Weavetech High Performance Change Case Study Solution
Diagnose readiness
Frank Jennings should create awareness about this new organizational plan by communicating the subject matter effectively. This will create loyal and satisfied employees. Moreover, make them aware about the challenges which is facing by the company, it will increase sense of responsibility among employees. The current economic conditions and the government rules and laws led this change organization plan. Furthermore, Weave Tech should formulate its strategic plan by considering the two important concepts of total quality management and performance-based system.
Select Intervention
Frank Jennings with the help of Powers Consulting Group, conducting interviews of all mangers in order to arrive at the final decision. After conducting the interview sessions with the managers, identify the mangers having personal issues regarding work and their health and the reason of increased absenteeism and list down such employees. 10% managers should be laid off with the help of this performance evaluation system.As the traditional customer base is shrinking, Weave Tech suggested the first-year sales for private sector will be increased by 5% and in the second year it will be increased by 10%.
Furthermore, all the steps are consistent and have been analyzed according to the viability of the new project. All possible moves have been taken appropriately in order to arrive at an appropriate action plan.
After assessing the entire situation and conducting a thorough analysis of the needs and goals of the company a change agent has been selected to drive the change that is Power Consulting Group which has diagnosed the issue and recommended to make a 20% – 25% cut on the managers and replace them with the managers having the required skills set. The company is agreed to conduct this change in order to cope with the current market issues.
Action plan
For putting this change into an action, the company has to make a clear-cut plan that provides a path way for attaining its goals in an ethical manner.
- First of all, Weave Tech should take the advantage of its Performance Appraisal System (PAS) which gives the HR department a quantitative view of the productivity of the employees of company. 10% managers should be laid off with the help of this performance evaluation system. The decision should be made on the basis of their performance and they should be replaced by new motivated and skilled staff.
- The interview session with the managers conducted by the PCG has given some more insights and reveals that some managers do have personal issues regarding health that has increased their absence in the working days. Such managers should be retired and should be compensated with a handsome amount of fund and pension.
- Those managers who are going to retire in the near future should be replaced by the new skilled staff and retiring staff should be given a golden hand shake in order to keep the morale of other employees up. It will target the D-Corps managers as they are aged and about to retire.
Implementation plan
In order to implement the above said plan regarding the cut down of employees, the company has to make some lists and communicate this change with the employees in manner that do not decrease their morale.
- Make a list of underperforming managers with the help of PAS system. Although it is a difficult task because all the managers are competitive and dedicated to their work but there are some flaws that needs to be considered and according to the data provided by the PAS system identify the weak employees and start the cut down.
- After conducting the interview sessions with the managers identify the mangers having personal issues regarding work and their health such as diabetes, cancer, arthritis and so on, this is the reason of increased absenteeism and list down such employees and offer them a golden hand shake with some shares of the company.
- List down those mangers that are near to their retirement and about to complete their tenure or have completed their time frame. Communicate with them and offer them a golden handshake with pension scheme.
Before implementing the layoff process it should be checked that whether the company has given employees any job security or it is free from any contract.
Follow-up
After implementing an action plan, it is necessary to keep the follow up of the process and keep up to date regarding its consequences on the company, its employees and the laid off employees. The managers should continuously communicate with their existing employees about the benefits of change and try to gather their perception about the change and make it positive. Evaluate the entire change process and identify the success and failures for further implementation of the change program.
Conclusion
Weave Tech manufactures high quality apparels which includes shirts, jeans, fire-resistant clothing, overalls and other apparels. Weave Tech experience high growth and sometime steady profits in its past, under supervision of Jack Davidson. Frank Jennings have to arrive at a decision about whether to cut down 20% of management for future best performance or not and also about the shifting strategy toward private sector and an effective action plan. Weave Tech hire services of Powers Consulting Group (PCG) in order to arrive at new organizational culture. To cut down 20% management manpower will be helpful in reducing expense budget and also will helps in lowering down the product’s price. Weave Tech should take the advantage of its Performance Appraisal System (PAS) which gives the HR department a quantitative view of the productivity of the employees of company. After conducting the interview sessions with the managers identify the mangers having personal issues regarding work and their health and the reason of increased absenteeism and list down such employees and offer them a golden hand shake with some shares of the company.
Appendices
Appendix: 1 (8-Step Change Model)
This is just a sample partical work. Please place the order on the website to get your own originally done case solution.
How We Work?
Just email us your case materials and instructions to order@thecasesolutions.com and confirm your order by making the payment here
Related Case Solutions & Analyses:
BlackRock Solutions
Fannie Mae: Public or Private
Harvard Stem Cell Institute
Yvette Hyater-Adams and Terry Larsen at CoreStates Financial Corp.
Mack Henley (D)
Helen Drinan: Giving Voice to Her Values (A)
Banco Real: Banking on Sustainability, Spanish Version
World Wildlife Fund and The Coca-Cola Company: A Global Partnership for Freshwater Conservation
Firewall Analysis
Health Assessment
