People Management Issues And Recommendations For Change Management Implementation

People Management Issues

The people management issues that potentially underpin the difficulties Jan is facing

Save Time On Research and Writing
Hire a Pro to Write You a 100% Plagiarism-Free Paper.
Get My Paper

The rapidly flowing business landscape indicates that there presently remain a lot of human resource organizational issues which will sustain to change for ages to come. Concerns facing the complications of supervising human resource get ahead changing radically in the subsequent times. In this case, Jan meets the challenges confronted by HR Executives in Contemporary Business Setting. The selection of the newfangled CEO in the association has bid considerable variations to upkeep the potential development of the business and needs instituting result oriented resolutions for the participants of the group (Nohria, and Khurana, 2010).  The change management requires to have well-organized communication amid the employees as well as the management and the dealers, distributors, suppliers, the Administration, the patrons, the online operators, plus restructure the group of actors of organization. The business ought to use the available resources and assort them with suitable strategies to face the competition with the contestants and recognize the strengths and weaknesses. It has substantial possibility of product expansion. The functional entity requires to effort to deliver the services of availing the merchandises and facilities (Rubin et al. 2010).

Jan come across a series of practical complications. It is uncompromising situation that Jan undergoes through his drive of uplifting the distressful situation within and the exterior environments of the organization. The deals are not productively done according to the evaluation as the administrative team projected to modify the new-fangled merchandise in the manufacturing plant, Even though the sales representatives all over the place across the domain are competently qualified for the preparation and production of newer products, they give the impression of facing troubles while gaining access to significant and potential customers (Davis, 2011). The managing side has diverse attitudes and estimations in what technique to improve and develop the qualitative system of artifact development and assertion of supremacy over the practices are correspondingly captivating extensive period of time. Additionally, the marketing person in charge has resigned and the production executive is intimidating to leave and move away with him, to a transnational corporation at the same metropolis. He alleges Jan of not functioning with his administrative team or paying attention (Adair, 2010).  

Jan begins to recognize that the persons in the group do not desire to remain “with him”, as  they suspect that entire mission stand fixed in longstanding practices, weakening to effusively raise the value of the hazards they face besides the intensified rivalry within their productiveness. The threat of windup by the attitude of a setback at the completion of the period, Jan needs to play a part in decisive strategy of tactfully managing the participants (Hughes and Beatty, 2011). He needs to empower and motivate the people to understand the real value of product development in the marketplace. The employees and the managers need to acknowledge the design of targeting that sets reputation on the perception of “niche market” intended for the clients and as a result, the advertisement as well as promotion of manufactured items is significantly demanded (Lee, et al. 2011).  

Steps to Get the Launch Back on Track

In line with Clampitt ‘s Communication Concept, there remains a necessity of reassurance of security and confidence to the workforces who might have specific probes in their thoughts concerning their careers, whether the contestants will induce them to change out of track of formation of merchandises or there drives to exist approval of newer Administrative strategies and the like. The organization needs to emphasize on the suitable values and comprehend their mindset providing sustenance to gratify the prerequisites of the personnel, collect confirmation relating to various controlling tactics and developments and found a strong basis of reliance amid the teams (Kim and Brymer, 2011). 

Save Time On Research and Writing
Hire a Pro to Write You a 100% Plagiarism-Free Paper.
Get My Paper

On the other hand, the Expectancy philosophy depends on the motivational principle of the workers who want to be “rewarded” in accordance with the performance founded on the efforts en route for the Firm’s advancement. The assessment is anticipated to persist as the upshot of the action of the operator. The teams need to possess self-assurance in their acknowledgement of aptitude and proficiency and the significance of their skills. The fulfillment of the events trusts on the success of an assignment or an endeavor efficaciously. If the fixed objectives have been attained, the supervision and the operators equally will be delighted (Lunenburg, 2011). Expectancy points to the formation of persuasion and righteousness by means of the accurate execution of acquired abilities and suitable resources desired to accomplish the purposes. The groundwork of planning for the preparation of workforces with appropriate collaborative systems and appreciating their aspirations consistent with their facilities might resolve the contemporaneous issues of the people management that Jan faces. (Pearson, 2012).  

The “human resource practices” are determined by the criteria of surveillance, selection of staffs, appraisal of presentation, prompting them in the direction of better enactment, declaration of recompenses, enhanced job designing, engagements of grievance, distribution of information, right assessment of behavior, labor organization and involvement of the personnel in various tracts of effort.  The operative communication between the internal memberships formulates the tangible foundation of appreciative and learning situation and produces the indispensable skill. Self-acknowledgement, self-respect and self-possession outline the route of accomplishment of individual on top of organizational uniqueness. (Walumbwa et al. 2011). 

Conferring to Harvard framework, the “problems of employee administration”
 depends on the contribution and the upgrading of the workforces concluded the inventiveness where they labor together with the procedures and practices leading to the realization of objectives. This requires standing as a long-standing exercise in the outlook of managing individuals and concern of persons as budding resources moderately than a budget (Armstrong, and Taylor, 2014).

The steps that Jan should take in the short and medium term, to get the launch of the new product back on track

Business proprietor develops strategies to extent the inclusive goals which are typically found to be valuable to distinguish planning into stages. This lets the CEO to track instantaneous perfections while estimating evolvement in the direction of subsequent objectives as well as targets. The diverse “time frames” of the scheduling method place the emphasis on time penetrating features of the business’s configuration and setting. Jan can distinguish planning founded on the time settings of the contributions and predictable outcomes (Algera, and Wiersma, 2012).

Leadership Style(s)

Introducing the creation with developed characteristics can remain an exhilarating time for the business to keep it back on track as novel item. Before bestowing the goods to the multitudes, there remain a set of procedures that the company requires to fix to formulate for the big disclosure (Day et al. 2012).

The business would develop premeditated preparation within a short-term and medium term as required for the framework. Short-term characteristically includes procedures that display the outcomes within the year. The organization need to aim medium-term tactics at consequences that would take some years to attain. Planning of introduction of products benefits to fulfill the targets of short-range and mid-range tasks with long-standing objectives in mind (Dowling et al. 2013).

Short-term development presents the features of the business in the current times and matures policies for enlightening them. Instances stand as the talents of the staffs and their approaches. The problems of the situation of manufacturing equipment or the excellence of product are likewise immediate concerns. Jan needs to put in place short-range solutions “to address the issues”. Operative training sequences, Checking and repairing of apparatuses and setting of quality are short-range resolutions (Elçi et al. 2012). These clarifications establish the phase for addressing complications more expansively in longstanding period:

  • Can Jan’s business support firm, instant growth?
  • If the presentation is fruitful (and face it – the purpose Jan is launching the product for the reason that he wishes it to stand prosperous) then the business will require to be capable to simplify the amplified demand.
  • Does Jan have satisfactory staffing/source lines/procedures in place en route for handling the augmented consumer attention?
  • Does the company ensures code of behavior for treating client investigations and requires in a purchaser service section? (Genovese et al.2014).

Assess the creation itself

If the business instigates to fabricate for introducing an innovative artifact, there may remain a propensity to overstate the creation. Marketing employees determined sales persons besides company managers may fix their risk factor on the magnificent novel product they ensure. Taking a truthful assessment of the creation before delivering it toward the community is vivacious to the achievement of presentation.

  • Has the creation been methodically verified?
  • Does it transport reliable outcomes?

Every Product Supervisor requires developing particular procedures for certifying that it can keep it up the rocking demands from all commands and lead to stirring entirety in the veracious course at the completion of the time (Giehl and Lepla, 2012).

There are numerous assembled methods that a decent Product Executive could proceed to confirm that the company is accomplishing that equilibrium that contents the stakeholders’ regular needs and desires, nonetheless those thrusts the person advancing in the direction of the visualization of the prospective years that every member of the organization ought to share (González and Guillén, 2010).

Engaging inflexible interrogations internally may not merely aid to expand the artifact, nevertheless resolves to support to make certain that the merchandise is prepared “to be launched”. As soon as the internal assessment of the creation is accomplished, reviewing the responses is crucial step– even the answers that are not as per the expectations It may stand appealing to oversee the undesirable responses, however undertaking in view of that might remain positioning the product plus the establishment in risk. Setting great forecasts for a product’s capabilities may source a swift repercussion of irritated clienteles when the merchandise fails to supply (Kim, and Brymer, 2011).

Estimate the marketplace

Most expectedly, there has remained market investigation accomplished in groundwork for the presentation. It is required to have a close observation at the consequences of the marketplace examination to validate that there remains a market sector for the creation.

Decisions Needed at Board Level

If the product remains niche merchandise, is it satisfactory for the market to upkeep the creation?

Does the obtainable marketplace ensure a position for the product? (Lee et al. 2011).

Leading market investigation might remain time consuming, nonetheless can specify vigorous information that resolves to direct the presentation of the invention. Classify the viability of the marketplace to receive the product, along with the precise market region that the creation may demand. Market documentation might support to target the spectators for the launch of the product, increasing the probabilities for an efficacious introduction (Philip and Sharma, 2013).

Study the competition

There is a strong need to investigate the competition in market alongside the market exploration. The pursuit for some explicit facts would drive to outline the merchandise presentation; however, it would provide critical information around the market where the product may be positioned Listing the highest market contestants would be effective to know their products plus marketing approaches.

  • Study the market regions from the feasible consumer’s standpoint
  • What package or artifact do they select presently?
  • What features set Jan’s manufactured goods spaced out from theirs?
  • What stand as the crucial modifications that would induce a purchaser to choose the product over a different corporation’s?(Mulnix, 2013).

Cultivate suitable marketing strategy

Vital aspect to a fruitful product presentation is the expansion of a well-thought-out marketing drive. By means of several marketing networks it becomes more prospective to influence a definite launch. Utilize the data assembled in recognizing the target purchaser, as well as develop a multi-faceted attitude to getting that client. An amalgamation of customary promotion along with the presence of “social media technological tools” may produce a wide variety of attention and awareness for the creation.

Estimate the probable broadcasting opportunities that are determinedly appropriate to the product and marketplace and launch an approach for consuming those apparatuses.

Would the creation be preeminently emphasized through TV advertisements?

Does any “print medium” represent the product outstandingly?

Are the target clienteles conveying tweets endlessly? (Philip and Sharma, 2013).

Midterm plan

  • Understand the competition.

It is essential to construct a portfolio of companies that prepare similar types of products and services. It is significant to know what the customers might acquire in place of the obtainable plan. Analyze their promotional resources, counting their commercials, flyers plus websites and other types of marketing campaign. Assess how the new product or provision drives to stand up alongside what previously was offered (Yan, 2011).

     Target the perfect customer

To confidently launch new creation or facility with least monetary expenditure, it is vigorous to effort completely on the forecasts the company trusts are furthermost conceivable to procure from the unit (Walumbwa et al. 2011). 

  • Generate a distinctive value proposition

What interests and landscapes will the unit deliver that the potential clienteles will value furthermost? The bottom mark remains that the artifact or service “platform” must be exclusive and come across the requirements and requests of the entity’s best predictions.

  • Outline Marketing Policy and devices

Jan requires selecting the deals and promoting channels: market online, through list or over and done with traders normally, multichannel dealers attain the greatest accomplishment since patrons can shop as and when required (Philip and Sharma, 2013).

  • Scrutinize the perception and marketing method

It is paramount to inspect product or facilities with marketing communication resources. Contingent on what is planned to market and for financial plan; the unit can employ official focus sets

  • Determine the campaign


Use media dealings strategies to place objects and win discussions, get reporting by consenting important journalists to assess the product, embrace a launch affair, or use “grass roots advertising” to formulate telephone call.

  • Be conversant with the “artifact lifecycle”

The product or service introduction will require be modernizing, revising and informing as the merchandise or service matures (Olsen and Stensaker, 2013).

The leadership style(s) that Jan should adopt in this process, including the reasons

There materializes an intimate connection amid leadership and administration Leadership need to agree with client motivated approaches that is obligatory for the group to move frontward toward globalization. The executives must appropriately handle the staffs, the clienteles as well as the supply chain events accompanied by the distributors plus the workers at diverse levels. The aims require to be “pre-defined” with democratic design of leadership elegance that lets the workers of all classes to “flourish in their lives” (Rubin et al. 2010). The democratic spirit stands as the most suitable sort of guidance as extracted from the interpretation of the proceedings of case learning. This category of headship agrees with the workforces ‘approval as the supervision and the employees both are legally responsible to join in processes of creating resolutions. The supply sequence of products and services, the business expansion measures in consort with the purchaser relationship organization are the prerequisites to be correctly developed as well as technologically advanced with industrial progressions and scientific accomplishments (Hughes and Beatty, 2011).

In keeping with the autocratic flair, the leader encourages the staffs to work in relation to the rubrics envisioned by managers. In “Lassez Fair elegance”, the persons of the squad of workers are trusted upon and reliable to yield appropriate decisions. The self-governing elegance is the furthermost fitting one to permit the workers with the mechanism to recommend expressive ideas concerning strategy matters (González and Guillén 2010). This bounces adequate position to the supervisors with appropriate admiration to their exertion and encourages them to shot their objectives and effort consequently. The persons’ needs remain authorized by the group that might prompt them to upsurge the efficiency. The responsibilities of the workers together with the approaches of presentation tremendously forecast the competences of the working members besides the consequence of leadership aptitudes that supervise the functioning environment (Elçi, et al. 2012).

The directors are essential to be approachable and committed to their staff associates through the awareness of confidence to encourage the individuals with constructive outlook. The persons associated with the professional institute require standing well cognizant of the natures of innovations accepted for diverse provisions of the group. The managers need to link the allies with the numerous sorts of attitudes concerning the formation of different designs of merchandises and amenities. This would inspire the essence of creativity and extension of the events of sale as well as marketing within the comprehensive world. The concern must center on the efficacy of the teams in addition to the associative adherents in company with the supervisors through appropriate technical preparation to stimulate them in the contemporary age (Machado, 2015). There ought to be suitable skills for incorporation of knowledge and the outlook of the operators. This would guide to accomplish the principle of the assemblage in functioning methods involved in the course of evolving the manufacturing ideologies and promotion. The unit requires identifying the real aptitude of the persons before establishing any choice on commercial policies as well as examining the performance of management and transforming the vicissitudes that are indispensable towards assurance of responsibilities allocated to every individual attached to the group. There are indispensable needs of establishing conferences and consultations on transactions of marketing actions as well as the construction of matters, contributing suitable customer amenities, and circulation of stuffs to various borderlines, value of ingredients, and evaluating various brands of in-house and external state of affairs (Mathis, and Jackson, 2011).

Any decisions or support that might be needed at board level to help improve this situation (10 marks)

In accordance with the “theory x plus theory y” ascribed by Douglas McGregor, there remain certain conjectures linked to the human attention. There are potentials of disgusts for numerous kinds of actions and the individuals could be enforced and obligated to do threatening jobs. There might be some persons who wish to be directed to execute their effort as well as demands safety to escape the accountability and liability of labor. The employers repute their workers as hard or gentle whichever they wish to enhance as essences. In comparison, the persons with meticulous corporeal and demonstrative power can generate wonders and we need to make them learn about the proper technique of work. The governing attitude and unforgiving penalty will never stand as operational strategy if the identified people involved in the group bind his activities headed for the association (Olsen and Stensaker, 2013). The inventive ideas of the staffs need to be encouraged with applicable paces to have optimistic effects. The dealers, clients and the supplementary stakeholders counting the Government ought to be interconnected with agreeable tone of interface. The personnel should never effort under confused time plan with traumatic work. The substantial burden of manufacturing productiveness should not exist. The inward potentialities must be documented by the executives before apportioning the responsibilities to the discrete workers with appropriate distribution of exertion (Lee et al. 2011).


Adair, J. (2010) Strategic Leadership: How to Think and Plan Strategically and Provide Direction, 3rd ed. London: Kogan Page

Algera, P. M., and Lips-Wiersma, M. (2012). Radical Authentic Leadership: Co-creating the

conditions under which all members of the organization can be authentic. The Leadership Quarterly, 23(1), 118–131

Anastasia, P. (2014) ‘European Judicial Training: Promoting The Development Of Standardised Training Materials And An Interactive Training Methodology’. ERA Forum 15(3), pp. 319-324.

Armstrong, M and Taylor, S. (2014) Armstrong’s Handbook of Human Resource Management Practice.  13th ed. London: Kogan Page Limited

Conger, J. A. and Riggio, R. E. (2012) The Practice of Leadership: Developing the Next Generation of Leaders, 2nd ed. Oxford: Butterworth Heinemann.

Davis, A. (2011) Leadership, Teamwork and Trust. 3rd ed. New York: Harper Collins.

Day, D. V., Harrison, M. M. and Halpin, S. M. (2012) An Integrative Approach to Leader Development, 3rd ed. New York: Free Press.

Dowling, P., Marion F., and Allen D. (2013) International Human Resource Management. Andover: Cengage Learning

Elçi, M., ?ener, ?., Aksoy, S., and Alpkan, L. (2012). The Impact of Ethical Leadership and Leadership Effectiveness on Employees’ Turnover Intention: The Mediating Role of Work Related Stress. Procedia – Social and Behavioral Sciences, 58, 289–297

Genovese, Michael A, Todd L Belt, and William W Lammers. (2014) The Presidency And Domestic Policy. Boulder, Colorado: Paradigm Publishers

Giehl, W. and Lepla, F. J. (2012) “Create a Brand That Inspires: How to Sell, Organize and Sustain Internal Branding”, 6th ed. London: McGraw-Hill Education. Page 87

González T.F. and Guillén M. (2010), “Leadership ethical dimension: a requirement in TQM implementation”, The TQM Magazine, 14(3), pp. 150 – 164.

Hughes, R. L. and Beatty, K. M. (2011) Becoming a Strategic Leader: Your Role in Your Organization’s Enduring Success, 2nd ed. San Francisco: Jossey-Bass

Kim, W. G., and Brymer, R. A. (2011). The effects of ethical leadership on manager job satisfaction, commitment, behavioral outcomes, and firm performance. International Journal of Hospitality Management, 30(4), 1020–1026.

Lee, P. R., Naylor, G. and Chen, Q. (2011), Linking customer resources to firm success: “The role of marketing program implementation”, Journal of Business Research, 64, 394–400.

Lunenburg, F. C. (2011) Leadership versus Management: A Key Distinction—At Least in Theory, International Journal of Management, Business, and Administration, 14, 1-4

Machado, C (2015) International Human resource Management: challenges and changes Springer

Mathis, R. L. and Jackson, J. H. (2011) Human Resource Management: Essential Perspectives, 4th ed. London: Kogan Page Limited

Mulnix, M. W. (2013) Small Business Entrepreneurship: Utilizing Open Systems Structure to Gain Global Market Share, Journal of Leadership and Organizational Effectiveness, 1(1), 3-49

Nohria, N. and Khurana, R. (2010) handbook of Leadership Theory and Practise, Harvard: Harvard Business Press

Olsen, TH., and Stensaker, I. (2013) ‘A Change-Recipient Perspective On Training During Organizational Change’. International Journal of Training and Development 18(1) pp. 22-36.

Panda, S. and Sahoo, C. (2015) ‘Strategic Talent Development Interventions: An Analysis’. Industrial and Commercial Training 47(1), pp. 15-22.

Pearson, C. S. (2012) The Transforming Leader: New Approaches to Leadership for the Twenty-First Century, 5th ed. London: Chapman and Hall.

Philip, A., and Sharma, S. (2013) ‘A Stochastic Reward Net Approach For Reliability Analysis Of A Flexible Manufacturing Module’. Int J Syst Assur Eng Manag 4(3), pp. 293-302.

Rubin, R, Dierdorff, E. and Brown, M. (2010) “Do Ethical Leaders Get Ahead? Exploring Ethical Leadership and Promo ability”, Business Ethics Quarterly [online], 20, 2, pp.215-236

Walumbwa, F. O., Mayer, D. M., Wang, P., Wang, H., Workman, K., and Christensen, A. L. (2011). Linking ethical leadership to employee performance: The roles of leader–member exchange, self-efficacy, and organizational identification. Organizational Behavior and Human Decision Processes, 115(2), 204–213

Yan, J. (2011). An Empirical Examination of the Interactive Effects of Goal Orientation, Participative Leadership and Task Conflict on Innovation in Small Business. Journal of Developmental Entrepreneurship, 16(03), 393–408