Vodafone Egypt: Change Management, Leadership, and Strategy Report

This report provides a detailed analysis of change management strategies implemented at Vodafone Egypt under a new CEO. It begins with an introduction highlighting the need for change within the organization, focusing on issues such as employee motivation, communication, and the hierarchical ...Read More

Managing and Leading
Change

Table of Contents
INTRODUCTION...........................................................................................................................1
1. Key points and objectives ..................................................................................................1
2. Change management concept applicable to this context....................................................3
2.1)Discus the background of the organisation under investigation and analyse the situation..4
2.2)Forces of internal and external that led Vodafone Egypt to implement change
management............................................................................................................................4
2.3)identifying types of changes of CEO implement and recommend changes in leadership
theory .....................................................................................................................................5
2.4)Develop a communication management plan ................................................................6
REFERENCES................................................................................................................................8

INTRODUCTION
Change management is necessary in order to make organisation adaptable with the
dynamic changes that occurs due to various external and internal factors in environment As
every company seeks for the accomplishment of providing effective quality work from their
employees which are regarded to be provided various developing sessions that can lead to the
progress in their overall development resulting in the effective coordination of the workers in
several functional department of the firm. But the changes which are needed to be introduced
cannot be easily implemented as the human nature is completely resistant to the adaptability to
various changes which are beneficial to them in order to cope up with the dynamic surroundings.
The following report discusses the importance of change management in the Vodafone
organisation and what are the pros and cons associated with it (Bolden, 2016). The concept of
change management is the process of introducing the changes in the obsolete working of the task
in order to make in more effective and efficient and thus can be completed in best possible way
by the optimum utilisation of the resources.
1. Key points and objectives
Ian as the newly appointed CEO at the Vodafone organisation in Egypt saw some
different scenario of the company. As due to the lack of experience in the different country it was
hard to him to know the working culture of the firm where the employees were just job seekers
and were not so enthusiastic in order to develop a motivating environment which might be the
essential change.
The managers were not at all interested in order to provide some kind of motivation to
other employees so that they can get highly influenced to work beyond their possible limits and
bring out some innovation in the obsolete working style. Therefore, this affects the performance
level of company.
The relationship between the individuals were needed to be improved among the
management system, staff and the processes that lead to the slowing down of the growth aspect
within the firm (Burke, 2017).
There was a requirement for developing the corporate culture in the organisation which
would lead to the arising of Vodafone's value which results in the generation of the common
language and facilitate the two way communication of the employees.
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The change in the attitude and the behaviour of the Egyptian employees is essential must
in order to provide growth in the organisation.
Egypt is considered as the hierarchical business society as the CEO of the companies
were the only individuals to take the important decisions regarding every aspects. Therefore, the
powers were completely centralised (Schad and et. al., 2016).
Now, there was a requirement for introduction of certain changes which are essential for
company to adopt in order to achieve desired growth which was really required in the present
scenario. The objectives of introducing change are discussed as below:
 There was a requirement of an open, clear and honest communication followed by certain
open door policy and related complaint policy.
 There is a requirement of training sessions for the staff which are there in the Company’s
corporate culture, communication and development of mutual respect through various
kind of trainings related to relationship handling (Cameron and Green, 2015).
 Understanding the importance of the value which is required to be shared across business
which is globally expanded.
 To learn a common language which leads to know about what does the particular thing
matters to each other.
According to the scenario, there was a need to implement these changes in order to create
an environment where the individuals shall be highly motivated and influence the other
colleagues equally with trying to influence others in order to maintain a positive working culture
which is highly energetic where the employees take high interest in the acceptance of various
challenges which are required to create a responsible worker in Vodafone (Drucker, 2017).
As change management is very important aspect in order to develop any organisation
with the concept of bringing revolutionised change which should be adopted so that one can have
effective impact which would definitely lead to improve the current processing of the company
and would lead to motivate Egyptian workers who were extremely talented but required to be
improved in other aspects such as building up of friendly relation with co workers so that it
would lead up to make employee relation to be strong. The strong employee relation leads to
create a surrounding which is important in order to make it more productive and positive which
definitely has affected the production factor of every organisation and has improved in the
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quantity as well as quality aspects which is very important to achieve by any firm to sustain in
the market and to apply effective strategies.
2. Change management concept applicable to this context
There are various change management concepts which can be applicable to company as
there is a requirement for some changes that should be occur for the betterment. One has to
perform certain analysis of the concept before implementing the same in Vodafone. Best
suitable concept can be Lewin's change model which deeply focuses three factors which
facilitate process of change (Kuipers and et.al., 2014). These are Unfreezing, making changes
and refreezing. It is the most approachable concept.
The first step includes realisation fact that company needs change and therefore, it is
necessary to unfreeze it. It include observation of working structure of the company by analysing
every small factors such as aspects related to employee which includes how he works, what is his
behaviour with others and so on (Hayes, 2018). It is essential to seek every process involved in
daily schedule of work which leads to conclusion that what changes are required in order to
make the working environment more effective. Ian noticed that there is a requirement in the
company especially relate to employees therefore he made several strategies that were required
for the effective planning for introducing the change which can increase he growth of Vodafone
company and also lead to the development of good relationship with individuals who works in
the company that will lead to efficient flow of task resulting in accomplishment of objective. It
also helps to deal with the resistances which will be created by the Egyptian employees for sure
as they are not highly adaptable with the changes and prefer to work according to the obsolete
way of performing task. One has to be provided the disadvantages of the old processes and
benefits of the change which a company wants to introduce (Hornstein, 2015).
The last step includes the refreezing of an organisation where the changes have been
implied, measured and also tweaked according to the feedbacks which are provided to the
management panel who are responsible for bringing out the change. Along with that, regular
reviews are required which are necessary for checking the success of the whole plan in terms that
whether it would help to achieve the desired results or not (K. Smith and et.al., 2017).
This model is very effective in making the change factor to be easily adopted
by the organisation without creating any problem to the employees who have
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obsolete way of working in a task. The changes are necessary in order to maintain
the aspect of improvement in the company. Every employee has to make
themselves ready for accepting changes for betterment. These steps make proper
analysis of the current way of the working structure of an organisation and
determines what are the areas which are needed to be changed and also what would
be the benefits one will get from the acceptance of changes. The unfreezing step of
change management model concentrates on the working style of the Egyptian
workers and what factors they are needed to be adopted in order to provide more
advancement and can lead to provide an idea for effective strategy implementation
which is not restricted by any one. After bring the changes the whole structure is
refreeze in order to check whether they changes which are done are providing
impactful results or not.
TASK 2
2.1)Discus the background of the organisation under investigation and analyse the situation
The background of the organisation Egyptian people develop their medium size
software, they do not have any proper knowledge how to develop this organisation, so this
situation create some problem like they are not work properly this company, employees leave
this company. So they people face many problems like low level of productivity and they do not
maintain their relationship with customer's. So is the big issue . So this enterprise needs to
adopt new technology it is very help full to providing the proper knowledge the places and
work like how much important organisation management changes. The main aim of this
company to achieve their target with effective e change in their man agent. They need to change
in their infrastructure and clear their vision. Giving a effective training to their employees it also
necessary, it help to improve their business efficiency.
2.2)Forces of internal and external that led Vodafone Egypt to implement change management
There are two types of forces in Vodafone's Egypt to implement, they use five types of
porters forces it is very useful for analysing the actual performance of this comoany. It is also
very help to identifying strength and weaknesses of this company. Nit also hel to developing
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business strategies it also determines the competitive intensity and attracting to their customer as
well as market (Bolden, 2016). It included rivalry, it is the process of switching the cost for
customer are very low level so company are easily attract their customer at very low price and
giving a better services with low level product services.
Internal environment
it is related to the Vodafone capabilities and centre ability, this company are able to comete with
other industry it has ability to merge with other while maintaining their relationship with
customers, providing low level organisations structures. They also used new technology in their
businesses it is also helpful for expanding the sales of the company. There are cpaablities have
growth this organisation in long term.
2.3)identifying types of changes of CEO implement and recommend changes in leadership
theory
Vodafone manger is responsible for identifying the several changes of their business and
focus these changes for running long terms business. This organisation is providing effective
services to their customer and main motive to adopt new change and increasing the sales of the
businesses (Bolden, 2016). They have need to development their softer ware it is very helpful
for gathering the whole details of the customer and giving the proper information through email,
text, social media it I very helpful from obtaining more profitability in their businesses. Large
scale transition to a unique sate of operating new changes the whole company. To maximize
engagement motivating their employees. This organisation CEO implements on incremental
changes it is related to the continuing small improvement of the business. They also need to
develop their organisation structures in effective way it is very important with out develop
organisation functions company cant run their business in long run so this enterprise manager to
take effective actions and making best decision they focus only their services and providing the
satisfaction of the consumer with quality services.
Leadership style of CEO should be more participative in nature which means that he
should involve all their employees in the decision making process by taking up their suggestions
and advices which would lead to motivate them as they would lead to provide them a privilege to
be a part of important aspect of a company.
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2.4)Develop a communication management plan
Communication is the process of exchanging the information on place to another, it also
sharing the information of one person to another person. It is very useful to for Vodafone
company to develop their communication management plan in effective way. It help to providing
effective services to their customers as well they also giving the quality services to their
consumer (Bolden, 2016) It is also help to maintain the relationship with peoples. This
company need to making the best communication plan and work inefficiently manner. The goal
of this plan increasing the knowledge of the employees and creating healthy environment on
their workplaces. A good communication management plan giving the effective environment and
help full to meet a lot opportunities to their businesses. Communication plan like improved the
responsibilities in according to different types of skilful employees as well diving whole work in
different department.
Communication plan included setting up of flat hierarchical system in which
one can communicate regarding issues to any employee. It would lead to improve
the employee relation and each worker would be easily opened up with every one
which would lead to result in the controlli8ng factor of the organisation and the
team performance would increase which would ultimately lead to increase the
company's productivity. Many activities can be conducted which would lead to
provide improvement in the communication aspect of every employee and would
lead to builds up the confidence to speak in front of many employees.
CONCLUSION
it can be concluded that the important of change management in the Vodafone company
it help increasing their sales of the business. It also included this file communication plan ans
also identifying the internal and external forces of the business. It has also been observed that
Egyptian employees had a very obsolete way of working which was making the production work
to be very slow which was needed to be improved in order to increase the efficiency of the
production to met the goals and objectives of the organisation. Also various model were adopted
such as Lewin model of change management which was implemented has certain steps which
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were Unfreezing, introducing changes and refreezing which was very necessary and has lead to
easily introduced the concept change without creating any problem in the company.
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REFERENCES
Books and Journals
Bolden, R., 2016. Leadership, management and organisational development. In Gower
handbook of leadership and management development (pp. 143-158). Routledge.
Burke, W. W., 2017. Organization change: Theory and practice. Sage Publications.
Cameron, E. and Green, M., 2015. Making sense of change management: A complete guide to
the models, tools and techniques of organizational change. Kogan Page Publishers.
Drucker, P. F., 2017. The Theory of the Business (Harvard Business Review Classics). Harvard
Business Press.
Hayes, J., 2018. The theory and practice of change management.
Hornstein, H. A., 2015. The integration of project management and organizational change
management is now a necessity. International Journal of Project Management. 33(2).
pp.291-298.
K. Smith, W. and et.al., 2017. Adding complexity to theories of paradox, tensions, and dualities
of innovation and change: Introduction to organization studies special issue on paradox,
tensions, and dualities of innovation and change.
Kuipers, B.S. and et.al.,2014. The management of change in public organizations: A literature
review. Public administration. 92(1).pp.1-20.
Schad, J. and et. al., 2016. Paradox research in management science: Looking back to move
forward. The Academy of Management Annals. 10(1). pp.5-64.
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