iggys

1599 Words4 Pages

Iggy’s Bread of the World has gone through a rough transformation. The owners, Igor and Ludmilla along with a small board, envision a small bread company where people good obtain quality bread. However, after become a huge success, they came to the option of either limiting their customer base or expanding, they choice the latter. With this new vision in place, they wanted to hire someone who would stay true to their mission statement and be able to grow their company as they did. The goal was for Iggy, Ludmilla, and Nikola to hand over the day to day operations of the company so it could grow and expand as they focused on making a quality product. In order to due this they hired Matthew McRae, an acquaintance of Ludmilla whom she met on the playground while playing with her kids. After he was hired the owners put McRae through a trial process to see if he would fit in with the company and eventual hired him as the Chief Operating Officer (COO). Mr. McRae’s job was to grow the business, and this is when problems started to arise. Some problems arose when McRae started to change the organization; however, some changes were also good. The next couple of paragraphs will look at Kotter’s 8 steps to transforming an organization. The first step outlined by Kotter is creating a sense of urgency within the organization. This is also the fourth commandment for executing change. Igor and Ludmilla knew they had to institute some form of change and choice to grow the organization. By doing this they hired a COO; however, during the process they never instituted a since of urgency to him or to their workers. Their vision was different from the typically business, they choice they bread locations because they would not interfer... ... middle of paper ... ... step; however, it includes more detail on how to implement the plan. What went well is that Igor was able to communicate well with his employees and grow the company up to a certain point. What also went well is that he did involve people in the administration work, such as his younger brother, Nikola. However, Igor failed at sharing his vision with the new administrative staff and COO. The tenth commandment is reinforce and institutionalize the change was never fully met on the administration side of the business. This step was not properly met, even as Igor, mainly because he overextended himself. The new COO did not prove his commitment to the transformation process, mainly because he resigned and asked to come back with a pay raise and more benefits. This commandment was never fully met due to all the problems that occurred within the administration.

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