Managing Continuous Organizational Improvement

This presentation discusses the concept of managing continuous organizational improvement, including the changes required, handout for delegates, implementing improvements, and monitoring processes. It emphasizes the importance of adapting to change and continuously improving business practices.

Managing Continuous
Organizational Improvement

• Introduction
• Changes required by organisation to achieve
improvements
• Handout for delegates at meeting and
evaluate factors for change
• A plan which will implement the proposed
improvements
Table of content
•Monitoring processes
required to ensure the changes
•Conclusion
•References

Introduction
Manage continuous organisational improvement is ongoing process for business to
achieve set goal and objectives in an effective and efficient manner. It means to manage
and improve services, products, process of enterprise. The staff and employees working in
an organisation has to work together for improving working practices. Continuous
organisational improvement assist firm to sustain and growth in competitive market and
create brand value and goodwill.

Changes required by organisation to achieve
improvements
With change in time, organisation has to prepare themselves accordingly so that goal
and objective can be achieved. The respective organisation has to introduce changes in
their working activities for continuous improvement. They are described below:
Leadership and Management Abilities- Unilever has adopted learning academy in
their business for all department where they call all employees to learn both leadership
and general skills

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Job Role and Responsibilities- It is very important for Unilever to appoint right person
for right job at right time that assist in continues improvement of organisation.
Resources- The respective organisation has various source of raw materials which take
long term for ensuring security of supply, securing scare resources and reducing cost

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Organisational Culture- This helps in developing friendly relationship among staff
and community which helps to know about requirements of consumers so that goal can
be attained. It also helps in sharing values, goal and beliefs with employees.

In competitive market, there is requirement for business to adopt changes so that they
can sustain and grow at marketplace. The different factors which are created for change in
Unilever are described below:
Customer Need and Demand- There is change in need and demand of consumers
which force organisation to adopt changes for their requirements
Handout for delegates at meeting and evaluate
factors for change

Technology- It is also another factors which leads organisation to adopt changes in
business.
Latest Trends- The market has to change their trends as per their user
requirements in effective and efficient manner.
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It is very important for organisation to prepare plan for improving business
activities and operation in appropriate manner. The right plan with help of right
communication strategy is accepted by all stakeholders. The plan for proposed
change is described below:
Project Planning- The respective organisation can introduce change for
improvement and it should be considered in effective planning process.
A plan which will implement the proposed
improvements

Documentation- It is also important part of plan where organisation has to do
documentation for all work related to introduction of change in business.
Communication- After doing documentation, organisation need to communicate their
important and relevant information with their stakeholders so that they can easily adopt
changes.
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Setting Criteria for Monitor- In this step of plan, Unilever has to develop standards,
ethics and others in order to achieve their set benchmarking against their competitors.
Timescales- It is very important to set timescale for completion of work in stipulated
time.
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There are some phases which can be considered by the firm in term of propose change
are as:
Management support for change- It is critical that administration demonstrate support
for changes and shows that support when communicate and interacting with people of
company.
Case for change- It can be an outcome of information gathered on defect rates, consumer
satisfaction surveys, employee satisfaction survey and business goals as an outcome of a
strategic planning session or budget pressure.
Employee involvement- Organisational change, whether large or small, needs to be
defined and communicated, especially changes that affect how people of the company
perform their jobs.
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There are various activities which has to be conducted in business and that should be
analysed and monitored through proper process so that changes can be adopt in
organisation
There are various methods which are adopted by Unilever are described below:
Monitoring- This is the method where supervisor of organisation monitor each and
every activities of business in effective and efficient manner.
Monitoring processes required to ensure the
changes

Use of Feedback- The respective organisation can use feedback for reviewing change
process and taking suggestions and advices from their stakeholders.
Performance Management- The respective organisation can use performance
management method in order to know about actual performance against set standards that
assist in removing gap among actual and desired performance.
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From above, it has been concluded that organisation has to improve their business
on continuous basis so that goal and objectives can be achieved in effective and efficient
manner. With change in time and situation, adaption should be made. The different
factors leads to change in management and organisation. Therefore, each and every
process and activities should be analysed and monitored for positive outcomes.
Conclusion

•Almeida, J., Domingues, P. and Sampaio, P., 2014. Different perspectives on management
systems integration. Total Quality Management & Business Excellence. 25(3-4). pp.338-
351.
•Bhasin, S., 2012. Performance of Lean in large organisations. Journal of Manufacturing
systems. 31(3). pp.349-357.
•Bourne, L., 2016. Stakeholder relationship management: a maturity model for
organisational implementation. Routledge.
References

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