ANNA AT AESCH AG: LATERAL CHANGE INITIATIVE Case Study Help
Action Plan
Inter-departmental clash needs to be avoid because it creates the conflicts among divisions. There is a need of standard performance rules for the heads of marketing to achieve the organization common goal. First of all, marketing heads should understand the needs of customers and work on the product development at the very initial stage of product cycle. They should bring the synergy among the all departments to strong the relationships and decision making. Biweekly meetings needs to be held in order to interact and resolves the issues of business strategy. To settle on the decision more powerfully, the vital actions should be taken, like clearly states the targets, timetables and other significant perspectives.
Possible Steps should be taken for Effective Change
Clearly define the new change and align it with organizational goals
Anna should have critically analyzed the effective objectives of the business and she should have planned her change strategy according to these according to those objectives. Anna did not have a critical review of the organization and she made her entire plan just based on assumptions. It was also necessary for her to make sure that whether her proposed change was capable to direct the organization to the right track or was it a kind of change that could have just affected the organization’s performance. The goals of the organization should be aligned with the change that you want to bring to the organization. This will determine the change value and give an insight of the inputs that you invest in the change.
Determine the Impacts
The impact of change should be determined at various organizational levels. If you know what you exactly want to achieve and why,then it would be easier for you to determine the results. Anna should have prepared herself for the questions, such as: what will be the impact of change, and how will marketing VPs take or receive this change? Had she prepared herself for these questions, she wouldn’t have faced any problem in addressing the VP’s opposition.
Formulatea Communication Strategy
Anna should have developed a communication strategy to communicate her change plan to the Marketing VPs. She was not able to convince the management for the change, because she didn’t work on the communication strategy. Had the communication strategy been formulated; Anna would have been able to take the management onboard. There wasn’t any proper timeline to execute the plan.
Implement the Support Structure
When you have a strong support structure; you can put your point more easily. Support structure assists the Marketing VPs practically, to adjust the change in an organization. Anna had a support structure with facts and figures, but she lacked in its effective implementation, because her support structure was very weak. Marketing VPs were not that much influenced by the support structure which is why they rejected the change initiative. So, Anna should have made a strong support system to present her change plan effectively.
Better Understand the Organizational Structure
It is important to have a clear understanding of the changes you wish to introduce in an organization, but it is also critical to consider the impact of these changes on the overall structure of the company. A well-defined organizational structure will facilitate the successful implementation of change. In addition to this, a well-defined organizational structure will enable you to identify the risks associated with the change initiative. A strong change management process is essential in achieving success. Having a defined organizational structure will ensure the smooth functioning of the project.Aesch AG functional structure is not better because there is a lack of communication and each department head is not authorized to take the decision individually.
Recommendations
Based onthe analysis,Anna is recommended to consider the aforementioned steps before presenting the change plan to the Marketing VPs. The organizational structure of Aesch AG should be flexible for the change and it should consider someone’s opinions openly and prioritize the change if they find it good for the organization's progress. As the German market is growing with dynamics change, so Aesch AG’s management should consider the lateral change initiative because infuture, doing so can provide benefit to the organization. But Anna didn’t justify the initiative with a support structure, which is why she failed to convince the VPs. She should again work on the change initiative and make a proper plan with critical analysis, and then present it to the Marketing VPs. Sheshould also present the change’s budget to influence the management for change, in an effective manner..................
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