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Assignment 3: Ajax Minerals and Perrier

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Ajax Minerals and Perrier   This report has majorly been concentrating on 2 separate organizations termed, Ajax Minerals along with Perrier. This report describes that how as well as in which circumstances those organizations need to bring some alterations in its working situations and also in doing those changes and what resistance they were to face from both the workers along with side of the Management. The report would concentrate on such resistances, which being the type of hurdle as well as afterwards how organizations took decisions along with how did they try of solving its matters out. Two sources of resistance to change in the Ajax Minerals exercise and solutions

Ajax mining organization had been doing their best with complete capacity while it has faced some issues. Management had been seeing that in between 3- 4 years, Pacific Rim organizations could mine along with ship similar Minerals to United States and such things could introduce greater competition for the Ajax. Management has been willing to do something on sudden basis however it has faced some challenges.

1. Since there had been the communication gap among management as well as workers, therefore workers actually did not care of the present position of organization along with challenges, which the management had been facing. Just leadership Management saw threat along with just that they had been aware about that. Supervisors along with rest of the workers of organizations who had been working on hourly basis may not see such threat about competition as well as they had been of belief that organizations had been running in the excellent position along with there had been no difficulty being faced through Management. They might just see that organizations work had been going round the clock as well as this had been making excellent money within the market.

2. 2nd issues, which the organization had been facing at the problematic stage, had been poorer association among Management and also labor. There had been the history in the Ajax of bad run changes. Negativity arouses within the working team along with there had not been support from any side to anybody. Scenario got worse afterwards, that even while Management has decided of doing anything of that, workers utilized getting suspicious of Management’s decisions along with they might begin suspecting that organizations had been going to affect them worst either in regard to salary or in regard to another facilities.

Because of those problems, Management knew that, whatever decision they have been taking, at finish of workers could not prefer of working with organization along with they could resign. Management might overcome such difficulty just when supervisors along with workers might understand this scenario.

Therefore Ajax Management began building the interaction within managers along with supervisors through having the interactive sessions including both. In past, Management has taken decisions without including anybody from workers’ side (Jeffrey, 2012). Therefore for preventing those earlier mistakes along with for building the confidence within those workers, they have done those interactive sessions as well as in between those sessions they have discussed stories of rest of various organizations, which faced similar scenario and also because of that had affected badly.

They have followed the Open book approach in that they have provided the access towards data of the financial performance to the employees of Ajax. It became the routine practice in which managers, supervisors along with workers might meet weekly as well as share its performances. Those practices built the newer type of cooperation with workers of organization. Two sources of resistance to change in the Perrier case study and solutions

Perrier organization has taken many decisions along with Nestle bought Perrier. Newer Management of the Nestle took some decisions along with made certain changes in pattern of work for maintaining development of organization (Austin, 2012). There have been some points that have played role about resistance in changes brought through the Perrier organization:

1. Newer management of the Nestle has observed the present situation of the organization along with has tried to stabilize organization. Since management had been totally separate for workers, there had been lesser communication among Management as well as employees. Management has introduced many changes however they did not inform their employees of the changes within production along with rest of the changes. And their employees felt that such changes had not been compulsory for growth of organization and also they had not been ready to deliver similar performance in past. All of their employees felt that those unnecessary changes in production along with rest of the fields might enhance its workload. Employees perceived negative impacts of those changes on several factors like its status, rewards, salaries, options and many more. The employees had been related to changes for themselves as well as how it had affecting them, apart from with effects for success of the business.

2. 2nd major resistance in change had been the close mindedness of organizations members, which lacked the development along with cooperation. Regular decision making from management has side affected workers badly, which they began preventing risks to organization, along with apart they got conscious of its individual advantages along with risks that had been expected to them. Such thing has affected decision making criteria along with it has built the negative thinking within employees against management. There had been the requirement for Management for communicating with workers along with rest of the members clearly of changes that have been being produced within the organization.

Solutions of above termed resistances had been brought through organization. Major solution had been lying in development of the transitional space within the workers along with Management. Since Perrier organization had now been owned through Nestle and also there had been the gap among 2 Managements in regard to working situation, culture and nations, therefore those things need to be communicated within all members therefore that there could be the main concentrated on development of the successful business.

Such thing has helped Management to know importance of cultural differences, which have not been irrelevant along with may not be ignored. Therefore Management has realized that diversity has thus been the essential along with the important element in development along with success of its organization even in between the borders. 

Comparison of both companies’ diagnosis

Performance of both organizations may be diagnosed as such:

As Management had been totally altered in scenario of Perrier organization and there had been the difficulty in forming the interaction with workers for Management, therefore Management 1st took decision of wiping out the communication gap. They have tried of building up the strong association with workers therefore that they had been capable of building the confidence within them along with getting their one hundred percent efficiency.

On the contrary, Ajax Minerals went beyond its limits. They knew that relationship with Management along with workers had not been at best therefore they in addition tried to build communication among their Management along with workers through doing weekly meetings with the workers as well as supervisors. However they have discussed few more information with its workers, which generally no organization does. They have showed their financial performance data to the workers for making them easily understand its present position within market.

Both of organizations Managements took quite effective decisions as per its scenarios along with they tried of solving their present issues for coming out of difficulty. However, according to my opinion, Management of Ajax has done better in regard to decision making. Reason behind that has been that Management of Ajax has built the long term association with supervisors along with workers.

They took entire team along in each & every decision making process and also keep entire team aware about the changes, which they had been going to make. They began doing weekly meetings with workers, which had been quite compulsory in building the strong communication with the employees and through that, workers got to enhance its confidence within the Management.

They took their opportunity along with worked as per therefore there had been no concept about negativity of management. 2nd best thing, which Ajax Management had done, is discussing the financial performance among workers. As it has been bit risky however to gain complete confidence of the workers in tougher scenario, those types of actions have been compulsory.

Side by side with those efforts, Ajax Management has also dome one more effort in discussing performance along with strategies of rest of the organizations in such a tougher scenario therefore that workers got to know of expectations of Management along with that those had not been hard to fulfill in finish. Proposed adjustments as Consultant of Ajax Minerals

Being the consultant of the Ajax Management, I should propose those adjustments towards the change strategy:

1. The main thing, which creates issues have been the lack of awareness about issues of the organizations within workers. And it has been why workers do not prefer of giving the additional work in any type of scenario. I might prefer of keeping workers totally aware about all scenarios, which have been faced through organization, not just with issues however with certain positive aspects about organization also. Side by side, they must be provided with the information of each & every worker along with their performances through doing weekly meetings. They must discuss targets that they have been willing to attain along with for the highest targets, they must be provided the high rewards in regard to bonuses therefore that they would not have any issue with Management.

2. 2nd adjustment, which I want to recommend, has been that there must be friendly culture among workers, supervisors as well as Management. Reason for that has been that, when there has been the friendly culture among them, there could be no negative thinking of anybody and also of the Management along with their decisions. Management might feel free while taking decisions as well as workers could feel free of rising any complain when they have any problem in regard to decisions of Management, apart from that handing the resignation letter.

Proposed adjustments as Consultant of Perrier

Being consultant with the Perrier, I might propose those adjustments for enhancing the change strategy of organization:

1. Since Perrier has been the organization having totally separate culture, having separate working criteria along with workers in comparison to the Nestle, I could have suggested that even after merging with the Nestle, Perrier must keep decision making power with itself. As Perrier’s individual Management knows that their workers along with its mentality matches with one another along with being its individual boss, Management could not take any decision, which could harm the advantages along with facilities, which have provided to their employees at cost of organization. On the contrary, employee could in addition not have any type of objection on decisions taken through Management, as they know that those have been decisions taken through its individual Management along with they could not give its workers any harm. Because of that, workers could not lose its interest in work as well as Management and also they could be working with much more interest as well as potential for bringing the organization out of the bad scenario. Both, Management along with workers might build positive attitudes of every another along with no negativity could affect productivity as well as development of organization (Tomlinson, 2004).

2. 2nd main step, which I might take being the consultant of organization, I could prefer taking each & every single decision of the organization after discussion as well as collective opinion from all workers along with Management members. As this has not been feasible to discuss each & every decision among all workers, therefore for the employees’ union in charge must be termed as well as Management must discuss matter among him and also his opinion must in addition be provided preference. Such thing would help the organization taking effective decisions along with would build the confidence within their employees of their decisions of changes as well as employees would be interested of working with full confidence.

Conclusion

This report depicts how resistance may damage decision making process of any organization however how the effective Management may solve all those Management problems. The best Management has been the one that takes all workers along with Management members along as well as redirects all its efforts towards positive direction for developing the organization and side by side workers.

References

Austin, A. (2012). Management 6681. Problems at Perrier. SAGE learning.

Jeffrey, H. (2012). Change Management: The people side of change, paperback edition. Prosci

Learning Center Publications.

Tomlinson, R. (2004). Waters at Perrier. Retrieved from:

http://money.cnn.com/magazines/fortune/fortune_archive/2004/11/29/8192716/index.htm