Ajax Minerals And Perriers Change Manag
Abstract
Change is a modus operandi which requires comprehensive, strategic preparation. It is an adverse event which leads to a state of uncertainty and apprehension. Organizational presence has an accompanying nascence that creates resistance to any change that has the capacity to impact the working conditions. The reasons of the failure in Change Management process are variable. The gap between the planned strategy and misapplication this strategy, the lack of the necessary tools to bridge that gap and the use of unpractical or complex change management models are some of the reasons of the unsuccessful change process. However, the most-ascendant failure comes from the resistance of the employees, and the employee is a powerful force in every workplace. Change is mostly an eldritch entity for employees. If an employee does not know how this change will affect his position in the company, he will feel uncomfortable and insecure that precisely applies to entire employees. As global change forces organizations to change, many of them are subject to experience those resistance and failures. Ajax Minerals and Perrier are two companies that have experienced severe failures (Palmer et. al. 2009, pg180). This assignment aims to underline how complexity emerges during a planned change initiative and how paradox affects the transformative process of Ajax Mineral and Perrier.
The study compares and discusses how management diagnosed and approached change at the two companies and investigates which company dealt with resistance to change in a more effective manner. The assignment also aims to propose strategies for adjustments in order to improve the effectiveness of the change strategy.
Please refer to the attached appendix in order to review detailed information about the incidents that Ajax Minerals and Perrier were faced.
Change is a modus operandi which requires comprehensive, strategic preparation. It is an adverse event which leads to a state of uncertainty and apprehension. Organizational presence has an accompanying nascence that creates resistance to any change that has the capacity to impact the working conditions. The reasons of the failure in Change Management process are variable. The gap between the planned strategy and misapplication this strategy, the lack of the necessary tools to bridge that gap and the use of unpractical or complex change management models are some of the reasons of the unsuccessful change process. However, the most-ascendant failure comes from the resistance of the employees, and the employee is a powerful force in every workplace. Change is mostly an eldritch entity for employees. If an employee does not know how this change will affect his position in the company, he will feel uncomfortable and insecure that precisely applies to entire employees. As global change forces organizations to change, many of them are subject to experience those resistance and failures. Ajax Minerals and Perrier are two companies that have experienced severe failures (Palmer et. al. 2009, pg180). This assignment aims to underline how complexity emerges during a planned change initiative and how paradox affects the transformative process of Ajax Mineral and Perrier.
The study compares and discusses how management diagnosed and approached change at the two companies and investigates which company dealt with resistance to change in a more effective manner. The assignment also aims to propose strategies for adjustments in order to improve the effectiveness of the change strategy.
Please refer to the attached appendix in order to review detailed information about the incidents that Ajax Minerals and Perrier were faced.
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