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Managing Change in Organisations. Examples from Beximco Pharma Ltd of Bangladesh. Develop systems to involve appropriate stakeholders in the introduction of change

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City of London College Course: BTEC Edexcel Level-7 Advanced Professional Diploma In Management Studies Assignment On Managing Change in Organisations Submitted by - Fahmida Hashin ID- 000107026 1.1 Organisational Profile 2.a) Identify and Discuss the background to change that exists in today's economy 2.b) Develop systems to involve appropriate stakeholders in the introduction of change 3.1. Change Process 3.2. Why Changes Needed and the Ongoing Changes in the Organisation 3.3 Changes in Beximco Pharma Ltd 3.4 Models of Planned Change 3.5 Lewin's Change Model 3.6 Evaluation of Change Model 4.1. Key Issues of Change Process Implementation 4.2. Recommended Change Model for the Beximco 4.3. The Source of individual resistance to change 5.0. Conclusion 6.0 References 1.1 Organizational Profile Beximco Pharmaceuticals Ltd (BPL) is a leading manufacturer of pharmaceuticals products in Bangladesh and the company is the largest exporter of pharmaceuticals in the country and all of the facilities of the company are certified by global regulatory bodies of Australia, Gulf nations, Brazil among others (Beximco, 2010). The company has more than 3,000 employees with the same moral and social responsibilities the company values most. The company was integrated in 1976 and started its operation in 1980 with the manufacturing and marketing of products of Bayer AG, Germany and Upjohn Inc., USA under licensing arrangements (Beximco, 2010). The company started its manufacturing in 1983 and exported its operation in 1992. In addition, the company is the largest producer of Metered Dose Inhalers (MDIs) in the country (Beximco, 2010). As a public limited company, its shares are actively traded in Dhaka Stock Exchange and Chittagong Stock Exchange, and Beximco Pharma has the unique distinction of being the only company in the country listed on AIM of London Stock Exchange. Moreover, the company has some overseas offices and associates in Australia, Bhutan, Cambodia, Chile, Ghana, Hong Kong, Indonesia, Jordan, Kenya, Kuwait, Malaysia, Myanmar, Nepal, Pakistan, Philippines, Saudi Arabia, Singapore, Sri Lanka, Vietnam and Yemen. ...read more.


For example, Beximco introduced low-cost products including CFC inhalers with low cost, and introduced first time cardio-vascular products for Bangladesh namely Amdova, Atova 40, Bizoran and Olmesan with comparatively low cost than other international cardio-vascular products in 2009 to attract more customers during the undergoing economy. To attract more customers for the new products are one of the common techniques which are used by international giant company like McDonald's, Vodafone mobile company etc. 3.4 Models of Planned Change Conceptions of planned change have tended to focus on how change can be implemented in organizations called theories of changing; these frameworks describe the activities that must take place to initiate and carry out successful organizational change' (Cummings and Worley, 2009; p. 23). There are few models which normally are used to ensure the ongoing change in the organisations. 1. Lewin's Change Model, 2. Action Research Model, 3. Kotter's Eight-Step Model, 4. Eckes Model, 5. General Process Model (Organisational Development). 6. The Positive Model. Lewin's Change Model has been described below: 3.5 Lewin's Change Model Kurt Lewin's (1950) three stages change model is one of the earliest models of planned change in the organisations. Lewin imagined the change as a modification of those forces keeping a system's behaviour stable (Cummings and Worley, 2009). Additionally,Cummings and Worley, (2009; p. 23) stated that, 'specifically, a particular set of behaviours at any moment in time is the result of two groups of forces those striving to maintain the status quo and those pushing for change. When both sets of forces are about equal current behaviours are maintained in what Lewin termed a state of quassi-stationary equilibrium. To change that state, one can increase those forces pushing for change, decrease those forces maintaining the current state, or apply some combination of both'. Lewin argued that a successful change project involved three steps (Burnes, 2009), which are given below in a figure: 3.5.1 Unfreezing Lewin believed that the stability of human behaviour was based on a quassi-stationary equilibrium supported by a complex field of driving and restraining forces .Moreover, Mullins (2007; p. ...read more.


Security: Employee does not want any change inside the organization and or any department. They are conscious about their life and family entity as well. Therefore, the people feel that if there is any change in the organization they will be unsecured. 4.4 Organizational Resistance to Change To ensure operational effectiveness, organizations often set up defenses against change and prefer to concentrate on the routine things they perform well (Mulllins, 2007). Factor of organizational resistance to change are as follows *?Organizational culture *?Threat to establish power relationship *?Threat to establish resource allocation *?Structural inertia *?Limit of focus of change *?Group inertia *?Threat of expertise 4.5 Overcoming the resistance to change of Beximco Pharma In the implementation of change process management of Beximco pharma should overcome any degree of resistance to change immediately. The tactical for dealing with the resistance to change ( Burnes, 2009) are as follows: ??Education and communication ??Participation ??Facilitation and support ??Negotiation ??Manipulation and cooperation ??Selecting people who accept change ??Coercion From the above discussion it is clear that analysis and discussion of the key issues of change process implementation can be differ depending on the organization structure. Action to secure effective change: The action can be taken to implement the change process successfully; Stuart Rose in M&S has taken some effective decision which can be followed by other organization: *?Emphasis on employee training, *?Correct stock management, *?Changing in organizational hierarchy, and *?Changing the outlet or production plant. 5.0. Conclusion An organisational change has taken place to improve the performance of the organisation, operate the business smoothly and even it can be taken to change of organisational culture and behaviour. Beximco implemented some changes to increase their sales during the recession. Moreover, the company was 100% successful to implement the change process. The Beximco was able to understand the right time to implement the change process which benefitted the company during the recession. The Beximco change can be followed by other companies of Bangladesh if they have enough resources to implement the change process. Beximco followed the price-focused approach to increase their sales and increase customer value propositions. ...read more.

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