The retail industry is fickle and businesses within the industry must become resilient in order to succeed. Businesses are dependent on the economy just as much as consumer demands. Each business must fight to keep up with the everchanging world and establishing a sense of entrepreneurship for success. Many businesses have underestimated the ebb and flow of the industry, and some have been more than successful. The modern successful business is required to embrace a fast growing and relatively new piece to the industry, which is technology. The Home Depot started to losing its share of the market to businesses with modernized operational and logistical processes. Many of these businesses were fully engrained in serving the online customer, …show more content…
The constant need for change is often based on the economy, environmental changes and technological advancements. However, constant change is not realistic or attainable and can be damaging to the moral of the business (Todnem). There is no doubt a lack of support, according to Bridges theory, for The Home Depot team exists. The company by and far manages from the top down, which is a break even from its own core values. For example, a few of The Home Depot’s core values are: Taking Care of Our People, Building Strong Relationships, and Entrepreneurial Spirit. Abiding by the first core value should include providing the proper support through change, especially if the change is foreseen, such as this case. Further, creating a communicative approach from bottom up and allowing input at all levels reinforces the second and third values …show more content…
These changes can be seen not only in the restructure of the learning and developmental programs for leadership, but also in training and development for all employees. Approximately five years ago the company installed a leadership program specifically designed for women. Along with this training program subtle changes in leadership practices have been installed, a change to theory Y concepts. Concepts more feminine and related to softer day to day leadership skills. But even those changes are minimal, slow and at times offensive. Most recently the leadership development programs installed specifically to develop women into leaders have changed. The changes now are scripted to accommodate all people for potential leadership roles. This has been seen as both positive and negative and again the communication surrounding the change has been limited and shielded from all people. In order to continue as a world leader in the home improvement and retail business, The Home Depot must concede to a constant state of change readiness. This involves the installation of softer approaches, maybe not to the extreme of William Bridges, but to at least accommodate for all associates and eliminating expendable views. A strong suggestion would be to incorporate a conscious approach to change, accepting it rather than waiting for it to be thrust upon the business. As well as this, they must establish a fluid blend of both Beer’s
Case Study: Puckett Animal Hospital In the case study of Puckett Animal Hospital, veterinarian Dr. Richard Puckett struggles to find the right course of action for his growing business. Rich demonstrates genuine concern for his employees, providing both hourly and salaried workers access to benefits and continuing education. Rich is forced to cut costs when an increase in minimum wage nearly double the hourly workers’ rate of pay, and. Rich has a history of investing in his employees, and this investment has paid off—his business is growing, and clients are happy.
Kathryn Smith is making history by becoming the first full-time female coach in the NFL. Her passion for coaching began as a little girl, helping her father keep stats for her brother’s high school football team. She attended St. John’s University in Queens, New York, to study Sports Management. In 2003, she began her career in sports as a game-day/ special-events intern with the New York Jets. She also managed the college men’s basketball team and she became a college scouting intern and then a player assistant in 2007.
Charismatic Transformation is used to accomplish radical change in a short time frame, with support from the organization’s culture (Brown, 2011). Going back to the Great Recession, The Home Depot observed that their competitor, Lowe’s was still marketing via television ads that encourage consumers to focus on expensive projects such as, roofing, flooring, fences, etc. These types of projects had become unaffordable to consumers during the Great Recession. The Home Depot took a different approach towards marketing to the consumers.
Home Depot is not alone in failing to change in an everchanging technological marketplace. Many companies fall into a paradigm of complacency never changing and eventually failing. Taking inventory with a pencil and inventory sheet, manually ordering product and sending delivery trucks half empty to stores was highly inefficient. Unlike other companies Home Depot recognized problems and decided to break the paradigm and become more efficient. For some the change was painful.
Dr. J.R. Bester founder of Science Applications International Corporation (SAIC) is headquartered in McLean, Virginia and employ 40,000 people in 2013. This Aerospace and Defense industry offer products and services in the system integration, technical services and solution and scientific engineering. SAIC strengths are their loyalty they have from their clients by proving their customers with innovative merchandise that put the company ahead of others in their industry, with management marketing teams improving services through services and merchandises increasing company growth. The distributors that the support the company provides the company supplies are better than their competition (A, 2012).
Why is change so important to an organization? According to Burke (2011), compared to the past, the external environment is changing much more rapidly than organizations are. This would infer that if modern organizations are to keep up with their competitors, they need to properly embrace change. The purpose of this paper was to examine the Weisbord’s Six-Box Model, the input/throughput/output model, organization change, resistance to change, system boundaries, and how power/leadership is exercised within the system and organization.
1. Compare between the following models of change: Grundy , Tushman et al, and Dunphy and Stace. 1- Grundy: Grundy’s 3 varieties of change (based on observation): Bumpy incremental: is portrayed by times of relative tranquility punctuated by quickening in the pace of progress and change.
Leaders have vision, encourage innovation, and positively influence those which they effect. As with any communication, the message can be lost if it lacks the proper conduit. Creating change within a company will take time, patience, reinforcement, and more reinforcement. Leading Change, by John P. Kotter, presents eight key factors to successfully implement and nurture change within organizations. Among these eight factors are also eight indicators for potential failure.
The acceptance of change and the willingness to embrace it is largely dependent on the experiences that employees have had in the past. No one generation is more or less likely to resist change and it is fair to anticipate resisters to change from all four generations. In a Traditionalist’s world, change only happened when there was a good reason for it. The old adage ‘if it ain’t broke, don’t fix it’ was often applied.
1.3 HISTORY, GROWTH OF RETAIL INDUSTRY & GLOBAL RETAIL SCENARIO: Global Retail Scenario It is no secret that Retail has a huge role to play in the global economy. That’s why it is not surprising that in developed countries retailing is one of the most important industries. In developed economies, modern retail or organized retail has a 75-80% share in total retail as compared with developing economies.
MBA7000 Case Study: ‘Transformation at the Universal Manufacturers Group [UMG]’ Tony Robbins stated, “By changing nothing, nothing changes.” Universal Manufacturers Group (UMG), one of the leading UK based global consumer product group, came up with an idea of merging all 3 businesses, food, home and personal care (in the last 6 months), more recently added with the global operations managed under single roof in Reading, Berkshire. As per Helen Smithers, Director of Human Resources, Off course, this transformation across the UMG have been result of strategic ideas of top management professionals which was supposed to bring all sort of positives and negative impact on associated employees and other related units such as HR, Admin. This “One
SWOT Analysis Before we implemented our opioid addiction and rehabilitation service, it was important for us to examine what obstacles we might face and need to overcome as well as what we might be able use in our favor to help with our service. We performed a SWOT analysis to help identify the external opportunities and threats that were present as well as our internal strengths and weaknesses so that we might more efficiently jumpstart our service. External SWOT Analysis
Introduction Although most are scared of change and fear the unknown of what the change can be, the truth is that change is good. It is important to constantly be evolving with the times as we embark on the start of the Twenty First century. Organizational change may seem risky and overwhelming but through change, comes new ideas, efficiency, and the strive for perfection. As the world becomes more globalized and we see the importance of time, and money, organizational change provokes financial conservation. This allows companies, big and small, private and public, to analyze their income and expenses on their financial statements.
My Career goal: I would like to work as an accountant for a trade corporation in Singapore, then work as a certificated public accountant. My Current Status: • Currently enrolled and seeking my university’s degree; • Have experience working as a petty cash accountant for three companies; • I have basic knowledge of business law; • Running the office with one other person and would like to have more of a challenge; • Currently, I am limited on what I can do. Thinking outside the box or new ideas must be approved by management and are seldom addressed; • My current training is just what is given by my supervisor at Monday morning meetings with the sales team; • I find it necessary to pass a prospective client on to a sales person that speaks Spanish; My strengths • Very eager to lean; • Reliable, always on time and available; • Self-starter, with or without supervision; • Excellent time management; • Work is complete by deadline with accuracy; • Ability to balance work and school; • Great organizational skills; • Ability to multi-task; •