BUS298: Assessing Change Tool Effectiveness Across Industries

This essay critically evaluates the usefulness of socio-technological tools and high-performance work organization in driving change within Adidas (a manufacturing company) and Pan Pacific (a service company). It discusses how socio-cultural aspects and technological innovations impact Adidas's market position, while Pan Pacific uses these tools to cater to diverse customer segments. The essay explores the strategic implications, including cost leadership, differentiation, and workforce management, highlighting the challenges and advantages each company faces in implementing these changes. Ultimately, it emphasizes the importance of adapting strategies to maintain competitiveness and achieve sustainable growth in the globalized market. Desklib provides access to this assignment and other resources for students.

Running head: ORGANIZATIONAL DEVELOPMENT AND CHANGE
ORGANIZATIONAL DEVELOPMENT AND CHANGE
Name of the Student
Name of the University
Author Note

1ORGANIZATIONAL DEVELOPMENT AND CHANGE
Introduction
Organizational change is a reviewing form of modifying the business for a better change.
In case of small business, they need to change their business formation for the development of
their market position. In such situation, organization change is important as the change brings
development and provides a sustainable condition to business. In this paper two organization has
already been selected are Adidas as the manufacturing company and Pan Pacific as the service
company.
Socio-cultural tool develops the social aspects of the business. In modern business the
acceptance of social need and people attraction about the product is important. Most of the
companies make a survey before entering their product in that genre of the society, the reason
behind the survey is to determine the social acclaim of this product and which are the
technological aspect that people want from the company. Technological innovation is expected
from the company to sustain their business in the globalized world. Another tool is the high-
performance work experience and this tool provides competitive advantages for the company.
In case of good business environment selecting good employees, retaining of those employees’,
and motivating them through better work culture is important for the enhancement of business.
The essay explores that relationship of Adidas (Adidas Singapore: Official Online Store
2018) with socio-cultural aspect and makes an effective usefulness of Pan Pacific (Pan Pacific
Singapore 2018) with socio-technological and high-performance work experience. These tools
are so much effective for these industries that for the enhancement of their business most of the
companies using this organizational change.

2ORGANIZATIONAL DEVELOPMENT AND CHANGE
The scope of the essay is to deliver the legitimate reason that determines the key areas of
these business industries and state the effective changes that needed to be implemented for the
better application in business.
Discussion
The first change tool is the Socio-technological tool and in this globalized business
acceleration, this change is very important for the sustainable business condition. The system
harnessing people technological aspect and provide a solid organizational structure that provides
good ratings in a globalized market. The main focus, in this case, persists on the joint
optimization that achieving both the excellence and quality of the product. If product quality is
good people love to have those kinds of things (Cummings, Thomas and Christopher 2018).
Social understanding is one of the major aspects of this case; they need to know their target
market and who are the people can afford their product. So survey the market as per the socio-
economic standard is also important. In case of manufacturing company Adidas, their products
are high in quality and price. They have a certain starting range which is relatively much higher
than other parallel companies, but they have different ranges of customers too (Benn et al. 2014).
Players, Businessman, Executives of government or any wealthy person can afford their quality
shoes, bags, and accessories. Technological amendments in their products make them richer and
develop their market position in this particular field. So a division is there at the level of socio-
cultural amendments. But the problem is stated in case of service industries like Pan Pacific. The
hotel is one of the major hotels and they always want that all kinds of people come to the hotel
and enjoy their services and facilities. The problem is consisted hereon, as they have a dilemma
to set the price range for everyone. That is the reason; they have segregated their rooms and
services for a different level of people. From the market study, the hotel authority knew that 47%

3ORGANIZATIONAL DEVELOPMENT AND CHANGE
people in Singapore can afford cherishes life but the mediocre people are not less in number so
for them a different section has been arranged by them (Burke and Warner 2017).
Another factor is dealing with high-performance work organization. This is a
conceptual framework that managers used to decide their ultimate focus to improve the
organizational performance. The improvement needs to be sustainable and that also instruct the
positional development of the organization (Brown, Kerry and Stephen 2012). Designing a
specific variant in the framework and input experiences and knowledge to expertise the job
effectively is the main concern for this tool. High-performance notices in case of Adidas in their
productivity but service industries are very much relying on this fact. The industry knows that
transformation of bad reputation into a good one and delivering high-quality service is the key
creativity that can change the hotel popularity and acclaim in this competitive scenario. Through
the new changes in the hotel most of the people involve with the hotel and spend their quality
time over here (Pieterse et al. 2012, 815). The innovative formation of the workforce that
suggests the segregation of working people for each department and selects a supervisor for each
of the department is the key factor of that hotel. Pan Pacific is one of the renowned hotels in
Singapore, so organizational change impacted on their work and involves more people at their
hotel.
Adidas is Europe’s largest footwear company and second largest company in the world.
The company’s global corporate headquarters in Germany and the business location segregated
in all over the world. The company produces “intelligent shoe”. A show with a microprocessor
and the processor is capable of performing 5 million calculations per second. In 2005, this was a
revolution that Adidas has made. From the beginning of the company till now, innovation and
reading the market in an efficient way is the key characteristic of the company. The

4ORGANIZATIONAL DEVELOPMENT AND CHANGE
characteristics are also showcasing their range of products like apparel, sportswear, and shoes. In
all sorts of sports, they deliver their goods and range of shoes the company have for their
customers. “Nothing is impossible” is their creative campaign and through the campaign, they
believe in this thing that innovative idea and technological amalgamation can really change the
business scenario (Adidas Singapore: Official Online Store 2018). On the other hand, Pan
Pacific Singapore is one of the largest hotels in Singapore, which has 38 floors and 790 rooms
and suites. The entire hotel covers with bar, lounge, marketplace, café, theater, gym, restaurants,
pool and spa. After the transformation in 2012, each sector has designed in a new way (Pan
Pacific Singapore 2018). The workforce mentality has been revised and services at top notch.
The basic similarity in both these sectors is the development of market position through the
innovative process. Socio-technological aspect is an important aspect to know about the target
market and specifies people who are capable of getting the product or services. But the major
dissimilarity is on the implementation of these systems (Burke, Warner and Debra 2015). In case
of Adidas, this is quite easy to change the product and manufacture something more innovative
through the assistance from technological perspectives. However, in case of service industries,
this is a long process of implementation. Total organizational, management change is required
and this is a time-consuming process for Pan Pacific as well.
The strategy is a trail towards attaining the prime goals of individuals, groups, and
organizations. Along with that, its pointers to the best usage of companies’ obtainable capitals
and it also guide the company to stay in a business effectively and incessant enhancements for its
procedures. This is the way a manufacturing company should believe in their products and
deliver a strategic outcome that enhances their service quality as well. As mentioned by Mahdi et
al. (2015), the strategies are taken by manufacture industries are not stable enough to sustain the

5ORGANIZATIONAL DEVELOPMENT AND CHANGE
business for long (Mahdi et al. 2015, 170). Maybe the changes are relevant in that perspective
but this is not the ultimate change. In the globalized market that changes are quite common,
every innovation must be revised for the new one, this is the important aspect of strategic
development. The cost leadership strategy is not promptly applied to the company as
Differentiation strategy over products is already imposed on the company. Due to Differentiation
strategy, low-cost market penetration is not applied for Adidas. Due to socio-technological tool
implementation, Adidas has some advantages like automated highest production through
changes, Labour cost decreases, the rate of production is higher, and capital and energy increase
as per the expenditure (Battilana, Julie and Tiziana 2012, 392-394). These are some productive
nature of the socio-technological reflection that provides better infrastructure for the company.
High-performance work organization is the most important factor for the development of
business as the tool not only increases the production level but also developed the marketing
arena with the promoting capability. In case of strategic perspective, Piller, Lindgens, and
Steiner (2012) mentioned that mass customization is no doubt make a good market for customer
preferences but the market also states quality of the product is not so good and their marketing
approach has changed (Piller et al. 2012). Economic stimulation is also there through the better
manufacturing option that got from strategic capabilities. In case of a better overview of
marketing and technologies that workforce maintenance is required in this section. Precisely, it is
critical that the increased inconsistency in customers’ necessities does not lead to important
deterioration in the firm’s processes and supply chain. This loads a vigorous supply chain project
– distinct as the ability to reuse or re‐combine present organizational and supply chain assets to
achieve discriminated customers' desires.

6ORGANIZATIONAL DEVELOPMENT AND CHANGE
In case the service industries like Pan Pacific the scenario is different. Socio-
technological aspect is very relevant in that case as the rapid changes in hospitality industries and
increases engagement of people is the main criteria for their changes. Through the technological
innovation, business perspective can be changed and the industry can experience better
opportunities to serve. As mentioned by Ali et al. (2016), the future generation of hospitality
industry run by the power, innovation and controlled mechanism of profit approach that depends
on some factors (Ali et al. 2016). The factors are reduced cost, resource availability, employees’
commitment, market understanding, choosing a target market, customer satisfaction, retention of
employees and better investment relationship (Cameron, Esther and Mike 2016). These are the
possible criteria that have to keep in mind for a change in business. Pan Pacific has the
noteworthy managerial knowledge but they need to grab all section of people and have to
segregate the rate so that each section of people used to go there and spent their quality time. The
hotel management also takes care of sustainable practice that means a development plan that
initiated for the better strategic changes in the hotel and through the technological enhancement
it can persist in the hotel.
The workforce should influence the high productivity in all the aspect so space and time
needed for the considerable change are noticed in that section. From the literature review of
Ongori, Iravo, and Munene (2013), the thing becomes very clear that drooping market facility
and favor to their rival only happens if the organizational stability is not persisted (Iravo, M., J.
Ongori, and C. Munene 2013, 921-922). The share amount of workforce and target people are
there and the company has to choose them in an efficient way, else the market position of the
company dropping down and it gets a threat from the market (Alvesson, Mats and Stefan 2015).
There are some other challenges like long-range planning, volatile environment, employees’

7ORGANIZATIONAL DEVELOPMENT AND CHANGE
training and development and project deadline. If a high amount of turnover is expected from the
hotels then account development planning and organizational infrastructure needs to be proactive
so that employees’ are getting ready for any kind of situation. The advantages that hotel will gain
in this process will be the retention of experienced employees, a sustainable framework and
competitive advantages in this globalized market (Goetsch, David and Stanley 2014). The basic
objectives are also pointed to the business chances and hotel development scenario by
encouraging projects and justify the high performance can only be attainable through employees’
effort and working nature.
Conclusion
From all the above findings, it can be concluded that socio-technological and high-
performance work organization influences all sorts of business whether it is a manufacturing
company or a service company. The procedure of application may be different; the advantages
are also different but the way it implements in both the cases is important and encouraging for
other business sections to adopt these styles for their future changes.
As mentioned in the thesis statement socio technological angle of Adidas is discussed
here. Along with that changing manpower creates high performing rate that managers bring into
the organization. These things also make a mark in service sectors like Pan Pacific. Both the
tools are evaluated with the modern business perspective then the application has stated in both
the sections. So using these tools are relevant and important for these two business sectors to
change their market position and gain a good place in this business market.

8ORGANIZATIONAL DEVELOPMENT AND CHANGE
References
“Adidas Singapore: Official Online Store ׀ Shoes, Apparel, Accessories” 2018
shop.adidas.com.sg. http://shop.adidas.com.sg/
Ali, Alisha, Hilary Catherine Murphy, and Sanjay Nadkarni. "Hospitality employers’ perceptions
of technology for sustainable development: The implications for graduate
employability." Tourism and Hospitality Research (2016): 1467358416636929.
Alvesson, Mats, and Stefan Sveningsson. Changing organizational culture: Cultural change
work in progress. Routledge, 2015.
Battilana, Julie, and Tiziana Casciaro. "Change agents, networks, and institutions: A contingency
theory of organizational change." Academy of Management Journal 55, no. 2 (2012):
381-398.
Benn, Suzanne, Dexter Dunphy, and Andrew Griffiths. Organizational change for corporate
sustainability. Routledge, 2014.
Brown, Kerry, and Stephen P. Osborne. Managing change and innovation in public service
organizations. Routledge, 2012.
Burke, W. Warner, and Debra A. Noumair. Organization development: A process of learning
and changing. FT Press, 2015.
Burke, W. Warner. Organization change: Theory and practice. Sage Publications, 2017.
Cameron, Esther, and Mike Green. Making sense of change management: A complete guide to
the models, tools and techniques of organizational change. Kogan Page Publishers, 2015.

9ORGANIZATIONAL DEVELOPMENT AND CHANGE
Cummings, Thomas G., and Christopher G. Worley. Organization development and change.
Cengage learning, 2014.
Goetsch, David L., and Stanley B. Davis. Quality management for organizational excellence.
Upper Saddle River, NJ: pearson, 2014.
Iravo, M., J. Ongori, and C. Munene. "Factors affecting the performance of hotels and
restaurants in Kenya. A case of Kisii County." Interdisciplinary journal of contemporary
research in business 4, no. 12 (2013): 897-928.
Mahdi, Hussain A. Ali, Mohammed Abbas, Taher Ilyas Mazar, and S. A. George. "A
Comparative Analysis of Strategies and Business Models of Nike, Inc. and Adidas Group
with special reference to Competitive Advantage in the context of a Dynamic and
Competitive Environment." International Journal of Business Management and
Economic Research 6, no. 3 (2015): 167-177.
Pan Pacific Singapore ׀ Pan Pacific Hotel and Resort panpacific.com
https://www.panpacific.com/en.html
Pieterse, Jos H., Marjolein CJ Caniëls, and Thijs Homan. "Professional discourses and resistance
to change." Journal of Organizational Change Management 25, no. 6 (2012): 798-818.
Piller, Frank, Evalotte Lindgens, and Frank Steiner. "Mass customization at Adidas: Three
strategic capabilities to implement mass customization." (2012).