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Shri Dharmasthala Manjunathesh Manjunatheshwara wara Institute for Management Development.
A Case Study On
Weave Tech High Performance Change Submitted to Dr. Nilanjan Sengupta
Submitted by Section A
2 !anuary 2"#
Weave Tech: High Performance Change
Weave Tech: High Performance Change
$ritically analyse the process of change management at %eave &ech. 'se appropriate theoretical model and evidence from the case to justify your answer. Answer: Kotter’s eight step plan for implementing Change
#. (stablish a sense of urgency by creating a compelling reason for why change is needed
With the change in time, the need ! custme" is changing and the demand !" thei" #"duct $e#t n dec"easing and custme" %st inte"est in thei" #"ducts& T !ace this cha%%enge cm#any had t unde"g change in the 'ay ! '"$ing t im#"(e thei" #e"!"mance in the ma"$et 'hich 'as an u"gency& 2. )orm a coalition with enough power to lead the change )hnsn*'a"e and CV+ ecame #a"tne" t ma$e a change in 'ay ! '"$ing and change in management& *. $ommunicate the vision throughout the organi+ation Cmmunicatin in the "gani-atin aut the (isin amng e(e"y meme" ma$es a #siti(e im#"essin n the meme"s ! the "gani-atin& They shu%d $n' 'hat "gani-atin is #%anning !" the ne.t / yea"s " 01 yea"s d'n the %ine& ,. (mpower others to act on the vision by removing barriers to change and encouraging ris- ta-ing and creative problem solving. 2AS 'hich 'as "edesigned t he%# the "gani-atin t ma$e its ga%s (isi%e and t ma$e 'atch n the" '"$s in the "gani-atin %i$e sa%a"y& O"gani-atin sta"ted t st the em#%yees m"a% and gi(ing them cn3dence t ta$e "is$ and '"$ c"eati(e%y& . /lan for0 create0 and reward short term 1wins that move the organi+ation towards the new vision Wea(e Tech had #e"!"mance ased #ay system 'hich encu"aged em#%yees t '"$ m"e t get m"e and a%s mneta"y "e'a"ds 'e"e %in$ed t thei" #e"!"mance& a& Regu%a" hu"%y4sa%a"y ase #ay & 5ua"te"%y nus chec$s ased n unit #e"!"mance . $onsolidate improvements0 reassess changes0 and ma-e necessary adjustments in the new programs. O"gani-atin ha(e nt e.#%ained h' this cst sa(ings 'i%% gi(e ene3t t the a%% sta$eh%de"s& 6' ha(e they 7usti3ed thei" %ay 8 ! (a%ua%e 6R c"eated y se(e"a% t"aining #"g"am9 Actua%%y it is a %ss ! in(estment in 6R de(e%#ment& A%s "gani-atin shu%d e ana%yse Em#%yee assistant #"g"am, ecause a!te" in(esting s$i%% de(e%#ment #"g"am 'hy "gani-atin !ai%ed t channe%i-e ta%ent and s$i%% t match the "gani-atin:s missin& Em#%yee:s #e"!"mance may e ;uctuating time t time, ut they ha(e t e mti(ated t $ee# a%ign 'ith "ganisatina% ga%& 6ence may e this <1= %ay8 gi(e sme sh"t te"m ene3t it may cause ! %ss in %ng te"m&
Weave Tech: High Performance Change
T change the cu""ent cnditin in the ma"$et Wea(e Tech made im#"(ements in 'hich they sta"ted ne' 'ay ! hi"ing, im#"(ement in cu""ent em#%yees: s$i%%s, and changes in #e"!"mance ased #ay system etc&
Weave Tech: High Performance Change
3. 4einforce the changes by demonstrating the relationship between new behaviours and organi+ational success When the changes ccu""ed the Wea(e tech the"e 'as a change in the attitude and eha(iu" ! the em#%yees:& Initia% days, 'hen change 'as ccu""ing the"e 'as a "esistance amng the em#%yees they 'e"e nt "eady !" that change& But a!te" sme time that change came u# 'ith #siti(e signs and he%#ed in the "gani-atina% success& The "e%atinshi# et'een the ne' eha(iu" and "gani-atina% success can e measu"ed y %$ing at the (e"a%% change in the #e"!"mance ! the "gani-atin&
5. 4einforce the change by demonstrating the relationship between new behaviours and organi+ational success. It is (ius that acc"ding t #"e(ius cu%tu"e the"e 'as n th"eat t the %'e" #e"!"me"& Ne' missin statement gi(ing "e'a"d t the gd #e"!"me"s& A%ng 'ith that "gani-atin 'ant get "id ! %'e" #e"!"me"s& But ethica%%y "gani-atin ha(e t cnside" %d 'e%% #e"!"me"s and t them it shu%d e cn(ey that "gani-atin is nt cut ut them as un'anted #a"t&
