaction with individuals who do not hold hierarchical positions. It is effective in identifying external factors that may contribute to a change strategy while also obtaining public opinions on organization-related issues.

Lastly, interpersonal communication involves exchanging views on specific matters among different individuals. This type of communication typically occurs through face-to-face conversations

and discussions. Selective listening, value judgments, communication overload, and source credibility are important aspects of interpersonal communication.To enhance communication strategy, it is important to acquire feedback and align verbal and non-verbal messages. Consideration of the listener's frame of reference and asking relevant questions are also crucial. Collaborating with stakeholders when developing a change management strategy is vital for creating an effective plan. Gathering input from stakeholders is invaluable as it provides realistic solutions. The leadership assumes responsibility for gathering input from all stakeholders to effectively manage the process. By obtaining feedback and input from organization members, the planning team can gather valuable data and information to develop a successful change strategy. To ensure stakeholder involvement in a change process, planners must evaluate the system being used. Timely resolution of any issues or flaws is necessary to maintain positive engagement with stakeholders. Failure to address these weaknesses may result in the failure of the entire planning process.

Evaluating Stakeholder Involvement System

Planners must evaluate the system being used to ensure effective stakeholder involvement during a change process. Promptly resolving any issues or flaws is necessary for maintaining positive contribution from stakeholders.Neglecting these weaknesses may result in failure during the overall planning process.

Planning Phase: Convincing Stakeholders

Leaders play a crucial role in the planning phase by selecting and persuading stakeholders about program motivations, goals, and actions. It is essential for leaders to provide logical and realistic responses to address stakeholder concerns and ensure satisfaction.

Managing Resistance to Change Strategy

When implementing strategic modifications, leaders often face resistance and obstacles. To overcome these challenges, planners should utilize their skills and knowledge. Consulting with other planners and senior leaders within

the organization can be advantageous if they reach an impasse. Identifying the causes and origins of resistance is critical in finding viable solutions. Various factors such as hesitations, perceived threats, cultural differences, and communication gaps contribute to resistance against change.

Developing an Appropriate Model for Change

Creating a suitable, relevant, achievable, and practical model for change requires meticulous planning and research. However, implementing a complex strategic model that requires significant human resources and capital can prove challenging if the necessary resources are not readily available.

Planning the Implementation of a Change Model

To successfully implement a change model, it is crucial to incorporate all necessary information and create an action plan. This plan should include specific timelines, dates, and locations for each step to ensure clear communication. It is also important to allocate sufficient resources such as technology, funding, and facilitators.

Continuous feedback must be obtained in order to evaluate the effectiveness of the implemented changes. To monitor progress effectively, appropriate measures need to be established. This involves forming a monitoring team consisting of two senior directors and three middle managers. The responsibilities of this team include assessing the impact of the strategic program on the business and providing weekly reports that measure progress.

The leader will review these reports in order to determine the level of progress achieved in the strategic change program.

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