Peter And Sons Company Case Study

1001 Words3 Pages

When Peter & Sons Company decided to go after a new type of customer and with it a new type of contract, the company created a situation in which their strategy no long matched their systems and culture. With the previous model they had achieved solid strategic fit. Their organization was aligned with their strategy in terms of structure, systems, policies and culture. The company was attempting to diversity their customer base in which the US provided 90% of their revenue to include more large companies. When they did this they created a special strategy and business model of offering fixed-price contracts to serve this market. Unfortunately strategic fit requires more. Fitting their new business model into their existing culture led the …show more content…

This will start with a strong vision. The top management team will need to demonstrating leadership and remain focused on the vision of what they want to achieve. They will need to align their organizational systems and structures with strategy and the external environment. They need to do all of this while managing the potential for negative feelings of anxiety, fear, depression, sadness, fatigue or anger that often accompany change.
As we know there are 8 steps of change management:
1. Increase urgency: Peter & Sons Company needs a call to action. They need to get their employees to understand the seriousness of the situation. They are experiencing a slowdown in sales. They need to make this real for their employees so they understand the need for change. Using strong visuals will help. People respond more to well design data visualization than lists of numbers
2. Build a guiding team: Top management needs to identify a network of change agents or change champions. This team can not only help with change management, they can also help with the solutions. One way to get employees more on the side of change is to let them create the change. Explain the problem and let people help with the solution. The feeling of accomplishment from helping to solve the problem with help people to feel more positive about the change. During this step the company should
• Identify leaders in the organization
• Get emotional …show more content…

Communicate for buy-in: Create a communication plan that confronts fear, distrust and pessimism. This step should focus on the key stakeholder question, "What 's in it for me?" Much of this communication will be one-on-one. The communication will be repetitive to make the change familiar. Team members should continually talk about the change so that the unfamiliar becomes the norm. It will be important to use the best communication practices: Listen actively and effectively, Use questions, probe ideas, Provide education to increase team 's knowledge, Set and manage expectations, Persuade, Motivate, Coach, Negotiate and Resolve conflict. One way to help people understand the change is to make sure they are really paying attention to the message. This can be accomplished by presenting the message in a number of different ways: stories, games, skits, and

Open Document