Nipuni Yasuththara Ramanayake

11704872
MGT 501 – Contemporary Management

Assessment 3

Elevator Pitches and Case Discussions

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Elevator Pitches for topic 6

Question : is planning essentially a waste of effort, given the rate of change in
the business environment?
My responses to the question: Posted on (19/01/2020)
(please be noted: I have mistakenly uploaded elevator pitched on case study folder in
discussion board. Please refer)

I think company should plan because otherwise they won’t be understood what are their
strengths and weaknesses. And also, if they do not plan, they won’t able to face the
competition with other and they will fail. But in the other way around due to changes in
environment they cannot plan for ages like long-term. If they plan for long term, they will also
not able to face the competition, day by day the environment is changing. So, they should have
short term plan in order to understand their capabilities and the challenges that comes from
the competitors. Then only they will be able to face for competition and win it on According to
VUCA world we cannot depend on the previous agenda so every time we should have change
the plan to update what is happening in the environment depending on that we have to
change. , contingents and changes in technology might effect the planning but in uncertain
situation (VUCA situation) or unavoidable situation if changes are happening due to
competition or other changes as an alternative there should be a back plan (contingency plan)
to get work on to be successful.

Elevator Pitches - topic 7

Is Planning dead?
Responses to the question: Posted on (19/01/2020)

We can more focus on online sales, we need to offer cheap delivery charges for customers. It
will be help to reduce the fixed cost Even though we match the price with competitors there
are may be customers who cannot afford the prices of products so they can collaborate with
another financial institute like banks to come up with the installment plan in other words easy
payment plan that customers can easily buy large electronic items without any financial burden
we can try this with online at the same time store sales. If we do online retailing, we can
introduce a reliable payment platform like PayPal. It will increase customer trustworthy with
the company. Other point is the privacy of the online process, that is one of the potential fact
that online business should focus on. Moreover we need to implement a good delivery method
otherwise there will be plenty of complains from customers and it will harm for the company

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image. Delivery should be fast and reliable. Since this is an electronic company we can provide
after sales customer service for online purchasing for instance, return policy, repairs so people
do not think twice to purchase products. we have to maintain the customer review for products
to create good brand image in online market.

Case study discussion - Topic 8 ( Shaping Organizational culture)

Name of the case: Can a strong culture be too strong?

Question respond : Posted on (03/02/2020)

The Parivar case study, which is a business of IT based in Chennai, is a clear example of the
current situation, mainly based on the manner in which individual companies adopt a certain
culture which is not accepted by the different workers and contributes to a rise in employee
turnover levels (YouTube. ,2018). In Parivar, the working environment is quite claustrophobic.

The conflicting values

The various conflicting values are given with the Parivar case:

1. The fiscal costs: If a new programme is introduced in Parivar, many costs will be created to
achieve a better result. That business is highly connected with costs and therefore it is
necessary to ensure a good return on investment.

2. The cultural style: Moreover, the culture of love, which is emphasised by the company, often
strikes with and disregards the business environment.

3. Employee turnover: The high turnover rate of the company is also a conflicting value. If the
organisation follows the culture of love, the company's turnover rate should have been
relatively lower (Craig, 2017). The number of employees leaving is significantly higher than the
figure on hiring, the turnover rate was 35%, and over 100 employees have been informed to
leave in recent weeks. 

Advice

Indira and Sudhir can be encouraged to perform detailed studies and to observe the exit
interviews more closely, that help them to identify why an organisation has a high turnover rate
or whether the main problem resides in paternalistic culture. Once there is a cause, Indira will
make sure the right action is taken. Additionally, in comparison with competition a viable
solution raises the wage. The main reason for the loss of jobs is that rivals offer higher salaries
by 30 percent. The higher pay rate is a way to lower the sales rate by 35%, thus reducing
recruitment and training costs. The blend of family culture and high compensation is the
perfect way of maintaining and improving workers ' happiness. Outsourcing HR services is
another approach. Most workers are not willing to accept the atmosphere of the family at
work, because their private lives are not too distracting. Therefore, it is up to Sudhir to

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understand that the love culture is not an acceptable culture for the IT firm and that a love
culture can not prevail if there is prejudice. In order to achieve a competitive advantage, a
professional culture helps a business to maintain its high growth.

The competencies in management can be identify as follws:

1. Self Awareness: In the VUCA world, For order to move in the right direction people need to
understand their weaknesses and strengths.

2. Cognitive skill: : The manager's comprehension capacity must be very strong, and they must
have intellectual curiosity to build the right approach.

3. Generational Sensitivity undestanding: In additionally, to ensure the organisation is well

managed, the leader must have the knowledge to be culturally conscious.

 Case study discussion - Topic 11 (Organizational Change)

Name of the case : Welcome aboard (But don’t change a thing)

Question respond. Posted on (03/02/2020)

According to the findings of the case study, Cheryl faces quite a variety of challenges and one of
them is that she needs Board assistance. Cheryl wants her organisation to reach new heights,
which is why she is considered mature in nature. She also had some other problems related to
the lack of commitment to the welfare of workers. Although Cheryl needs everyone to agree to
her proposals, she does not want to take into account her opinions and hence there is a
disagreement with the board.

The conflicting values

In an organisation that tends to create clashes, conflicting values Contrary values may be
defined as such factors. In the case study, the different values that conflict are:

1. Advanced drive for growth: Cheryl has some plans, which can be called slightly advanced
and which should be implemented in such a short period rather than in the long run. Testing
these various strategies will have a poor impact on the whole organization

2. Thought of the Committee: The Board's philosophy can not be defined as very advanced in
nature and therefore some conflicts have occurred between Cheryl and the management.
Cheryl appears lacking stakeholder support because she complains that she is threatened by
the staff and the committee may also vote against her at the presentation meetings

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Advice

Each business case must be reasonably resolved and therefore the following guidance is given
to resolve the Cheryl case:

1. Commitment of staff : Cheryl must make sure that it invests in an inadequate workplace
participation, which means that all workers support her values that will help her create a
sustainable organisation. (Samson & Daft, 2015). 

2. Consent of the board : First of all, she has to take the Board approval seriously to ensure that
she is able to achieve long-run success which she aims with its aggressive growth plan.

3. Creating and innovating sustainably: In fact, Cheryl will ensure that Creativeness and
innovation are preserved in the long term so that the organization's employees progress
together.

Competencies in management

The following are the various leadership skills required of a leader:

1. Expertise in conflict resolution: Leaders such as Cheryl in the VUCA sector are required to
ensure they are able to manage their various conflicts well so that they manage their business
effectively.

2. The development of teamwork skills: The managers must have sufficient team building skills
to combine operations and team building skills.

3. Changing leadership: The leader essentially has to have a set of competences that will help
her to successfully implement the change in an organisation.

4. Fixing problems: The leader must be a problem solver in order to ensure that the
organisation continues without crisis.

Reference List
Craig, C. (2017). Uber ugliness unmasks silicon valley's bro culture. InfoWorld. Com.

Garvin, D. A., Natarajan, G., & Dowling, D. (2014). Can a strong culture be too strong?.  Harvard
business review, 92(1), 27.

McNulty, E. (2002). Welcome aboard (but don't change a thing). Harvard business

review, 80(10), 32-5.
Samson, D., & Daft, R. (2015). The internal environment: Corporate culture. Management (5th
Asia Pacific Ed.). South Melbourne: Cengage Learning. Retrieved from ProQuest Ebook Central.

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YouTube. (2018). 'Topic 8 Shaping organizational culture & Topic 10 Designing organizations’

(YouTube) | Available at:  https://youtu.be/TcrwII6gbTU (Accessed on: 26 Sept. 2018