ADVANCED HUMAN RESOURCE MANAGEMENT.

ADVANCED HUMAN RESOURCE
MANAGEMENT
CASE STUDY- KIWI FURNITURE

Creation of urgency
It is essential that Kiwi Furniture developed a sense of urgency regarding the need for changes
which will help in sparking the initial motivation among employees.
Forming powerful coalition
Kiwi Furniture can convince its employees to initiate the changes which are the necessary. With
the help of strong leadership and visible support from the managers it will be possible to bring
together a collision or team of influential people for implementing changes in the organisation
(Kazmi & Naarananoja, 2017).
Creation of vision related to change
The senior management can create strategies which will help in determining values that are
essential for bring about changes and execution of the vision (Cooney et al. 2016).
Communication of vision
It is essential that communication of vision is discussed and is channelled from top management
to the subordinates. This will generate feedbacks on all aspects of operational working related to
training and performance reviews.
Removal of obstacles
It is important to identify factors that are resistant to change and hire change leaders whose main
role is to implement the changes in the organisation (Hornstein, 2015).
Creating short term wins
Short-term targets can help in achieving change process quickly and more efficiently which can
help Kiwi Furniture to bring about changes in the performance based pay structure more
efficiently. Rewarding and recognising people for helping to bring changes is also short-term
wins that can be implemented by the Kiwi Furniture.
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Building change
It is essential that senior management of Kiwi Furniture continue to build on the fresh ideas for
bringing about new changes in the performance pay system to continue built momentum and
analyse the need for improvement.
Anchoring changes in organisational culture
It is required that Kiwi Furniture brings about changes in the performance based pay system and
make it a core part of the organisation with continuous effort.
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References
Cooney, M. A., Pernick, J., Rice, K., & Monago, E. A. (2016). Utilization of change theory to
implement an appreciative advising model. Journal of Research, Assessment, and
Practice in Higher Education, 1(1), 8.
Hornstein, H. A. (2015). The integration of project management and organizational change
management is now a necessity. International Journal of Project Management, 33(2),
291-298.
Kazmi, S. A. Z., & Naarananoja, M. (2017). Collection of change management models–an
opportunity to make the best choice from the various organizational transformational
techniques. GSTF Journal on Business Review (GBR), 2(4).
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