Implementing Change

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HW — Implementing Change is the assignment info

HW1 — The assignment that was already submitted which is needed to do HW

POTENTIAL PRESSURE IN NESTLE INC

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POTENTIAL PRESSURE IN NESTLE INC 7

Evaluating Nestle Inc for Change Implementation

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Evaluating Nestle Inc for Change Implementation

Change is an inevitable aspect of business operations. Every organization regardless of the industry or nature of operation is subject to change. Nonetheless, the need for an organization to pursue and implement change should be based on a thorough assessment of the elements or areas that deserve improvement or elimination (Johansson, 2014). It is in this light that this paper evaluates areas of pressure that will compel Nestle Inc to pursue and implement change.

Company background

Nestle Inc was started in 1867 by Henri Nestle when he created first infant foods. His response was to respond to the affordable as well as healthy diet to serve as a choice for mothers who were unable to feed the young born from breast milk naming the product Lactee Henri Nestle. The company falls within the food manufacturing industries. With a short span of time, the product was all over Europe, and he moved to advance to condensed milk in the year 1874. At the time competitors walk in with products like cheese and the instant formulae with factories like Switzerland and Cham within Europe (Biswas et al., 2014).

The companies merged later in 1905 and added chocolate to the brand. The time Nestle (Swiz-Milk Company) had branches in Britain, Spain, German, and United States. However, World War I made it impossible to purchase raw materials including distribution of raw materials. Over the years, the business has survived several challenges making it still the top food company in the world. It is dealing in broad food categories to include coffee, bottled water, dairy products, breakfast cereals, ice cream, confectionery, pet food, and snacks. It has merged at some points with global competitors, as a marketing strategy. The document looks at organizational and environmental management systems of the firm as well as the hiccups experienced in the two departments of the Nestle Inc.

Nestle organizational structure

The company staff chart characteristically demonstrates the interaction between individuals within the business. It may include from managers to workers who are the top-down structure of departmental structure operates horizontally. The decision channel can also follow from director to managing director to the chief executive officer that responds to various departments. The system works down and backward. Different structures include Hierarchical Matrix Flat which called Horizontal. The type of chart permits branches to benefit the higher proportionately the high independency level. However, subordinates take daily duties. The more elevated rank responsibilities are lowered to local stages. Nestle; however, uses three levels of management which are lower, middle, and upper. The top level has the board of director, chief executive officer and managing directors. The high level is the final command of authority and makes policies for the formulation; it gives more planning time. They make the company objectives. They also issue an instruction, schedules, procedures, and budget (Sethi, 2013).

Nestle organizational dilemmas

Nestle company has poor organizational structures in developing countries. Laborers who attempt to form some unions are threatened with sacking. In India, the workers were physically intimidated. It has sued labor organizations near it industries abroad. It has affected it responsibility structure. The result is the conflict between management and employees that affect the business. There was lack of employees training (Coombs, 2014). The company thinks that the worker should learn fellow employees when new to the firm. There was also staff selection biases that create serious weaknesses personal and business conflicts. There is also the problem of disagreement over issuing authority and balancing of responsibility among the top management. Communication flow also affects the organizational structure. If at any point information bypasses a specific office, conflicts arise. A junior employ cannot take data directly from or to the top bench without following the correct channel hence conflicts. The young employees also indulge in office politics which is a challenge. The racial and boss attitude was also a problem. Uncooperative employees are prone to disputes. Poor interaction and failures that can result due to lack of system structure (Coombs, 2014).

Solutions to organizational dilemmas

The Nestle Inc should proper train their new employees. With no training, the firm may have the challenges that are irreversible causing the organization even some court cases. The management should stop interfering with recruiting process as they might select a wrong person for a specific job (Johansson, 2014). Nestle must ensure that hire tasks like hiring employees are done by more prominent top management only. There should be a properly managed flow of information. Employees should be well trained to follow the chain of command for an issue. The Nestle saw it fit to employ only married and mature experienced workers alone. Policies should be put to control relationships and behaviors. Employ only corporative persons. The decision makers also present to employees the system of hire and fire, contractual jobs, and authority to the manager. Encourage interaction among employees. Use of centralized systems to solve decisions (Carollo, 2012).

Nestle environmental management dilemmas

Nestle has been a victim of environmental pollution scandals. It the year 1997, the United Kingdom discovered that the company has passed the state set laws for water minimum pollution level amounting to 2, 152 times in a total of 830 locations. Also in Asia Nestle made a lot of environmental malpractices. In fact, it is reported that the firm prevented The US due to strict environmental laws. Nestle Sources Shanghai Limited is also said to have started to function before its Environmental Impact Assessment report. The company is also accused of following ecological rules in its home-base yet infringing the same in China. It capitalized in the country to maximize profit. The accusation also goes that it extracted water unlawfully from Brazil for its Pierre brand (Siegert, 2014) Even though it lost the case, it operated almost ten years to continue polluting the environment. A new Greenpeace study revealed that Nestle use of palm oil of the peatlands and rainforest to make Coffee, Nestle Crunch, and PowerBar had endangered the orangutan monkey species to almost extinction as well as increasing climate change. The company water industry branches in desert states are struggling with water shortages, and the firm has refused to disclose it’s the amount of water it consumed (Siegert, 2014).

Nestle environmental dilemmas solutions

The Nestle needs to safeguard the natural environment where they work. They should also sustainable exploit raw materials like water for packing and forest products. They should also train employees in the safer working environment and excellent health policy statements and tools in place. The food industry can take personal initiations to ensure the business remains in the market. Train the plant employees towards managing their environment. Tell them the importance of to saving water. The firm can give employees incentives to take environmental management measures willingly. Since the society is also keen on how a company manages its environment, Corporate Social Responsibility is necessary. The firm should also implement dry cleanup as an opportunity to wastes collection. It will ensure that robust wastes are collected through other means as water sifts to drain to the outlet. The firm should hire an expert who can draw the dry wastes collection system (Biawas et al.2015). Additionally, evaluate all the plant process from offloading to end production department to ensure that better environmental techniques are in practice. The company will bring in more efficient machines that use green technology. On the government permits, the food company can invent safer environmental technologies that allow it to sell its excess pollution permits. The company can also change to better gain where the government put subsidies to continue

Conclusion

To conclude, no Nestle business will be willing not be willing to evade its global market due to environmental and organizational pressures. It will always work means available to solve the issues and develop more. The company with its better clean technology products as well as green processing means, it customers will still deem it sustainable. Since it is evident that Nestle has been in the limelight for assaulting employees abroad and initiating court to continue exploiting the environment, they should build a high CSR to make a positive relationship with customers.

References

Biswas, A. K., Tortajada, C., Biswas-Tortajada, A., Joshi, Y., Gupta, A., Porter, M. E., & Biswas-Tortajada, A. (2015). Sustainability in Coffee Production. London: Routledge, Taylor & Francis Group.

Carollo, B. (2012). Corporate Management in Action – Nestlé and Globalisation. Munich: GRIN Verlag.

Coombs, W. T. (2013). Applied crisis communication and crisis management: Cases and exercises.

Johansson, J. K. (2014). Contemporary brand management.

Kramer, M. (2014). Creating shared value: Impacts of Nestlé in Moga, India.

Sethi, S. P. (2013). Multinational corporations and the impact of public advocacy on corporate strategy: Nestle. Place of publication not identified: Springer.

Siegert, L. (2014). Sustainable development approaches in the food and beverage industry: A comparison between Nestlé SA and Kraft Foods Inc.

Details:

Being able to recognize potential pressures that require an organization to change its practices or processes is a vital for its success. Examine an organization in the field or industry in which you work, or are planning to work. In 1,000-1,250 words, evaluate the pressures the organization currently faces and discuss the potential effects these pressures could have on the organization. You will use your evaluation of this organization for your Implementing Change assignment.

Include the following:

1. Identify and describe the organization you are evaluating. Provide an overview of the industry within which the organization operates.

2. Identify the environmental and organizational pressures currently driving organizational change in your field or industry. Explain the origin or reason for these pressures, and explain how they directly affect the viability of your organization.

3. Predict what type of organizational changes (first-order/second-order) these pressures may cause within the organization.

4. Provide support for your analysis and prediction.

Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

You are required to submit this assignment to Turnitin. Please refer to the directions in the Student Success Center.

Dear ****, Thank you for submitting your paper on Nestle Inc. In terms of content, you did an outstanding job of describing the major parts in the paper with examples. I could tell that you spent some time researching the material. You provided a specific organization which is identified; the organizational description provides insight into the organizational attributes (vision, mission, goals, etc.) and Goals of Environmental and Organizational Pressures Driving Change Predict Type of Organizational Changes Caused by Pressures, and Support for Analysis and Predictions To strengthen your paper, I recommend you consider revising your paper based on the comments provided for you. In terms of organization, your paper had an effective introduction with a hook that draws your reader into the paper. Overall, your paper addressed the key components of the assignment. If you need any further assistance, please don’t hesitate to reach out to the instructor. Thank you!

In order for managers to respond effectively to environmental or organizational pressures that can be disruptive to an organization, they must implement clear intervention strategies. In a 1,000-1250 word paper, propose a change plan to respond to the most significant pressures affecting the organization represented in your Pressures for Change assignment from Topic 2. Include the following:

1. Review the organizational/environmental pressures you presented in your initial paper: Determine which pressure is most important to address at this time in order to maintain a competitive and viable company. Summarize the pressure and how the organization is currently being affected. Project the outcome for the organization if it fails to address the pressure.

2. Develop a change vision to respond to the organizational or environmental pressure: The vision must define the organizational change and resonate with the decision making and strategies proposed in the paper. Additionally, the vison must include a cognitive and affective component in order to help stakeholders understand how to achieve the goals, and to inspire and motivate them to engage in the change.

3. Develop a change model to implement your change vision. Identify the specific steps needed to implement a change and effectively respond to the pressure. Describe a strategy for implementing each step.

4. Evaluate the potential resistance from stakeholders. Discuss the reasons for the resistance, at what point the resistance will likely occur, and some strategies for overcoming the resistance.

Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

RUBRIC Below

Top of Form
mplementing Change 

 

1
Unsatisfactory
0.00%

2
Less than Satisfactory
65.00%

3
Satisfactory
75.00%

4
Good
85.00%

5
Excellent
100.00%

70.0 %Content

 

10.0 %Organizational and Environmental Pressures Affecting Organizational Viability

Organizational and environmental pressures are not addressed.

At least one organizational or environmental pressure is presented. The nature of the pressures and the effect the pressures have on the organization are unclear. A projected outcome for organizational viability if the pressures are not addressed is omitted.

Organizational and environmental pressures affecting the organization are summarized. The effect of these pressures on the organization is unclear. A vague prediction for organizational viability if the pressures are not addressed is presented.

Organizational and environmental pressures affecting the organization are discussed. The effect of these pressures on the organization is discussed. A prediction for organizational viability if the pressures are not addressed is presented.

Key organizational and environmental pressures affecting the organization are determined. The effect of these pressures on the organization is thoroughly discussed. A well-developed prediction for organizational viability if the pressures are not addressed is presented. The author demonstrates insight into how organizational and environmental pressures affect organizational outcomes.

70.0 %Content

 

20.0 %Change Vision Responding to Organizational and Environmental Pressures

A change vision is not developed.

The change vision is incomplete, or the change vision does not correlate with the organizational and environmental pressures presented. The change vision does not define organizational change, or does not support proposed decision-making strategies for change. Attributes that inspire and motivate stakeholders are not utilized in the vision.

The change vision generally correlates with the organizational and environmental pressures presented, but a more in-depth explanation is needed for clarity. The change vision vaguely defines organizational change. It is unclear if the vision supports the proposed decision-making strategies for change. Attributes that inspire and motivate stakeholders are generally utilized in the vision.

The change vision correlates with the organizational and environmental pressures presented. The change vision defines organizational change. The vision supports the proposed decision-making strategies for change. Attributes that inspire and motivate stakeholders are utilized in the vision. Some detail is needed for clarity.

The change vision strongly correlates with the organizational and environmental pressures presented. The change vision clearly defines and embraces organizational change. The vision clearly supports the proposed decision-making strategies for change. Attributes that inspire and motivate stakeholders are utilized in the vision. The attributes of the vision appeal to stakeholders on a cognitive and affective level to encourage stakeholders to engage in the change.

70.0 %Content

 

20.0 %Change Model and Implementation of Vision

A change model Is not presented.

A change model is referenced. The specific steps needed to implement the change vision are incomplete. No strategies are clearly described.

A change model is presented, and general steps needed to implement the change vision are summarized. One or two key strategies are presented for implementing the change vision. It is unclear if the model and proposed strategies would be effective in implementing the change vision.

A change model is developed. The steps needed to implement the change vision are outlined along with strategies for the implementation of each step. The change model and proposed strategies support the implementation of the change vision.

A well-developed change model is presented. The steps needed to implement the change vision are clearly described. Strong strategies for the implementation of each step are proposed. The change model and proposed strategies are effective and support the implementation of the change vision.

70.0 %Content

 

10.0 %Prediction of Stakeholder Resistance

Stakeholder resistance is not predicted.

A vague prediction for potential resistance from stakeholders is presented. Reasons for the resistance, and when resistance is likely to occur, are not explored. A clear strategy for overcoming resistance is developed.

A general prediction for potential resistance from stakeholders is presented. General reasons for the resistance, at when resistance is likely to occur, are explored. A vague strategy for overcoming resistance is developed.

A prediction for potential resistance from stakeholders is presented. Key reasons for the resistance, and when resistance is likely to occur, are explored. A strategy for overcoming resistance is developed. Sound reasoning is used in the prediction.

A sound prediction for potential resistance from stakeholders is presented. Motives for the stakeholder resistance, and when resistance is likely to occur, are thoroughly investigated. A well-developed strategy for overcoming resistance is developed. Strong reasoning is used in the prediction. The prediction demonstrates an understanding of stakeholder considerations and needs during change.

70.0 %Content

 

10.0 %Support and Rationale for Proposed Change Plan

No evidence or rationale is provided to support the proposed change plan.

Significant evidence and rationale is needed to establish support for all aspects of the change plan.

Rationale is offered for some of the major aspects of the change plan. It is unclear if many of the proposed strategies or ideas support the change plan. More evidence is needed to fully establish support for change plan.

Acceptable evidence is provided to establish support the change plan. Some minor detail is needed for clarity.

Strong evidence is provided to establish support for the change plan. The evidence provided demonstrates an understanding of theory and concepts relevant to organizational change.

20.0 %Organization and Effectiveness

 

7.0 %Thesis Development and Purpose

Paper lacks any discernible overall purpose or organizing claim.

Thesis is insufficiently developed or vague. Purpose is not clear.

Thesis is apparent and appropriate to purpose.

Thesis is clear and forecasts the development of the paper. Thesis is descriptive and reflective of the arguments and appropriate to the purpose.

Thesis is comprehensive and contains the essence of the paper. Thesis statement makes the purpose of the paper clear.

20.0 %Organization and Effectiveness

 

8.0 %Argument Logic and Construction

Statement of purpose is not justified by the conclusion. The conclusion does not support the claim made. Argument is incoherent and uses noncredible sources.

Sufficient justification of claims is lacking. Argument lacks consistent unity. There are obvious flaws in the logic. Some sources have questionable credibility.

Argument is orderly, but may have a few inconsistencies. The argument presents minimal justification of claims. Argument logically, but not thoroughly, supports the purpose. Sources used are credible. Introduction and conclusion bracket the thesis.

Argument shows logical progression. Techniques of argumentation are evident. There is a smooth progression of claims from introduction to conclusion. Most sources are authoritative.

Clear and convincing argument presents a persuasive claim in a distinctive and compelling manner. All sources are authoritative.

20.0 %Organization and Effectiveness

 

5.0 %Mechanics of Writing (includes spelling, punctuation, grammar, language use)

Surface errors are pervasive enough that they impede communication of meaning. Inappropriate word choice or sentence construction is used.

Frequent and repetitive mechanical errors distract the reader. Inconsistencies in language choice (register) or word choice are present. Sentence structure is correct but not varied.

Some mechanical errors or typos are present, but they are not overly distracting to the reader. Correct and varied sentence structure and audience-appropriate language are employed.

Prose is largely free of mechanical errors, although a few may be present. The writer uses a variety of effective sentence structures and figures of speech.

Writer is clearly in command of standard, written, academic English.

10.0 %Format

 

5.0 %Paper Format (use of appropriate style for the major and assignment)

Template is not used appropriately, or documentation format is rarely followed correctly.

Appropriate template is used, but some elements are missing or mistaken. A lack of control with formatting is apparent.

Appropriate template is used. Formatting is correct, although some minor errors may be present.

Appropriate template is fully used. There are virtually no errors in formatting style.

All format elements are correct.

5.0 %Documentation of Sources (citations, footnotes, references, bibliography, etc., as appropriate to assignment and style)

Sources are not documented.

Documentation of sources is inconsistent or incorrect, as appropriate to assignment and style, with numerous formatting errors.

Sources are documented, as appropriate to assignment and style, although some formatting errors may be present.

Sources are documented, as appropriate to assignment and style, and format is mostly correct.

Sources are completely and correctly documented, as appropriate to assignment and style, and format is free of error.

100 %Total Weightage

 

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