2. Contrast the Key Challenges
Facing Managers in a Range of
Business Contexts from
Small/Medium Enterprises
(SMEs) to Global Organisations
3. Characteristics of
SMEs and Global
Organisations
Examples of SMEs
● Deers Hut public house is a
small privately owned company.
● Frensham Heights school is a
independently run boarding and
day school.
Examples of large firms
● TfL is a state run organisation
that provides public transport in
Greater London.
● Uber is a privately owned taxi
company, founded 2009.
30 147 29,000 People 1,100,000 People
Sources: Deers Hut 2016, Gov 2015
4. Emerging Challenges and
Trends Facing Managers
Globalisation - recently business focus
has turned outwards internationally.
Technology - the rise of the internet
has allowed firms and consumers to
interact and engage with a broader
range of companies than before.
Innovation - Working from home has
allowed for a more diverse employee
team than before, allowing for new
ideas, innovation and creativity.
Diversity and working cultures - the
manager-workforce gap has narrowed
and empowerment is trending.
Sources: International Business Times 2011, Frensham Heights 2014
6. Deers Hut Public
House
Deers Hut have used the following
models:
Participative Model - engaging with
employees when designing layout of
restaurant/bar.
Autocratic and Democratic Leadership
Model - offering staff the opportunity
to personalise their space, but keeping
overall control.
Adair’s Action Centred Leadership
Model - using the correct group of
experts whilst keeping teams
motivated.
Consultation with
employees regarding
the positioning of
tables, chairs and
other equipment for
their ease of use.
By allowing
small decisions
to be made the
employees
feel part of the decision
making process and
therefore empowered
resulting in ownership of
their space.
Management seek
consensus on working
conditions, rotas and
menus to engage all
staff.
Participative
Model
Participative Model of
Change, adapted from
Coventry University
Sources: Udemy 2014, Learn to be a leader 2009
7. Uber
Uber realised early on the value in
understanding an individual’s distinct
qualities and how they interact in a
team. They could employ a model of
Belbin’s 9 Team Roles.
The 4 P’s of Innovation may help uber
develop their strategic direction and
business strategy.
Argyris and Schon noted that
resistance to change is a defence
mechanism linked to fear and anxiety.
Shaper
Implementer
Complete Finisher
Coordinator
Team Worker
Resource Investigator
Plant
Monitor-Evaluator
Specialist
Challenges the team to
improve
Puts ideas into action
Ensures thorough, timely
completion
Acts as a chairperson
Encourages co-operation
Explores outside
opportunities
Presents new ideas and
approaches
Analyses the options
Provides specialised skills
Action
Oriented
Roles
People
Oriented
Roles
Thought
Oriented
Roles
Belbin’s 9 Team Roles
Sources: Belbin 2015, Innovation Portal 2005, Action Research 2014
8. Analyse the Skills and Knowledge
used in Organisations to Manage
Programmes of Change
Effectively
9. Deers Hut Public
House
When interviewing the firm could use
Feist and Feist Characteristics Model;
define and explain why and how
people behave the way they do.
Kotter's 8 Step Model for Change
motivates employees by removing
barriers and creating coalitions to
facilitate a swift change.
This project could benefit from a
Linear Model of Change as the project
starts with ‘initiation of project’ onto
‘planning’ and finally ‘closing of the
project’.
Week
1 2 3 4 5 6 7 8 9 10
Site Preparation
Plumbing/Electrics
Internal Decoration
Refitting Kitchen
Interviews/Training
Sourcing Drink/Food
Advertising Opening
Gantt Chart (Deers Hut)
Sources: Insanity Journals 2013, Kotter 2016, Coventry 5:1 2016
10. Frensham Heights
Independent
School
Emergent Model of Change could be
used to ensure learning during the
project, adapting to changing
condition, planning but be ready for
change and managing interested
groups.
Managers could use Tuckman’s Team
Development Model to manage
individual teachers to form a cohesive
and effective team.
Forming Storming Norming Performing
In this phase the incumbent and
new staff at Frensham act
positively and politely to each
other. There will be some staff
members who are excited about
the changes and some will be
anxious.
This phase may have people starting
to push against the intended aims of
the teams and organisation. This
maybe the stage when the team may
have problems or even have failures.
At this phase the employees at
Frensham will have resolved their
differences and understood what is
required of them as well as
understanding systems of work.
This phase for Frensham
teachers is where they
perform at their best. There is
generally no more discord in
this phase and everyone can
achieve their goals.
Adapted from Bruce Tuckman’s
Team Development
(Frensham Heights)
Sources: Businessballs 2016, Emergent Change nd
11. Assess Why Resistance to
Change Occurs in Organisations
and Teams, and How Managers
and Leaders can Effectively
Address Resistance
12. Transport For
London
TfL could have avoided the strike by
using a Participative Model of Change
- to facilitate employee engagement.
TfL have used Cutler’s Management
Style of Transactional Rewards and
Punishments in incentivising the night
tube workers.
To measure resistance to change, a
Tat’s Test could have been used when
assessing the effects of proposals.
The organisation could have gone
further and used Motivational
Potential Scores to identify areas of
employee dissatisfaction.
Once the new 24 hour
train service is in place
monitor all aspects of
change and adjust
problems where
necessary. Ensuring
change becomes
permanent.
TfL discuss the
changes needed and
make sure the
employees are ready
for change in order to
improve the rider's
experience and to
provide a better service
and working conditions.
Work with TfL employees for better
understanding on how, where and when
the changes will take place and offer
employees intrinsic and extrinsic
rewards. Work with the employees to
make the change.
Changing
Unfreezing Freezing
Lewin’s Model for
Change: (TFL)
Sources: Coventry 1:3 2016, Coventry 4:1 2016, Coventry 5:3 2016,
Psychlopedia 2016, Your Coach 2016,
13. Frensham Heights
Independent
School
Managers could use Rickards and
Moger’s Approach to discuss change
by being approachable themselves
and communicating effectively in a
timely manner with new staff.
By introducing new staff and
displacing teachers from their
classrooms, managers may violate the
belonging phase of Maslow’s
Hierarchy of Needs, leading to
teachers seeking new groups - in
search of belonging.
Sources: Coventry 3:3 2016, British Journal of Management 2000
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