Example of Change Model
Example of Change Model
Introduction
Several years ago, I had worked in a manufacturing Company, C. Electronic Group, in Mainland China as an administration manager. The company had two factories in South China; they were nearby in order to get the advantage of sharing the resources, total workers were around two thousand. The company was an electronic manufacturing base; In this company, I experienced the strike which was the first time for me to handle. The strike was happened as top management needed to introduce more new machines to improve the efficiency and effectiveness. In fact, the sharp raised the cost of materials and labor in Mainland China, and the new requirement of government in different countries were the pressure of external environment, it made change was inevitable. The new machines could reduce half of manpower and electricity to operate, the speed was 40% faster than old one, but it needed more attention and awareness in operating and maintenance. It was not only the financial but also the technological factors triggered the change. Obviously, it was not accepted by the old workers as they needed more complicated to operate especially learning the maintenance and repair of new machines, they were resisted to learn more and sometime refused to operate the new machines, they always used the old machines for production neglect the warning of managers, they all complained the operating of new machines were too complex to learn. Because of the primary stage to testing the efficiency of new machines, no fierce punishment had been taken by management. But the strike occurred while the annual bonus had released and some level of supervisors had adjusted the salaries basis. By communication with their representative of production department, the reasons of strike were:
1) They all complained that the annual bonus and salary adjustment were not fair which compared with the other department,
2) even on the same production department, some
Introduction
Several years ago, I had worked in a manufacturing Company, C. Electronic Group, in Mainland China as an administration manager. The company had two factories in South China; they were nearby in order to get the advantage of sharing the resources, total workers were around two thousand. The company was an electronic manufacturing base; In this company, I experienced the strike which was the first time for me to handle. The strike was happened as top management needed to introduce more new machines to improve the efficiency and effectiveness. In fact, the sharp raised the cost of materials and labor in Mainland China, and the new requirement of government in different countries were the pressure of external environment, it made change was inevitable. The new machines could reduce half of manpower and electricity to operate, the speed was 40% faster than old one, but it needed more attention and awareness in operating and maintenance. It was not only the financial but also the technological factors triggered the change. Obviously, it was not accepted by the old workers as they needed more complicated to operate especially learning the maintenance and repair of new machines, they were resisted to learn more and sometime refused to operate the new machines, they always used the old machines for production neglect the warning of managers, they all complained the operating of new machines were too complex to learn. Because of the primary stage to testing the efficiency of new machines, no fierce punishment had been taken by management. But the strike occurred while the annual bonus had released and some level of supervisors had adjusted the salaries basis. By communication with their representative of production department, the reasons of strike were:
1) They all complained that the annual bonus and salary adjustment were not fair which compared with the other department,
2) even on the same production department, some
References: Why change progarmmes fail, Mark Eaton,2010 “Leading Change: Why transformation efforts fail,” Kotter, JP 2007, A Force for Change, John Kotter