CHANGE MANAGEMENT changing process in a fast food restaurant

Résumé du document

The ?change management' in companies is clearly one of the most difficult challenges to address for organizations. People are apprehensive towards making changes and do not like to modify their working habits because they fear the unknown. Today, with the pressure of the market and the changing environment, companies must implement new processes and systems within their structure in order to heighten their efficiency and face the new challenges of their business. Many theories and practices exist in order to facilitate the implementation of these new challenges to ensure efficient business strategies are considered and increase the profits. This report analyses and shows how this implementation must be realized by adopting new strategies and theories.

Extraits

[...] Establish context for change and provide guidance This task of the TMT mission was made quite well in the changing process of the restaurant. Indeed, the three persons who were member of the consulting team have organized a general meeting with all the employees of the restaurant in order to explain the necessity and the way to realize the transition in the restaurant. They have explained clearly the different objectives and results expected thanks to the adaptation of these new methods in the restaurant. [...]

[...] That's why this step is also necessary in order to make everybody implicated on the same way. Mac Donald's reality The implementation of the vision was realized quite well during the changing process of our restaurant but not totally. Indeed, the main goal was to orient the employees to a best implication and in a new way to work in order to gain efficiency face to the consumers. The culture and the vision of the Mac Donald's strategy were not in touch in this changing process. [...]

[...] The implementation of the new vision about our work was not concrete in reality because the changing process was not focused on company culture, but only on the way to realize the objectives of this culture (efficiency and customer satisfaction). 5th step: Empowering others to act on the vision After the two steps before, the head company goals are to empower everybody in the new vision develop in the changing process. That's why, the challenges are to remove all obstacles and brakes which can spoil the vision in order to make successful changes. [...]

[...] The competition on the market is hard and that's why this sense of urgency wants to reduce the lack of proximity with the market. Mac Donald's reality This sense of urgency was really established in our restaurant when the numbers about the quality satisfaction of the customers were published at the end of the year 2006. These bad results were the launchers of the changing process and were at the origin of this establishment of the urgency in the improvement of the restaurant quality. [...]

[...] But, this process is not easy to implement. Many elements must be considered, as the employees, the culture, the structure, in order to make the changes efficient and accepted by everybody. The reality of the changes was shown with the concrete example of our restaurant of Mac Donald's in the region of Lyon. As we can see, all the steps weren't well managed, some of these were not well taken into account; or were simply not done, despite the importance of the company. [...]