Avon: Manage Change in Organizational Behaviour

Avon Manage Change in Organizational BehaviourINTRODUCTION AND BACKGROUNDChange is something vital in todays environment for very validation pay adequate to(p) to the various computes kindred economic vary, engineering ex deepens and rivalry alter etc. The organizational behavior is presentation of the organizational culture, structure and individuals working in the organization. So the stir in whatsoever factor bequeath ultimately effect on the behaviour of the ecesis (Ajzen, 1988) and it is essential to manage these interpolates in curb and outlineatic manners in order to avoid failures at strategical level.Have pay the Avon the caller-up for women in recent days shoot gone through the structural changes very often due to the economic ups and downs in past couple of years and fierce competition in market which harbour demanded the high terms efficiency and quality.Avon American based cosmetic company which overhear only merchandise portfolios for women providing the range of products st prowessing from cosmetics to beauty and fashion. Avon is k presentlyn for their unique distribution channels where products argon not exchange in traditional shops displays instead the products atomic number 18 sold door to door by the Avon representatives leading to moderate the largest team of representatives with more than five million over the globe.REASONS FOR CHANGE AVON COMPANYIn recent years the change is essential for every organisation to survive for long term and sustain in extremely competitive environment. Organisations fail to change the systems and themselves in modern environment loss on that point market and standing(a)s representative argon many IT and related companies which come to near extinguish. However at that place quest typical reasons in modern era which have lead the organizations to made changes in their structures and behavioursTechnology updates In recent years the organization efficiency and cost savings is de pendent on the use of suitable engineering science solutions and they acquire the technology to maintain themselves in the highly competitive market. So the organizations which did not adopt the suitable technology may be the victim of inefficiencies, slow drudgerys growths and less profit margins, further the use of appropriate technology and reservation it sidetrack of the strategy is biggest challenge for todays organisations.Competition situation competition have changed it selves to the highly quicksilver(a) and fierce where it survive the organizations have to change themselves continuously in order to remain ahead in the game, where international organisations have adopt the competition strategy by qualification themselves highly sustainable, ethical value and updated for the changing environment with more focus on competing through digital world.Economic conditions A a few(prenominal) years ago the economic conditions was al nigh stable and according to the pattern but recent credit rating crunch have left the organisations ambivalent about their forthcoming and prove there planning for their early may desire the minor or chip in to pass re tidy sum. So in that theatrical role the organizations be expecting the uncertain and unseen economic conditions in the future and go around strategy to deal these uncertainties is that the companies change their structure and behaviour flexible enough to incorporate the changes.Changes reasons in AvonAvon has particularly puzzlen to change by the following factors exist savings like different cosmetics companies the Avon overly facing the challenge to maintain their profitability level with minimizing the cost and efficiency. Te Avon have initiated the cost saving scheme in 2008 which will be further arse about till 2015 which will ensure the huge changes in the organisation with in this time period including the individuals focus to save cost much as mathematical and ensure the cost saving s in future time period.Sale representatives the economy down chance on left the human resource jobless and dissatisfies where Avon took the hazard and make their strategic aim to increase their sale representative base strong and change the demeanor organisation deals with their work force making them the most compatible with the new environment.More skills development traditionally Avon have worked with the limited but high class skills which were limited to the head level , however Avon is now focusing more on delegation and skill development in all level of rung so the organisation emerged as the highly compatible.CHANGE schema AND CHANGE PROCESSOrganisational change requires the complete strategic standing and concern and should be adopted and made on the higher level, where this work out begins with making the clear vision of the organisation later on change and how the different aspect and contexts will be dealt in course of making the strategy for change.Change Philo sophy Change philosophy may consist of the organisations standing and vision about the change and how they perceive it like Avon has taken the change as the mean of competition and incorporating the recent external changes in the organisation however the most organisations have taken it as the art of the organisations casual operations and part of the organisational life cycle for others it is r atomic number 18 and one off event after long time and due to the extreme reasons.Change Approach This can be representatives of how the organisations will be managing the change edge and how the change surgical procedure will proceed. The admittance can be each(prenominal) top down or bottom up where the top down apostrophize means the lower provide argon driven to change by higher management however the bottom up approach path means the lower lag have been the factor which have realized the upper management drive the change touch. The most common approach is mixer of each approac h as the leads is ineffective to bring the change without employees consent.Style The style may present the perceptions of the management about the change like either they ar taking as the very crucial and making redundancies to bring the changes or the organisation be bringing the change through the involvement of employees with continuous constituent from them.Role of others The change is driven by the individuals in the organization which should clearly identify the hierarchy of personal taking part in the routine and there should be the clear line of responsibilities and role.Change implication simulations The change simulates are systematic approach of the company to adopt the change, where many researchers have combined many factors and challenges to make standards processes to bring the changes in the organisation. in that location are number of models used for change implementation and there is no standard about each model to be adopted for the change for every organ isation and circumstances. However there are following common models are adopted by the majority of organisationsBalance score card is the method where the change is implemented in various areas of the business with different perspective and finally the overall impact is reason to make the overall change top in the organisation. The main change areas are financial, operational, supply chemical chain and technology etc.Kaizen this is the model which have based on the philosophy that the change is the part of the organisational operations and there essential al manners the increments in the system and improvements through the company without any pause. The Kaizen suggest that the change is the function which organisation adopt like all other functions like marketing or production etc. The Kaizen model is suggesting the manufacturing with the philosophy of zero effect and total quality management in the organisation.Kotters change model this model presents the step by step approach to change process where the change could be adopted as the side operation of the organisation over the period without much interference in the primary functions however his model also equally adoptable in changes which require the total s study off the company. The Kotters model allows the organizations to identify and manage the challenges in the change process like the resistance from stakeholders and motif etc. Kotters eight step ensure the organisation have gone through the careful process to manage the change in structure with minimum risk factors.Business process reengineering is the philosophy for change where the focus of the management to change the style of working and ways the functions are make outed before so to perform the particular task the organization is more focus on the changing the ways of working eliminating the inefficiencies and slacknesss making it more efficient and productive.Other methods are balance score card, Lewins model and action research model etcThe above stated models are more effective in individual and unique circumstances and there should be analysis conduct by management in order to find the model is best suitable to the organizations unique circumstances and it is recommended to stay on one model once being adopted. thither are following questions which the managements should consider before recommending any model to the companyHow frequently the change gamble in the organisation for example for frequent change the kaizen model is best suitable or other wiseHow much Time allocated to the change process happen for example Kotters model allow the twain short term or long term change however the Lewins change model is used for change in short time period is useWhat is the Reason of change itself define the model adopted for the incremental change the Kotter model or the Kaizen is adoptable however the economic crunches or any emergency change may require the spin off change process suggesting the Lewins or fulfill Research method baseWhat are the organisation and their business nature and type, manufacturing prefer the process reengineering etcRecommended for the AvonAvon have been changing themselves because of both factors like the economic downturn and as part of continuous improvement also the Avon is both service oriented and production base company so need the model which could coped easy in each situation and possible solution is Kotters eight step model where the changes will present as follows1-First of all the Urgency for change will make believed by identifying the factors which required the proposed change and what worse could happen if Avon could not change the behaviours in the organisation and implement the proposed solutions and afterwards gets the solution from the management.2- After approval Avon will form the team which lead the change and assist the organization to overcome the hurdles for change to happen. These are influential people of the organisation which manage ment thinks could easily convenience the resistance from the stakeholders.3-Along with the team the Avon will create the vision of future of the organisation, where the organisation will consider the strategic objectives and how the change will obtain the strategic objectives.4-Communication is essential throughout the change process and information asymmetry may cause the resistance and delays in the process of change so the Kotters fourth step allow the organisation to first allow the organisation to mange there communication aspect easily so do not face the problem in the coming stages.5- Resistance could be any forms in the change process wither due to the stakeholders especially the employees or there are resources delays, which should be managed in the fifth stage of the change. Here Avon may determine snareed due to the technology delays will be managed before proceeding to actual stage.6- By creating the vision and awareness may not enough for the employees to make them re alize that the actual changes are on the way and may fruitful so if they are given the taste of the outcomes might be better able to give the organisation the maximum contribution from the employees.7-This stage is crucial as on this stage as the organisation will create the actual activities in the organization.8-Reviews and monitoring On this stage the change process is finished and the company stable the organisational operations and outcomes are measured to find the extent to which the set objectives are achieved.STAKE HOLDERS INVOLVEMENTStakeholders are crucial to any change implementation to the successful, have been indicated any studies there are following Stakeholders which affected by the organisational activities. The personals, which are most influenced by the organisational activities especially change activities are they stake holders which should be managed in an appropriate ways to avoid the conflicts of interested and resistance from them Aon have Shareholders, cust omers, employees and suppliers as the ka stakeholders. concord to the Mendlows are the key stakeholders, where the where by adopting the following storage-battery grid the organisation can manage the stakeholders.According to these mapping the stakeholders involvement will differ for each stakeholder according to their interest and power in the organisation.Shareholders are managed closely as they have high interest and power in the companyEmployees are economize satisfied and informed because the although have the highest interest in the company and low influence but could fall in the high power category by lobbing and other waysCustomers should be informed so they know what is going around in the companySuppliers with low interest and low power are monitor effectively.Here the each can involve in change by following waysShareholders The stockholders have interest of wealth in the organisation ain any for also they have post towards the risk taken in any change ad project and a ccording to the stakeholder mapping they have the highest power and interest in the company. So, Avon must closely monitor them and gave them the true picture of what is happening ad progress of the project. The shareholders involvement could be achieved in following waysTaking suggestions and decisions about the critical matters like risk and investors in particular areasFace to face individual meetings are essential where the influential shareholder s is concern or the management is expecting the lobbing from the minor shareholders, which can create the big problem in futureIn Periodic and annual meetings Avon should convey and gave presentation on the progress of change process and there should be written report to the shareholders about the progress of the change process.Employees Employees involvement is important where the case studies have revealed that the change plans without the much contribution from the employees mostly fails to achieve the required level of outcomes. Em ployees are most affected by the organisation plan of changes in form of either they can lose their jobs in result or have fear to change her position on which they feel comfortable. In the stakeholders grid the employees have lower influence on individual level and high interest so must be keep satisfied as if they do lobbing can create the problem for the organisation. The employees if not unploughed satisfied any result in the delay in the process and their involvement in the process increase the chance for the change. There are following methods or systems could be adopted to take their contribution in the processSchedule and managers meeting with each individual in the organisation because he mangers are more confronting point so the employees feel satisfied and can easily share their doubts and ideas about the changePresentations and seminars after intervals are best source to gave the employees what is actual progress and where the company is standing now and what possible i ssues can arise and finally at that point the employees can assist the organisation in that change process.Online portals and blogs which will encourage the employees to discuss the change openly rather than involving in typical office governance and management should carefully mange the suggestions coming from employees with appropriate feedbacks and rewards which will encourage others as well to take part in the process.The change in behaviours requires the change in the culture and working environment which is done by the management and of course by changing the role models.Customers Avon almost affected by the requirement and need of their ladies which also can e priceless resource in the organisations change process for unique ideas and animation the image after or before change happens. Customers are also most influenced by the staff services and convince in ordering and quality of product so their contribution importance could not be denied. In stakeholder grid the customer have high influence and lower interest so they must keep informed and their contribution may obtain by either through the surveys or tailored interviews.Suppliers Suppliers although are least influential in the organisation however they can be a delay in the change process through the inconvenient supplies or become the major stakeholders. So before proceeding the change Avon must consult their suppliers for the details to avoid the unseen circumstances.APPLYING THE SUCCESSFUL STRATEGYThe successful strategic implication require s the minimum challenge faced from the stake holders if the employees restrict the change they can abort change procedures and company will not be able to apply the changes in the organisation as required. The change restriction could be due to no reasons likeThe rights or interest of personals are affected and not considered in the company so make agreements with themThe person is confine due to being facing difficulty in adjusting in the new process so unavailing to cope creating the resistance to change processes, so there is need to consider them by giving training and consultationThey are creating problem because they think change is not what is required for company or unable to understand the outcomes achieved from the change process. So management should educate them or gave them the appropriate awareness about the matter.The organization can manage them by making them the system as on the planning stage and reviewing the system after periodic period to avoid conflicts and minimizing the negative impacts of the changes to the people and processes as change is not fundamentally did not bring always the positive outcomes so should managed carefully.ConclusionThe change in organisation or behavioural changes require the change in the working styles, structure and culture of the organisation where all these changes are further dependent on the cost savings, skills developments and changing the way of working could be best approac h for Avon Company. The change implementation may require appropriate change strategy and suitable model, where Avon may be best suited for the Kotters eight step model. The change may results in failure if the stakeholders are not managed appropriately where the stakeholders are managed through these of gridding system ad allocating them according to their interest and power.