Enhancing Strategies Workplace Performance -Myassignmenthelp.Com

Question: Discuss About The Enhancing Strategies Workplace Performance? Answer: Introducation Organizational change management is an important aspect which can be explained as a framework adopted by the business for the management of the impact of structural change, cultural change or new business processes. This assignment will discuss the different aspects related to change management so as to analyze the impact of change management on the performance of the business. An organization may face various challenges while implementing changes and these challenges need to be dealt by applying strategies or approaches. This assignment is based on a case study provided in which a restaurant Le Chic is facing several challenges which are creating an impact on the performance, profitability, and growth of the business. Le Chic has appointed a new manager who has suggested a business strategy for improving the performance of the restaurant. For the analysis of the effectiveness of the business strategy, internal as well as external drivers for change will be analyzed. Theories will be applied for the analysis of the nature of the change which is faced by Le Chic. Possible reactions of the employees for the proposed change will be discussed along with the recommendations for the formulation of plans and execution of plans for the proposed changes by the management. An analysis of the change context taking into account both the internal and external drivers for change PEST Factors Description Political factors Rules and regulations related to the food safety, for operating restaurants and employees, must be followed for complying with the legal framework. Economic factors The Economic crisis has created an adverse impact on the performance of the restaurant as funds are required for the execution of operations (Mashhadi and Rehman, 2012). Social factors Competition is increasing as new restaurants have entered the market. This has created an impact on the choice of the customers or potential customers. Responsibility towards the society must be fulfilled for developing brand image and customer loyalty. Technological factors There is no information system used by the restaurants for contacting with the suppliers and for the standardization of ordering, payment and accounting process of the restaurant (Gupta, 2013). SWOT Strengths Weaknesses Strong employee base. Strong customer base as it is offering fast services with good quality food. Lack of coordination between the kitchen and waiting staff. Decreasing quality of the services offered to the customers. Limited seating capacity at the restaurant. The decrease in the profits (Welter, 2012). Opportunities Threats Fast services to the customers will help in attracting the customers. Expansion opportunity is available which will improve the performance of the restaurant. Reduction in the waiting time will result in enhancing the quality of service as well as attainment of the sales targets (Kwai Zhang, 2016). Increase in the competition. The Economic crisis can result in adverse impact on the performance of the restaurant. An analysis of the nature of change facing Le Chic using key theory Le Chic is planning to implement a change in the business strategy of the restaurant so as to improve its performance. Force field analysis has been used for the analysis of the nature of the change which Le Chic is planning to adopt. Le Chic must focus on establishing a balance between the forces which are driving the change and the factors which are restraining the change (Swanson Creed, 2013). The change which Le Chic is planning to implement has been planned by the new manager. A new business strategy will be implemented for improving the performance and attainment of the objectives framed. This change is a planned change which has been planned and objectives have been decided for guiding the efforts towards the right path (Phillips, 2013). Driving forces include increasing competition in the market, growth and expansion opportunities available, employee base, improving the quality of food and attainment of sales targets. Restraining forces include economic crisis, lack of train ing to the employees, lack of coordination between the kitchen staff and waiting staff, resistance from employees and declining quality of the services offered to the customers (Connelly, 2017). A critical examination of the possible types of employee reactions to the proposed change, again using the key theory of underpin the discussion and giving consideration to the different types of employees employed by Le Chic Kirkpatrick theory has been applied for the examination of the different types of reactions employees can give to the proposed changes. This theory is used for the analysis of the reaction of individuals towards the change which has been proposed. While implementing the proposed change, Le Chic may face different reactions from the employees working in Le Chic. These reactions of the employees can differ from each other which are discussed below: Positive reactions: employees may feel positive about the proposed change and support Le Chic in implementing the proposed change in a better manner. Le Chic is planning to implement a new business strategy which includes the hiring of new employees and this strategy will provide growth opportunities to the existing employees of Le Chic. Training sessions will be organized for developing the knowledge and skills of the employees (Forest, 2016). Le Chic is planning to set up two new restaurants in different cities which will provide growth opportunities to the experienced employees. Employee base of Le Chic includes permanent employees as well as part time employees. Employees of Le Chic will be in the favor of proposed change as this change in beneficial for the organization as well as for the employees. 50 % of the employees of Le Chic are permanent employees and growth opportunities to the permanent employees will attract them and they will provide their support to the proposed cha nge (Raziq Maulabakhsh, 2015). Negative reactions: employees may respond in a negative way to the proposed change as this change can affect their job. In the case of Le Chic, employees will be in favor of the proposed change (Richardson, 2014). For dealing with this situation, Le Chic can provide training sessions and ensure employees for the growth opportunities and job security. Part time employees may oppose to the proposed change as they may sense a threat of job loss as they are part time employees and organization may prefer permanent employees for the long Le Chic has an option to ask the part time employees to get converted into permanent employees as they have knowledge of the manner in which operations of the restaurant are carried out. Proper communication and trust need to be developed so as to encourage employees to provide their support to the proposed change (Boohene Williams, 2012). Mixed reactions: There are chances that casual employees may give mixed reactions to the proposed change. As part time employees are less concern for the job. Le Chic must convince part time employees so as to encourage them and provide growth opportunities. This will provide an advantage to Le Chic as selection and recruitment cost of the restaurant will be low and skilled and knowledgeable employees (Raziq Maulabakhsh, 2015). Recommendations As to how management should plan and execute the proposed changes so as to ensure its successful implementation using one of the change models covered in the lectures Plans need to be formulated for the purpose of implementation of the proposed changes in an effective manner and forming a base for the implementation of the proposed changes in a successful manner. Le Chic needs to adopt a plan and implement the same so as to ensure that the objectives are attained. Kotters 8 step change model for leading change is used for formulating a plan and execution of the proposed change of Le Chic. Creating a sense of urgency: a need of the change must be developed so as to ensure that the change is adopted by the company. This initial step will help in motivating the company and guiding the efforts for the further steps. Le Chic must explain the need for the change to its employees so as to make them understand the need of the business. Le Chic is planning to expand the area of operation and enhance the performance as Le Chic is incurring losses (RBS group, 2013). Constructing a dedicated team for implementing change: Business needs to convince the internal stakeholders of the business so as to make them understand the need of change. Leadership skills need to be applied so as for motivate employees for working as a team. Le Chic needs to encourage employees for accepting the proposed change and to provide support to the restaurant for implementing the proposed change. Forming a strategic vision and taking initiatives: a clear vision must be set so as to make the proposed change and its need understood to everyone in the organization. Le Chic must set a clear vision so as to gain support from the employees and explaining them the goals of the business. Le Chic is proposing a change in which it is planning to expand the area of operation and setting up two new restaurants in different cities (Mourfield, 2014). For this objective, Le Chic is planning to recruit employees and experienced employees will be transferred to the new restaurants for providing training to the new employees and executing the operations in a proper manner. Le Chic must explain the role of employees which will motivate and encourage them. Communicating the need for change: the need to change is an important aspect as this needs to be explained to the employees as support is required from the employees. Le Chic needs to communicate the vision by calling a meeting so as to explain them the role they have to play. Communication must be done with every employee so as to gain support from the employees. Le Chic is planning to use a new information system which will reduce the burden of employees and chances of errors (Mulder, 2014). Empowering the staff and removal of obstacles: one must know the role it has to play and responsibilities it has to fulfill. This will help in overcoming the issues which may arise due to lack of clarity of roles and responsibilities. Le Chic needs to define the roles and responsibilities of every employee so as to encourage them and ensure that the proposed change is implemented in a successful manner. Creating short term goals: for the attainment of the objectives, there is a need to create short term goals. Attainment of the short term goals will help in motivating the business for the attainment of the long term goals. Le Chic needs to set short terms goals which will encourage the employees and will develop trust among the employees towards the restaurant (Calder, 2013). Being persistence: Le Chic must be persistence while implementing the plans so as to make sure that the targets are attainment effectively. Constant improvements need to be made for achieving the objectives (Auguste, 2013). Implementation of the permanent change: Le Chic has defined the vision clearly among the employees which will help in implementing the change in an easy manner. Clear roles and values help in focusing on the set objectives. Values must be adopted for guiding the focus of the employees towards the right direction (Auguste, 2013). Conclusion An organization must manage the changes in an effective manner so as to ensure the survival and growth of the business. A systematic approach must be applied for the management of changes in an effective manner. Le Chic is planning to implement a change for the expansion of the business. PEST and SWOT analysis have been done for analyzing the different aspects related to Le Chic. Le Chic can use the strengths available for grabbing the opportunities and attaining the targets set. Theories have been applied for the analysis of the nature of change. Le Chic has proposed a planned change for enhancing the performance of the business and expansion of the business. Employees may respond to the proposed change in different ways and these ways need to be analyzed for ensuring the support of the employees. Measures can be adopted for gaining the support of the employees as employees may resist due to the fear of job loss, lack of trust and lack of effective communication. The recommendation has been provided to the management for formulating the plans and implementing the proposed changes for the attainment of the targets. References Auguste, J. (2013). Applying Kotters 8-Step Process for Leading Change to the Digital Transformation of an Orthopedic Surgical Practice Group in Toronto, Canada. J Health Med Informat. Boohene, R. Williams, A. A. (2012). Resistance to Organizational Change: A Case Study of Oti Yeboah Complex Limited. International Business and Management, 4 (1), 135-145. Calder, A. M. (2013). 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