BUSM4547 Assignment 2: Management in Practice Analysis of Spic & Span

This report analyzes Spic & Span Pte Ltd, a social enterprise specializing in commercial cleaning, focusing on its management practices and strategic positioning within the Singaporean market. The report begins with a problem statement identifying key issues within the organization, such as the need for change management and workforce adaptation. It then delves into management literature, including SWOT analysis, to understand the challenges and opportunities. The report applies various strategic frameworks such as PESTEL, VUCA, Porter's Five Forces, VRIO and Value chain to conduct external and internal analyses. It also explores change management models like Lewin's and Kotter's, to understand the appropriate tools and theories to address the identified management issues. The analysis reveals strategic dilemmas, such as competition and employee turnover, and concludes with recommendations for strategic improvements and effective implementation of change and knowledge management to enhance the company's performance and address the challenges it faces. The report also includes a brief overview of Amazon's change management strategies as a real-life example.

Running head: MANAGEMENT IN PRACTICE
Management in Practice for Spic and Span
Name of the Student
Name of the University
Author’s Note:

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Table of Contents
1. Problem Statement of the Issue in Spic and Span..................................................................2
2. Management Literature to understand the Management Challenge and Theory to provide
an effective Solution for the Issue..............................................................................................3
3. Proper Identification and Selection of Suitable Tools, Theories and Models to understand
the Management Issue faced by Spic and Span.........................................................................6
4. Real Life Example of Change Management in Amazon.......................................................9
5. Conclusion..............................................................................................................................9
References................................................................................................................................11

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1. Problem Statement of the Issue in Spic and Span
Spic and Span is one of the most significant and important B2B award winning
cleaning organization, which has specialized in commercial cleaning for offices in the
Centralized Business District in entire Singapore. They are serving in several condominiums
as well as serviced apartments in the luxurious districts within Tanjong Pagar, Orchard and
River Valley. In spite of having several advantages, this particular organization of Spic and
Span has been facing few issues in their business and hence new strategies should be
implemented in the organization for better execution of business processes and activities
(Spic and Span. 2019).
The organization has developed a brand new technology for increasing its distinct
opportunities for both the staff and the company. It is considered as one of the most
significant reasons to ensure that the organization has undergone a successful transformation.
Proper implementation of change management is required in their business as it is a social
enterprise and it would ensure that maximum profit is being gained without much complexity
or issue (Spic and Span. 2019). Hence, strategic positioning of the organization would be
included in the business, so that the company is able to deal with all types of external analysis
features. After analysis of the external and internal environments of the organization of Spic
and Span, it is being checked that the company requires to increase their organizational work
force and bring out new changes in the business, so that it becomes quite easy for them to use
different aspects and details, related to change management.
They are moving steadily towards becoming a cleaning technology business with the
subsequent launching of the proprietary antibacterial coatings, which could easily disinfect
and then protect the surfaced until 6 months (Spic and Span. 2019). With such effectiveness
and efficiency towards business processes, they are able to ensure that a change in the

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organizational processes would reduce the chance of existing job dissatisfaction amongst
their employees. Moreover, involvement of new employees would ensure that new talent and
skills are being included in the business and the organization would be gaining major
productivity and success.
2. Management Literature to understand the Management Challenge and Theory to
provide an effective Solution for the Issue
Change management is responsible for reducing the overall risk that any new system
or any other change would be rejected by the entire company (Cummings, Bridgman and
Brown 2016). Successful creation of change in a company requires hard work and an
understanding of what should be done for making the changes occur (Lines et al. 2015). Spic
and Span has decided to involve new technologies in their business for better execution of
business processes and activities. There are several roles of individual employees and staff
that prove that these are required to be changed as well as upgraded on top priority to
enhance the chance of high productivity (Steigenberger 2015). It is being analysed after
completion of a SWOT analysis of Spic and Span and it is provided in the following
paragraphs:
Strengths Weaknesses
i) One of the major and the most significant
advantages of this particular organization of
Spic and Span is that since they are doing
business for several years, the popularity is
extremely high (Donnelly and Kirk 2015).
ii) The employees are highly dedicated and
they can ensure high success in their
i) The entire industry of cleaning in
Singapore is labour intensive and as a result,
Spic and Span is completely dependent on
their labours and no action can be taken
apart from the help of these labours.
ii) The second distinct and noteworthy
weakness is that there is an inherent time lag

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business with them (Cameron and Green
2019).
iii) The processes and activities are being
utilized with the help of proper usage of
technologies.
while building trust and goodwill (Al-
Haddad and Kotnour 2015).
Opportunities Threats
i) One of the major opportunities that Spic
and Span has in their business is the
successful implementation of change
management in the business (Lozano,
Ceulemans and Seatter 2015). They would
be able to identify the new benefits and
aspects that can be gained by them with this
new opportunity.
ii) Another significant opportunity is that
the business model of this organization can
be made easily flexible and scalable.
iii) They can include knowledge
management in their business for gaining
updated knowledge about the other external
factors (Samuel, Found and Williams 2015).
i) The first and the most significant threat of
this organization of Spic and Span is that
they have the chance of high competition
and as a result, it becomes quite difficult for
them to manage the organizational profit
and growth easily.
ii) Employee turnover is the next vital and
significant threat that could be quite
threatening for the business (Pick et al.
2015).
Table 1: SWOT Analysis of Spic and Span
(Source: Created by the Author in MS Word)
The organization of Spic and Span has a high threat of competition in their business
and as a result, the business can face major issues related to loss of customers to a high level

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(Dawson 2019). Moreover, they would be able to understand different features about
technology implementation in the business. If they will change their organizational systems
and processes, it would be highly beneficial for the business and hence the business model
would become scalable. As a result, the company would become independent in nature and
gain high quality products (Buick et al. 2015). They do not want to increase their workforce,
however it is needed for them to retrain their workers to deal with competition with other
organizations.
The issue can successfully resolved by the organization of Spic and Span if the
existing processes and activities are successfully changed by them. The employees would be
able to remain engaged by this process and better work execution would be done in the
organization. Moreover, involvement of technology in every sector would reduce the high
dependency of labours in the organization (Dalkir 2017). It is one of their weaknesses that
they are completely dependent on the organizational labours and as a result, if any labour is
absent, process of productivity gets stopped. Workplace automation is required in a business
to ensure that less manpower is used in the business. As a result, most of the most popular
and significant organizations in the entire world have involved automation in their workplace.
However, since SNS is dealing with cleaning services, it is not possible for them to involve
automation completely (Doppelt 2017). Hence, the organization should provide periodical
training to the employees, so that they are able to reduce the complexities in business to a
high level.
Knowledge management, on the other hand, is the major procedure to create, share,
utilize as well as manage the respective information and knowledge about the organization. It
is the multidisciplinary approach that helps in achieving different business goals by making
the best usage of knowledge (Hislop, Bosua and Helms 2018). Several distinct and important
organizations have subsequent resources that are dedicated to the internal efforts of

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knowledge management, as the part of their respective business strategy, information
technology as well as in the department of human resource management (Donate and de
Pablo 2015). The organization of Spic and Span would be able to focus on different vast
organizational goals like improved performances, high competitive advantages, innovation
and creativity, integration as well as constant organizational improvement and even sharing
of the learned lessons (Hornstein 2015).
The organizational management would be able to understand that these above
mentioned efforts would be overlapping with the respective organizational learning and
might be identified from a high emphasis over the knowledge management as a basic
strategic asset and encouraging on the knowledge sharing (Omotayo 2015). It is often
referred to as an enabler to the organizational learning. The entire process of decision making
is improved by this change management and there exists a computer supported cooperative
work in the business (Girard and Girard 2015). Since, Spic and Span is a cleaning company,
they have to deal with several distinct chemicals in their laboratory and hence it would be
highly advisable for them to include different aspects related to knowledge management and
measurement of strategies. Various advantages would be gained by Spic and Span and they
would be able to remain action oriented and purposeful (Jennex 2015).
3. Proper Identification and Selection of Suitable Tools, Theories and Models to
understand the Management Issue faced by Spic and Span
There are some of the most significant and important theories and models that are
required to be considered for successfully understanding the management issue of change
management and implementation of knowledge management in the business (Hislop, Bosua
and Helms 2018). Few of the most significant and important examples of change
management include implementation of new technologies, change in the leadership as well as

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changes in the existing organizational culture. Being one of the most popular cleaning
organizations in entire Singapore, they should consider details related to involvement of new
and updated technologies, so that it becomes quite easier for them to make the business
processes up graded and also gain subsequent knowledge about other competitors and
organizations (Samuel, Found and Williams 2015).
With such effective step of change management, it would become quite easier for the
business to deploy their changes easily (Lozano, Ceulemans and Seatter 2015). Moreover,
successful deployment of new technologies, frequent investments and new leadership can
reduce the high chance of business failure. Furthermore, they would be able to increase their
business size to a certain growth and hence ensure that high success is prevailed without
much complexity (Al-Haddad and Kotnour 2015). As a result, the social impact is well
measured for the business. The most suitable and effective change management models for
this particular organization of Spic and Span are provided in the following paragraphs:
i) Lewin’s Change Management Model: The first as well as most significant model
of change management that is suitable for this particular organization of Spic and Span is
change management model of Lewin (Cummings, Bridgman and Brown 2016). It is
extremely helpful for understanding the structured and organizational changes with the help
of changing states of ice blocks. The first stage is unfreeze, which is the process for change
preparation. The company should get prepared for this change and even for the distinct fact
that the change is highly needed and is crucial enough (Cameron and Green 2019). The phase
is vital, since maximum people in the work place, have a tendency to resist change and also
break the status quo. As a result, it includes the process, by which a company looks into the
core, before examining it.

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The next phase is change, in which the real transition takes place. This particular
procedure takes time to happen and the employees get time to allow new developments and
technologies to get involved in the business (Donnelly and Kirk 2015). Good leadership is
vital as such aspects not only lead to steer forward in the accurate direction. The final phase is
refreeze, in which as soon as the change is being accepted and implemented by the
employees, the company of Spic and Span would become stabilized once again (Dawson
2019). With this phase, the changes are well utilized and implemented on time for better
execution of different business processes.
ii) Kotter’s Change Management Theory: This is the second important and
significant theory of change management that is suitable for this particular organization of
Spic and Span. There are eight subsequent stages, present in the theory that are associated in
response to the employees’ reactions towards changes (Buick et al. 2015). These stages
include increased urgency, building of team, getting correct vision, communicating, getting
things moving, focusing on the short term goals, not compromising under any circumstances
and finally incorporation of change. Since, the technological approach is needed to be
changed, it is evident that the process would be quite easier to be followed and incorporated.
a) It is needed to create urgency in SNS, so that the issues are resolved completely.
b) They should build a team to ensure that every employee understands about the
changes.
c) In the third step, SNS should create a vision regarding change management of
technology advancement.
d) It is needed to communicate with the rest of the employees for changing to
technological transition (Hayes 2018).
e) They should identify and remove the probable obstacles from this change process.

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f) Before making the change, they should focus on short term goals to ensure that
minor changes are made successfully.
g) In the seventh step, they should build up the change of new technologies for
improvement in the business.
h) Finally, SNS should incorporate the change within their corporate culture.
iii) Organizational Knowledge Management Theory: This majorly emphasizes on
different organizational structures and the process to design a company hierarchically for
successful management of the knowledge processes and knowledge areas (Donate and de
Pablo 2015). As Spic and Span would be changing their business processes and also
implement knowledge management system in the business, it is evident that the new changes
would be highly beneficial for the organization and they would be able to expand their
business eventually, after gaining knowledge about the high competition from different other
companies, similar to Spic and Span.
4. Real Life Example of Change Management in Amazon
Jeff Bezos has faced issues related to change management in his organization,
Amazon. Ever since its start, this particular organization has gone through several changes.
However, it had not been a smooth process every time. He has faced issues while meeting the
goal of launching Amazon Prime and Amazon Instant Video. The employees did not support
his ideas and as a result, the launch was delayed. It has also being noted that the organization
was not making adequate profits for justifying their investments. In the year of 2015, after
implementing new change management ideas like using knowledge management system and
sub dividing their business processes, they were able to get success. After analysis of the case
study of Amazon, it can be stated that SNS should also implement change management ideas
like knowledge management for successful transition in the business.

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5. Conclusion
Hence, a suitable conclusion could be drawn that change management is extremely
important for an organization to make sure that the respective business processes are well
executed. This change management refers to different processes, tools and techniques that are
needed for management of the people side of changes that are needed for achieving a
subsequent business result. The main objective of change management includes improvement
of the business through alteration of the process of the work to be done. Such objectives
should be transformed into distinct impact on the processes, organizational structures, job
roles and systems for better execution of any type of business process or system. Any type of
personal transition is being included for successful change management. The above provided
report has properly described about the issue of change management in the organization of
Spic and Span with relevant details related to theories and models of change management.

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References
Al-Haddad, S. and Kotnour, T., 2015. Integrating the organizational change literature: a
model for successful change. Journal of organizational change management.
Buick, F., Blackman, D.A., O'Donnell, M.E., O'Flynn, J.L. and West, D., 2015. Can
enhanced performance management support public sector change?. Journal of
Organizational Change Management.
Cameron, E. and Green, M., 2019. Making sense of change management: A complete guide
to the models, tools and techniques of organizational change. Kogan Page Publishers.
Cummings, S., Bridgman, T. and Brown, K.G., 2016. Unfreezing change as three steps:
Rethinking Kurt Lewin’s legacy for change management. Human relations, 69(1), pp.33-60.
Dalkir, K., 2017. Knowledge management in theory and practice. MIT press.
Dawson, P., 2019. Reshaping change: A processual perspective. Routledge.
Donate, M.J. and de Pablo, J.D.S., 2015. The role of knowledge-oriented leadership in
knowledge management practices and innovation. Journal of Business Research, 68(2),
pp.360-370.
Donnelly, P. and Kirk, P., 2015. Use the PDSA model for effective change
management. Education for Primary Care, 26(4), pp.279-281.
Doppelt, B., 2017. Leading change toward sustainability: A change-management guide for
business, government and civil society. Routledge.
Girard, J. and Girard, J., 2015. Defining knowledge management: Toward an applied
compendium. Online Journal of Applied Knowledge Management, 3(1), pp.1-20.
Hayes, J., 2018. The theory and practice of change management. Palgrave.