Change Management Of Nike Free Samples †MyAssignmenthelp.com

Question: Discuss about the Change Management Of Nike. Answer: Introduction Change management is considered to be very crucial in order to gain competitive advantage which is considered to be the main aim of many organizations. Most of the leaders as well as the change agents face various conflicting challenges regarding understanding as well as motivating the highly diverse workforce , being accountable to stakeholders while planning for their future in a highly chaotic environment (Waddell, Creed, Cummings, Worley, 2014). This report analyses the organizational and development lessons that can be learnt from an organization, Nike. Resistance to Change at Nike In case of Nike s study of its supply chain at its factories it was found that by adopting Lean was associated with 15 percent reduction in non-compliance with the labour standards for example time off, wages, as well as benefits. In 1990s the global boycott campaign became very successful and it showed how industry giants can be accounted by consumers the stakeholders. Then Nike board member Jill Ker Conway visited several factories of Nike and identified many ways in which they can be improved by bringing a change in relationship between the management and workers (Griffin-Smith, 2016). Thus Nike started making commitments with its longstanding suppliers so as to implement Lean transformation. The transformation to lean required higher commitment for the contract factories. Many factories had to change their physical layout of entire shop floor; managers who were responsible for lean manufacturing were appointed and sent for training to Sri Lanka. Even Nikes President and CEO Mark Parker have discussed that it is design which keeps ion changing and helps in propelling the $60 billion business ahead. They try to overcome resistance to change by innovating new ways for example the new Flyknit running shoes (Brownlee, 2013). This indicates that change itself is not the issue rather resistance to the change is the major problem. Lean helped the Nike workers as they were assigned the responsibility individually towards quality control as well as they started finding out techniques through which they can improve overall production. This helped in increasing their skill sets as well as added value to the business (Rick, 2013). Implementing Contingency Approach to Change Management Contingency Approach is quite different approach towards change that works in various circumstances. The change model incorporates soft as well as award approaches and this model is two dimensional matrix with two categories that are : scale of change and style of management which need to be used by an organization in order to facilitate change. Out of the four strategies of organizational change that are: Participative evolution, charismatic transformation, forced evolution and Dictatorial transformation, Nike adopts Charismatic transformation. For example in case of Nike the CEO Phil Knight responded to the over campus apparel , focus groups as well as campus protests with young teenagers who got to know about sweatshops. The leadership in this case is found to be collaborative or consultative form of leadership and scale of change is corporate transformation . ON the top level of management leadership at Nike is laissez- faire because all the different departments get the freedom in the decision making process and the top management is also responsible for motivating as well as transferring the visions of the company so that finally the organizational goals and missions are fulfilled (Carty, 2010). Nike on the other hand keeps on developing large number of innovative techniques in order to handle its business. Its organizational structure as well as the peculiarities in the management helps the company to stay sensitive regarding the changing consumer as well as social trends. Recommendations and Conclusion Since resistance towards change is a major issue which the organizations face so to handle that change the leaders or change agents play a crucial role. However, the leaders cant control much of the world which is changing around, but they can still give response to the manner in which the employees feel about the change. By understanding some of the most common reasons due to which the people oppose the change Nike got an opportunity to plan their change strategy in order to address all these factors. Thus by expecting some kind of resistance towards change as well as planning for it well in advance rather from the beginning of the firms change management helps in very efficiently as well as effectively manage all the objections. Lean at Nike helped it in incentivising the contract factories so as to improve their working conditions, it also helped in waste reduction as well as decline in inefficiencies and helped in safeguarding employee satisfaction. Thus Nike being a socially res ponsible company is every ready for change and keeps on changing itself. Bibliography Brownlee, J. (2013, February 10). Nikes 5 Lessons On Innovation By Design. Co. Design. Carty, V. (2010). The Internet and grassroots politcs: Nike, the athletic apparel industry and the anti-sweatshop campaign. Tamara Journal for Critical Organization Inquiry. Griffin-Smith, I. (2016, October 31). How Nike Used Lean to Solve its Sweatshop Problem. The Leadership Network. Rick, T. (2013, March 8). CHANGE IS NOT THE PROBLEM RESISTANCE TO CHANGE IS THE PROBLEM. Meliorate: Change Management. Waddell, D., Creed, A., Cummings, T., Worley, C. G. (2014). Organisational Change: Development and Transformation 6th Edition. Cengage Learning.