Essay on Kitchenware Case Study

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Pages: 9

Case Study: UK Kitchenware This case study is a conflict between leadership and management. In this report I will be assessing how successful the change strategies have been. When two people acquire a large company with the intentions of improving it, it is possible, if the change isn’t managed correctly, for the change to fail and the company continues to be unsuccessful. Roger Gill says ‘change must be well managed, it also requires effective leadership to be successfully introduced and sustained’ (. Throughout the case study I will explain, using theories and evidence for support, that the change management has generally been successful. I will also point out areas where it has been less successful and areas that could, in the …show more content…
There was a distinct separation from the warehouse staff to the sales staff and managers. This was mainly due to the head quarters being 200km away from the warehouse. Having a lack of communication and contact between the two means a clear hierarchy is created. James O’toole wrote that having a manager who barks orders and states that ‘change will happen and it will happen this way’ is a manager of an organization that won’t succeed. He says that ‘change has been and always will be resisted’. He says that the only way to overcome this is to build a leadership on moral values of integrity and wanting to do what is best for the people. This clearly worked as the warehouse staff say they have ‘new value put on them’. The decision to move the HQ to the warehouse sight was of major importance to the success of the organization and emphasises the success of the change management. This created a flat organization which portrays the idea to all employees that everyone was on the same level. With Nick and Dennis’ ‘open door’ policy this meant that employees were able to communicate with managers when they need to and in sense creates a more efficient work force. Anybody entering a business and looking to make changes are going to come across resistance from the current staff. They have worked a certain way and won’t want to change. In a journal I found on change management it mentions