Managing Dynamic Environments Final

Managing Dynamic Environments Final

Managing Dynamic Environments Final

Introduction

The for-profit organization which will be analyzed in this report is a famous casual dining restaurant and bar called Buffalo Wild Wings Restaurant and Sports Bar. This is an international organization which has various outlets in different parts of the world such as in the United States, Mexico, Canada, Panama, India, and the Philippines among other countries. The reason why Buffalo Wild Wings is the target organization for this report is that it recently received a new president, Lyle Tick, who set an objective to improve the brand image of the restaurant so that it can attract more customers (Romeo, 2018). Due to this, the organization is undertaking some changes in its marketing which is an important component of the internal operations of the business. The change of focus is implementing a social media marketing campaign to increase the number of new customers for the restaurant. This report will evaluate different factors, positive and negative issues, and challenges, which can affect the change process as well as analyze different concepts which can be used to improve change management and change process so as to result to the desired outcomes.

Identify the role of strategic renewal in propelling change.

Strategic renewal is important in creating change interventions which will impact the team members and the organization positively. This is an important process which helps change managers to evaluate the existing progress of the change process and focus on how to improve the change process so that the desired outcome may be achieved. One of the roles of strategic renewal in propelling change is by revisiting and improving the change strategies. Strategic renewal ensures that the organization is able to develop a strategic game plan which will be used to promote different growth objectives during change management. This enhances change since the organization is able to focus on having a competitive advantage against other competitors and satisfying the customers’ needs to the best of its abilities. In the case of Buffalo Wild Wing Restaurant, it focused on adopting new growth objective which aimed at attracting more millennial customers to ensure it increases the size of the target market for the restaurant.

Strategic renewal helps in concentrating all the efforts in brainstorming and identification of solutions to challenges which may impact the change action plan. The organization and its employees are able to focus on finding different approaches which can be used to improve the experience resulting from the change process. This pushes change since the organization is able to avoid certain pitfalls which the organizations would have experienced. This aspect has been achieved by Buffalo Wild Wings Restaurant whereby the organization executives and the employees have been engaged in brainstorming meetings with the aim of developing solutions to the challenges and limitations which they may encounter during change implementation.

Lastly, the strategic renewal process helps in modifying the business process to ensure that the new business process is compatible with the revised focus of the organization. In this case, the modified business direction is to increase social media marketing so as to increase the population of new customers for the organization. As such, the business process should ensure that is customer oriented and has adequately addressed how to improve social media marketing (Osing, 2015).

Focus on the behavioral aspect of organizational change.

The behavioral aspect of organizational change is affected by both the internal and external factors which affect the functionality of individual employees and employees groups. In the long run, the behavioral aspects affect the structural aspects of organizational change. This is due to the fact that the behaviors of the employees affect their functionality within the organization affects the overall productivity of the organization. In order to address the behavioral aspects adequately, this section will focus on people, organizational structure, and technology as important elements in organizational change (Aplin, 1978).

When it comes to people their personalities, traits, skills, interests, values, and beliefs have an impact on their ability to promote or limit organizational change. The capabilities of employees to impact organizational change is based on their attitudes towards the organization and the change process. If the employees have an enthusiastic attitude towards the change process then it is more likely to have positive outcomes. Conversely, if the employees have a negative attitude towards the change process then it will result in negative outcomes. When it comes to organizational structure, this aspect affects the development of relationships within the organization. As such it is important to ensure that the employee relationships promotes cohesiveness and harmony when promoting organizational change. The third aspect of technology affects employee behavior since they include approaches and knowledge which are used by employees to implement change.

Analyze the dynamics of motivating employees to alter their behaviors

Motivating employees have various positive outcomes on the effectiveness of the employees in adopting and implementing change. It is important to create and maintain a healthy working environment where all the employees are treated with respect and judged based on the quality of their work and work output. There are different ways through which motivating employee can alter their behavior. First, employees can be motivated using salaries, compensations, and benefits. This form of motivation has the risk of disengagement from the employees should they be dissatisfied with the amount being received. Second, employees can be motivated through non-monetary incentives such as recognizing achievement encouraging goal setting which is a positive approach towards self-actualization. This can alter the behaviors of the employees by ensuring that they are challenged to perform better thereby positively impacting organizational change.

Differentiate the three faces of change: turnaround, tools and techniques, and transformation.

The three faces of change represent different components or processes which affects the employees and the organization during the change process. Turnaround refers to a moment of recovery when the organization is able to address different problematic conditions and successfully recover from them. Turnaround is achieved when the manager has been successful in influencing his/her employees to support the change process up to the achievement of the desired objectives. To achieve this the change manager will focus on researching new strategies which are needed to improve how the employees and the customers respond to different change strategies.

Tools and techniques, on the other hand, refer to the methods, procedures, and process which are used to conduct different researches which will provide important statistics which are needed to monitor and improve the change process. In the case of Buffalo Wild Wings, one of the tools and technique which could be used is metrics and data collection (WalkMe Team, 2018). This would help in finding out how many people visit the restaurant on a daily basis and proposing how many customers the company should be able to attract within a certain period of time. Tools and techniques ensure that the change process is informed with facts. Lastly, transformation is a process which is characterized by the modification of different factors such as policies, guidelines, and strategies which will change the organization. In the case of Buffalo Wild Wings restaurant, the transformation would be characterized by a change in the business model with the aim of modifying it to better satisfy the customer's demand.

Understand the source of both employee resistance to and support for change.

There are different sources of employee resistance for change in any given organization. One of these sources is the manager and the employees having contradicting beliefs and principles. This type of conflict makes it difficult for employees to collaborate with the management. For example, when implementing the new Buffalo Wild Wings millennial marketing strategy, it will be necessary to train all the employees on how to effectively use different social media marketing platforms. However, this initiative may receive some resistance by most of the older employees who may not view social media as a necessity in marketing from the employees.

Another source of employee resistance to change is that some of the employees may be adamant to change and may never be able to make the decision to. Some employee doesn’t like to change the methods they use in performing their operation and may perceive organization change negatively. These employees always want to feel some sense of freedom and are not inclined to act as required by different managers. Another source of employee resistance is lack of best practices such as role models within the organization.

The primary source of employee support for change is the relationship between the employees and the manager. The relationship between the manager and the employees impacts the moods and attitudes of the members involved in the change process. As such the manager should ensure that he/she enhances employee motivation which encourages the employees to put in much effort which promotes change (Bell, 2017). There are different types of motivation which may include commissions on sales, better employee benefits, and training among others.

Another source of employee support for change is improved communication strategies within the organization. The change process becomes easier when there is a continuous flow of information from one employee to another. This exchange of information ensures that both the manager and the employee are able to access relevant information concerning organizational change. This method increases employee support since there are limited barriers to communication.

Appreciate the importance of trigger events in initiating change efforts

Trigger events refer to the driving force which can be used by the organization to show why change is important and required for the organization. They can also be identified as situations which act as catalysts to learning and change. One can create a trigger event by identifying a problematic area and creating an urgency for the need for the development of solutions which can benefit the employees and the organizations recover. Example of trigger events is disrupting the status quo and changing the organization leadership structure. Among the many benefits of trigger events is that they increase the ability of the organization to gather the necessary resources which are needed for the change process. These include resources such as funds which are needed to drive certain operations.

The second important of triggered events in initiating change efforts is that they act as motivators to the employees by stimulating their urge to learn more on how to implement changes within the organization. Trigger events improve the predictability of certain situations since the organization’s employees are already exposed to different situations which may enable them to anticipate certain acts even before they occur. Besides this, trigger events reflect the important operations undertaken in the unfreezing stage of Lewin’s change model. According to this model, the unfreezing stage fights against employee resistance and introduces a new approach of thinking which seek to implement a positive change which can adequately benefit the employees and the organization.

Examine the role that “going global” plays in triggering organizational change

The term going global means pursuing international markets and distributing products and services to different people worldwide. There are different benefits and setbacks to going global. One of the roles of going global in triggering organization change is that it increases the market share of the organization and thus calls for better production methods. The organization might be forced to increase the number of employees and advance the methods used in production so as to increase production.

Going global also increase the competition from other organizations which deal with a similar product. As such, the organization will be forced to improve its marketing methods to ensure that it competes favorably in the existing market conditions. By just going global, the organization will be required to develop new marketing strategies which will be used when introducing the product to new customers and maintaining the brand image of the organization. Additionally, going global calls for the organization to revisit its business model and strategies. This means that the organization will be forced to develop a better business model which make the products or services stand out in the global market.

Conclusion

Managing the dynamic environment during organizational change is critical in change management. Change managers should ensure that every factor which affects organizational change, either internal or external, are well evaluated in order to determine the direction of change. This is also important since it helps in the identification of certain areas which would be improved to bring more positive outcomes of the change process for the employees, organization, and consumers. The behavioral aspect of the organizational change relates to the organizational culture and structure which have a big impact on how employees interact with each other and behave within the working environment (Vetráková, & Mazúchová, 2016). For Buffalo Wild Wings Restaurant, in order to enhance the change process, the manager should improve the employee’s culture and organizational culture by encouraging collaboration in finding marketing solution which will help the hotel gain high profitability.

References

Chris Bell, (2017). Top 9 Factors That Impact Employee Motivation. Retrieved from https://www.m3ssolutions.com/article/top-9-factors-impact-employee-motivation/201

John C. Aplin, (1978). Structural Change vs. Behavioral Change. Retrieved from https://doi.org/10.1002/j.2164-4918.1978.tb04672.x

Milota Vetráková, & Ľudmila Mazúchová, (2016). Draft of Management Model of Work Motivation in Hotels, Procedia - Social and Behavioral Sciences, 230, (422).

Peter Romeo, (2018). A new president is hired for Buffalo Wild Wings. Retrieved from https://www.restaurantbusinessonline.com/leadership/new-president-hired-buffalo-wild-wings

Roy Osing, (2015). 5 Essentials of Strategic Renewal. Retrieved from https://talentculture.com/5-essentials-of-strategic-renewal/

WalkMe Team, (2018). 5 Change Management Tools and Techniques to Master Now. Retrieved from https://change.walkme.com/5-change-management-tools-and-techniques-to-master-now/