taking the example of the European market, it is currently in the process of maturity which means that there is more potential for growth than other emerging markets. Vodafone's current strategy already provides for the merger in markets where the economy is growing at a fast pace, it should also take into account to enter the markets in which the technology is not quite available yet. This would allow them to build an infrastructure network in the country and in the future could become a market leader or even a monopoly. This income could be used to cover or back up from a loss of another project in which they failed to succeed or who did not bring a great
New products and services consistently lead the industry and Verizon has continued to be the market leader. They have also acquired companies that have already proven to be successful, in order to help them thrive in online and streaming
However according to Lawrence (1979) resistance unlike many believe, could be a signal that something is wrong; and not a phenomenon that is feared of been overcome. Likewise Graetz el al .also sees resistance as positive by saying “Recent literature has emphasized the potentially positive or at least benign nature of resistance. Resistance to change can serve positive purposes such as forcing change initiators to reconsider hasty plans or marshalling employees support for a new vision. Val and Fuentes (2003) highlight that resistance is equivalent to inertia, in that it aims to kept the status quo and is therefore not generally a negative notion since change itself may not be inherently beneficial for the organisation” (Graetz, et al., 2006, p. 280). Similarly, Pryor, et al.
REBRANDING STRATEGY AT VODAFONE In its previous acquisitions, Vodafone had always gone through a 2-staged rebranding progress. They would first start with the local brand name like in this case they would have started with Vodafone-Hutch and then fade out Hutch completely in the second phase. However, given the expanse of the Indian telecom market such a step would have taken a long time before Vodafone could establish its own identity separate from that of Hutch, without losing out on leveraging the existing brand equity of Hutch. It seemed like a tricky situation. The second element that had to be communicated was that while the name was changing the excellence of service would remain untouched.
Two firms doing similar business in the same industry are Vodafone and Etisalat. Question 1: Structure of the Organization Vodafone: Vodafone first entered the Egyptian telecom market in 1998. Through a series of mergers and acquisitions, in 2011 Vodafone has grown to become the leading mobile operator in Egypt serving more than 36.3 million customers with the highest technology, customer service and communication skills. Corporate Social responsibility is an integral part of the Strategy of the company as responsibility; ethics and responsibility are the solid ground on which Vodafone deals with its customers. The organizational structure of Vodafone Egypt is as follows: • CEO: Ahmed Essam • CFO: Marwa el Ayouti • Consumer Business Unit Director: NihalZaki • Strategy Director: Emad el Azhary • HR Director: KhaledMostafa • External Affairs and Legal Director: Khaled Hegazy • Customer Care Director: Ashraf Helal • Enterprise Business Unit Director: Nick Gliddon • International Services Director: Sherif Bakir • Technology Director: Osama Said Vodafone has always aimed high for everything which is why it is the leading telecom industry; a core reason for this success starts in its mission.
In the today’s organisations business world, Change has become an obligatory means for an organisation to survive in the marketplace even for organisation that are small, medium or large. Success is subject to classifying key zones of change, what tools to be used for implementing the change to these key areas and how changes are implemented in a better way. It is the duty of the managers of the organization that play the main role in the change management, as this can cause many serious problems rising internally within the organization or external to the organization. The notion of change management is acquainted in most organisations today but how they achieve change or even more how effective they are at it, differs extremely depending
They believe that a proposed new job procedure will reduce product quality. But, these all resistance to change may be a positive in some instances if by listening to their reasons, company can make a more effective changes. There are six techniques for reducing resistance to change, such as education and communication, participation, facilitation and support, negotiation, manipulation and co-optation, and coercion (Robbins and Coulter 2011, p.159). Education and communication can help reduce resistance due to misinformation with the intention of clear up misunderstandings. Participation can reduce resistance by involved every individuals who directly affected by the proposed change into the decision-making process.
Its subsidiaries include Videocon Telecom, Videocon D2H, Videocon Consumer and Videocon Electronics and Home Appliances. Vision and Mission At Videocon, all the efforts are centered on the following: • Ingenious Strategy • Intrepid Entrepreneurship • Improved Technology • Innovative Products • Insightful Marketing • Inspired Thinking Company History Videocon Industries Limited incorporated in 1979 has grown to become India’s largest
Product managers become more productive with experience. Naturally, the most skilled product managers are given responsibilities to train new recruits, and these people become supervisors and managers in the longer run. In this way, Vodafone is able to increase its store of skills and abilities. Another advantage is peer supervision. People within a sub-department are able to keep each other’s’ activities on track; this is especially important since work is complex and heavily relies on cooperation; in such situation, supervision from above for day-to-day activities is very difficult.
Change is imminent in any organisation in order for the business to thrive and keep afloat, there are constant demands and external forces that will pressure the business to change on how it operates in this modern day environment. And for organisations to succeed they go through change management, there are a number of models in change management with their own strong sides and weaknesses. It’s the management that has to choose and implement the right model of change management theory to its own current situation so that the best results are achieved and the organisation is steered in the right direction for success. One of the cornerstone models in change management is of Kurt Lewin (in the 1940s) which still holds true today. His three