Thursday, January 14, 2021

Covid-19 pandemic Change

 

It will be quite some time before we understand the full impact of the Covid-19 pandemic. But the history of such shocks tells us two things. First, even in severe economic downturns and recessions, some companies are able to gain advantage. Among large firms doing business during the past four downturns, 14% increased both sales growth rate and EBIT margin.

Second, crises produce not just a plethora of temporary changes (mainly short-term shifts in demand) but also some lasting ones. For example, the 9/11 terrorist attacks caused only a temporary decline in air travel, but they brought about a lasting shift in societal attitudes about the trade-off between privacy and security, resulting in permanently higher levels of screening and surveillance. Similarly, the 2003 SARS outbreak in China is often credited with accelerating a structural shift to e-commerce, paving the way for the rise of Alibaba and other digital giants.

In the following we’ll discuss how companies can reassess their growth opportunities in the new normal, reconfigure their business models to better realize those opportunities, and reallocate their capital more effectively.

Strategic Positioning :Reassess Growth Opportunities

The Covid-19 pandemic has severely disrupted global consumption, forcing (and permitting) people to unlearn old habits and adopt new ones. A study on habit formation suggests that the average time for a new habit to form is 66 days, with a minimum of 21 days. As of this writing, the lockdown has already lasted long enough in many countries to significantly change habits that had been the foundation of demand and supply.

Companies seeking to emerge from the crisis in a stronger position must develop a systematic understanding of changing habits. For many firms, that will require a new process for detecting and assessing shifts before they become obvious to all. The first step is to map the potential ramifications of behavioral trends to identify specific products or business opportunities that will most likely grow or contract as a result. Consider how the pandemic has caused people to stay at home more. Implications include an increase in home office refurbishment, driving greater demand for products ranging from paint to printers. Unless we sensitize ourselves to new habits and their cascading indirect effects, we will fail to spot weak signals and miss opportunities to shape markets.

Reconfigure Your Business Model

new business model will be shaped by the demand and supply shifts relevant to your industry. Many manufacturing companies, for example, will be profoundly affected by the structural and likely permanent shocks to globalization brought on by the pandemic. With big markets such as the United States raising trade barriers, for example, many companies will need to reshore critical components in their supply chains—from R&D down to assembly.

To figure out what business model the new normal requires, you need to ask basic questions about how you create and deliver value, who you’ll partner with, and who your customers will be.  

Change Management: Reallocate Your Capital

It may be psychologically hard to do during a crisis, when cash flows are stressed, but now is precisely the time to take a few well-considered risks. Research shows that the most successful companies not only invest more than their peers in new opportunities but also put their eggs in fewer baskets, devoting more than 90% of net spending to segments with higher growth and returns. These companies recognize that a crisis offers an opportunity to carve out a new competitive position.

Unfortunately, many companies are still defaulting to traditional habits of “peanut-buttering” new funding across the business and, when necessary, making horizontal cuts rather than targeted ones. According to BCG’s survey of leading firms, as of May 2020 only 39% of companies had modified their investment and capital allocation plans to target new growth drivers, and of that minority, only half had made investments in new business models.

CONCLUSION

In times of crisis, it’s easy for organizations to default to old habits—but those are often the times in which new approaches are most valuable. As companies position themselves for the new normal, they cannot afford to be constrained by traditional information sources, business models, and capital allocation behaviors. Instead they must highlight anomalies and challenge mental models, revamp their business models, and invest their capital dynamically to not only survive the crisis but also thrive in the post-crisis world.

 

Business requires change

 

Every business requires change in order to survive. If a company doesn’t innovate and react to changing market demands, it will collapse. 

But make sure to not to make changes just for the sake of it. Before embarking on a journey of transformation be sure to have a solid business plan. Identify the areas of the business that need to be updated and put a plan in place for its execution.

1. Understand the end goal.

It’s critical to understand the end goal and objectives before starting out. Ask, Where is the company today and where does it need to be? 

A change leader must have the confidence and capability to change tack, though, if another path looks clearer and makes more sense. Listen to employees, be bold enough to adjust the direction the company is headed toward and dispense with pride if another route makes more business sense. The path for change and innovation is not set in stone. 

2. Communicate clearly.

Communication is king when it comes to corporate change. From Day 1 it’s critical to have all members of the team be behind the leader. Be sure to keep everyone fully abreast of developments and ensure that employees understand the end goal. 

Keeping the lines of communication open and involving employees in the change process makes it more likely employees will get on board. Give them the opportunity to share ideas, concerns, comments and suggestions throughout the period of change.

Corporate change should be an exciting, rewarding and worthwhile experience, with effective communication being critical.

3. Identify key players.

People react differently to a transformation in the workplace and the leader's duty is to identify change advocates as well as potential saboteurs. Get key players on board from the beginning and take the time to walk them through the anticipated changes.

These team members are likely to be instrumental when new processes are put into practice and can encourage skeptics to participate and help sustain the morale of the rest of their departments.

4. Delegate tasks.

Leading from the front is important. But an individual leader cannot implement change alone. Delegate tasks to individuals across the team and assign firm deadlines for completion. Be sure to follow up with each individual and provide support when necessary.

While going through this period of change, be on hand to answer questions, provide guidance and offer support. By giving people responsibilities, more will get accomplished as others are encouraged to take ownership of the prerequisites for change.

5. Set realistic objectives.

The leader should not set up himself (or herself) and the department for failure. During a period of change it's reasonable to expect key team members to put in extra time and effort, but set realistic targets.

If the expectations are too high, not only will quality be compromised but also deadlines won't be met, morale will plummet and people will become alienated. The result? A despondent, unhappy and floundering workforce.

6. Manage expectations.

The worth of any business leader can be measured simply by analyzing his or her ability to manage expectations. When leading a department through change, managing expectations is more critical that ever. Clarify what is expected from employees, and conversely figure out what they expect from the leader.

7. Hold people accountable.

Hold employees accountable for implementing change. To do that, equip them with the proper tools, talent, resources, responsibility and authority necessary for finishing the race. 

 

Apple VRINE Model

 

Apple Inc. is an American multinational technology company headquartered in Cupertino, California, that designs, develops and sells consumer electronics, computer software, and online services. It is considered one of the Big Tech technology companies, alongside Amazon, Google, Microsoft, and Facebook.

VRINE Model is an analytical framework that appraises an organization's capabilities and resources which can give it a competitive advantage in its industry. It analyzes the organization's internal strengths with five different tools or perspectives. These are: Value, Rarity, Inimitability, Non-Substitutability, and Exploitability

 

These five tools collectively assess the organization’s market standing on the basis of its most competitive products and suggest future strategies which can help it in beating the competition in the most profitable and effective way (Antoldi, Cerrato, Depperu, 2012). The following section comprehensively describes the VRINE Model for Apple Inc. And explains how its products fall on these five dimensions and lead it to ensure marvelous financial performance.

 

1-    Value .

Apple operates in a highly advanced and rapid-paced industry. Therefore; a product, resource, or capability is valuable for the company only if it enables it to stand out among alarge number of rivals in the industry. At present, the most successful product in the world in any consumer electronics categoryis iPhone -- developed by Apple Inc. It is also considered as the most innovative and multi-functionality smart phone which canperform numerous functions with its highly advanced technology and super-fast processing speed (Apple, 2013). This smart phone played the greatest role in making Apple Inc. The most competitive, successful, innovative, and the largest ITCorporation by revenues. Similarly, the company's other top products like iPad, iPod, Mac systems, Apple TV, iTunes, etc. aresuccessful due to the value which they give to the company for its research and investment, and to their consumers against theirmoney (Apple, 2013).

2-    Rarity

Although Apple products like iPhone, iPad, iPod, iTunes, Macintosh system, etc. are highly advanced and valuable; they cannot be called rare because of the presence of a large number of competitive products in the market. However, Apple Inc. comes up as the first-mover in its industry most of the times. Its iPhone, iPad, iPod, iTunes, and App Store have remained the only products or services of their kind in the past. This rarity ended when other smart phone, consumer electronics, and computer manufacturers diversified and modernized their businesses and started competing Apple with similar products.

 

 

3-    Inimitability and Non-Substitutability:

Due to the rapid advancements in the field of Computers and Information Technology, Apple products are no more inimitable. One of the major reasons for greater market share of Android and Windows as compared to iOS and Macintosh is their compatibility with the products in which they are used. Apple's iOS and Macintosh do not support any other technological product than iPhone and Mac systems.

 

 

 

4-    Exploitability:

 

Apple products are highly exploitable to market. The high level of appreciation and brand loyalty among consumers help Apple Inc. To exploit its resources and manufacturing capabilities to avail the attractive opportunities from the market and keep itself on the top of the list of innovative IT companies of the world.

 

 

 

 

References

 

 

Apple, (2013). Apple Info. Retrieved on January 17th, 2013, from <http://www.apple.com/about/>

 

Cadle, J., Paul, D., & Turner, P. (2010). Business Analysis Techniques: 72 Essential Tools for Success, 1st Edition. London: British Computer Society

JetBlue

 


As it can be noticed, all organizations have its own strategies. However, we should ask is their strategy is effective or ineffective, or how the elements of the strategy are chosen by top management, is it by luck only, or by default. Luck can be defined as a matter of being in the right place at the right time.  However the chance cannot come to you unless you are ready. And in order to be ready, you should manage and follow a strategy, hence the strategy diamond. Luck is always good the challenge is to make the luck always comes to you.

 

The founder of JetBlue, David Nelleman, JetBlue with the concept of bringing humanity to air travel has begun. The goal was a low discount airline carriers that provide comfort and services to our customers. For example, the company philosophy was to delay the flight and not to cancel them. (UKEssays,2018)

 

The strategic diamond analysis of the JetBlue Strategic Diamond is based upon the economic logic. Mainly it is divided into five segments economic logic being the central point for the other organs. For example it has organs such as Differentiations, Arenas, Vehicles and Staging. The arenas deal with the active and the emphasis of the channels of distribution that can be the indirect and the direct. It also deals in the market segment, the categories of the markets and the geographical areas where the market is based. Furthermore, it deals with vehicles in that the internal developments are associated with licensing, indulgence in joint ventures and the alliances of the acquired products. However, strategic Diamond is made up by an economic logic that deals with how returns can be obtained for instance it deals with lowest costs through scale advantages where certain features are taken into considerations. It also deals with premiums that comes in two segments that is the premiums prices related to  unmatched services and the premium prices that comes due to proprietary product features.

On the other hand, a differentiation deals in the scope of the organization that is the goal of the company to excellence. In this scope, it deals with the products reliability, the speed of marketing its products, the prices of the commodities, the image of the company and its products and the styling of its produce. Nonetheless, the staging sector offers certain services to the organization that enables it to grow and expand. This service helps in speeding and sequencing the moves of the companying. In this case, the staging stage provides the company with speed to expansion and marketing of its products. It also designs sequences of initiatives that are used in marketing and increasing products of the company.

 

. To further increase shareholder and customer value, JetBlue launched a strategic growth and rapid expansion plans. In 2000, JetBlue risky decision to launch the service in New York has accumulated, JFK Airport, between 8 and 9a was lighter. The use of these hidden opportunities to win to request that the flight of young, affluent New Yorkers, as well, the trip to New York City. In late 2008, JetBlue Terminal 5 opening in JRK to give customers more comfort and efficiency while saving them $ 50 million of work, and fuel vouchers. Meanwhile, between 2003 and 2008, JetBlue began service to many destinations, including San Diego, Fort Lauderdale, Portland, and more. December 2007, the company serves over 53 destinations to the growing (etal Thompson, 2010). This dramatic growth had not led to shareholder value immediately, however.Evaluation of the cost is competitive advantage. JetBlue reduce operating costs of its competitors. According to Thompson, Strickland and Gamble (2010), JetBlue is the total operating costs 12.17 per revenue passenger mile in 2008 was for $ 18.18 vs. U.S. Airways, $ 18.18 for Continental, Delta for $ 20.95, $ 13.85 For the South West, United for $ 19.13 and $ 21.45 for America airlines. Its aircraft, including Airbus A320, which tended toward newer competitors and thus reduce maintenance costs and any penalties related to maintenance.

 

 

 

 

 

 

 

 

 

 

 

References

 

1 - UKEssays. November 2018. Business Strategy Of The Airline Jetblue. [online].

 

2- Thompson, Alonzo J. Strickland, John E. Gamble. McGraw-Hill/Irwin, 2010 - Business planning - 1184 pages.

Starbucks Differentiation Strategy

 

Strategic position is a position taken by an organization to gain competitive advantages at present and in the future, which includes the devising of the right goals of the organization, developing optimal strategies based on the goals and the present environment, and putting these strategies into practice to realize the goals (Porter, 2001). According to Porter’s generic strategy, an organization’s strategic position is given by its choice of competitive advantage, cost leadership or differentiation, and its choice of competitive scope, narrow or broad (Porter, 1985).

According to this generic strategy model, Starbucks obviously positions itself in differentiation strategy in UK. As a coffee maker, Starbucks differ itself from others through the quality of its products and its consistently superior consumer experience. Starbucks has strong research and development capabilities to ensure high level of product quality. Moreover it focuses on product innovation. For example, Starbucks has differentiated its product lines to include teas, sodas, ice creams, foods, etc in UK. As to its targeted market, Starbucks has a very broad scope.

 

Starbucks, the biggest coffee retailer in the world, grows from a small, regional business into the undisputable leader in the specialty coffee industry. It arrives in the UK in 1998 with the acquisition of Seattle Coffee Company in the UK as its starting point. As soon as it expanded, many native coffee stores were driven out of business and other big rivals were forced to quicken their growth to beat this new invader. From then on, Starbucks remained the market leader leaving others far behind until recently some coffee giants such as Costa are catching up.

 

Organizations can take four different strategic positions. Cost leadership refers to being a low cost producer for a given level of quality by targeting a broad market. Differentiation refers to the offering of unique attributes that are valued by customers. It is also a strategy targeting broad market. Cost focus means adopting cost leadership strategy in a narrow target and differentiation focus means adopting differentiation strategy in a narrow target. [pic] Source: Porter, 1985, Competitive Advantage.

 

When Starbucks first appeared in UK, people thought it cool because of the unique decoration, the special environment, and the warm welcomes. Second, it is widely known that the coffees in Starbuck are little pricey. In UK, the price ranges from 1.5 to 3.50, while the average coffee price is 4. 3 (Euro cheapo, 2009). From the above two approaches, the specific strategic position Starbucks takes can described as differentiation in high quality and innovative products and unique service but with relatively high prices in large market scope.

It’s good to know as an example of flexibility, that On March 20, 2020, due to the COVID-19 pandemic, Starbucks decided to close all the cafe-only stores in the United States for two weeks. During that time, only drive-thru- and delivery-only were to function. According to the company representatives, all workers were to be paid for the next 30 days whether they went to work or stayed home.

Strategic lenses

 

Strategic lenses are a concept of strategic management. They are the four angles from which strategy can be viewed and implemented on a corporate level. Overall, strategy is likely to come from a variety of sources and a combination of the techniques. Johnson and Scholes talk about 'strategic lenses', which are three ways of viewing what can be meant by the term 'strategy'

 

The four viewpoints are: as design, as experience, as ideas, as discourse.

Strategy As Design

This lens views Strategy development as a process of logical determinism. Through careful evaluation of the firm's industry, environment and available resources, the optimal strategy and clear direction can be determined. This strategic process thus follows an analysis-selection implementation process.

Fundamental to this view is that the responsibility of strategy development is top-management driven and that they are capable of choosing the optimal strategy for the business.

Strategy As Experience

Many proponents of the view of Strategy As Experience, such as Mintzberg would argue that the design lens is often inaccurate as top level executives are too distant from daily developments of the organisation.

According to Minzberg, strategic development should be adaptive, and divides it into intended, realised and emergent strategies.

In this model, strategic development is the continuous adaptation of past strategies based on experience In this view strategy is greatly influenced by taken for granted assumptions (culture) and involves large levels of bargaining and negotiation. Strategy as Experience carries with it a risk of the effect known as strategic drift as a result of failing to act upon environmental changes by being too 'path dependent' on past activity.

Remember the 4 lenses are a theory of strategic management.

Strategy As Idea

This approach to strategy emphasis innovation and the need for diversity of ideas in the organisations. Strategy can emerge from the way people within the organisation handle and respond to the changing forces present both in the organisation and in the environment. Support of this view argue partly by analogy with evolutionary theory, suggesting where there is diversity of approach, a change in environment conditions is likely to be accommodated by one of the various methods, products or system already existence.

Strategy As Discourse

This view consists in making choices between different possibilities and then inspiring confidence for the choice taken. This view is very high on legitimacy and low on rationality and innovation. Strategy as discourse sees strategy development in terms of language as a "resource" for managers by which strategy is communicated, explained and sustained and through which managers gain influence, power and establish their legitimacy as strategists.

Johnson and Scholes suggest that viewing strategy through only one of these lenses can mean that problems that the other lenses might show up are missed. For example, too much reliance on incremental changes (strategy as experience) might overlook radical new developments that could be essential for the organisation's success (strategy as ideas).

It is worth considering the very strong influence the design and experience lenses have in large organisations and government departments. Often, the larger the organisation, the less able it is to adopt early essential but radical changes.

Reference

 Nideborn, Joakim; Kristina Stråhle (December 2007). "Where Is the Semiconductor Industry Going?" Retrieved 2008-09-27.

Johnson Gerry / Scholes Kevan / Whittington Richard: Exploring Corporate Strategy. 8th Edition, Pearson, 12/2007, S. 29 - 46

 

Resistance To change

 

Discussion

 

About twenty per cent of the people are against any change. (Well, Robert F. Kennedy, 1980) in addition to Kennedy’s theory. Regardless of how effective you are as a leader, it is not uncommon to periodically find your well-planned change efforts being challenged or even sabotaged.

 

1-      Loss of Job

 

This is a major reason and the first of the reasons why employees resist change in the workplace. In an organizational setting, any process, technological advancement, systems, or product change will include streamlining, working smarter, cost reduction, efficiency, and faster turnaround times. All these means staff and managers will resist the changes that result in their roles being eliminated or reduced. From their perspective, your change is harmful to their position in the organization! The satisfaction that employees have with their job determines a portion of their reactions during times of change.

Employees who experience a high degree of job satisfaction are better able to weather periods of change.

2-      Bad Communication Strategy

 

This point is equally as important as that of change planning on the list of 12 reasons why employees resist change in the workplace. Why? The communication of change from the onset could make or break change because it falls under the planning phase of change. The way in which any change process is communicated to employees within the organization is a critical factor in determining their reactions. If you can’t communicate what, why, how, when, who and what success will look like or how success is going to be measured, then, expect resistant

3-      Shock and Fear of the Unknown

 

Employees’ responses to organizational change can range from fear and panic to enthusiastic support. During periods of change, some employees may feel the need to cling to the past because it was a more secure, predictable time. If what they did in the past worked well for them, they may resist changing their behavior out of fear that they will not achieve as much in the future. The less the organization knows about the change and its impact on them, the more fearful they become.

4-      Lack of Reward

 

Organizational employees will resist change when they do not see anything in it for them in terms of rewards. Without ‘WIIFM’ or a reward, there is no motivation to support the change over the long run. This often means that organizational reward systems must be altered to support the change that management wants to implement. The reward does not have to always be major or costly.

5-       Former Change Experience

 

 Our attitudes about change are partly determined by the way we have experienced the change in the past. For instance. In personal lives, how employee’s families reacted to change during their early years is going to affect the way they view change. Employees, who live in the same house, shop at the same stores, visit the same social club, and drive the same routes daily throughout their formative years may have more difficulty dealing with change than people who grew up in several different neighborhoods. In the same way, those who become accustomed to associating with people who have the same values and ethics may find it more difficult to appreciate the diversity of today’s workforce.

List of References

 

-          O'TOOLE, J. (1996). Leading change: the argument for values-based leadership. New York, Ballentine Books.

-          Catherine A. (2011) 12 Reasons Why Employees Resist Change in the Workplace. career corner

-          Porter, M. (1979) How Competitive Forces Shape Strategy. Brighton: Harvard Business Review