(Each unit is managed by a General Manager)

20%
(One of the 7 units has problem and need to change. This unit employs 700
people)

?
(Why change?)

?
(What to change?)
1.

2. ( )
3. ( )
?
(How to change?)

1. (
) Re-structure (introduce marketing & quality audit ideas into

MOC-2012

Prepared by: THUN Kosal

the units) GM

GM

2. (

) Knowledge of new technology must be improved (many routine tasks can be done by
computerization)

(Customer Care)

3. (Employee attitudes) (Communication)

?
Why Change?

Public Agency

Public Agency
Public Agency

?
What to change?

Re-organization:

Leadership and Management

Computer System
Technology
Consolidate division: From 3 divisions to 1 division

? Why change failed? (Apply STUPID)

Public Agency

Sponsorship not forthcoming:

Team members do not function as agents of change:

Unclear Vision and commitment: Vision

MOC-2012

Prepared by: THUN Kosal

 Poorly planned change program:

Inappropriate/insufficient communication:

Dont take account of culture:

? How to change?

Demote

Combine structure

rent consultant

(How you comment?) SUCCESS

Shared vision
Understand the organization
Cultural alignment
Communication
Experienced help where necessary
Strong leadership
Stakeholder buy-in

P &G Crest
toothpaste, Tide Laundry soap and Ivory dish soap
Why change?
Global competition:
Disappointing revenue growth:
Demanding retail costumer:
Wal-Mart P&G
What Change?
Structure
Strategy
Culture
How to change?
Structure: P&G

144 33

(Geographic structure)

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 (business units)
baby care, beauty care, and fabric-and-home care
Strategy: P&G Organization 2005

Polycentric strategy
Geocentric Strategy

Culture: P&G

(Global) (Region)

What are the results of change?

Save 1.2 millions in 2004
Reduce from 144 Executives to Reduce from 144 Executives to 33.
What can you learn?
(Leading company)
Retailers

Culture
(Commitment) (Involvement)
(Benefits)

What Challenges?

Hard Schedule, employees increased but low standard

Why Change?
HIGH TECH

HIGH TECH

High tech
Clear and share vision: High tech

Corporate culture:
Good compensation:

MOC-2012

Prepared by: THUN Kosal

 Implement plan:
Management support:
Provide training:
ChangeSuccessAcquisition and Market Development
Why success? See SUCCESS
Shared Vision
Experienced help when necessary
Understanding the organization
Strong leadership
Culture alignment
Stake holder buy-in
Communication
1- Very clear objectives
2- The corporate culture supported a family atmosphere where employees expected to give their best
at all times and was rewarded for their efforts.
3- Management recognized that employees voluntarily came to work at the company.
4- Employees were given the resources they needed to do the jobs and encouraged to deliver
excellence in all aspects of their work.
5- Company ethics and code of professional very strong.
6- Employees were trained and coached constantly by management.
7- Extra money and time was spent on noticing the good work of all employees.
8- Every week, press releases were sent to everyone inside the company, highlighted the good work
being done by coworkers.
9- Employees were given extra stock options and/or bonuses unexpectedly for doing a good job.
10- Dedicated employees into millionaire.
How to develop employee commitment to support the organization change?
Management Education Training

Continual Improvement of Quality and Humane Resource

Management Change Participation Style

What Challenges?

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Business Downsizing

How to handle the challenges?

Democratic (Participation)
Quadrant model (Transform): Emergent change

SWOT Model

(Overcome)

Strengths =

Internal
Weaknesses =

Opportunities =
External

Threats =

Strengths
Vs Opportunities
Weaknesses
Vs Opportunities
Strengths
Vs Threats
Weaknesses
Vs Threats
Challenges

(Strong Commitment)


(team)
What are the results?

Participation

Style

Strong

Commitment Positive attitude

Culture

Shared Values

(Participation Style)

MOC-2012

Prepared by: THUN Kosal