MAS Holdings: Strategies, Challenges And Models Assignment Sample

Introduction Of MAS Holdings: Strategies, Challenges And Models

To get people to change and make change easy, this assignment will describe the change management approach within an organisation. The process of various techniques and tools to manage the individual side of change to attain the desired organisational goals is known the change management(Hayes,2014). The change management assignment practices as well as identify the issues and importance of it within an organisation. The assignment is in context to MAS Holdings organisation, through which it will be identified how change management impacted the organisation. The report will describe the main issue faced by them while introducing a change in their business operations. Furthermore, the report will determine the strengths and weaknesses of the MAS Holdings.

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TASK 1: Introduction and problems face by MAS Holdings about change management

MAS Holdings is a leading supplier of intimate apparel across the world which supplies the world's top brands of active-wear, leisurewear and intimates around 16 countries with more than 88000 employees. The organisation has various apparel production plants, offices, fabric mills and manufacturing processes for providing effective solutions to the customers. MAS Holdings took the initiative to provide work to the workers by offering it to their place rather than bringing the workers to work(Doppelt,2017). The organisation analysed that there is a lack of skill and talent in the big towns or urban regions, therefore they planned to establish manufacturing plants in the rural region which employ the country-side people. Most of the women from the rural region started working for organisations in the manufacturing process. MAS Holdings was established in the 1980s and became a leading design-to-delivery service provider across the world. The organisation made a great and bold decision to manufacture lingerie to enter into the apparel manufacturing industry. The firm has various products such as men's essentials, sleepwear, lingerie, lifestyle wear and other apparel of almost all the leading premium brands in the world.

MAS Holding started as a supplier of lingerie and intimate wear but later on, changed the whole structure by deciding to manufacture the apparel by themselves. To start the manufacturing process chairman Mahesh along with his brothers Ajay and Sharad decided to buy 40 sewing machines and also visited Hong Kong and China to obtain relevant knowledge or ideas related to the production process. The most effective decision which resulted in the success of MAS Holdings was to take the work to the workers instead of bringing workers to work(Gattermeyer and Al-Ani,2013). By establishing manufacturing plants in the rural areas, they attracted lots of workers especially women to sew the apparel. The workforce consists s 90% women which leads to their empowerment and positively encourages the workforce. The problems raised in MAS Holdings was that the women were leaving their jobs to get married and returning once their kids were grown up. The organisation's issue was that they could not manage to hold the workforce at a continuous level. The manufacturing process gets negatively affected due to the lack of workforce even in the big towns people are not that much skilled and hard-working. MAS Holdings faced a major challenge in creating a strong and skilled workforce. Workforce management was a major problem for the organisation which needed to be solved as soon as possible form effective plans and strategies.

TASK 2: Importance of change management to an organisation and the models of change management

The process, techniques and tools to manage the people side of change for achievement of organisational goals is known as Change management.

There are various importance or benefits of change management to an organisation which are as described below -

Change is a managed and planned procedure. The importance of the change is predicted before implementation and serves as a motivator or assessment of the progress.

With the Assist of change management the company or organisation can respond faster to customers demand. Assist in the alignment of the resources existing within the business organisation. Change management enables the business firm to analyse the overall effect of the change. We Assist you to Get the best Biochemical Engineering Assignment Help for good grades. It helps to apply the change without impacting the day-to-day operations of the organisation negatively. The organisation can increase effectiveness and efficiency within the business operation with the Assist of change management as it can acknowledge specific roles and duties to the various departments or staff.

Change management assists to reduce the time consumed in implementing a change

Helps in increasing customer services and impressive services to customers with knowledgeable, skilled and confident employees. It helps in providing a way to forecast the challenges and react to them more efficiently.

Effective change management can assist in reducing the risks related to the change

Furthermore, it assists the organisation in managing the cost of change or costs related d the change. It offers effective opportunities for team development and leadership development within an organisation.

There are various models of change management but mainly there are three models which organisations are using:

• Lewin's change management model
• McKinsey 7-S Model
• Kotter's 8-Step Change Model

Lewin's Change Management Model

Lewin's change management model was developed in the year 1950 by a psychologist named Kurt Lewin. He noticed that most of the people prefer to work or operate in a safety zone. The three different stages of change observed by him were as follows -

• Unfreeze " Some people create strong efforts in resisting the change. To overcome this element, a period of unfreezing or melting should be developed with the help of motivation.
• Transition " Once change is being implemented, an organisation moves toward a transformation period. This period may last for a little time, effective leadership and guidance are required for this procedure to attain success(Bateh, Castaneda and Farah,2013).
• Refreeze " The change is when accepted and effectively applied, the organisation started operating with stability once again. The employees refreeze and operate according to the new process and guidelines.

This model of change management is highly used by various organisations it is time-consuming when implemented. Still, many organisation prefers to use this model in adopting a change.

McKinsey 7-S Model

This model offers a healthy approach to business. The McKinsey model was developed by Robert Waterman, Richard Pascale, Tom Peters and Anthony Athos during a conference in the year 1978. 7 factors are operating as a collective agent of change according to the model -

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• Strategy: These are the ways by which organisations can gain a competitive advantage by implementing different tactics.
• Shared values: It is the subordinate goals which are primarily made by the organisation, which state the core values of the venture and are supported by the corporate culture and ethical work of the venture.
• Structure: This is the way states who will be reporting to whom. When the venture is going to implement the change then there is an increase in the different authorities in the organisation.
• Systems: it is the activities and procedures which need to be done by the members of the organisation to do their work. When the venture is going to implement the different changes then they need to change the job responsibilities and activities.
• Staff: There are employees of the organisation who have the capabilities to complete their roles and responsibilities to attain the goal of the organisation. All the activities and operations need to be done by the employees so they need to be very effective and efficient.
• Style: It is the leadership style adopted by the leader in the organisation. Different changes are made by the venture, to implement the changes, a firm needs an effective leader who can influence employees to accept the changes.
• Skills: These are the actual competencies of the employees who are working in the organisation. Employees should have effective skills and experience so that they can work effectively.

The four benefits of the McKinsey 7-S models are as follows:

• It offers effective guidance in business change.
• It provides an impressive technique to understand and diagnose businesses or organisations.
• It combines emotional and rational elements.
• All areas or parts are important and should be considered effectively.

Disadvantages of the McKinsey model

• Differences are skipped or ignored.
• It is a complex model.
• All factors are interrelated if one part changes it affects all the parts.
• Organisations using this model have major risks of failure(Khattak et. al,2013).

Kotter's 8-step change model

Kotter's 8 change management model was developed by a professor at Harvard University, John Kotter. This caused change to create a campaign, there are 8 steps in this model -

• Increasing the urgency for change: It is the way where organisations find that they need to implement the different changes in their systems.m
• Building a change-dedicated team divided the members and then created a team that will implement the change in the organisation.
• Creating a vision for change: The proper aim and objectives of the change are created by the team which serves ass guidance to the employees.
• Communicating the need for change: Further, the change plan is being communicated to all the members who are going to implement the change in the organisation.
• Effective workforce with the capabilities to changeAn internal analysis has been done to find the strengths and weaknesses of the organisation to find that they can implement the change.
• Developing short-term objectives: Based on aim and goal, different short-term objectives are planned by the team.
• Staying Persistent: Finally, change is implemented in the different parts and departments of the venture.
• Creating a permanent change: Implemented change is being continued till the result is attained.

Important advantages of the model

• The procedure is an easy step-by-step model.
• Change is easy with the use of this model.
• This model focuses on accepting and preparing for change.

Disadvantages of Kotter's 8-step change model

• It is time-consuming
• Every step is important, and can't be missed or skipped.

The change can be in the process of general operations and project planning. Any change is difficult to be adjusted by the organisation or the employees. Every model described above can be helpful for change management and achieving the desired results.

TASK 3: Compare and contrast the approach of the MAS Holdings.

The MAS Holdings focused on sustainability, considering the three basic components, The organisation performs good practices aligned with the corporate governance initiatives. The next is to be socially sustainable, MAS Holdings developed a workforce in which diversity is encouraged. Women empowerment, non-discriminatory policies and the major positions being held by differently-able individuals were some of the initiatives. The organisation enhanced their presence in various areas such as operating systems, strategic investments and information technologies which was a beneficial action to increase the productivity, performance and profitability of MAS Holdings. The firm can use the McKinsey 7-S Model to implement the different changes in the organisation.

MAS Holdings adopted the TPS (Toyota Production System) which states that the organisation should set lean or short-term objectives and principles for the manufacturing process. The organisation achieved benefits from this approach as the lean thinking and processes effectively contributed to the development and welfare of the different stakeholders such as employees, shareholders, customers and partners of the business. The organisation could have adopted various change management models too reduce the negative impacts of the change and ensure that the change is adopted by the organisation as well as the employees of the firm. Enteringg into the manufacturing area or industry was a great change in the organisation and its business operations. Mass Holdings developed its business by includininternationalal brands like Calvin Klein, Victoria's Secret etc in the product brands. This helped a lot to gain a global presence and increase the number of customers which resulted in to increase in the number of customers. While implementing the change in the organisation the company did not focus on the local market or increasing the products which was a major drawback of the change management within Mass Holdings, the change management models were not effectively applied by the company in adopting change(Matos and Esposito,2014). The organisation's change management was focused on a specific objective which was the manufacturing or sewing of the apparel by hiring women from the rural areas which reserved the scope of the change to the manufacturing or production of apparel and only the lingerie or intimate wear the products. The change management was just trying to support the organisationin hiringe the employees, taking work to them and increasing the production of intimate wear. According to the change management models mentioned above an organisation needs to focus on every aspect or area of the business to gain the benefits of the change implemented within the organisation.

TASK 4: Strengths and weaknesses of MAS Holdings.

Strengths

• Trained and effective workforce or staff The MAS Holdings has a great strength which is the effective and skilled workforce. The organisation has established a successful and leading organisation with the help of skilled and trained employees. The company analysed the most effective talent from different areas especially the rural area women who are skilled in sewing the apparel. The organisation provided them with new technology machines and equipment which contributed to heir performance and empowered them with more effectiveness and efficiency. The company created a strong workforce by hiring hard-working and talented employees to increase the performance and productivity of the overall firm.
• Modern technologies â€" The next strength of MAS Holdings is the modern and innovative technology. The Organisation bought high-tech sewing machines for the employees to manufacture the lingerie. This helped a lot in increasing the efficiency of the workers and leading to an increase in production. The machines and equipments are therefore a major strength of the organisation(Kovač,2017).A strong relationship with the suppliers â€" The MAS Holdings is itself a leading supplier of all the top most intimate wear brands. The organisation gets the products supplied and then distributes them through different channels. ThS Holding has been operating its business for a long time, this has enabled it to develop a strong and effective relationship with suppliers and distributors. This relationship helps the organisation to carry out business operations effectively.
• Low labour costs - MAS Holdings established manufacturing plants in the countryside or rural areas. This helped them to hire labour at low costs. The low cost of labour results in an increase in profit margin. Therefore, the low cost of labour is a major strength of the organisation.
• Less staff turnover as compared to other countries The turnover refers to the percentage of employees leaving the organisation is less in the country MAS Holdings operates its business operations which assist the company to smoothly perform the organisational activities.

Weaknesses

• Improper knowledge in local market area â€" The MAS Holdings has a major weakness which is the lack of knowledge about the local market. MAS Holdings focuses on international brands and trading which ignore the organisation to gain knowledge about the local marketplace or area.
• Mainly depending upon casual and intimate wear â€" another weakness of the organisation is the dependence on casual and intimate wear, the company can gain more success and achievements if it startss trading other and innovative products. Due to a lack of product options MAS Holdings is reserved for a specific reach and range of customers.
• MAS Holdings' customer's lack of brand awareness â€" The customers of MAS Holdings lack in awareness of the brand. The people do not recognise the brand at a high level, and due to the lack of awareness, the organisation loses its customers and reserves the number of customers and therefore the growth and development of the market share.

TASK 5: Recommendations for improvements relating to change management.

Change management assists an organisation like MAS Holdings to meet the changes. That has been taken into consideration by the company to improve the quality of the company. It will help the company to cope with the changes that are been implemented in the organisation to improve its productivity and profitability of the company. Besides this, it will also help the company to work efficiently to meet the market goals. From the research, this can be said that an organisation like MAS Holdings, has to cope with the changes that are been held in the company to increase its profit margins with the loyalty of the employees and customers. From the analysis, it can be said that the major issue faced by the organisation is the mass departure of the employees from the company which helps the company to meet the manufacturing demands of the market. The changes have to be highly precise and appropriate for the elegant and efficient success of the changes that are to be made and faced by MASHoldingss. Some recommendations that can be made to improve the change management are:

• Self-reflection: The MAS holding will look after the process of self-reflection and assessment to gain a better idea about the changes that are been made at the organisation. The executives or the managers will look after the efficient measures to make the company cope with the changes that are been made in the management of the company. This will help the company to analyse its potential with the strengths and weaknesses that can affect the operations of the company. Also, it will help the company to make a better plan to implement the changes and find out the reason for the departure of employees(Cameron and Green,2015).
• Maintaining better communication: The MAS holding has to look after the improvement in its communication process, both on internal and external levels of operations too Identify the core factors of the mass departure of the employees from the company. Other than This will help the company to understand as well as guide the proper implementation of the change measures that are been implemented in the organisation.
• Applying the transition: A transition is a process that includes the visible effect of the changes or measures that are been implemented in the management of the organisation. In MAS holding, the transition effect of the measures that are been implemented by the company will be visible to the employees who are leaving the job. This approach will help the company monitor and meet the requirements of the employees as well as the customers in the market. The transition effects or the measures that are been implemented in the company can be considered as the standard or limit of the changes that are been taken into consideration at the MAS holdings(Haslam and et.al, 2014).

Conclusion

In the present report, it has been recognised that the background to change management in the MAS Holdings organisation. Other than that, it is concluded that the issues the company faced while adopting a change. Along with this, in the present report, it is also concluded that organisations should use some effectivechanges orr manage the entire organisational work. Furthermore, The report includes the various change management models such as McKinsey's model, Kotter's model of change etc which help an organisation to implement the change effectively.

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References

Books and Journals 

• Hayes, J., 2014. The theory and practice of change management. Palgrave Macmillan.
• Doppelt, B., 2017. Leading change toward sustainability: A change-management guide for business, government and civil society. Routledge.
• Cameron, E. and Green, M., 2015. Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers.
• Haslam, S.A., van Knippenberg, D., Platow, M.J. and Ellemers, N. eds., 2014. Social identity at work: Developing theory for organizational practice. Psychology Press.
• Matos Marques Simoes, P. and Esposito, M., 2014. Improving change management: How communication nature influences resistance to change. Journal of Management Development,   33(4), pp.324-341.
• Khattak, A.M., Latif, K. and Lee, S., 2013. Change management in evolving web ontologies. Knowledge-Based Systems,  37, pp.1-18.
• Gattermeyer, W. and Al-Ani, A. eds., 2013. Change Management und Unternehmenserfolg: Grundlagenâ€"Methodenâ€"Praxisbeispiele. Springer-Verlag.
• Bateh, J., Castaneda, M.E. and Farah, J.E., 2013. Employee resistance to organizational change. International Journal of Management & Information Systems (Online),  17(2), p.113.
• Kovač, J., 2017. Dimensions of organizational change. Management: journal of contemporary management issues,  5(1), pp.73-81.