Case Study Problems Perrier Essay

1. Identify the key elements of the resistance to permute expound in this point.To identify the key elements of the resistanceto interpolate described in this situation, whiz may make use of the six Change Approaches of Kotter and Schlesinger.1The model prevents, minimizes or descreases resistance to wobble in organizations. According to Kotter and Schlesinger (1979), there be quaternary reasons that why people resist castrate, three of which are applicable to this referenceThe Parochial self-interest occurs when people are concerned with the impact of the modify on themselves and how it may affect their own interests, rather than considering the effects for the victory of the business. The union suggests this of Nestles. Jean-Paul Franc, head of the CGT at Perrier, sees the situation differently. In regard to the follows plan to cut 15 percent of its work line he protests Nestle slewt do whatever it likes He says, in that respect are men and women who work here Morall y speaking the urine and the gas stored below this ground belong to the whole region. 2Misunderstanding which evolves by dint of communication problems or inadequate knowledge. Management of a club could not harbour to a decision, perhaps due to a lack of information of the real problem. Relating to this case it is not very clear what is ca using the disappoint production at this plant. According to Nestle chief executive officer Peter Brabeck-Letmathe, We catch come to the point where the development of the Perrier brand is endangered by the stubbornness of the CGT. Where else according to Jean-Paul Franc, head of the CGT at Perrier as mentioned before, In regard to the companys plan to cut 15 percent of its workforce he protests, Nestle cant do whatever it likes.? He says, there are men and women who work here Morally speaking the wet and the gas stored below this ground belong to the whole region.3Different assessments of the situation occurs when employees disagrees o n the reasons why the company has to change and on the advantages and disadvantages of the process of change. This applies to the in a higher place differences in assessment of the problem and solution by the Nestlers CEO and the union head.2. Construct a change management strategy for dealings with this situation. In so doing, identify what approach (es) to managing resistance you recommend and show a clear justification for your choice.Kotter and Schlesinger set out six change approaches to deal with resistance to change. In the following we make use of tetrad of the approaches 41. Education and Communication There is a lack of information or inaccurate information and analysis. Instead of discussing directly with the employees, that sales were dropping, the manager apply a form of manipulation in form of placing the competitions bottles water e.g. Badoit Rouge in the factory cafeteria, which further antagonized workers. This action was contradictory to the intended motivati on. One of the best ways to overcome resistance to change is to educate people about the change effort before change occurs. Up-front communication helps employees to see the change effort. This reduces incorrect rumors concerning the effects of change in the organization.2. Participation and Involvement This approach is useful when that the initiators do not dumbfound all the information they need to design the change and where others have bulky power to resist. This is the case at Perrier, where an identification of the real problem is essential. When using this approach it allows including the employees in the problem definition as well as potential solutions. It encourages open communication. The union and Nestles need to set the same goals. When employees are involved in the change effort, they are more likely agree with the change rather than resist. This approach is likely to lower resistance and those who alone acquiesce to change.3. Negotiation and Agreement Someone or s ome convention may lose out in a change and where that individual(a) or group has considerable power to resist. This would be effective in dealing with the union at Perrier. This can be done by allowing change resistors to veto elements of change that are threatening. Another way is that change resistors can be offered incentives to leave the company through early buyouts or retirements in order to avoid having to experience the change effort. This approach is eliminate where those resisting change are in a position of power, like the CGT.4. transparent and Implicit Coercion This is a last resort approach where velocity in change is essential. Managers can explicitly or implicitly force employees into accepting change by making clear that resisting changing can lead to losing jobs, firing, transferring or not promoting employees. Working together with CGT, Nestles can treat a projected percentage of increased production or other than the suggested number of layoffs (15%) will b e required.