Established in 1998, publicly listed company Bidvest Australia Limited generated a total revenue of $2,655,001,000 in 2013 and ranked 144 out of the top 2000 companies in Australia (Ibisworld Report, 2013). Bidvest is part of the foodservice industry, which is an umbrella term that refers to businesses, institutions and companies that are responsible for any meal prepared outside of the home and has been acknowledged as Australia’s leading wholesale foodservice distributor (Bidvest). The firm employs over 2,000 employees nation wide and has multiple divisions including foodservice, meat, seafood, hospitality, fresh and logistics. With 36 branches country wide, Bidvest services over 40,000 clients and their customer base consists of pubs, clubs, restaurants, cafes, bars, hospitals, correctional centers, nursing homes, schools amusement parks and sporting clubs.
Originally, the credit aspect of each subsidiary was handled by employees in administration type roles located within a branch. These employees would deal with data entry, banking, filing, process purchase orders etc. but as the business grew, particularly from a number of acquisitions in 2010, it became clear that Bidvest required a larger and more consistent amount of work to be done on ledgers in order to stay stable in such a tremulous economic climate post GFC. Competitors, such as PFD were starting to centralize accounts receivables functions and in turn, reduce costs in a way that Bidvest could not without following suite. According to Paton & McCalman (2008, p.7) any organisation that ignores or turns a blind eye to change does so at it’s own risk.
The national credit manager identified the need for change and the centralization of the credit function was approv...
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..., whilst others were reluctant to lose control.
Prior to launching, the company had recognized that the importance of the human side of change could not be underestimated and proactively identified potential sources and courses for resistance (Forlaron, 2005, p. 38) therefore were prepared to combat resistance with empathy and support, communication, participation and involvement.
In conclusion, Bidvest successfully centralized credit functions by actively facilitating the change and using human resource management to implement the development. Although there is single method achieving successful organisational change, efforts can be made and methods utilized, like those Bidvest put into effect, to understand change itself so that individuals, groups and organisations as a whole can negotiate it appropriately with a certain degree of confidence (Senior, 2002).
Prior to Fuller’s transfer, management at the Carson’s location was poorly run using the classical approach. While this approach can be successful, management has to find a good middle ground between caring for the company and caring about their employees. A traditional classical approach recognizes that there are five important factors to running a successful business (Miller, 19). According to text, these factors are planning, organizing, command, coordination and control (Miller, 19-20). These factors can be seen when you look at Third Bank as a whole. In the study, the CEO saw the issues in his company and put a plan together to improve. He had meetings with management, like fuller, to organize a solution. He then commanded all locations
Where Can I Buy Stainless Steel Earrings EarnestJones Earnest Jones is one of the oldest jewellery seller in London. Started in 1949 from a store in London's Oxford Street, Earnest Jones is now one of the highly reputable brands with more than 180 jewellery stores accross London's west end. Ernest Jones is known as the diamond and watch specialist in UK. Other than stainless steel earrings, Ernest Jones also sell engagement rings, eternity rings, earrings, necklaces and so much more.
For many, change is a cause for ignorance. Most of us fear the idea of change. When one is faced to deal with c...
or this action step, it is necessary to start this transformative process immediately so that the new software upgrade is centered around this change. You, the CIO, should recommend this decision as it falls under your domain, and the end decision shall be improved by the individual CEO. Jane Simpson, head of accounts payable and materials procurement should be consulted as this re-design shall directly affect her department. The rest of the department team and well as business information managers should be informed of this decision. F
Kegan, R. & L. Laskow Lahey. (2009). Immunity to Change: How to overcome it and unlock potential in yourself and your organization. Boston, MA: Harvard Business Press.
The second group, a national forest fire-starter service explored how to reduce fatalities. The third group, a school district, explored how they could improve in holding high expectations of their students who were English Language Learners. These three scenarios illustrate how the immunity-to-change practices can begin to build upon, and go beyond, the focus of individual improvement. The chapter goes on to share the efforts of two other companies: a professional service firm and a medical school. However, the major factor in bringing about success in immunity-to-change as it relates to groups is that the individual members in the group must first seek to diagnosis as well as eliminate their individual immunities to change.
Kegan, R., & Laskow Lahey, L. (2009). Immunity to change. How to overcome it and unlock the potential in yourself and your organization. Boston: Harvard Business Press.
... Accordingly, when dealing with resistance to change, the best approach to use in most situations is the power of resistance. This approach accepts resistance as part of the process and enables leaders to understand where the resistance is coming from, facilitating listening and respect while focusing on the objectives of the change (Palmer, Dunford, & Akin, 2009). Conclusion Managing resistance starts with dialogue that engages and reveals the underlying reasons for resistance (A. Gilley, J. Gilley, & Godek, & 2009). Resistance to change is a complex issue and managers and leaders need to take the time to understand why and where the resistance is coming from if they have any chance of being successful.
Middlebrook, B., Caruth, D., & Frank, R. (1984, Summer 85). Overcoming Resistance to Change. Management Journal, 50(3), pp. 23.
Most critical to this discussion is a clear understanding of what a financial manager is and does and how his or her role aids in helping to establish the valuation of a corporate entity in today's global financial market. Quite simply, a financial manager helps to measure a company's market value and its risk while also helping to systematically reduce its costs and the time necessary to make informed decisions regarding objective driven operations. This is quite a demanding game plan for an individual and most often financial managers, in the corporate world, work in cooperation with a team of financial experts. Each member of that team perhaps having expertise in differing areas of activity, but each however, being no less expert in his or her respective area of endeavors in behalf of the corporation. The team is assembled under the direction of the officer know in the corporation as the Chief Financial Officer who today is becoming increasingly indispensable to the CEO who directs a modern model of action driven, bottom-line oriented corporate activity (Couto, Neilson, 2004). One can accurately state that the role of the competent and capable financial manager is figuratively worth its weight in gold.
The SWOT analysis is a useful tool for identifying our personal strengths, weaknesses, opportunities, and threats to our plans and goals. According to a “Fuel My Motivation” article (2010), this analysis considers internal influences that can positively or negatively affect our ability to achieve our goals. The internal factors are our strengths and weaknesses. Also considered are opportunities and threats, which are external influences that can have a positive or negative impact on the ability to achieve our goals. I will share how the self-assessment instruments and self-exercises in this course have contributed to assessing and understanding my strengths and weaknesses. I will also discuss techniques I will use to leverage my strengths and understand my weaknesses. In addition, I will consider opportunities that I can take advantage of and the threats that can possibly impede my progress.
Toribio, C. T., & Hernandez, R. G. (2011). Coping with resistance to change in organizations (Unpublished masters thesis). Linnaeus University, Sweden. Retrieved from http://lnu.diva-portal.org/smash/record.jsf?pid=diva2:425506
The introduction of the credit card first came around while the economy was booming in the early 1950’s. American consumers were in buy mode and the credit card was a genius idea to let people buy now and pay later. At first look this idea seemed great but what looks and sounds great does not always mean that it is going to be great overall. Over the years credit agencies have released thousands of credit cards with several questionable polices and high interest rates. “Any given American family in the present day possesses an average of eight credit cards with about 15,000 dollars of debt”(Canner 8). Many consumers have become addicted to wasteful cyclic consumption and living beyond their income due to the ownership of credit cards. The invention and continued implementation of credit cards into the American economic and social systems appears to be the cause of the struggling economy, the weakened U.S. dollar, the sky rocketing prices of gas and grocery store goods, the all-time highs of American debt, and social deprivation in some regions.
Individuals go through a reaction process when they are personally confronted with major organizational change (Kyle, 1993; Jacobs, 1995; Bovey & Hede, 2001). Within this process there are four phases that it consists of: initial denial, resistance, gradual exploration, and eventual commitment (Scott & Jaffe, 1988; Bovey & Hede, 2001). Resistance to change is the initial area to focus on. The issues of organizational change and resistance to change have received a lot of attention over the past decade (Macri, Tagliaventi & Bertolotti, 2002). The perceptions of individuals play a fu...
CPS Energy, the largest municipally owned energy provider in the nation, was basking in its present bond ratings (which were the highest among all the energy providers), contented workforce, generally satisfied customers and profitability. However, they noticed that there was a huge difference between their business operations and other companies who had large mobile workforces like their...