Business SAC

Leadership

involves positively influencing and guiding employees to achieve business objectives, especially during periods of change.

Corporate culture

the shared values, beliefs and behaviours that guide how employees work and interact

Strategies to develop corporate culture

• Leadership alignment:

• Employee engagement

• Training

• CLewin’s 3-Step Modelommunication

Lewin’s 3-Step Model

• Unfreeze

• Change

• Refreeze

Unfreezing

Prepare employees and the business for change; create awareness of the need for change.

Change

Implement the change, introducing new processes, behaviours, or structures.

Refreeze

Stabilise and embed the change to ensure it is sustained long-term.

Staff Training

Improves employee skills, increases productivity, reduces errors and workplace accidents.

Staff Motivation

Reduces turnover /absenteeism & increases productivity. Motivated staff work harder.

Change in Management Styles/Skills

More appropriate leadership styles can improve staff satisfaction if KPIs show low morale or output.

Increased Investment in Technology

Boosts productivity growth, reduces wastage and improves quality.

Improving Quality in Production

Reduces complaints, increases customer satisfaction and sales, and lowers costs from defects or errors.

Cost Cutting

Reduces expenses, improving net profit.

Lean Production Techniques

Minimises waste, improves productivity and reduces costs.

Redeployment of Resources (natural,

labour, capital)

Reallocating resources to areas of higher value improves productivity growth.

Innovation

New products, processes, or ideas increase sales, attract customers, and improve net profit

Global Sourcing of Inputs

Access to cheaper or higher-quality materials increases profit and competitiveness.

Overseas Manufacture

Lower costs and potential access to new markets.

Global Outsourcing

Allows specialists to complete certain functions increasing productivity and efficiency.

Learning Organisation (Senge)

A business that continually transforms by encouraging learning, flexibility and innovation so it can adapt to change.

Learning Organisation (Senge)

• Personal mastery

• Shared vision

• Team learning

• Mental models

• Systems thinking

low risk strategies

• Communication

• Empowerment

• Support

• Incentives

low risk- communication

Share information clearly and provide feedback.

low risk- empowerment

Involve employees in the change process to gain buy-in.

low risk- support

Offer emotional and practical assistance to employees affected by change.

low risk- incentives

Provide rewards or benefits to encourage acceptance of change.

high risk strategies

• manipulation

• threat

high risk- manipulation

Covertly influencing employees to accept change, often by withholding information or twisting facts.

high risk- threat

Using the possibility of negative consequences (e.g. job loss) to force employees to comply.

stakeholder impact

• owners

• managers

• employees

• customers

• suppliers

• general community

stakeholder impact- owners

May gain higher profits or face financial risks depending on the change’s success.

stakeholder impact- manager

Take responsibility for implementing change; may face increased workload or pressure.

stakeholder impact- employees

May feel uncertainty, stress, or require reskilling; some may benefit from new opportunities.

stakeholder impact- customer

Could experience improved products/services or disruption during the change.

stakeholder impact- suppliers

May face altered demand, new contracts, changes to processes.

stakeholder impact- general community

Change may impact local employment, community relations or environmental practices.

CSR consideration

• employees

• environment

• suppliers

• community

CSR consideration- employees

Ensure fair treatment, safety, and support during transitions.

CSR consideration- environment

Minimise negative environmental impact of changes.

CSR consideration- suppliers

Work ethically and consider their capacity to adapt.

CSR consideration- community

Contribute to local well-being and maintain positive relationships.

Reviewing KIPs

• assess success

• identify gaps

• inform decisions

reviewing KPIs- assess success

Compare pre- and post-change KPI data.

reviewing KPIs- identify gaps

Highlight areas where performance is below expectations and may need further improvement

reviewing KPIs- inform decisions

Provide data to guide future strategies.