Implementing Change Management: A Case Study of A&M Gourmet Foods

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CHANGE
MANAGEMENT

INTRODUCTION
 In this Presentation, we are going to talk about the
changes implemented at a workplace. Along with that,
we are going to prepare a blueprint of the resources
needed with the changes implemented.
 We will also notice the positive behaviour of the
employee towards the changes. Chosen organization is
“A&M Gourmet Foods”.

TIMELINE FOR IMPLEMENTATION
 Every organization wants to make its mark in the market. For
this, they try to apply new tactics and strategies. There can be
tactics like decreasing the price, sale and discounts, changes
in the internal environment like new staff and management.
This management can also affect the behaviour of the
employees. This affect can be positive and negative both.
Some may agree while some may not.
 For example- If the management of any organization changes,
then it will affect the whole organization. New guidelines will
be generated, new working style will be adopted according to
the management.
 The time taken for the organization to adjust and learning new
guidelines are totally dependent on the staff of the
organization. It can take few weeks to months.

BUDGET FOR THE NEW
IMPLEMENTATION
 There are a few things which are needed when the new
changes are implemented. The changes are change in
the management department. We have to prepare
budget, keeping in mind the things required for the new
department.
Things required Amount (approx.)
Furniture Rs. 1,00,000- 5,00,000/-
Computers Rs. 10,00,000- 15,00,000/-
Printers Rs. 15,000- 20,000/-
Office Supplies Rs. 10,000- 15,000/-

POSITIVE BEHAVIOUR OF EMPLOYEES
TOWARDS THE CHANGES
 The positive change in the behaviour of the employees will be:-
 More energy- sometimes the main cause of the loss is less
energetic employees. If the management changes and they are
able to convince the staff members, they will automatically
develop and reach targets (Peacock, 2017. pp.61-62).
 Rewards and Bonuses- if the new management provides
bonuses and rewards to its employees, there will be a will to
work hard. The employees in the greed of gifts and bonuses
will benefit the organization.
 Celebrating small successes- if the management celebrates
even the small achievements, it motivates the employees. This
motivation is necessary for the development of the
organization.

MINIMIZING THE RESISTANCE
TO CHANGE
 In these we can lower the resistance to change:-
 Training and Development- giving proper training to the staff
according to the new management guidelines will help a lot.
Proper training will make employees comfortable. Proper
guidelines and working will be given to the staff. This way, they
will not feel burdened. Also, the working will be smooth.
 Role and Analysis- if the role of a particular person is
changing, then he should be given training according to the
new roles. The HR should make sure that the person is
comfortable with the new roles and duties assigned to him
(Peacock, 2017. Pp. 53).
 Attending the interpersonal relationships- make sure, you
maintain a healthy relationship with your employees. During
this change, the employees will be confused. The HR should
know their problems and issues and guide for the same.

TWO SKILLS FROM HEALTH AND
SAFETY PROGRAM
 Health and Safety Act is the act made for the purpose of the
safety of the employees at work place. They also contains
the rights and duties which an employee can exercise at
work place.
 The two human skills developed from health and safety
program will be:-
Supervisors- the supervisors should be assigned to make
sure the working place is well maintained and clean. They
should make sure that, all the technical and electronic
instruments are working correctly and are updated. There
should no electronic fault. If there is, it should be repaired
immediately.
Managers- the managerial department should work and
renew the health related policies and programs. They should
provide all the resources necessary for the safety programs.

TWO METRICS FOR THE
EFFECTIVENESS OF THE
PROGRAM
 To see the after effects of the change in the management
department, there can be two ways:-
 Watching the scale of profit- after changing the
management department, see the profits. If your main
motive was to increase the sales of your organization,
then make sure after the change you keep a watch on
your sales. If your sales has improved, then you have
made the right choice. If not, you should think of a better
option then.
 Employee’s performance- if your main motive was to
improve employee’s performance, then watch the
performance of the employees after change of the
department. If the employees are energetic and
enthusiastic, stay to the strategies used by the
management. This will also develop the organizatinoal
status as well.

REFERENCES
Peacock, M, J. (2017). The Human Resource
Professional’s Guide to Change Management :
Practical Tools and Techniques to Enact
Meaningful and Lasting Organizational Change.
Business Expert Press. Pp. 1-130.