1. Nirala Sweet Pakistan is a confectionery company that was founded in 1948 and has since expanded to over 20 shops in 6 cities across Pakistan and abroad. 2. The company aims to become a globally recognized brand known for its unique products. Its mission is to provide excellent quality and innovative products while expanding its sales recognition. 3. Nirala faces competition from other confectionery companies in Pakistan. It has a centralized organizational structure and aims to utilize its strengths such as product variety and quality standards to gain a competitive advantage in the market.

1. Continuous change at any intense rate
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1:- Introduction.
The world we live in continuous change at any intense rate. Not a day goes by it seems without
another important discovery or boundary pushing invention in the scientific fields. The
organisation we work in or rely on to meet our needs and wants are also changing dramatically in
whether of the small scale variety such as adopting and updated version of a computer
programme or on a large scale such as change of strategy. In a word of constantly fluctuating
demand and supply of changing customers needs so organisation and change must live
comfortable to together in terms of their strategies, their structure, their systems, theirs
boundaries and of course their expectations of their staff and their managers.
1.1:- Definition of management.
According to Stoner “management is the process of planning, organizing, leading and controlling
the efforts of organization members of using all other organizational resources to achieve
organizational goal.” (carlosc lorenzano , Management theory & Practice, Pg 3)
1.2:- Definition of Change.
Change means to make something different coz to become different, transform or convert to pass
from one phase to another phase.
1.3:- Definition of Change Management.
The systematic approach and application of knowledge, tools and resources to deal with change.
Change management means defining and adopting corporate strategies, structures, procedures
and technologies to deal with changes in external conditions and the business
environment.(change management p4 Robert A Paton & James McCalman)
Chosen Organisation.

2. 1.4:-NIRALA SWEET PAKISTAN.
The world Nirala stands for exceptional, distinctive, one of its kind and Nirala has stood true to
its name since its establishment.
Many of the products of Nirala are as original as they were 2 generations ago yet are made and
serve in millennium way.
Nirala has made addition to its product line by means of continuous research and development in
terms of product as well marketing concept.
1.5:-History of Nirala sweet.
Nirala started when Taj Din migrated from Amritsar to Lahore in 1948 and started a small break
fast shop in the inner city of Lahore. Now from a single shop of sweetmeat in old Lahore the
company now own 20 shops in 6 cities of Pakistan, besides 2 in the U.A.E and in London as
well. The group consists of business like dairy processing and packaging, snacks, restaurant,
software house and recently automobile.
1.6:-Vision Statement of Nirala.
To make Nirala a global brand, recognizable for uniqueness worldwide.
To be an innovative and pioneer company continuously offering unique products and interesting
service concepts others cannot even dream of.
1.7:-Mission Statement of Nirala.
To provide for excellent quality and innovative products which not only taste good but are
backed by high quality standards.
To expand it sales and recognition in all the mainstream regions.
Aggressive promotion campaigns to recapture the shrinking market and drawing attention of the
new generation to desi edible items by changing the whole image of Nirala.
To become an integrated part of everyone’s happiness, whenever and wherever happiness is
cherished people are to call upon Nirala to add to their moments.
Every link in the Nirala chain should be as weak as its strongest link.
(http://www.nirala.com/main.php?c=35 accessed on 23-07-2010)
1.8:-Porter’s five forces Analysis.

3. Porter’s five forces model is one of the most often used business strategy tools and have proven
its usefulness on several times.
Porter’s Five Forces & Intensity of Competitive Forces.
Potential
Entrants.
Bargaining Power of Threat of new entrants.
Suppliers.
The Industry.
Rivalry among Existing Firms.
Rehmate shireen / Qasare shireen/ Sun Shine.
Suppliers
Vertical Integration
Buyers
Customers.
Dairy Product Cost. Bargaining Power
Of Buyers.

4. Key Threats.
Threat of substitutes
Substitutes.
High to Moderate. Production.
Moderate.
Dairy products-Nurpur CDL & Nestle
Low to Moderate.
Competition /
Threats.
Adopted from person & Saunders (2006.p 43)
Researchers’ own analysis.
Porter’s five forces Analysis of Nirala sweets.
1.8.1:- Bargaining power of Buyers.
Yes bargaining power of supply is high and people are sensitive to buy it because it’s far from
the reach of every one.
1.8.2:-Bargaining power of supplier.
Yes it’s also high because a potential threat to cost structure of Nirala, packaging industry is
highly uncompetitive.
Uncertainty of raw material prices due to inflation and other external factors.
1.8.3:-Threat of Substitute products.
Dairy products-Nurpur CDL & Nestle having the highest market share.

5. Sweet meat, Local confectionaries, salty snacks, Shezan.
1.8.4:-Rivalry Among existing organisation.
Nirala has competition in Karachi Rehmat- Shiren, Qaser-shireen and sunshine also they are the
names which are the big competitors of Nirala sweets. They are having high number of outlets in
Karachi than Nirala.
1.9:-SWOT ANALYSIS:-
Strengths:
Product line-variety.
Quality standards.
Market leader.
Number outlets.
Accessibility-packed products.
Attractive colourful packing
High availability in all major areas of city.
Official sweet provider of Government of Pakistan.
Product range also sugar free
Hundreds of items of sweets
Weaknesses:
High prices.
Flat taste of packed snacks.
Less brand loyalty to local area manufacturers and bakers.
People are fewer brand concious
Opportunities:

6. To recapture the sweets market.
For health conscious people.
Packaged products.
Mass marketing.
Introducing new brands in the market like they are doing for example Rustam Pinian, Malai
Khaja and Basin Barfi.
Hit the international market.
Threats:
Competition -local and international
Shrinking market
Too much centralization.
New entrants may enter in the market.
Bargaining power of the buyer may increase
Bargaining power of the supplier may increase.
Sluggish growth rate of the product.
Poor response from the market due to expensive products.
Nirala should try to explore and utilize its strengths more to attain a higher level of recognition
especially from its highly appreciated Sweet Meats. Strengths should be worked upon to attain
the Goal of becoming "Nestle of the Confectionary market"
Weaknesses should also be tried to be converted into strengths. Nirala should try to cut down its
costs to ensure efficiency and hence provide its price-sensitive consumers with low price tags.
Threats have to be taken care of; for this Nirala has already embarked upon aggressive
promotional campaigns; Nirala should also try to reduce centralization which exists in its
structure, more authority should be delegated and employees should be made more independent.
Opportunities prevail everywhere, Nirala also has an environment that is characterized
significantly by opportunities that are awaiting cease; it can recapture the shrinking Sweet Meats
market as well as cater to the health conscious people by introduction of Low Calorie Sweet
Meats etc.

7. 1.10:-PESTEL ANALYSIS.
The external macro environment in which the firm operate can be expressed in term of the
following factors.
1- Political
2- Economical
4- Social
4- Technical
5- Environmental
6- Legal
1.10.1:-POLITICAL FACTOR.
Political factors include government regulation issues. Government at all the levels is an
important component of the general environment no organisation or industry is immune of the
various decision made by the government. In case of Nirala the government impose no as such
type of duty on the methai manufacturers in Pakistan. But on the other hand Nirala sweets are the
first to become the official sweet of Governor House of Punjab that is an honour for them.
1.10.2:-ECONOMIC FACTORS.
Economic factors affect the purchasing power of potential customers and the firm’s cost of
capital. The following examples of factors in the economy
1- G.D.P growth
2- Excess of black money in the country
1.10.3:-SOCIAL FACTORS.

8. Social factors affect customer needs and the size of potential markets. In Pakistan methai is
bought on many occasions Pakistani has different type of social norms and values. It is essential
part of any wedding at every step of wedding has been sent and exchange there are so many
other occasions as well for example Ramadan, Eid, Basant, Shab- Rat and birth of New Born
Babies etc.
1.10.4:-TECHNOLOGICAL FACTORS.
Technology plays vital role to development every organisation. As a rate of innovations and
production technology is always in the favour of business.
In case of sweet industry no such type of rocket science is being used in manufacturing of sweets
but how ever Nirala is keeping it self up to date with the change in technology.
1.10.5:-ENVIRONMENTAL FACTORS.
The environment of Pakistan is very suitable for sweet industry people like to exchange methai
at every occasion now it becomes the essential part of every festival as well. Even without sweet
people cant think about wedding and any festival.
1.10.6:-LEGAL EFFECTS.
Legally government has not imposed any new tax on sweet industry.
1.11:- ORGANIZATIONAL STRUCTURE
CEO.
Director.
Director.
Director.
Product G.M
Product G.M
Product G.M
Product G.M

9. Manager.
Manager.
Manager.
Manager.
Asst Manager.
Asst Manager.
Asst Manager.
Asst Manager.
Operation.
Operation.
Operation.
Operation.
http://www.nirala.com/main.php?c=35 (accessed on 25-07-2010)
1.11.3:-Centralized approach.
Most of the authority is enjoyed by the CEO, and everyone is accountable to him; the CEO can
also interfere in the working of other departments and can veto any decisions.
1.11.4:-Flat structure.
The scale of operations is small and hence the suitable structure is a flat structure where there are
less levels of hierarchy.
1.11.5:-Cross functional employees.

10. Employees are cross functional i.e. they can work between departments with ease as they have
knowledge and skills needed in other departments as well, this helps to cover up for any dire
vacuum which can be created because of absenteeism or reason to job switching.
1.11.6:-Horizontal communication.
The employees can communicate horizontally as well they can communicate with employees of
the same hierarchical level and hence this enhances coordination which in turn increases
efficiency.
1.11.7:-More accountability and checks.
Due to a centralized approach, Nirala has high accountability and checks whereby the CEO
keeps a constant track of the happenings of the company and holds its employees responsible for
any deviations made.
2.1:-NECESSARY CHANGES REQUIRED.
The process by which an organisations move from their present stage to some desired future state
to increase their effectiveness. So according to my opinion Nirala has to do some changes are as
follows
2.2:-EVOLUTIONARY CHANGE.
Change that is gradual, incremental and narrowly focused is called evolutionary change. Nirala is
a well developed and well known industry in Pakistan so no need of Revolutionary change which
is sudden and drastic focused.
2.2.1:-THE STRUCTURE OF ORGANISATION.
The structure of organisation is centralised so it is rigid and tightly controlled, and result in
rigidity for an organisation makes difficult to change. It reduces the motivating potential of
employee performance it is stifles upward communication. So the structure if the organisation
must be change.
2.2.3;-HUMAN RESOURCE MANAGEMENT.
Human resource management is one of the important parts of any organisation, in this process
the activities necessary for staffing the organisation and sustaining high employee performance
called Human resource management.

11. The process by which manager ensure that they have the right people in the right place at the
right time who are capable of effectively and efficiently performing assigned task.
2.2.4:-STAFFING.
The process of hiring the people is called staffing. Nirala is the most famous sweet industry of
Pakistan and out of country so they need to select the people which are master in their work so
for it they need to adopt new ways of staffing like interview, job fairs, adds etc.
2.2.5:-RETAINING.
After hiring the best people in the organisation their retention is must so for the retention of the
employee so they can’t join the competitors Nirala should pay them handsome salaries.
2.2.6:-REWARD AND BONUS.
For the motivation of employees or retention of the workers they don’t join the competitor
organisation Nirala should give the reward and bonus for their staff like Eid bonus Shab e barat
Bonus which will motivate the employee and they will be more loyal for the organisation.
2.2.7:-TRAINING.
In this modern age training of employee is necessary for the betterment of organisation
2.2.8:-ON JOB TRAINING.
In this process the employee is made to settle with some experience person for 2 to 3 days. The
knowledge of the company transform from one person to other person.
Nirala is famous for it unique taste and new style of packaging so they need to provide on job
training for their staff members, another they should provide the facility of training on staff sales,
distribution, and in the production department.
3.1:-IMPLICATION OF CHANGE.

12. Change capability is necessary for the organisation that will succeed in the future so implication
the changes in the following ways.
3.2:-GIVE PEOPLE INFORMATION ABOUT CHANGE.
First for change give information about it be open and honest about the facts and then take
individual interview from every one to produce personal strategy for dealing with the change this
helps to recognise and deal appropriately with the individual reaction to change. Give people
choice to make and be honest about the consequences of those changes. After then give people
time to express their views and support their decision making providing coaching, counselling
and appropriate information.
3.3:-DIRECTION.
First to understand the goal of organisation and the goal of Nirala is to make Nirala a global
brand, recognizable for uniqueness worldwide.
To be an innovative and pioneer company continuously offering unique products and interesting
service concepts others cannot even dream of. For this the direction of change will be clear
3.3:-MOTIVATION.
External (bonuses, good performance reviews) and internal (job satisfaction and security)
motivation are the forces that energizes, direct and maintain staff behaviour.
Staff member motivation is the key in the change management. By letting people know the
positive impact them by discussion and allowing them to ask questions about the change so they
will more mentally engaged in the change process and more willing to go along with it.
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3.4:-COMMUNICATE FOR THE CHANGE.
The communication for the change with the staff is necessary it will determine the success in the
strong competition. Communication is the frequent and powerful skill to define about change and
to motivate towards the change.
3.5:-EMPLOYER PARTICIPATION FOR CHANGE.
The participation of employer is important, this involves gaining their commitment for their
acceptance first approach should be right and enhance them for the change by involving more of

13. the personal an all or part of the process create broader and better picture and reason for change.
If people feel they have been part of the evolution they are likely to be more supportive of any
required change.
CONCLUSION.
Change management means different things to different people and different organisations. It is a
structured approach to transitioning individuals, teams and organisation from a current state to
desired future state. This includes investing time and resources to for example facilitate sessions
with stakeholders where managers need to listen or respond to difficult message, implementing
transition and team coaching to help managers stand back and focus on priorities as well as
process what the change means to them personally, extra capacity for communication,
engagement and rapid problem solving so all stakeholders are actively involved in finding
solution will also be required. Change for any organisation is rocket science but its highly skilled
work that needs commitment, courage and consistency to deliver the result its stakeholders.