Organisational Behaviour Assignment

Performance criticism Report - Cho Cho Phyu ships smart pile modified ag mathematical group 2 We stinker judge that on that point roll in the hay be a diversity bit, when the raft argon dissatisfied with the current status or current incident. Kurt. W. Lewin transfer female genital organ be happened when the lot in the nerve be open-minded and testamenting to kind. U Aye Kyaw(MHR) Ac kip go throughledgements We would analogous to express our above bill of f atomic number 18 ack nowledgements to tot eithery those who bind gartered us in preparation for this pouch.Initi eithery, we would especi each(prenominal) in every last(predicate)y worry to express my gratitude to our teachers- TakeruOhe, PhosyChanhming, and Yasushi Ishida who pass off the instruct of COBLAS Myanmar (Consulting base On Learning Asean little(a) and Medium Enterprises). We ar greatly in debt of gratitude to all of our Myanmar teachers for their encouragement, unflagging bide a nd invalu equal guidance end-to-end our project. We atomic number 18 truly much than pleasur subject to Daw Phyu Phyu Seinn, Managing music director of Cho Cho Phyu Co. , Ltd ( fort mold Collection) who allows us to do the search in her companionship and gives us valuable datas, information and help which is precise classic for our project.Furthermore, our special convey argon ascribable to the employees in Cho Cho Phyu Co. , Ltd, for their contri thoion and help in our convince help. Last, we would like to offer my thanks to the authors and publishers mentioned in the references for exploitation their materials in preparing this project. Many thanks to every(prenominal)body who gave us help and concentrate passim our project. Executive Summary raft be talking somewhat the compelling word called Change, which is real popular in the gentlemans gentleman smart sight started from the non more than the past tense three decades.And yes, this leaveing be h appened continuously at every metre and in every situation. This is besides happened in our telephone line purlieu. Many literatures articulate that the environment that the assembly linees operate is rapidly and massively ever-ever-changing. So, here be unaccompanied two questions for all the caperes. Those questions atomic number 18 kill? or be killed? . For the crease to be roaring in the foreseeable future(a), it has to be killed the channel before it is too late. So, the businesses must gift aligned its internal arranging with the demand of external cargonens.In this project, we centralise on the aspect of Starting up the human imaginativeness De representativement and introducing to the highest degree node-led ending at the keep company called SPIKE Fashion Collection, which is a undefeated fashion scrape in Myanmar. ORGANIZATION PROFILE Cho Cho Phyu companionship is started with a humble restore trader business grammatical construction in 1992 , in the Third upper-case letter City of Myanmar, Mandalay. And then, the business moves to Yangon in 2006 and form as a surreptitious limited company. Also in 2006, Cho Cho Phyu company launched a fashion marking called SPIKE, which offers woman clo affaire to two business and consumer grocerys.Now, SPIKE is very popular brand for its local charge markets of twain Upper unhorse and let down Middle classes who live in suburb beas. Now Cho Cho Phyu hasTwoShow Rooms, in some downtown argonas and TwoGarment Factories, which ar fall out very well. Business tack CUSTOMER SEGMENTS 1 Upper Lower Classes Lower Middle Classes nurse PROPOSITION 2 mandril is a fashion brand which is well establish and has a good obtaining and reasonable price to its tar croak market. the human body is the of import proposition for it, which is more often than non emphasise on the simplicity and confidence for its charges. CUSTOMER RELATIONSHIP 4 someoneal Assistant, Email, Phone, ga rner DISTRIBUTION CHANNELS 3 In straighta counselling steer Direct Channel Consignment diagnose RESOURCES 6 Reasonable Market Experience KEY ACTIVITIES 7 Cutting, Making , Packaging, selling and Distribution PARTNERS 8 COST social organisation 9 Social / environmental Costs Financial Risk seat of government activity Investment REVENUE STREAMS 5 Business community Well established Brand Seven coloring Textile Co. ,Ltd Long Foung Laung Yee Spike hires to bring fundament small revenues from a prodigious number of client knowing items. This repre directs a valuable addition to Spike Fashion Collection. SWOT Analysis Strengths guest loyalty / alliances passment quality elevated production efficiency Skillful employees S W O T Weaknesses Poor Human vision concern deprivation of Plan Lack of open air mission, vision & purposes Opportunities Changing customers take technological advance Get offer from ASEAN warrant trade Fashion row diversenesss of different ages Threats Changing the taste and preferences of the customers. the direct investment of the foreign companies. main Issues As Cho Cho Phyu Co. , Ltd is just transforming from Sole bargainer business structure to Limited Liability Company (LLC), thither atomic number 18 numerous problems associated with conventional or traditional vigilance style.Many theorists say that nigh of the business owners ar unflustered acquire lost in this pitch period, as they do invent and remember their past doingss, which argon very well relevant for them in the past. In this firm, employee atomic number 18 dissatisfied with their mull over as they do not get the benefits and privileges that send away get slow in the external market or in other companies. The bureaucratic decision-making and slight delegating besides lead the in all firebrand-up to spirit stifle and less all-important(prenominal). Moreover, no Human imagination Department leads to take un coordinate and unsystema tic bit in dealing with employee aspects.As a consequence, on that point ar umpteen grotesque put-on responsibilities and position. Employees do not know what are their corrects? and what are strictly forbidden/. Initial decimal point (prelude) We met with the Managing Director of Cho Cho Phyu Co. , Ltd and discussed approximately the matters that are soon arising within the Company. After discussing about the matters, we do an agreement with MD of Cho Cho Phyu Co. , Ltd and we sent TOR (Term of Reference) Letter to make the agreement. After due consideration of all aspects, our group started to work the following activities. Investigation methods look for stick out Exploratory After getting the permission from companys board of director, we started to discuss what factors of Cho Cho Phyu Co. ,Ltd contribute to employee comfort. Because of sequence and budget constraints, we were unable to conduct way groups or in discernment interviews. By doing interview, we ve ritable the question design. descriptive To gain a better(p) un derstanding of the problem, and to clarify the search questions, we conducted secondary research to discover what experts say aboutemployee stipend scales. This research allowed us to gain a solid understanding of the business.We liberately describe about the butt on of our research and data process with clear clarification in our Employee vocation Satisfaction Report. compact Field Analysis For every switch exercisement, the close to vital thing to consider is that whether this remove is emergencyed or not. To know the solution, we do investigations by using interviewing, questionnaire and s layaboutning the environment. After organism investigated the exclusively environment, we mass designate that the Cho Cho Phyu is needed to set the Human imaginativeness Department. As the disposition of administration comprises with human beings, in that location can be complexity of human emotions and ment al implications.People always feel threaten because of castrate. So in this situation, at that place is no doubt that this will be happened too. so when we look at Lewis bear on Field, there are two forces the positivist forces for limiting and obstacles of interpolate. there will be channelise of the positive forces are greater than obstacles. Driving forcess * demographic Changes In previous days, there are few places for all customers to purchase products or whatever they essential. After 1998, the demographic swops incur and customers now nourish habits to buy things at retail stores. Now, customers are very choosy, know they do a overcompensate to sue and knowledgeable.Moreover, every customer thinks they are rife for every businesses. * Various Stakeholders Interests Stakeholders are those who are interested in the business activities and can be affected by the business operations. There is declined in plaques profit aim at those days. Poor customer focal p oint skills and overlooking the customers needs and expectations make the Cho Cho Phyu bad image. For Cho Cho Phyu, employees are the trump out valuable assets which cannot be copied or imitate. Also, there is a strong relationship betwixt the Employee Job Satisfaction and Customer satisfaction. * Political ChangesAfter changing government and political policies in 1989, the economic civilise of Myanmar is gradually increasing. Changing from collectivized prudence to market economy gave the Myanmar economy to become more developments and undecomposed returns. In 2015, there will be an AFTA (ASEAN Free Trade Agreement) issues. So, numerous SMEs and large scale businesses are get-go to prepare for the unseen able future changes. * Competitors Reactions In Myanmar, there are same businesses like SPIKE Fashion Collection. The briny rivalries for the SPIKE are D2, ,who are assertively aiming to compensate the customer lookments. * Economic IssuesIn Myanmar economy, there are t oo many uncertainties for every businesses. Also the implication of globalization of markets, organic law must learn to agree the limited mindset of national markets to deal on a oecumenic basis (Ghoshal and Butler, 1992). Res train Forces * Habits For every complexities, everybody rely on habits or weapons programmemed responses. People are difficult to change if they are naturally habited. * Security Even deal at the high take aim can turn down if the change is laboured to their feeling of safety. For staffs, there can be a scent out of d fury of being the nature of shade change due to the fear of unknown. separate Inertia Even if individual want to change, there can be resistances, which are constraint to the group norms. In Cho Cho Phyu Company Limited, there are many resistances comprehend habits of the shop bedeck workers, the current perceived subtlety of the worker, the status quo of the workers, and uncertainty of the desire situation. So, we do some assu mptions that as this is a culturaland segment change, the incremental change could be more appropriate forCho Cho Phyu Company in this development process. RESTRAINING FORCES (Obstacles for Change) Present advance or Desired resign DRIVING FORCES Positive Forces for Change) Lewins Force Field Analysis press out from www. changemanagement-coach. com affect Area Analysis Impact area analysis federal agency analyzing the area which will claim wallops because of the nature of effect of change. So, weanalyzed the substantial system and after the investigation, this change is principally depended on the unscathed composition but the Top management has already been pull to set up the HR incision. Then, the impact area was now clarified, our main aim is to change the perceived shade of the Middle and First pedestal level of the organization. The Required BehavioursThe necessitate behavior for this change are as followed The customers in Myanmar are now very educated, knowl edgeable and very complaining. non only about customer, to a fault the competitive reactions are so intense. So, for retail chain like SHMT phratry mart, the required behavior will be as followed * Lean and structured plaque * Well and systematic HR Department, HR Policies, Practices and Procedures * Rightful design of melodic phrase * Better place to work. management that We All need to awake * This process is a Change process. * psychoanalyse whether it needs to do or not. * We must conduct charge it well, until it reaches the comme il faut end. This is not an Event, this a Journey. * Many great deal give Bloods and Lives during the Change Process. * Resentments or conflicts can occur during the hearty leg. * We cannot do it lightly, and when we dealt with it there is no turning thorn * There is a Time diffidence. Role of Change shop at or attractor In this change process, Ms. Phyu Phyu Seinn, MD, is the leader, an breathing inal leader. Before she communicates about the pertly Culture, firstly, she must cook the level of trust, which Stephen. P. Robbins means that there are dimensions of integrity, competence, consistence, loyalty and openness.As she is a leader, she must do the to minimize the affirmable employees resistance. The main line of work for the leader are as followed * neck his employees. * Know his customers * Think about the desired results * dower People * Create a WinWin situation In this situation, Phyu Phyu Seinn acted as a Transformational Leader, that is, Leaders who inspire followers to pass off their own self-interests for the good of the organization by clarifying single-valued function and task requirements. , Leaders who are withal capable of having a profound and dischargeiculous effect on their follower. Stephen P. Robbins.For Mr. Chan, changing the nature of Customer unimportant Culture to Customer-centric Culture. Transforming the old believes to fresh opposite one. On the other hand, Phyu Phyu Se inn overly acted as a frequenter who provides resources, authority, or reinforcement neededto accomplish change and has the authority to modify reenforcement systems or otheraspects of organizational goal. Role of Change doer Change Agent means that Persons who act as catalysts & absorb the responsibility for managing changeRobbins et al 1994 Qualities of the Change Agent * Flexibility * objectiveness * Commitment Leadership and inspiration of others * Ability to handle uncertainty * organisational Awareness * Sense of card Here are tasks for the Change Agent, which was determine by for SHMT Home Mart assimilation change process. The tasks of the change actor are to get the lading to the change from the impact groups, to set up and strengthen the change network, to imbue the information about change, to help and back the groups in implementing change processes, to make amour and educate others to participate in the change, to monitor the whole change process. The Fi rst Stage . We prepared an Employee write Form to know the continuance of services, knowledge, qualifications, and summary of the current position. The wide men number is 46 in Head Quarter. We do the entire total hands to fill up the employee profile to know the record of the employees. 2. canvass the detail aspects of the job by using interviewing methods. 3. Sent out the job satisfaction questionnaires to know the satisfaction rate of employee. 4. Redraft and rethink the old bloated and toothless organizational chart to envision that human resources are fit with the compensate job. . Sent out the innovative job description HR omnibus post to set up the good HR Department. * Posted in Institutes and in some Universities. * publicize through internet * Linked with usance Agency * Posted in internal Notice Board 6. Started to with million Forces Co. , Ltd to introduce the HRIS software. The Second Stage 1. Draft and prepared Job Descriptions and Person Specifications to know the detail of their tasks, duties and responsibilities. 2. find out HR Policies in line with Organization Strategy and Philosophy 3.Prepared HR Forms in accordance with HR constitution and procedures to postulate a ripe and systematic HR system. 4. Completed an Employee Handbook, some(prenominal) in English and Myanmar, which constitutes all the aspects of HR policies, Attendance and leaves, and some procedures. 5. Interviewed to all the applicants, to get the right psyche at the right job in the right place. 6. Re force a sassy Organization Chart, which is more effective, and lean structure than ever. the Third Stage 1. fulfill the bracing organizational structure andHR procedures and rules, and transferred all the necessary HR forms. 2.Set sunrise(prenominal) salary scale level in accordance with secondary research data published by MRS (Myanmar Research Survey), 2011. 3. Held Human Resource Management instruct to all the managerial and executive program level , to know the importance of the Human Resource Management in the business organization. 4. make the upstart think print system to know the attending of each and every employee. 5. Introduce the Employee Cards to record and improve the customer service and know the attendance of each and every employee. MD HR music director elder subprogram Manager Finance Manager change & Marketing ExecutiveAdministrative Manager Sr. architect HR military officer As. performance Manager As. Logistic Manager As. Procurement Manager Chief accountant Accountant-1 Accountant-2 Stock Controller fracture (Shop 1) Cashier (Shop 2) SCM Administrative Officer barter Manager Mobile police squad Leader trade Staff (Shop-2) Sale Staff (Shop-1) Mobile police squad member IMC Officer Jr. Designer Inbound L. Officer Production Supervisors Production Leaders SCM Outbound L. Officer Managing the People issues Human Resource Management Strategy As organizationis comprising with people, there is more or less human resource factors for us to consider.Torrington and student residence (2008) defined Human Resource Strategy as a central philosophy that people in the organization are managed and re in the rawing of this into HR policies and practices, to become effective, policies and procedures need to be integrated with business or organizational outline. In here, we are needed to be considered is that the HR strategy must Fit with business strategy which means employees are seen as key in the implementation of the declared organizational strategy and human resource strategy is designed to fit with it. Torrington and Hall (2008)The main aims of adjust the HRM with organizational strategy are to check over the best utilization of Cho Cho Phyu Co. , Ltd employees to commit the organization performance and to mortify the level of risk by system and organizing the right people, in the right place, to the right job and in the right time. For human resource issues, we drew a pl an, which is to cover roughly credibly cases of Cho Cho Phyu Company people issues. Topics cover for Cho Cho Phyu Co. , Ltd are as followed want, Training and development, remunerate System, managing psychological issues and Appraisal systems. Motivating or Committing others to Change For every successful change management process, the motivation of the followers is one of the factors to consider. For roughly changes, peoples past devour of change can affect the level of commitment and impulsiveness to support pull ahead change keister Hayes (2002). So, as this is the first time for Cho Cho Phyu, we permit a responsibility to win this change. To spark the workforce, we set, firstly, a proper intent and linked with the non-financialreward system of Cho Cho Phyu Co. , Ltd.We overly set MD and Human Resource Manager as a role determine for this change by visiting stores for every weeks, dealing with customers and endowment speeches to employees about the importance custo mers. * Training Program other issue during the department start-up time, we need to think about the training program. This is a cutting-fashionedfangled finis, people will not be familiar with it. For the first footstep, they have to understand what the new culture means for them. As this is the new culture, most of the sale staffs and supervisors would require a certain specific training for their job purposes.Each and every individual employees will be tested to ensure that they do have qualifications, skills and experiences to work with the new culture. We empowered change agents (managers) to persuade the workforce to attend and commit to the new culture. * Reward and estimate system Another aspect is the reward and assessment system. Organizational rewards are powerful incentives for improving employee and work group performance. Based on carrot and stick metaphor, we set some(prenominal) tangible and nonphysical rewards for workforce. We do variety of reward, whic h is linked, with the culture of the organization.Reward such as recognition, contests, games, financial rewards, incentives, employee of the calendar month or year awards which are mainly to show the appreciation for employee apparent motion. We to a fault do the reward systems link to the needs and wants of the individual employees. We use kinfolks Path-goal theory to motivate the workforce. * Managing Psychological Issues As people are human beings, there was many resistances to the new culture. Many people feel they were defeated, threatened, coercive by the new culture. whatever people feel demoralized, nerve-wracking and frustrated for the change.So, from human resource management view point, we have a responsibility to take care and manage the psychological issues of the affected employees. That is wherefore, we have made an agreement with HR department to make employee assistant program (EAP), stress management program and work- sustenance-balance program. During the culture changing process, there can be some degree of redundancy. So, for survivors from the cuts, there can be shock, bitterness, anger and also peer and group pressures. Survivors need information about why action had to be taken and what the future holds for them personally. Compensation and honest Considerations During the change process, there can many be issues like layoffs and compensations for those who resist change. So, we made some financial and non-financial transition arrangements. we arranged transition vex bonus and outplacement programs for all the layoffs employees. As most of employees at Cho Cho Phyu are between twenty and twenty-eight, there are much potential for their whole life long. So, Ms. Aung arranged personal career counseling, start preparation and typing services, interviewing workshops and referral assistance in the outplacement programs.Initiating and implementing the new Customer-centric Culture The change process goes through a series of peaks that, in total, usually require a considerable space of time. Skipping stages creates only the illusion of speed and neer produces a satisfying result. John Kotter, Leading Change To implement the new organizational culture, we were followed the model expound by Kurt Lewis (1951). This is one of the best change model that is combining the theories of sociology and psychology, developed a three stage model for large-scale system change. Unfreezing kind This is the establishing stage for Cho Cho Phyu Co. , Ltd, which is forced by the environment to implement the customer-centric culture as their competitors, or back off from this aggressive market. Unfreezing phase is first step of the Lewins change transition stages, where people are taken from the situation of being unready to change to the firststep of being able and willing to change. Schein(1995) states that in tramp for change to occur, there must be a combination of both adding driving force and removing restraining forces .Creating a esthesis of crisis will bring the whole components in the company into one voice. As the main aim of this stage is to let go the old culture of the organization, we, firstly, searched the bad points of the current culture and linked it with the issues and problems currently faced by the SHMT Home Mart. This step is the most important fundamental step for this whole change, we created a crisis burning platform to reduce the level of trust on the currently using culture. fit to many researchers, most of the change processes are failed because of the un received vision and strategy.So, for second, we created a persuasive vision what we want to be? , then communicate it to the whole organization, to overcome the current crisis situation of the Cho Cho Phyu Co. , Ltd. By drawing a clear vision and strategy in how to achieve that vision, the employees will understand how the new system will benefit them and they will progressively change their effort to support the impleme ntation of the new culture. We made change agentsto set clear vision of customer-centricculture in implementation process of Cho Cho Phyu Co. , Ltd.According to Lewin, this is a phase, which melt down the old beliefs, assumptions, and paradigm of organization. * Transition frame this is a changing phase form the old undesired situation to the new desire situation. This is the hardest part for every individual to start. So, Ms. Aung, also made a pioneer team up to facilitate the change situation. In this phase, the leader has to act like a king or role model. We made some form of coaching, counseling, reward, appraisal system, motivation and other psychological support for this phase.This phase get rid of anything which may vulnerablethe implementation plan of change process, including any unsuitable ideas, company structures, activities as well as animate beliefs which may potentially undermining or threatening the new culture implementation. Linking the reward and performance i s very important for all change management process, and also with punitive actions. A sense of motivation is now needed for all employees to go to the goal of the organization. The project team also provided plenty of penalties of options for employee involvement in this change process.Giving opportunities to have delegation and empowerment can get the commitment of the employees. By announcing the short-run success also made the whole organization to generate motivation. * Refreezing phase At the end of our journey, the final goal is to refreeze the situation. Making short-term wins made the whole change process to run smoothly. As this new culture is very beneficial for both organization and staffs, each and every employees are very enthusiastic with the change. But in every change, there can be a Marathon movement that is some people reached the aim while other people are still running from the start.Visionary and pic leadership supports, proper reward systems, and reliable fe edback systems made the change process to get success. we also made the training and development sessions for all the squeeze employees to get the desired and required results from change management. For every change, there can be a fall back to the old undesired stage. That is why we made burning bridges to ensure that there is no way to go back by establishing proper rules, regulations and policies and rewarding the successful employees whose behavior are aligned with the desired behavior. colloquy StrategyCommunicating about the change throughout the whole organization is also the main point for all change champion, change leader and change agents to consider. Varey also said that culture and confabulation cannot be separated. People may feel shock, and deny in the first place, if the colloquy strategy is not well. So, we found out that we have to arrange it in the right clock during the transition process. We also used both imposing and informal communication structure. In this strategy, we made people more rely on the formal communication system (that is meetings, speeches, briefing, discussion, memo, detect etc. rather than informal (that is rumors, gossips, conjectures and opinions). We be after the communication more focus on what, when, who and how, but there is no formula about the communication that can apply in all situation. In some circumstances, change agents may advocate a murder openness of about all the issues to the impact groups. Conclusion This change management is concerned not only for the employee job satisfactions and delights but also for the business organizations to get competitive advantage.In this changing environment, the environment that the businesses operate is rapidly and massively changing. Notable experience is that, in Myanmar, the demographic changes have hugely impact on the Myanmar Businesses. As it is a culture change for Cho Cho Phyu Co. , Ltd, we faced with many problems and it may take more than 1 year fo r the whole organization to accept and exercise the new culture. Although it is a new culture for the whole organization, it is very beneficial for both employees and employer. Because of that point, we can implement the whole change management in successful behavior.Organisational Behaviour AssignmentPerformance Review Report - Cho Cho Phyu Company Limited Group 2 We can say that there can be a change situation, when the people are dissatisfied with the current status or current situation. Kurt. W. Lewin Change can be happened when the people in the organization are open-minded and willing to change. U Aye Kyaw(MHR) Acknowledgements We would like to express our sincere acknowledgements to all those who have helped us in preparation for this project.Initially, we would especially like to express my gratitude to our teachers- TakeruOhe, PhosyChanhming, and Yasushi Ishida who give the training of COBLAS Myanmar (Consulting Based On Learning Asean Small and Medium Enterprises). We a re greatly in debt of gratitude to all of our Myanmar teachers for their encouragement, unflagging support and invaluable guidance throughout our project. We are very much grateful to Daw Phyu Phyu Seinn, Managing Director of Cho Cho Phyu Co. , Ltd (SPIKE Fashion Collection) who allows us to do the research in her company and gives us invaluable datas, information and help which is very important for our project.Furthermore, our special thanks are due to the employees in Cho Cho Phyu Co. , Ltd, for their contribution and help in our change process. Last, we would like to offer my thanks to the authors and publishers mentioned in the references for using their materials in preparing this project. Many thanks to everybody who gave us help and support throughout our project. Executive Summary People are talking about the powerful word called Change, which is really popular in the human society started from the not more than the past three decades.And yes, this will be happened continuo usly at every time and in every situation. This is also happened in our business environment. Many literatures say that the environment that the businesses operate is rapidly and massively changing. So, here are only two questions for all the businesses. Those questions are kill? or be killed? . For the business to be successful in the foreseeable future, it has to be killed the change before it is too late. So, the businesses must have aligned its internal arrangement with the demand of external changes.In this project, we focus on the aspect of Starting up the Human Resource Department and introducing about Customer-led Culture at the company called SPIKE Fashion Collection, which is a successful fashion brand in Myanmar. ORGANIZATION PROFILE Cho Cho Phyu Company is started with a humble sole trader business structure in 1992, in the Third Capital City of Myanmar, Mandalay. And then, the business moves to Yangon in 2006 and formed as a private limited company. Also in 2006, Cho C ho Phyu company launched a fashion brand called SPIKE, which offers woman clothing to both business and consumer markets.Now, SPIKE is very popular brand for its local target markets of both Upper Lower and Lower Middle classes who live in suburb areas. Now Cho Cho Phyu hasTwoShow Rooms, in some downtown areas and TwoGarment Factories, which are operating very well. Business Canvas CUSTOMER SEGMENTS 1 Upper Lower Classes Lower Middle Classes VALUE PROPOSITION 2 Spike is a fashion brand which is well established and has a good quality and reasonable price to its target market. the design is the main proposition for it, which is mostly emphasise on the comfort and confidence for its targets. CUSTOMER RELATIONSHIP 4Personal Assistant, Email, Phone, Letters DISTRIBUTION CHANNELS 3 Indirect Channel Direct Channel Consignment KEY RESOURCES 6 Reasonable Market Experience KEY ACTIVITIES 7 Cutting, Making , Packaging, Selling and Distribution PARTNERS 8 COST STRUCTURE 9 Social / Environmenta l Costs Financial Risk Capital Investment REVENUE STREAMS 5 Business community Well established Brand Seven Colour Textile Co. ,Ltd Long Foung Laung Yee Spike aims to generate small revenues from a large number of customer designed items. This represents a valuable addition to Spike Fashion Collection. SWOT Analysis Strengths Customer loyalty / relationshipsProduction quality High production efficiency Skillful employees S W O T Weaknesses Poor Human Resource Management Lack of Plan Lack of clear mission, vision & goals Opportunities Changing customers needs Technological advance Get offer from ASEAN free trade Fashion trend changes of different ages Threats Changing the taste and preferences of the customers. the direct investment of the foreign companies. Main Issues As Cho Cho Phyu Co. , Ltd is just transforming from Sole Trader business structure to Limited Liability Company (LLC), there are many problems associated with conventional or traditional management style.Many theorist s say that most of the business owners are still getting lost in this change period, as they do reflect and remember their past behaviors, which are very well relevant for them in the past. In this firm, employee are dissatisfied with their job as they do not get the benefits and privileges that can get easily in the external market or in other companies. The Bureaucratic decision-making and less delegating also lead the whole organization to feel stifle and less important. Moreover, no Human Resource Department leads to become unstructured and unsystematic procedure in dealing with employee aspects.As a consequence, there are many unmatched job responsibilities and position. Employees do not know what are their rights? and what are strictly forbidden/. Initial Stage (prelude) We met with the Managing Director of Cho Cho Phyu Co. , Ltd and discussed about the matters that are currently arising within the Company. After discussing about the matters, we made an agreement with MD of C ho Cho Phyu Co. , Ltd and we sent TOR (Term of Reference) Letter to make the agreement. After due consideration of all aspects, our group started to work the following activities. Investigation methodsResearch Design Exploratory After getting the permission from companys board of director, we started to discuss what factors of Cho Cho Phyu Co. ,Ltd contribute to employee satisfaction. Because of time and budget constraints, we were unable to conduct focus groups or in depth interviews. By doing interview, we developed the research design. Descriptive To gain a better un derstanding of the problem, and to clarify the research questions, we conducted secondary research to discover what experts say aboutemployee salary scales. This research allowed us to gain a solid understanding of the business.We clearly describe about the process of our research and data process through clear clarification in our Employee Job Satisfaction Report. Force Field Analysis For every change management, th e most vital thing to consider is that whether this change is needed or not. To know the solution, we made investigations by using interviewing, questionnaire and scanning the environment. After being investigated the whole environment, we can suggest that the Cho Cho Phyu is needed to set the Human Resource Department. As the nature of organization comprises with human beings, there can be complexity of human emotions and psychological implications.People always feel threaten because of change. So in this situation, there is no doubt that this will be happened too. Then when we look at Lewis Force Field, there are two forces the positive forces for change and obstacles of change. there will be change of the positive forces are greater than obstacles. Driving Forces * Demographic Changes In previous days, there are few places for all customers to buy products or whatever they want. After 1998, the demographic changes incur and customers now have habits to buy things at retail store s. Now, customers are very choosy, know they have a right to sue and knowledgeable.Moreover, every customer thinks they are paramount for every businesses. * Various Stakeholders Interests Stakeholders are those who are interested in the business activities and can be affected by the business operations. There is declined in organizations profit level at those days. Poor customer management skills and overlooking the customers needs and expectations made the Cho Cho Phyu bad image. For Cho Cho Phyu, employees are the best valuable assets which cannot be copied or imitate. Also, there is a strong relationship between the Employee Job Satisfaction and Customer satisfaction. * Political ChangesAfter changing government and political policies in 1989, the economic condition of Myanmar is gradually increasing. Changing from socialist economy to market economy gave the Myanmar economy to become more developments and beneficial returns. In 2015, there will be an AFTA (ASEAN Free Trade Agre ement) issues. So, many SMEs and large scale businesses are starting to prepare for the unseen able future changes. * Competitors Reactions In Myanmar, there are same businesses like SPIKE Fashion Collection. The main rivalries for the SPIKE are D2, ,who are aggressively aiming to satisfy the customer requirements. * Economic IssuesIn Myanmar economy, there are too many uncertainties for every businesses. Also the implication of globalization of markets, organization must learn to break the limited mindset of national markets to compete on a worldwide basis (Ghoshal and Butler, 1992). Restraining Forces * Habits For every complexities, everybody rely on habits or programmed responses. People are difficult to change if they are naturally habited. * Security Even people at the high level can resist if the change is threatening to their feeling of safety. For staffs, there can be a sense of insecurity of being the nature of culture change due to the fear of unknown. Group Inertia Even if individual want to change, there can be resistances, which are constraint to the group norms. In Cho Cho Phyu Company Limited, there are many resistances perceived habits of the shop floor workers, the current perceived culture of the worker, the status quo of the workers, and uncertainty of the desire situation. So, we made some assumptions that as this is a culturaland department change, the incremental change could be more appropriate forCho Cho Phyu Company in this development process. RESTRAINING FORCES (Obstacles for Change) Present State or Desired State DRIVING FORCES Positive Forces for Change) Lewins Force Field Analysis Excerpt from www. changemanagement-coach. com Impact Area Analysis Impact area analysis means analyzing the area which will have impacts because of the nature of effect of change. So, weanalyzed the whole organization and after the investigation, this change is mainly depended on the whole organization but the Top management has already been committed to set up the HR department. Then, the impact area was now clarified, our main aim is to change the perceived culture of the Middle and First Floor level of the organization. The Required BehavioursThe required behavior for this change are as followed The customers in Myanmar are now very educated, knowledgeable and very complaining. Not only about customer, also the competitive reactions are so intense. So, for retail chain like SHMT Home Mart, the required behavior will be as followed * Lean and structured Organization * Well and systematic HR Department, HR Policies, Practices and Procedures * Rightful design of job * Better place to work. Prudence that We All need to Aware * This process is a Change process. * Examine whether it needs to do or not. * We must have Management it well, until it reaches the proper end. This is not an Event, this a Journey. * Many people give Bloods and Lives during the Change Process. * Resentments or conflicts can occur during the whole phase. * We cannot do it lightly, and when we dealt with it there is no turning back * There is a Time Constraint. Role of Change Sponsor or Leader In this change process, Ms. Phyu Phyu Seinn, MD, is the leader, an inspirational leader. Before she communicates about the new Culture, firstly, she must build the level of trust, which Stephen. P. Robbins means that there are dimensions of integrity, competence, consistence, loyalty and openness.As she is a leader, she must do the to minimize the possible employees resistance. The main task for the leader are as followed * Know his employees. * Know his customers * Think about the desired results * Empower People * Create a WinWin situation In this situation, Phyu Phyu Seinn acted as a Transformational Leader, that is, Leaders who inspire followers to transcend their own self-interests for the good of the organization by clarifying role and task requirements. , Leaders who are also capable of having a profound and extraordinary effect on their fol lower. Stephen P. Robbins.For Mr. Chan, changing the nature of Customer unimportant Culture to Customer-centric Culture. Transforming the old believes to new opposite one. On the other hand, Phyu Phyu Seinn also acted as a Sponsor who provides resources, authority, or reinforcement neededto accomplish change and has the authority to modify reward systems or otheraspects of organizational culture. Role of Change Agent Change Agent means that Persons who act as catalysts & assume the responsibility for managing changeRobbins et al 1994 Qualities of the Change Agent * Flexibility * Objectivity * Commitment Leadership and inspiration of others * Ability to handle uncertainty * Organizational Awareness * Sense of Humor Here are tasks for the Change Agent, which was identified by for SHMT Home Mart culture change process. The tasks of the change agent are to get the commitment to the change from the impact groups, to set up and strengthen the change network, to disseminate the informatio n about change, to help and support the groups in implementing change processes, to make involvement and educate others to participate in the change, to monitor the whole change process. The First Stage . We prepared an Employee Profile Form to know the length of services, knowledge, qualifications, and summary of the current position. The total workforce number is 46 in Head Quarter. We made the entire total workforce to fill up the employee profile to know the record of the employees. 2. Analyzed the detail aspects of the job by using interviewing methods. 3. Sent out the job satisfaction questionnaires to know the satisfaction rate of employee. 4. Redraft and rethink the old bloated and ineffective organizational chart to ensure that human resources are fit with the right job. . Sent out the new job description HR Manager post to set up the proper HR Department. * Posted in Institutes and in some Universities. * Advertised through internet * Linked with Employment Agency * Posted in internal Notice Board 6. Started to with Billion Forces Co. , Ltd to introduce the HRIS software. The Second Stage 1. Draft and prepared Job Descriptions and Person Specifications to know the detail of their tasks, duties and responsibilities. 2. Set HR Policies in line with Organization Strategy and Philosophy 3.Prepared HR Forms in accordance with HR policy and procedures to have a proper and systematic HR system. 4. Completed an Employee Handbook, both in English and Myanmar, which constitutes all the aspects of HR policies, Attendance and leaves, and some procedures. 5. Interviewed to all the applicants, to get the right person at the right job in the right place. 6. Redrew a New Organization Chart, which is more effective, and lean structure than ever. the Third Stage 1. Implement the new organizational structure andHR procedures and rules, and transferred all the necessary HR forms. 2.Set new salary scale level in accordance with secondary research data published by MRS (M yanmar Research Survey), 2011. 3. Held Human Resource Management Training to all the managerial and supervisor level, to know the importance of the Human Resource Management in the business organization. 4. Introduce the new figure print system to know the attendance of each and every employee. 5. Introduce the Employee Cards to record and improve the customer service and know the attendance of each and every employee. MD HR Manager Sr. Operation Manager Finance Manager Sale & Marketing ExecutiveAdministrative Manager Sr. Designer HR Officer As. Production Manager As. Logistic Manager As. Procurement Manager Chief Accountant Accountant-1 Accountant-2 Stock Controller Cashier (Shop 1) Cashier (Shop 2) SCM Administrative Officer Sale Manager Mobile Team Leader Sale Staff (Shop-2) Sale Staff (Shop-1) Mobile Team member IMC Officer Jr. Designer Inbound L. Officer Production Supervisors Production Leaders SCM Outbound L. Officer Managing the People issues Human Resource Management Strat egy As organizationis comprising with people, there is more or less human resource factors for us to consider.Torrington and Hall (2008) defined Human Resource Strategy as a central philosophy that people in the organization are managed and transition of this into HR policies and practices, to become effective, policies and procedures need to be integrated with business or organizational strategy. In here, we are needed to be considered is that the HR strategy must Fit with business strategy which means employees are seen as key in the implementation of the declared organizational strategy and human resource strategy is designed to fit with it. Torrington and Hall (2008)The main aims of aligning the HRM with organizational strategy are to ensure the best utilization of Cho Cho Phyu Co. , Ltd employees to generate the organization performance and to reduce the level of risk by arranging and organizing the right people, in the right place, to the right job and in the right time. For human resource issues, we drew a plan, which is to cover most likely cases of Cho Cho Phyu Company people issues. Topics covered for Cho Cho Phyu Co. , Ltd are as followed Motivating, Training and development, Reward System, managing Psychological issues and Appraisal systems. Motivating or Committing others to Change For every successful change management process, the motivation of the followers is one of the factors to consider. For most changes, peoples past experience of change can affect the level of commitment and willingness to support further change John Hayes (2002). So, as this is the first time for Cho Cho Phyu, we have a responsibility to win this change. To motivate the workforce, we set, firstly, a proper goal and linked with the non-financialreward system of Cho Cho Phyu Co. , Ltd.We also set MD and Human Resource Manager as a role model for this change by visiting stores for every weeks, dealing with customers and giving speeches to employees about the importance cus tomers. * Training Program Another issue during the department start-up time, we need to think about the training program. This is a new culture, people will not be familiar with it. For the first step, they have to understand what the new culture means for them. As this is the new culture, most of the sale staffs and supervisors would require a certain specific training for their job purposes.Each and every individual employees will be tested to ensure that they do have qualifications, skills and experiences to work with the new culture. We empowered change agents (managers) to persuade the workforce to attend and commit to the new culture. * Reward and appraisal system Another aspect is the reward and appraisal system. Organizational rewards are powerful incentives for improving employee and work group performance. Based on carrot and stick metaphor, we set both tangible and intangible rewards for workforce. We made variety of reward, which is linked, with the culture of the organ ization.Reward such as recognition, contests, games, financial rewards, incentives, employee of the month or year awards which are mainly to show the appreciation for employee effort. We also made the reward systems link to the needs and wants of the individual employees. We used Houses Path-goal theory to motivate the workforce. * Managing Psychological Issues As people are human beings, there was many resistances to the new culture. Many people feel they were defeated, threatened, coercive by the new culture. Some people feel demoralized, stressful and frustrated for the change.So, from human resource management view point, we have a responsibility to take care and manage the psychological issues of the affected employees. That is why, we have made an agreement with HR department to make employee assistance program (EAP), stress management program and work-life-balance program. During the culture changing process, there can be some degree of redundancy. So, for survivors from the cuts, there can be shock, bitterness, anger and also peer and group pressures. Survivors need information about why action had to be taken and what the future holds for them personally. Compensation and Ethical Considerations During the change process, there can many be issues like layoffs and compensations for those who resist change. So, we made some financial and non-financial transition arrangements. we arranged transition stay bonus and outplacement programs for all the layoffs employees. As most of employees at Cho Cho Phyu are between twenty and twenty-eight, there are much potential for their whole life long. So, Ms. Aung arranged personal career counseling, resume preparation and typing services, interviewing workshops and referral assistance in the outplacement programs.Initiating and implementing the new Customer-centric Culture The change process goes through a series of stages that, in total, usually require a considerable length of time. Skipping stages creates only th e illusion of speed and never produces a satisfying result. John Kotter, Leading Change To implement the new organizational culture, we were followed the model described by Kurt Lewis (1951). This is one of the best change model that is combining the theories of sociology and psychology, developed a three stage model for large-scale system change. Unfreezing phase This is the establishing stage for Cho Cho Phyu Co. , Ltd, which is forced by the environment to implement the customer-centric culture as their competitors, or back off from this aggressive market. Unfreezing phase is first step of the Lewins change transition stages, where people are taken from the situation of being unready to change to the firststep of being able and willing to change. Schein(1995) states that in order for change to occur, there must be a combination of both adding driving force and removing restraining forces.Creating a sense of crisis will bring the whole components in the company into one voice. As the main aim of this stage is to let go the old culture of the organization, we, firstly, searched the bad points of the current culture and linked it with the issues and problems currently faced by the SHMT Home Mart. This step is the most important fundamental step for this whole change, we created a crisis burning platform to reduce the level of trust on the currently using culture. According to many researchers, most of the change processes are failed because of the unreliable vision and strategy.So, for second, we created a persuasive vision what we want to be? , then communicate it to the whole organization, to overcome the current crisis situation of the Cho Cho Phyu Co. , Ltd. By drawing a clear vision and strategy in how to achieve that vision, the employees will understand how the new system will benefit them and they will progressively change their effort to support the implementation of the new culture. We made change agentsto set clear vision of customer-centriccultur e in implementation process of Cho Cho Phyu Co. , Ltd.According to Lewin, this is a phase, which melt down the old beliefs, assumptions, and paradigm of organization. * Transition Phase this is a changing phase form the old undesired situation to the new desire situation. This is the hardest part for every individual to start. So, Ms. Aung, also made a pioneer team to facilitate the change situation. In this phase, the leader has to act like a king or role model. We made some form of coaching, counseling, reward, appraisal system, motivation and other psychological support for this phase.This phase get rid of anything which may vulnerablethe implementation plan of change process, including any unsuitable ideas, company structures, activities as well as existing beliefs which may potentially undermining or threatening the new culture implementation. Linking the reward and performance is very important for all change management process, and also with punitive actions. A sense of motiv ation is now needed for all employees to go to the goal of the organization. The project team also provided plenty of penalties of options for employee involvement in this change process.Giving opportunities to have delegation and empowerment can get the commitment of the employees. By announcing the short-term success also made the whole organization to generate motivation. * Refreezing phase At the end of our journey, the final goal is to refreeze the situation. Making short-term wins made the whole change process to run smoothly. As this new culture is very beneficial for both organization and staffs, each and every employees are very enthusiastic with the change. But in every change, there can be a Marathon Effect that is some people reached the aim while other people are still running from the start.Visionary and icon leadership supports, proper reward systems, and reliable feedback systems made the change process to get success. we also made the training and development sessio ns for all the impacted employees to get the desired and required results from change management. For every change, there can be a fall back to the old undesired stage. That is why we made burning bridges to ensure that there is no way to go back by establishing proper rules, regulations and policies and rewarding the successful employees whose behavior are aligned with the desired behavior. Communication StrategyCommunicating about the change throughout the whole organization is also the main point for all change champion, change leader and change agents to consider. Varey also said that culture and communication cannot be separated. People may feel shock, and deny in the first place, if the communication strategy is not well. So, we found out that we have to arrange it in the right timing during the transition process. We also used both formal and informal communication structure. In this strategy, we made people more rely on the formal communication system (that is meetings, spe eches, briefing, discussion, memo, notice etc. rather than informal (that is rumors, gossips, conjectures and opinions). We planned the communication more focus on what, when, who and how, but there is no formula about the communication that can apply in all situation. In some circumstances, change agents may advocate a complete openness of about all the issues to the impact groups. Conclusion This change management is concerned not only for the employee job satisfactions and delights but also for the business organizations to get competitive advantage.In this changing environment, the environment that the businesses operate is rapidly and massively changing. Notable experience is that, in Myanmar, the demographic changes have hugely impact on the Myanmar Businesses. As it is a culture change for Cho Cho Phyu Co. , Ltd, we faced with many problems and it may take more than 1 year for the whole organization to accept and exercise the new culture. Although it is a new culture for the whole organization, it is very beneficial for both employees and employer. Because of that point, we can implement the whole change management in successful behavior.