Management in Lean Manufacturing Implementation †MyAssignmenthelp

Question: Discuss about the Management in Lean Manufacturing Implementation. Answer: Introduction In times of change, learners inherit the earth, while the learned find themselves beautifully equipped to deal with a world that no longer exists. The above quoted lines of Eric Hoffer clearly indicate the importance of the concept in the management of the various sections of the business. The process of change forms an important aspect of any company or business organization. The concept of organizational chance forms an important part of the overall process of strategic management and therefore the diverse companies as well as the business organizations use this process to bring about the overall process of their growth and development (Adeniji, Osibanjo and Abiodun 2013). Strategies can be defined as the tactics or the policies which are formulated as well as implemented by the various companies and the business organizations for the achievement of a particular objective or goal (Kempster, Higgs and Wuerz 2014). These goals can be short term ones or the long term ones depending in the needs as well as the requirements of the business of the companies or the business organizations concerned. Therefore, in the opinion of Max M cKeown articulated in his book The Strategy Book With a clever strategy, each action is self-reinforcing. Each action creates more options that are mutually beneficial. Each victory is not just for today but for tomorrow. The concept strategic management, on the other hand, can be defined as the process by means of which the various companies as well as the business organizations formulate and implement the necessary strategies which are essential for the achievement of the goals or the objectives set by them. An effective strategy can lead to the overall development as well as the growth of the business organization or the company concerned (Kempster, Higgs and Wuerz 2014). However, a misplaced strategy, on the other hand, can lead to a decline in the performance of the company or the business organization concerned (Kempster, Higgs and Wuerz 2014). Therefore, in the opinion of Clayton Christensen articulated in his book The Innovators Dilemma (1997) There is something about the wa y that decisions get made in successful organizations that sows the seeds of eventual failure. Many large companies adopt a strategy of waiting until new markets are large enough to be interesting. But this is not often a successful strategy. It is to be noted that the concept of organizational change is one such policy which the various companies as well as the business organizations often take the help of in order to bring about an overall growth and development of their business (Lozano, Nummert and Ceulemans 2016). This report intends to give an overview of the concept of organizational change and its related aspects. Organizational Change Organizational change is defined as the process by means of which the various companies as well as the business organizations change their existing strategies, processes, culture, technology and other aspects in order to bring about an effective growth of their business (Adeniji, Osibanjo and Abiodun 2013). It is to be noted that the diverse companies and business organizations use the concept of organizational change in order to counteract the pressures from the internal and the external environment in which they operate (Lozano, Nummert and Ceulemans 2016). The internal as well as the external environment in which a company or a business organization operates has an important role in the business of the company or the business organization concerned and an effective management of both the environments is essential for the overall growth and the development of the company or the business organization concerned (Hottenrott, Rexhuser and Veugelers 2016). Therefore, the concept of orga nizational change forms the central fulcrum of the process of strategic management of many companies and business organizations. In the opinion of many people the process of organizational change is all about reviewing and modifying structures specifically management structures and business processes (Hottenrott, Rexhuser and Veugelers 2016). Therefore, the various small business organizations or companies use this particular concept to develop strategies to compete with their larger competitors and the large business organizations, on the other hand, use the concept of organizations in a bid to compete their smaller competitors who often take the help of innovative strategies as well as tactics to stay in the business. Thus, in order to outrival their competitors the various companies as well as business organizations take the help of the concept of organizational change to develop new strategies as well policies which are cost friendly and also easy to implement. It is to be noted that there are various kinds of organizational change which the diverse companies as well as business organizations often take the help of in order to bring about an overall growth and development of their entire business process. However, the most popular kinds of organizational change which the various companies as well as business organizations resort to are listed below- Strategic change Transformational change Organization-wide change Personnel change Remedial change Structural change Development change Others Strategic change It is to be noted that strategic change is one of the most common kinds of changes which is noticed among the various companies as well as the business organizations (Newman 2012). It is often seen that the various companies and the business organizations need to realign their goals and objectives in the course of time in order to gain more profits. This particular change is generally done in order to adjust the needs and the requirements of the company and the business organization concerned as per the demands of the internal as well as the external environment of the business organization or the company concerned (Newman 2012). Therefore, this particular kind of change often requires a change in the marketing policies of the company and the business organization, the products or the services offered by them and others. It is to be noted that this change often involves a realignment of the target customer base of the company or the business organization concerned. This kind of chang e might even involve a change in the level of global activity by the company or the business organization concerned as well as the merger and joint business collaborations undertaken by the company or the business organization (Newman 2012). Therefore, it will not be too far-fetched to say that this kind of change involves a realignment of the entire strategy of the company and the business organization concerned. The various companies and the business organizations in order to achieve the process of overall growth as well as development constantly modify their strategies. The various companies or the business organizations which take the help of the help of the transformational change generally bring about a change in their cultural and social atmosphere (Pollack 2012). It is to be noted that these changes are in accordance with the internal as well as the external environment requirements of the company or the business organization. These changes generally aim to effect a change in the social as well as cultural environment of the company or the business organization concerned and thereby increase the productivity and also the performance of the employees (Pollack 2012). It is to be noted that this particular kind of organizational change is usually implemented in companies or business organizations where employees from diverse cultural as well as social backgrounds work and form an essentia l part of the work environment. According to a research conducted by the MIT, maturing digital businesses are focused on integrating digital technologies, such as social, mobile, analytics and cloud, in the service of transforming how their businesses work (Pollack 2012). Therefore, it would not be too far-fetched to say that the social as well as cultural factors form an important part of this particular change. Organization-wide change It is to be noted that these kinds of organizational change are likely to affect the company or the business organization in the long term. This kind of organizational change is concerned with the overall change of the structure of the organization or the company concerned or their business activities (Godemann et al. 2014). This might even include a change in the goals and the objectives of the company or the business organization concerned or the area in which they used to conduct their business. Therefore, this particular kind of change is likely to have a long term effect on the company or the business organization concerned. However, it is generally seen that this particular kind of organization sometimes affects the performance of the employees and therefore a thorough consideration of all factors is necessary before the implementation of this particular kind of organizational change (Godemann et al. 2014). It is to be noted that this particular kind of organizational change af fects the culture of the organization and therefore is directly related to the performance as well as the productivity of the employees. The various companies and the business organizations undergo this kind of change when they are planning to expand or shrink (Georgalis et al 2015). Therefore, this kind of change is commonly seen to be applied by the company or the business organizations when they are trying to hire a lot of new employees or are firing a lot of existing employees. It is to be noted that with both these processes the culture of the company or the business organization is likely to get affected and can have a significant impact on the morale of the employees as well as their productivity and performance (Georgalis et al 2015). It is commonly seen that when the companies or the business organizations hire a lot of new employees there is a shift of culture in the organization or the company concerned and the new employees need to get adjusted with the older ones and vice versa and also to their job roles. Therefore, this is one of the most important kinds of organizational changes and if not properly tak en care can hamper the performance as well as the morale of the employees. Remedial change is another common change which the various companies as well as business organizations often take the help of in order to improve their performance and also productivity. This particular kind of change is implemented when there is an issue with the performance of the company or the business organization concerned (Lozano, Ceulemans and Seatter 2015). Therefore, before the implementation of this kind of change the company or the business organization concerned needs to find out the root cause of that particular issue and then implement the remedial changes which is likely to not only remove the root cause but also improve the performance of the company or the business organization concerned (Lozano, Ceulemans and Seatter 2015). Therefore, it will not be too far-fetched to say that performance is the major focus of this particular kind of change. It is to be structural change is another kind of change which the majority of the companies or the business organizations often take the help of in order to bring about an overall growth as well as development. Structural changes are carried out by the various companies or the business organizations when they need to redesign their entire business structure or alignment (Pollack and Pollack 2015). Therefore, this particular kind of change requires not just the redesigning of the internal structure of the company or the business organization concerned but also involves a change in the entire management of the company or the business organization starting from the vision or the mission statement to the various individuals who hold position of power within the company or the business organization concerned. Importance of Organizational Change in Australia As already mentioned, organizational change forms an important part of the business plan of any company or business organization. It is to be noted that the primary reason why the various companies or the business organizations use the process of the organizational change is to adapt themselves to the internal as well as the external environment in which they operate (Pollack, Costello and Sankaran 2013). The other benefits associated with the process of organizational change are listed below- One of the primary benefits which the process of organizational change renders to the various companies or the business organizations is the incorporation of the latest technologies as well as the innovations into the framework of their organization or the company (Pollack, Costello and Sankaran 2013). It is generally seen that the various companies or the business organizations take the help of the process of organizational change to enhance the process of communication which they use for the process of conveyance of the information which are essential for the purposes of the conduct of business. It is also seen that the various companies or the business organizations by means of this kind of organizational change incorporate the latest technologies as well as innovations to achieve the process of overall growth and development. A typical example of this is the switch over of the company Dominos Pizza Inc from the traditional process of delivery of their products to the drone system of delivery. Customer needs as well as requirements are another important factors which dictate the process of the organizational change which the various companies as well as the business organizations often undergo (Boohene and Williams 2012). Therefore, it is often seen that the process of organizational change helps the various companies as well as the business organizations to incorporate the needs and the requirements of the customers into their business plan A typical example of this is the change in the operational plan of the company McDonalds in the nation of Australia. It is to be noted that initially the company McDonalds used to sell sandwiches and other eatables to the customers of Australia. However, to incorporate the changing needs as well as the requirements of the customers the company now provides various new products and also has undergone collaborations with the other companies like Coca Cola and others in a bid to serve the needs as well as the requirements of the customers in the best possible manner. It is to be noted that economy is another significant driver for the process of the organizational change which the various companies as well as the business organizations often undertake (Bamberger et al 2012). Therefore, with the help of the process of the organizational change the various companies as well as the business organizations realign their goals and objectives keeping in perspective the ever changing economic condition of the present day world. A typical example of this kind of organizational change is the policy adopted by the company IKEA who in order to overcome the economic factors associated with the business deliver the furniture to the customers without assembling them. Another advantage which the process of organizational change renders to the various companies as well as the business organizations is that it provides them with various growth opportunities (Contrafatto and Burns 2013). It is commonly noticed that the various companies and the business organizations often try to achieve the process of their overall growth and development by means of the process of organizational change as the process of change provides them with various kinds of growth opportunities. Another benefit which the process of the organizational change entails with itself is that it enables the various companies as well as the business organizations concerned with the advantage of changing the status quo of their organizations (Contrafatto and Burns 2013). It is often seen that the various employees of a particular company or a business organization often get used to their particular habits or routines. Therefore, changing their job roles or shift often helps the companies as well as the business organizations concerned to break the status quo and bring about the process of the overall growth and development of the company or the business organization concerned. These are in short some of the key benefits of the process of organizational change which the various companies and the business organizations often resort to adapt themselves to the internal and the external environment in which they operate. Success rate of change in Australia and the factors which impact them Although organizational change forms an important part of the entire strategic management of any company as well as business organization the success rate of the process is not very high. According to a survey conducted by McKinsey it was found that only 33% of all the organizational changes implemented by the various companies as well as the business organizations showed signs of success. According to the results of another survey conducted by IBM only 41% of the participating members thought that the process of organizational change added any considerable value to the entire organization and the rest though that the process was not that essential. It is interesting to note that according to yet another survey conducted by Balogun and Bailey (2004) it was found that around 19-46% of the participating members of the survey considered that the process was not an essential part of the entire process of strategic management and though that the process did not add much value to the entir e organization. Therefore, it would not be too far-fetched to say that the process of organizational change although considered essential by the various professionals is not considered an essential part of the entire process of strategic management by the various employees belonging to diverse companies or business organizations(Millar, Hind and Magala 2012). It is generally that there are several factors which influence the success rate of the process of organizational change which the diverse companies as well as the business organizations often take the help of in order to adapt themselves to the internal and the external environment in which they operate (Millar, Hind and Magala 2012). These factors are broadly grouped under the hard and the soft factors. It is to be noted that the process of changing the mindset as well as the attitudes of the employees and the individuals belonging to the company or the business organizations forms one of the core precepts of the entire process of organizational change. However, it is often seen that the various employees as well as the individuals belonging to the company or the business organization do not take this change in a positive manner (Nordin et al 2012). Therefore the success rate of the process is very low. Another factor which affects the success rate of the process of organizational c hange is the factor of the shortage of resources. It is to be noted that any significant change in the organizational structure or its related processes is bound to entail with itself a demand for the additional use of resources. However, it is often seen that the various companies or the business organizations are not able to cope up with the demand for the additional requirement of resources and therefore the entire process of organizational change becomes a failure in that particular context. It is to be noted that the process of organizational change if not properly timed can hamper the prospects of the company or the business organization concerned instead of leading to their overall growth and development (Nordin et al 2012). Ineffective leadership is another is reason for the lack of success of the process of organizational change (Nordin et al 2012). It is to be noted that the process of organizational change requires an effective leader to manage the chaos which is caused d uring the process of the change and also the calm down the nerves of the individuals involved in the process. However, it is generally seen that the various companies and the business organizations does not pay much heed to the process of effective leadership and thus the entire process of organizational change backfires. Another significant factor which affects the process of organizational change is the discrepancy between the expectation which the change is likely to cause and the actual change the process of organizational change actually brings in (Grant 2014). This is often called by the name of change gap and it is interesting to note that during the time period 2006-2008this particular gap almost tripled from 8% to 22% (McKay, Kuntz and Nswall 2013). These in short are some of the factors which affect the success rate of the entire process of organizational change. Leadership and Organizational Change Leadership is the process or the ability of leading a particular individual or a group of employees within a particular company or business organization towards the achievement of a particular goal or objective (Kaiser, McGinnis and Overfield 2012). In the opinion of Cogner (1992), Leaders are individuals who establish direction for a working group of individuals and who gain commitment from this group of members to established direction and who then motivate members to achieve the directions outcomes. Therefore, the process of leadership is often considered to be one of the most important aspects of the entire process of strategic management. The process of effective leadership becomes specifically significant during the process of organizational change. As already mentioned the success rate of the process of organizational change is very low and it is here that the concept of effective leadership becomes especially important. It is to be noted that during the process of the organiz ational change a lot of confusion as well as chaos ensues which requires the presence of an effective leader for its mitigation. Therefore, the primary role of a good leader at this particular point of time is the control of the situation and also to provide his or her support to the various employees belonging to the company or the business organization for the process of calming down their nerves (Bucolo, Wrigley and Matthews 2012). It is to be noted that the various companies and the business organizations also depend on the feedback and the suggestion of the leaders for the formulations and the implementation of the strategies which are required to bring about the change in the structure of the company or the business organization concerned. The role of the leader also becomes significant in the process of the execution of the strategies developed for the overall growth as well as the development of the company or the business organization. These in short are some of the key rol es or the benefits which the process of effective leadership renders at the time of organizational change. The best kind of leadership style which is the most suitable for the process of organizational change is the Organizational Leadership. Organizational leadership is defined as the kind of leadership which is a dual focused management approach that works towards what is best for individuals and what is best for a group as a whole simultaneously (Dubey, Gunasekaran and Ali 2015). In other words it can also be defined as the attitude or ethic which enables an individual or employee to lead the other members of the company or the business organization concerned not only from the top but also from the lower ranks of the organization or the company as well (Muchiri, Cooksey and Walumbwa 2012). Therefore, it will not be too far-fetched to say that the process of organizational leadership becomes the most effective kind of leadership during the time of organizational change. It is to be noted that the best part about this particular kind of leadership is that the leader in this particular ki nd of leadership works towards the achievement of the thing which is not only the best for the company as well as the business organization concerned but also for the individual employees of the company or the business organization concerned (Jones et al. 2012). Another kind of leadership which becomes especially important during the time of organizational change is the visionary kind of leadership (Taylor Cornelius and Colvin 2014). It is to be noted that in this particular kind of leadership the leader is motivated by his vision or the desire for the overall growth as well as the development of the company or the business organization concerned. It is to be noted that one of the significant aspects of the entire process of leadership is the way he or she deals with the employees belonging to the different levels of the company or the business organization concerned. This aspect of the process of leadership becomes especially significant during the phase of the organizational change. It is to be noted that the process of organizational change entails with it a significant amount of confusion as well as chaos. It is obvious that each member of the company or the business organization will take the process of organizational change in the same manner. Therefore, the leader will have to adjust his or her style when he or she is dealing with a manager or other members of the company or the business organization belonging to the higher authority and vice versa. It is interesting to note that at the same time the same leader will have to adopt a different style when he or she is dealing with an employee or individual belonging to th e lower ranks of the company or the business organization concerned. Therefore, it will not be too far-fetched to say that the role of the leader becomes very significant during the time of the organizational change. Recommendations As already mentioned the success rate of the various organizational changes which the various companies as well as the business organizations often resort to is very low. Therefore, the various companies as well as the business organizations need to develop effective strategies and policies in order to improve the success rate of the process of organizational change. Firstly, the various companies as well as the business organizations should take into consideration the cultural and the social background of the employees and the individuals whom the change is going to affect. The various companies as well as the business organizations develop strategies and policies without taking into consideration the people whom it is about to affect. Another factor which the various companies as well as the business organizations need to take into consideration is the timing of the change. It is to be noted that timing is very important for the success of a particular strategy or policy. Therefore , it would not be too far-fetched to say that an ill-timed strategy is likely to hamper the prospects of a company or business organization in a significant manner rather than leading to their overall growth as well as development. Effective leadership is another factor which the various companies as well as the business organizations need to take into consideration for the process of organizational change. These in short are some of the recommendations which the various companies as well as the business organizations in the nation of Australia can follow to bring about an effective organizational change. Conclusion Therefore, from the above discussion it becomes clear that the process of organizational change forms an important aspect of the entire part of the entire process of strategic management. It is often noted that the various companies and business organizations take the help of the process of organizational change to bring about their overall growth as well as development. However, it should be noted that there are various factors which the diverse companies as well as business organizations need to take into consideration before the implementation of the process of organizational change. It is to be noted that there are several kinds of organizational change and the success or the failure of a particular one depends on the context in which they are applied. The role of leadership in the process of organizational is also a significant one. References Adeniji, A.A., Osibanjo, A.O. and Abiodun, A.J., 2013. Organisational Change and Human Resource Management Interventions: an Investigation of the Nigerian Banking Industry.Serbian Journal of Management,8(2), pp.2-16. 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