Organisational Behaviour Assignment

Performance look into extend &8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212- Cho Cho Phyu Company Limited Group 2 We bear out cite that on that point under anatomical structure be a transmute land site, when the mess argon dissatisfied with the current status or current status. Kurt. W. Lewin transmute mint be happened when the peck in the governing atomic takings 18 open-minded and volition to kind. U Aye Kyaw(MHR) Ack directledgements We would standardised to express our sincere ac make loveledgements to e real in entirely those who deplete helped us in preparation for this project.Initi bothy, we would especi every(prenominal)y compar equal to(p) to express my gratitude to our t sever solelyyers- TakeruOhe, PhosyChanhming, and Yasushi Ishida who give the education of COBLAS Myanmar (Consulting Based On Learning Asean Small and Medium Enterprises). We ar greatly in debt of gratitude to all of our Myanmar t individu allyers for their encouragement, unflagging patronage off and valuable guidance passim our project. We ar very(prenominal) often convictions grateful to Daw Phyu Phyu Seinn, Managing Director of Cho Cho Phyu Co. , Ltd (SPIKE mien Collection) who allows us to do the research in her troupe and gives us valuable datas, information and help which is very important for our project.Further to a greater extent(prenominal), our special give give thanks be due to the employees in Cho Cho Phyu Co. , Ltd, for their contribution and help in our sort suffice. Last, we would analogous 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 victuals throughout our project. Executive Summary state ar talking rough the powerful word called kind, which is very popular in the merciful society started from the non more than the prehistorical three decades.And y es, this lead be happened continuously at every fourth dimension and in every situation. This is excessively happened in our discourse channel environs. Many literatures translate that the environment that the pipelinees operate is rapidly and massively ever-ever-changing. So, here atomic bod 18 only two questions for all the businesses. Those questions atomic number 18 kill? or be killed? . For the business to be prospered in the foreseeable succeeding(a), it has to be killed the transplant before it is too late. So, the businesses must collapse aligned its internal array with the demand of outer repositions.In this project, we focus on the aspect of Starting up the merciful Resource Department and introducing to the highest degree Customer-led Culture at the bon ton called SPIKE hammer Collection, which is a lucky fashion provoker in Myanmar. ORGANIZATION PROFILE Cho Cho Phyu Company is started with a humble re doctor trader business building in 1992, in the trine bully City of Myanmar, Mandalay. And then, the business moves to Yangon in 2006 and formed as a toffee-nosed limited company. Also in 2006, Cho Cho Phyu company launched a fashion gull called SPIKE, which offers woman clothing to both business and consumer markets.Now, SPIKE is very popular daub for its local localize markets of both Upper cut down and dismount Middle classes who live in suburb aras. Now Cho Cho Phyu hasTwoShow Rooms, in some downtown argonas and TwoGarment Factories, which be operating very come up. Business pollard CUSTOMER SEGMENTS 1 Upper Lower Classes Lower Middle Classes tax PROPOSITION 2 beef up is a fashion brand which is surface established and has a bully quality and reasonable price to its tar devil market. the design is the primary(prenominal) proposition for it, which is roughlyly emphasise on the encourage and confidence for its tar sterilizes. CUSTOMER RELATIONSHIP 4Personal Assistant, Email, Phone, Letters DISTRIBUTIO N CHANNELS 3 Indirect Channel Direct Channel Consignment KEY RESOURCES 6 Reasonable Market Experience KEY ACTIVITIES 7 Cutting, Making , Packaging, marketing and Distribution PARTNERS 8 COST STRUCTURE 9 Social / environmental Costs Financial Risk jacket crown Investment REVENUE STREAMS 5 Business community Well established Brand Seven uniformness Textile Co. ,Ltd Long Foung Laung Yee grip aims to commence small revenues from a bigger number of customer designed items. This represents a valuable addition to Spike elan Collection. SWOT compend Strengths Customer loyalty / relationships drudgery quality blue production efficiency Skillful employees S W O T Weaknesses abject benevolent Resource Management omit of Plan leadiness of clear mission, vision & adenine determinations Opportunities changing customers necessitate Technological advance Get offer from ASEAN free trade path trend permutes of different ages Threats ever-changing the taste and preferences of the cu stomers. the direct investment of the hostile companies. Main Issues As Cho Cho Phyu Co. , Ltd is just transforming from Sole stackr business structure to Limited Liability Company (LLC), on that point argon umpteen problems associated with courtly or traditional steering style.Many theorists speculate that about of the business owners ar still demorali delineateing lost in this lurch period, as they do reflect and remember their aside behaviors, which atomic number 18 very well applicable for them in the past. In this firm, employee argon dissatisfied with their business sector as they do not nark the benefits and privileges that tail assembly get easily in the external market or in other companies. The Bureaucratic decision-making and less(prenominal)(prenominal) deputation as well as lead the all t antiquated make-up to feel stifle and less important. Moreover, no Human Resource Department leads to become unstructured and irregular procedure in deal ing with employee aspects.As a consequence, at that place argon numerous unmatched art responsibilities and position. Employees do not grapple what argon their re mothers? and what argon 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(prenominal) 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. later 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 supply to employee pleasure. 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 suppose aboutemployee salary scales. This research allowed us to gain a solid taking into custody of the business.We clearly describe about the mathematical operation of our research and data address through clear clarification in our Employee Job Satisfaction distinguish. Force Field abbreviation For every flip-flop apportionment, the nigh alert thing to consider is that whether this reposition is exigencyed or not. To sleep with the solution, we do investigations by using interviewing, questionnaire and s rumpning the environment. After being investigated the entire environment, we back end suggest that the Cho Cho Phyu is bringed to ring the Human Resource Department. As the temperament of system comprises with benevolent beings, at that place can be complexity of kind-hearted emotions and psychological implications. wad always feel threaten because of reposition. So in this situation, in that respect is no doubt that this leave alone be happened too. Then when we look at Lewis Force Field, at that place are two forces the positive forces for dislodge and obstacles of flip-flop. on that point will be kind of the positive forces are greater than obstacles. control Forces * Demographic adjustments In previous days, there are few places for all customers to buy products or whatever they want. After 1998, the demographic mixtures incur and customers at present perk up habits to buy things at retail stores. Now, customers are very choosy, go they get under ones skin a up proficient to sue and do itledgeable.Moreover, every customer thinks they are paramount for every businesses. * Various Stakeh archaicers Interests Stakeholders are those who are interested in the business activities and can be affected by the business operations. thither is declined in brasss profi t train at those days. worthless customer instruction skills and overlooking the customers call for and expectations do the Cho Cho Phyu bad image. For Cho Cho Phyu, employees are the best valuable as compensates which cannot be copied or imitate. Also, there is a noticeable relationship between the Employee Job Satisfaction and Customer cheer. * Political reposition oversAfter 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 cunning Agreement) issues. So, some(prenominal) a(prenominal) SMEs and astronomical scale businesses are starting to prepare for the spiritual do chief(prenominal) able upcoming changes. * Competitors Reactions In Myanmar, there are same businesses exchangeable SPIKE Fashion Collection. The main rivalries for the SPI KE are D2, ,who are sharply aiming to satisfy the customer collectments. * Economic IssuesIn Myanmar economy, there are too numerous uncertainties for every businesses. Also the implication of globalization of markets, ecesis must see to break the limited mind pitch of national markets to compete on a worldwide basis (Ghoshal and Butler, 1992). Res discipline Forces * Habits For every complexities, everybody rely on habits or programmed responses. community are difficult to change if they are naturally habited. * Security take hoi polloi at the high level can resist if the change is threatening to their feeling of safety. For staffs, there can be a smell of insecurity of being the reputation of grow change due to the precaution of un fuckn. Group Inertia counterbalance if individual want to change, there can be resistances, which are constraint to the group norms. In Cho Cho Phyu Company Limited, there are some a(prenominal) resistances comprehend habits of the sho p floor workers, the current perceived acculturation of the worker, the status quo of the workers, and uncertainty of the desire situation. So, we do some assumptions that as this is a culturaland discussion section change, the incremental change could be more grab forCho Cho Phyu Company in this development handle. RESTRAINING FORCES (Obstacles for Change) Present State or craved State DRIVING FORCES Positive Forces for Change) Lewins Force Field Analysis Excerpt from www. change centering-coach. com Impact Area Analysis Impact area synopsis representation analyzing the area which will have seismic disturbances because of the nature of effect of change. So, weanalyzed the alone constitution and after the investigation, this change is generally depended on the substantial organization but the Top fudgement has already been committed to set up the HR surgical incision. Then, the advert area was now clarified, our main aim is to change the perceived shade of the Midd le and First Floor level of the organization. The infallible BehavioursThe deald behavior for this change are as followed The customers in Myanmar are now very educated, knowledgeable and very complaining. Not only about customer, too the competitive reactions are so intense. So, for retail chain want SHMT Home Mart, the required behavior will be as followed * tilt and structured Organization * Well and systematic HR Department, HR Policies, Practices and Procedures * slumpful(prenominal) design of job * Better place to work. Prudence that We All pack to Aware * This process is a Change process. * Examine whether it take to do or not. * We must have Management it well, until it reaches the tight-laced end. This is not an ex antiophthalmic factorle, this a Journey. * Many throng give Bloods and Lives during the Change Process. * Resentments or conflicts can occur during the totally phase. * We cannot do it lightly, and when we dealt with it there is no turn back * on th at point is a Time Constraint. Role of Change Sponsor or Leader In this change process, Ms. Phyu Phyu Seinn, MD, is the attracter, an inspirational draw. out front she communicates about the sunrise(prenominal) Culture, firstly, she must build the level of trust, which Stephen. P. Robbins authority that there are dimensions of integrity, competence, consistence, loyalty and openness.As she is a leader, she must do the to asperse the possible employees resistance. The main task for the leader are as followed * recognise his employees. * endure his customers * Think about the desired results * Empower large number * induce 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 close of the organization by clarifying consumption and task requirements. , Leaders who are withal capable of having a profound and extraordinary effect on their follower. Stephe n P. Robbins.For Mr. Chan, changing the nature of Customer unimportant Culture to Customer-centric Culture. Transforming the old believes to natural 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 qualify pay back systems or otheraspects of organisational last. Role of Change Agent Change Agent means that Persons who act as catalysts & assume the office for managing changeRobbins et al 1994 Qualities of the Change Agent * Flexibility * Objectivity * consignment Leadership and inspiration of others * Ability to handle uncertainty * Organizational sensation * 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 uphold the change network, to disseminate the information about c hange, to help and support the groups in implementing change processes, to make troth and educate others to participate in the change, to varan the all change process. The First Stage . We prepared an Employee Profile contour line to know the length of operates, knowledge, qualifications, and summary of the current position. The total manpower number is 46 in Head Quarter. We do the entire total men to fill up the employee profile to know the record of the employees. 2. Analyzed the occurrence aspects of the job by using interviewing methods. 3. displace out the job satisfaction questionnaires to know the satisfaction rate of employee. 4. Redraft and rethink the old bloated and ineffective organisational chart to chequer that charitable resources are fit with the right job. . displace out the in the raw job description HR omnibus situation to set up the right(a) HR Department. * Posted in Institutes and in some Universities. * Advertised through internet * Linked wi th Employment place * Posted in internal Notice Board 6. Started to with Billion Forces Co. , Ltd to realize the HRIS software. The Second Stage 1. Draft and prepared Job Descriptions and Person Specifications to know the item of their tasks, duties and responsibilities. 2. Set HR Policies in line with Organization outline and Philosophy 3.Prepared HR gos in consonance 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 tierce Stage 1. Implement the revolutionary organisational structure andHR procedures and rules, and transferred all the inevitable HR forms. 2.Set wise salary scale level in conformance wi th secondary research data published by MRS (Myanmar 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. predate the newly figure print system to know the attendance of each and every employee. 5. maintain the Employee Cards to record and improve the customer service of process and know the attendance of each and every employee. MD HR tutor Sr. Operation Manager Finance Manager deal & Marketing ExecutiveAdministrative Manager Sr. originator HR policeman As. deed Manager As. Logistic Manager As. Procurement Manager Chief control control-1 Accountant-2 Stock Controller Cashier (Shop 1) Cashier (Shop 2) SCM Administrative officeholder barter Manager Mobile Team Leader change Staff (Shop-2) deal Staff (Shop-1) Mobile Team member IMC Officer Jr. former Inbound L. Officer Production Supervisors Production Leaders SCM Outbound L . Officer Managing the People issues Human Resource Management system As organizationis comprising with people, there is more or less human resource factors for us to consider.Torrington and residence hall (2008) defined Human Resource Strategy as a primaeval philosophy that people in the organization are managed and passing of this into HR policies and practices, to become effective, policies and procedures need to be integrated with business or organizational scheme. 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 entrance hall (2008)The main aims of adjust the HRM with organizational strategy are to master the best utilization of Cho Cho Phyu Co. , Ltd employees to generate the organization performance and to reduce the level of risk by placement and or ganizing 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 well-nigh presumable cases of Cho Cho Phyu Company people issues. Topics covered for Cho Cho Phyu Co. , Ltd are as followed Motivating, Training and development, reinforcer System, managing mental issues and Appraisal systems. Motivating or Committing others to Change For every successful change solicitude 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 involuntaryness to support further change John Hayes (2002). So, as this is the first time for Cho Cho Phyu, we have a state to win this change. To trigger the men, we set, firstly, a proper intent and linked with the non-financial pay back system of Cho Cho Phyu Co. , Ltd.We also set MD and Human Resource Manager as a aim lesson for this change by visiting s tores for every weeks, dealing with customers and swelled speeches to employees about the importance customers. * Training Program some other issue during the subdivision start-up time, we need to think about the planning 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 develop 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. * give back and appraisal system some other aspect is the reward and appraisal system. Organizational rewards are powerful incentives for amend employee and work group performance. Based on carrot and stick metaphor, we set both tan gible and intangible rewards for workforce. We make variety of reward, which is linked, with the culture of the organization.Reward oftentimes(prenominal) as recognition, contests, games, financial rewards, incentives, employee of the month or year awards which are generally to show the appreciation for employee effort. We also make the reward systems link to the of necessity and wants of the individual employees. We used Houses Path-goal theory to remind the workforce. * Managing mental 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. around 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 make 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 transit locations. 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 tout ensemble 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 Cult ure The change process goes through a series of stages that, in total, usually require a considerable length 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 case 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 pugnacious 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 b oth adding driving force and removing restraining forces.Creating a champion 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 un good 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 arrive at that vision, the employees will understand how the new system will benefit them and they w ill progressively change their effort to support the implementation 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 bod 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 real 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 virtuoso 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 stake 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 perform 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 exploit that is some people reached the aim while other people are still flowning from the start.Visionary and icon l eadership supports, proper reward systems, and original feedback systems made the change process to get success. we also made the training and development sessions 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. conference 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 intercourse 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 time during the transition process. We als o used both testicle and in perfunctory communication structure. In this strategy, we made people more rely on the formal communication system (that is meetings, speeches, briefing, discussion, memo, notice etc. rather than informal (that is rumors, gossips, conjectures and opinions). We aforethought(ip) 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 deal 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 C o. , 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.Organisational Behaviour AssignmentPerformance check over Report &8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212- Cho Cho Phyu Company Limited Group 2 We can formulate 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 te achers- TakeruOhe, PhosyChanhming, and Yasushi Ishida who give the training of COBLAS Myanmar (Consulting Based On Learning Asean Small and Medium Enterprises). We are 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 po werful word called Change, which is real popular in the human society started from the not more than the past three decades.And yes, this will be happened continuously at every time and in every situation. This is also happened in our business environment. Many literatures asseverate 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 st ructure in 1992, in the Third Capital City of Myanmar, Mandalay. And then, the business moves to Yangon in 2006 and formed as a cloak-and-dagger limited company. Also in 2006, Cho Cho 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 conduct 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 prove CUSTOMER SEGMENTS 1 Upper Lower Classes Lower Middle Classes foster 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 easiness and confidence for its targets. CUSTOMER RELATIONSHIP 4Personal Assistant, Email, Phone, Letters DISTRIBUTION CHANNELS 3 Indirect Channel Dire ct Channel Consignment KEY RESOURCES 6 Reasonable Market Experience KEY ACTIVITIES 7 Cutting, Making , Packaging, merchandising and Distribution PARTNERS 8 COST STRUCTURE 9 Social / environmental Costs Financial Risk Capital Investment REVENUE STREAMS 5 Business community Well established Brand Seven annotate 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 luxuriously 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 remote companies. Main Issues As Cho Ch o Phyu Co. , Ltd is just transforming from Sole Trader business structure to Limited Liability Company (LLC), there are many problems associated with accomplished or traditional management style.Many theorists 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 pertinent 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 relegation also lead the whole organization to feel stifle and less important. Moreover, no Human Resource Department leads to become unstructured and disorganised 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 (prel ude) 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 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 methodsResearch Design Exploratory After getting the permission from companys board of director, we started to discuss what factors of Cho Cho Phyu Co. ,Ltd bestow 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 instinct 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, the most rattling 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. drive Forces * Demograp hic 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 stores. 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 solid relationship between the Employee Job Satisfaction and Customer satisfaction. * Political ChangesAfter changing government and political policies in 1989, the economic condition of Myan mar 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 Agreement) 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 precipitously 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 distinguish 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 business 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 provide forCho Cho Phyu Company in this development process. RESTRAINING FORCES (Obstacles for Change) Present State or desire State DRIVING FORCES Positive Forces for Change) Lewins Force Field Analysis Excerpt from www. changemanagement-coach. com Impact Area Analysis Impact area epitome means analyzing the area which will have impac ts 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 * feed and structured Organization * Well and systematic HR Department, HR Policies, Practices and Procedures * rightful(prenominal) 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 resolution, 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 number 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. forwards 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 derogate 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 * reach a WinWin situation In this situation, Phyu Phyu Seinn acted as a Transformational Leade r, 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 follower. 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 metamorphose 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 * load Leadership and inspiration of others * Ability to handle uncertainty * Organizational sentience * 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 intone the change network, to disseminate the information 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 hum an resources are fit with the right job. . Sent out the new job description HR Manager charge to set up the proper HR Department. * Posted in Institutes and in some Universities. * Advertised through internet * Linked with Employment potency * 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, an d lean structure than ever. the Third Stage 1. Implement the new organizational structure andHR procedures and rules, and transferred all the inevitable HR forms. 2.Set new salary scale level in accordance with secondary research data published by MRS (Myanmar 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 Sa le 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 Strategy 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 important 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 st rategy 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 position 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 in all likelihood 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 pr oper 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 vainglorious speeches to employees about the importance customers. * 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 appr aisal system. Organizational rewards are powerful incentives for modify 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 organization.Reward such(prenominal) 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. several(prenominal) 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 psyc hological 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, heal preparatio n 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 the 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 militant market. Unfreezing phase is first step of the Lewins change transition stages, where people are taken from the situation of being unrea dy 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. , Lt d. By drawing a clear vision and strategy in how to fall upon 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-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 variety 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 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-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 ever y change, there can be a Marathon operation 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 sessions 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. intercourse 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 fi rst place, if the communication strategy is not well. So, we found out that we have to arrange it in the right measure 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, speeches, briefing, discussion, memo, notice etc. rather than informal (that is rumors, gossips, conjectures and opinions). We aforethought(ip) 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 jazz 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. Notabl e 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.