Human Resources And Organisational Development Essay

Human Resources And Organisational Development - Essay ExampleThe company undertook rapacious expansion schema by establishing budget clothing stores in malls and purchasing chains of travel agents. The company also created the Montague in honor of the founder of the company. 80 percent of the income was from the grocery business. Later, Mercury Consolidated acquired Smiths and installed naked as a jaybird managers with the objective of out competing Allworld Foods. Mercury Consolidated had initially embarked on similar strategies in New Zealand, France and southbound Africa. Allworld depended on other business lines like clothing, Montagues and travel to buffer the revenues when grocery business was declining. Smiths ne management implemented new product mix and streamlined operations. Smiths ventured in new markets Generation Y and Generation X. Within two years, Allworld dividends declined and employees expressed a lot of grievances with the management. Shareholders embossed concerns of the remuneration of the management. According to the CEO, Lily Chambers, new a cultural shift was needed and was only possible to come at the top. The paper bequeath discuss the need of changes in the organisational culture and processes in order to resist in the changing external environment. The paper will also analyze the current culture of Allworld and the sought after culture. Lastly, the paper will offer recommendations that should be implemented in order to attain competitive might and market share in the industry. Current organisational culture and desired organisational culture There are numerous reasons that may lead to failure of organisational market share. The decline in the market share can be... This give out stresses that the CEO will then have to remove all the obstacles to the cultural changes. For instance, a review of procedure evaluation methods, job descriptions and remuneration methods will assist in removing the hu8man obstacles to the cult ural changes. The next step will involve creating short barrier wins. The short term wins are early indicators of the organisational cultural changes. The CEO should range time frames for the short term wins that could be like within a year. The early targets should be delicate to achieve and may include low employee absenteeism. The management should then build on the short term win in order to ensure total organisational cultural changes. New product development and creative thinking should be the defining culture of Allworld.This essay makes a conclusion that the management of Allworld has relied on traditional aggressive price and advertising strategies to stay competitive in the market. There is evidence of poor management practices and overlook of planning. Allworld lacks a contingency plan that can enable the company to effectively respond to urgent changes in the market. The management should change the values, assumptions and beliefs of the organisational culture. Scann ing of the environment will enable Allworld to understand the competitive strengths and strategies of all the competitors. Allworld should postulate research on the changing customer needs since customers are no longer attracted to the low pricing strategy.