The Aspect of Change - Human Resource Management Assignment - Free Essay Example

Sample details Pages: 10 Words: 2996 Downloads: 8 Date added: 2017/06/26 Category Management Essay Type Research paper Did you like this example? Executive Summary The paper discusses the change aspect of Human resource management in general and in accordance with the Zhejiang Geely Holding Group Co. Ltd. The 7 aspects of Human resource management is discussed thoroughly reflecting those variables which are globally changed in todayà ¢Ã¢â€š ¬Ã¢â€ž ¢s era. Don’t waste time! Our writers will create an original "The Aspect of Change Human Resource Management Assignment" essay for you Create order Moreover, it also discusses as to how the company trains newly hired workers and make them an effective part of their company. The paper further discusses as to how formal institutions are set up for the assessment of senior managers. On the other hand, the other important aspects of HRM related to the benefits of workers, and how incentives are set up by the managers for their workers. Apart from this, the main purpose behind the creation of a labor union is also discussed and how they play a pivotal role in the process of certain regulations of the organization. Along with Geely Holding Group Co. Ltd, other companies are also referred so as to get some insight the patterns that are trending in accordance with the Human resource management. In the same way, it should be noted that human capital is the main asset of the organization and according to me, such resource is the only resource that will create success and effectiveness for any particular company in the future. Conten ts Executive Summary Introduction Background and Context Scope Aims and Objectives Methodology Achievements Overview of the Dissertation Literature Review Research in HR Management Training and its Purpose Introduction It is an obvious fact that the human resource management is the coherent and strategic approach for managing the most valued assets of an organization, i.e. the people, who collectively contributes to the accomplishments and attainments of the aims and objectives of the organization. There is no doubt that the competitive advantage of any particular organization is achieved through the people. On the other hand, there are other resources which provide a route to competency in any industry. Such resources are named as Finance, plants, raw materials, software and hardware are an important perspective of an organization but they are solely operated by the people. Therefore, in an explicit and implicit way, all strategies of an organization will incorporate a great human resource aspect. And, that is a great debate as to the process of human resource has any contribution in the strategy making process. There are several companies which are still operating under the traditional hu man resource management approach, theories and practices, but the role of HR in todayà ¢Ã¢â€š ¬Ã¢â€ž ¢s businesses is considerably changing. The Human resource department is known to deal with the policy and administrative issues, but in todayà ¢Ã¢â€š ¬Ã¢â€ž ¢s era, the HRM aspect needs a more interactive approach than before. Background and Context The human resource management is the most significant aspect and asset of an organization. This is because, the Human resource management approach empowers the training, selection, recruitment and incentive process. On the other hand, it is a certain fact that the company would always be in a need to hire a new talent when it has already expanded globally. And, that is the case of the company Zhejiang Geely Holding Group Co. Ltd. In order to seek the performance management of the company, Geely has been the victim of shortage of talents reserve. As the company expands globally, it becomes a very complicated process. Due to the continuous expansion of international markets, the demand for Geelyà ¢Ã¢â€š ¬Ã¢â€ž ¢s talent become more and more diversified. Their current training model is such that the staff is trained in the native country and then sent to foreign branches to proceed with the work. However, if there is an international market of any company, there should a hiring proce ss from that country and training should be done there so that the candidate can be available for the international perspectives of the organization. Scope The paper aims to focus on the changes in the aspects of the HR management in Zhejiang Geely Holding Group Co. Ltd. But in order to understand the changing patterns of the human resource management in this particular company, it is necessary to learn the general changing patterns of human resource management that further provide us a good insight for its global importance as well. Moreover, along with this particular company, many evidences are also secured from other companies for reference purposes so that the changing aspects of human resource management can be compared and assessed against Geely holdings Pvt Ltd. Aims and Objectives The primary aim is to explore the changing trends in the HR management of Zhejiang Geely Holdings Group Co. Ltd. Some of the more changed aspects of the HR department may include employee training, both in the realm of selecting whatà ¢Ã¢â€š ¬Ã¢â€ž ¢s needed and providing for the delivery of content, as well as evaluating the results. These aspects have certainly changed in the 21st century from the late 20th century. The reason behind this is that the business environment has become too much complicated and challenging. There are several situations where employees and workers cannot meet the complexities of the business environment. In order to meet such requirements, it is very much necessary to learn about the changing aspects of the human resource management and how it has affected the company Geely Holdings Group. The research will provide us the following details throughout the paper: How recruiting of new talents is done on local and international level? What is the exact purpose of training? What are the formal institutions for assessment of the senior managers? What are the incentives and benefits provided to the workers? What is the relevance of the delegation of authority? How and why labor unions are formed? Methodology The paper will use Geely holding company as a tool to learn the changing aspects of the human resource management and the researcher will also follow other research articles in order to have a great understanding as to how the patterns of the human resource management have changed within the 21st century. Most importantly, the HR practices in terms of training and recruitment have definitely changed. The most important fact behind this is that the business situations are totally different now and in order to deal with such work and situation, employees and workers should be greatly trained so that they are competent enough to meet challenges in the work environment and contribute to the performance of the company. Moreover, other companies are also referred so as to get some insight the patterns that are trending in accordance with the Human resource management. In the same way, it should be noted that human capital is the main asset of the organization and according to me, such re source is the only resource that will create success and effectiveness for any particular company in the future. The key aspect of the performance management is the emphasis on a moral criteria like diligence, work attitudes and the teamwork approach which are significant in improving an organization in terms of performance and growth. Achievements Through the discussion on the changing aspects of Human resource management in Geely holdings group Co. Ltd, the paper would give a complete picture of emerging trends and significance of Human resource management in the 21st century. This is the most important fact that human resource management should be given its due importance because this department is concerned with the candidates and applicants that would further contribute towards the performance of a company. In this paper, the Geely holdings group will be analyzed to get a complete understanding as if there occurred any changes during the process of development of Geely Holdings group Co. Ltd. And the paper will thoroughly provide us the details of the way workers are recruited in Geely Holdings and how they are provided with incentives in accordance with their performance. The paper will also describe the applicability of labor unions in this particular company. Overview of the Dissertation Chapter 1 deals with the introduction of the paper. It briefly describes the importance of Geely holdings group and a brief overview of the changing aspects of the concerned department. It further entails that the management of a human resource or capital is the most significant department of the organization as there is no doubt that the competitive advantage of any particular organization is achieved through the people. On the other hand, there are other resources which provide a route to competency in any industry. Such resources are named as Finance, plants, raw materials, software and hardware are an important perspective of an organization but they are solely operated by the people. It also describes that Human Resource Management, is an approach in managing the people in an organization to enhance the return on an investment from the utilization of human capital, and that is only possible through a proper workforce planning, selection, recruitment, training and development, performance appraisal, compensation and incentives. Therefore, the importance of HRM lies in the fact that it enhances the knowledge of employees along with his skills and capabilities Chapter 2 deals with the literature review on the way the aspects of Human resource management are changed in todayà ¢Ã¢â€š ¬Ã¢â€ž ¢s era. It further explains us changes in such aspects come as a result of managing a change in focus, going from a distinct hierarchy where top level managers are the only ones whose voices matter, to a team approach to organizational management that recognizes the importance of every team member. It also encourages employees to strengthen all of their abilities and competencies so that they can contribute to the companys performance and that the organizational structure and culture should be set up in order to empower employees for doing so. Literature Review It is particularly known that the Human Resource Department tries to work closely with the employees which is further followed by their training and, this helps the workers to meet the business and corporate goals. There is one thing for sure that not only the economic issues drive the department, but behavioral issues are also responsible for this. Generally, HR is being closer to the team than it was before. Instead of being the people who sit in their closed work places and interview candidates, then permit divisional administrators and executives to manage day to day operations, HR is presently getting included in choice making, and making a commitment to the organization all in all, instead of being restricted to just the HR office. Many of these changes come as a result of managing a change in focus, going from a distinct hierarchy where top level managers are the only ones whose voices matter, to a team approach to organizational management that recognizes the importance of every team member. Some of the more involved aspects of the HR department may include employee training, both in the realm of selecting whatà ¢Ã¢â€š ¬Ã¢â€ž ¢s needed and providing for the delivery of content, as well as evaluating the results. In addition, a closer relationship with managers at all levels in the company is making it easier for the HR department to take part in other aspects of business operations, including aiding in the implementation of many of the policies they once only created. There are activities likewise to spread the information inside the company, down to the most customary members. The most ideal approach to enable them is to give forth Human Resources programming that gives a direction and complete explanation of hierarchical approaches. With the progressions in the laws of HR, the division has additionally got to be more proficient at giving the standard procedures for contracting, terminating, control and associated with employees, and recomp ense and profits, a zone theyve dealt with from the beginning. And, as laws keep on evolving and change, the HR Department is required to wind up progressively vital in the management and approaches needed to stay in the consistence of every one. Research in HR Management Traditionally, Human resources has been known as a personnel management. This was replaced with the Human resources as more emphasis was laid on the sourcing of the capacity of a workforce which is relevantly a factor of production in the economic theory. Specifically, Human Resource Management, is an approach in managing the people in an organization to enhance the return on an investment from the utilization of human capital, and that is only possible through a proper workforce planning, selection, recruitment, training and development, performance appraisal, compensation and incentives. Therefore, the importance of HRM lies in the fact that it enhances the knowledge of employees along with his skills and capabilities. It also encourages its employees to strengthen all such characteristics so that they can contribute to the companys performance and that the organizational structure and culture should be set up in order to empower employees for doing so. The advancement of the human resource management is always evolving. This follows the HR evolution in 4 stages from the Western point of view. The first stage is Pre industrial; the second one is Paternalistic; the third one is Bureaucratic and the fourth one is High Performance and there is a great link of the high performance stage with the Bureaucratic stage within the aspects of job analysis and evaluation, development and training, employee selection tools and techniques and other systemic setting for rewards along with other reachable goals. This was introduced by Taylorism to enhance the HR efficiency and formality. The initiation of the high performance stage was done by the study of Hawthorne in early 1920 and came into effect in the 20th century. This stage analyses as to how the psychological and human factors influence the organizations and its performance, which the central point of this particular stage. Specific topics like team motivation and goal actualization of individuals within the companies are essential in emphasizing the pivotal role of leadership, commitment, cohesion and loyalty in the success of an organization. Performance management is an important in every enterprise with the essential purpose that links it to the compensation so that incentive could be given to the workers to enhance the productivity. Therefore, it can be said that training and development has to be changed from the traditional approach so that the organizational competency can be greatly emphasized. On a global level, the key aspect of the performance management is the emphasis on a moral criteria like diligence, work attitudes and the teamwork approach which are significant in improving an organization in terms of performance and growth. Training and its Purpose The significance of training is known to everyone. There is a real improvement in the development of training, i.e. the refinement between training pertinent to a wider integration of tasks and training which is more particular to the employment and organizations general training and particular training. The training, in general, raises the future productivity of a laborer in different firms in the work market. This further entails that specialists as opposed to firms should pay the expense of general training on the grounds that the employer would not have the capacity to capture any future profit from their investment. Accordingly, general training may be orchestrated in a formal bunch of an instruction in light of the fact that it is significant to an extensive variety of employers and could be attained in different ways than training in the organizations. The firm ought to pay for the firm particular component related to training which does not help the laborer get higher wa ges somewhere else. Conversely, particularly, specific training raises the laborers benefit just in the firm giving it either in light of the fact that they have very special techniques or in light of the fact that they utilize equipment with which the laborers must get to be familiar. The profits from particular training may be lost when the association between manager and employee breaks down. In this way, specific training is obviously connected with turnover. At the point when managements anticipate that workers will be with the firm for quite a while, they will offer training for laborers since there is a more drawn out period in which the firm can get returns from their venture. The learning and aptitudes of employees and workers obtained through training have ended up essential notwithstanding the inexorably quick changes in products, technology, and frameworks. Most companies put resources into training in light of the fact that they accept that there would be a display o f a better performance. On the other hand, the hypothetical structure for the relationship in the middle of training and performance of the firm has been liable to an impressive debate. There was a model which underscores the entomb relatedness and cognizance of the human resource management (HRM) performance and policies. As per this model, training and other activities of HRM plan to build an individual performance, which is accepted to prompt higher performance of the firm. Firm assets incorporate organizational capital, human capital and physical capital that empowers the firm to enhance its effectiveness and adequacy. Its assets focus on the quality of a firm in the long haul. For the firm assets to provide an effective competitive advantage, they must have four characteristics: 1) important, 2) uncommon, 3) not imitable, and 4) cant be supplanted with an alternate asset by contending organizations. Along these lines, human capital is the most important asset for a firm and from the above characteristics criteria, it cant be copied or purchased in the business by contenders. Applying the asset based perspective on training recommends that training can give learning and aptitudes to workers and employees and thus, this may prompt high firm execution. Therefore, it can be said that training and development has to be changed from the traditional approach so that the organizational competency can be greatly emphasized. On a global level, the key aspect of the performance management is the emphasis on a moral criteria like diligence, work attitudes and the teamwork approach which are significant in improving an organization in terms of performance and growth.

The Joy Luck Club And Amy Chuas Why Chinese Mothers Are...

To many Westerners, the parenting of a Chinese figure would largely be considered as tiger parenting because of it’s growing fame in the media. This style of parenting is generally defined as a child having absolute obedience while being forced to excel in any field of the parent’s choosing. Many would think that tiger parenting is a common practice in Chinese households because of the seemingly successful Asian community. However, not all Chinese homes are centered primarily around academics and instruments. Large works that attribute to giving the Chinese community this dreadful connotation are Amy Tan’s The Joy Luck Club and Amy Chua’s â€Å"Why Chinese Mothers Are Superior†. Both the novel and article damages the reputation of Chinese†¦show more content†¦My grandparents never forced my mom to do any extracurriculars, given they couldn’t afford it, but they also never tried to control how she lived (Woo). In my father’s ca se, he was given complete freedom with the only exception being he was asked to help at the family store (Au-Yeung). Because my grandparents were preoccupied with their jobs to make ends meet, they did not have the time or luxury to devote their daily lives solely on their children like Suyuan and Lindo. This did not mean that they were dismissive of their children, however. Even though their parents weren’t present at times, their kids still understood that they cared deeply for them and that they’d be there when it mattered (Woo). In Amy Chua’s piece â€Å"Why Chinese Mothers Are Superior†, Chua talks about the effect of tiger parenting in a more modern setting. In her article, Chua goes in depth on how she raises her own daughters. Under her parenting, Chua’s daughters are not allowed to â€Å"watch TV or play computer games, attend a sleepover, play any instrument other than the piano or violin, and not play the piano or violin† (Chua). Not only is her parenting style excessive, but she also makes it a point to say that her way is the standard Chinese way. According to a 2015 research produced by the University of Nebraska-Lincoln, modern Chinese parents are more concerned about their child’s well-being rather than solely their academic standing (Kang). In all of my years of attending a

Training plan for employees Free Essays

Recruitment, selection, training and evaluating employees Section A I have been hired by Laurent Bank of Canada, as a consultant to assist in hiring employees for the Commercial Banking Branch located In Montreal, Quebec. Laurent Bank Is a Quebec regional bank that has been In operation since 1846 and their head office Is located In downtown Montreal. The bank offers retail and commercial financial services. We will write a custom essay sample on Training plan for employees or any similar topic only for you Order Now I will be consulting for the hilling of employees working at a new commercial branch located next to Concordia University, in Montreal. These employees will be working as Commercial Account Managers in the banking industry. The Laurent Bank Commercial Banking sector offers different types of loans for small business owners such as Credit Lines, Term Loans and Business VISAS. The Bank makes a profit by collecting the interest they have charged on each of their loans. The Bank is looking to hire 3 employees who have had previous experience working in the banking Industry as well as an educational background in Finance or Accounting, preferably at a University level (I. E. Bachelor’s Degree). The newly hired employees will be responsible for managing a portfolio of existing business clients. They will also be required to bring In new clients to the Bank. Section B I will conduct the following job analysis to obtain Information on the skills, knowledge and ablest required for the Job: Identify and Isolate the component tasks Involved Examine how the tasks are performed Identify the main areas of responsibility Identify the working conditions I will use the 3 following methods to gather data from existing employees or sources to conduct my Job analysis: 1 . Interviewing existing Account Managers: I would meet with a few current employees working in Commercial Banking and ask them specific questions about their Job. 2. Perform an online search: I would search inline on Commercial Account Managers in order to gain knowledge on the field and specific requirements. 3. I would obtain access to the weekly activity logs: All Account Managers are required to submit a weekly actively log to their superiors. This log contains detailed Information on the work that was done during the week. Job Description: The Account Manager is responsible for structuring credits and addressing perceived risk. This includes completing necessary due diligence, establishing pricing and terms of credit, and also producing ongoing credit reviews and risk ratings that fleet knowledge of Bank policies and procedures. With respect to business development The Account Manager continually develops and broadens relationships with existing customers by cross-selling relevant and value added financial products and services. It is also a priority to build new relationships through referrals from customers and other sources. Section C I will recruit prospective employees by posting the Job description on Social Networking sites such as Linked and Faceable. I will also use job search websites also post the available position in the careers section of the corporate website of Laurent Bank. Social Networking sites are good way to attract Job seekers since almost everyone use Linked and Faceable. The majority of the population is using a smart phone nowadays with these applications already installed. Faceable would help me do a background check on applicants by having access to their network of friends, activities and hobbies. It would not, however give me much information on their education, skills or work experience. Linked is a more useful application for recruiters because its main use is to connect professionals through their work experience. Linked is an excellent calibration tool to help me assess the depth of the potential talent pool. The following 3 selections techniques will be used: I will compare the credentials from each candidate’s profile or posted resume; I will personally message those who I have selected and inform them on my decision to pursue an interview; I will also perform background reference checks on the candidates. Comparing profiles between candidates will enable me to narrow down my search; however there is the possibility that I choose one candidate over another strictly based on the presentation of their online profile or resume. Sending a personal message to chosen candidates is good ways of letting the applicant know that we are interested. However, this method can also backfire when the applicant refuses to respond to the message in a timely manner, resulting in wastage of time. Background checks are always a good source for gaining insight on the applicant’s past work experience. However, it is important to make sure you are speaking with the right person. It is not always easy to contact a candidate’s previous boss due to availability. Old Boss’ are not always eager to take the time out and speak about a past employee. Section D Once hired, the employees’ performance will be evaluated on a weekly basis. The Mentor or personal in charge of training the employee will be required to fill out a performance form. The form will contain several sections about the different tasks required for the role of an Account Manager. The Mentor will grade each section with the following: A (achieved), F (failed), AN (non-applicable) and IP (in progress). This weekly evaluation will serve as an indicator of the employee’s progress. It will also clearly indicate the areas where the employee needs improvement. The following training methods will be used: 1 . Job Shadowing with an existing Account Manager. This will enable the new employee to gain insight on the day-to-day activities of an account manager. It will also give the employee to ask questions on specific tasks. However, it can slow down the efficiency of Account Managers if they spend too much time answering questions. 2. Helping Account Managers with their portfolios. This will be both beneficial to the new and existing employees. New employees will gain experience by analyzing credit applications and financial statements. While the existing Account Manager will have more time work on other tasks and duties. However, the work submitted by the new employees will have to be revised by the Account Manager before submission. Section E The following 3 training programs will be used: 1 . Moody Analytics Account Manager. New employees will be required to complete the Commercial Lending program that involves online lessons on the specific skills needed for this role. Financial statement analysis, risk management and business development are the three topics covered in the lessons. After every lesson, employees are required to complete an examination testing their skills learned. The scores from these exams ill be sent directly to the Mentor. This will teach the employee on the three most important skills needed for an Account Manager. However, employees must be trusted to not consult other employees when answering the exam questions. 2. Financial Statement Analysis New employees will be given financial statements from new and existing clients to analyze. They will be required to calculate key ratios in order to determine the performance of the company in the current and past year. Financial statement analysis is a skill that must be mastered in order to be a successful Account Manager ND this is a good way to practice. The employee, however, might feel discouraged at first since all financial statements are different and can be very confusing at first. . Case Discussion New employees will be given the opportunity to discuss the risk associated with lending to the clients they have analyzed through financial statement analysis and job shadowing with an Account Manager. This will give a chance to new employees to express themselves and share their ideas. Some new employees, however, might feel too intimidated or shy to fully express their opinion. PART 2: Company Culture Section F I will advise leaders to help employees reach personal and organizational goals by pointing out the paths they should follow and by providing them with the means to do so. They would need to show concern and support for subordinates. The leader should use a transactional leadership style, where they can clearly identify the needs of their followers and give rewards in exchange for performance. They can set goals and expectations, reward effort and provide feedback. Section G Commercial Account Managers often work out of the office, visiting clients, checking out loan applications, and soliciting new business. Account Managers may be required to travel if a client is out of town, or to work evenings if that is the only time at which a client can meet. Employees in this role have the flexibility to work from home as well. Normal business banking hours are Monday to Friday from mamma to pm. An Account Manager manages his/her portfolio; therefore they usually manage least 37. 5 hours per week. Employees will be eligible for 4 weeks of vacation annually, however weeks must be reserved in advance to avoid too much vacancy at once. The office will be well located in central downtown Montreal. This will give employees the opportunity to take public transportation instead of driving their vehicles. It will also enable Account Managers to easily penetrate the commercial market. The office building will be connected to an underground metro station, which will facilitate travel during winter. All account managers will be provided with their own work space in the form of an open concept cubicle. This will encourage teamwork and also enable employees to interact with each other more frequently. There will be private rooms that can be reserved for client meetings. Upper Management will have private closed offices. There will also be a board room for meetings and presentations. The thermostat will be electronically adjusted to provide ideal temperatures for winter and summer. The lighting will be sufficient for desk work and each workstation will have its own computer, printer and telephone. There will also be a cafeteria open to all employees with a fridge and microwave. This will encourage employees to interact during lunch hour. I would be aware of the following psychological and social concerns: Job Autonomy and Harassment. I would assess the degree of satisfaction an employee has with their current role because it will be reflected in their reference. If the employee is not fully satisfied, they will feel exhausted with their role and eventually would not care to perform. This could eventually lead to the employee leaving their Job. Harassment is very serious and must be handled severely. Employees who face harassment might be too intimidated to report it. If it is not handled immediately, it can lead to serious lawsuits towards the organization. The policies on harassment will be clearly explained to all employees upon Joining the organization. Section H Stress in the workplace often coincides with the following behaviors in employees: rower productivity, reduced motivation, increased errors, and increased turnover. The role of an Account Manager often results in the following stresses: Role Overload. Employees feel there are too many tasks in too short time period. I would attempt to minimize stress using the following 3 programs: Improve communication 0 Share information with employees to reduce uncertainty about their Jobs and futures. Clearly define employees’ roles and responsibilities. 0 Make communication friendly and efficient, not mean-spirited or petty. Consult Employees 0 Give workers opportunities to participate in decisions that affect their Jobs. Consult employees about scheduling and work rules. Be sure the workload is suitable to employees’ abilities and resources; avoid unrealistic deadlines. 0 Show that individual workers are valued. 0 Offer rewards and incentives. As Employee of the Month. 0 Provide opportunities for career development. 0 Promote an â€Å"entrepreneurial† work climate that gives employees more control over their work. Cultivate a friendly social climate 0 Provide opportunities for social interaction among employees. 0 Establish a zero- tolerance policy for harassment. 0 Make management actions consistent with organizational values. How to cite Training plan for employees, Papers

Principle Of Management Of The Company Fonterra Ventures - Samples

Question: Discuss about the Management of Fonterra Ventures. Answer: The main topic of this text is to analyse the principle of management of the company Fonterra Ventures of New Zealand, the change management aspects of this company. The control and demand methods, which the company policies accepts to abide. In addition, the motivation factor that works for this organisation of New Zealand. Moreover, there is also discussion of change management theory and different motivational theories that applies for it. The cultural and environmental influences and venturing, collaboration planning process that the company goes and development of different change managerial theory (Tedeschi, 2013). Arguments from the Harvard business review article are also there to evidence the side that other arguments are also discussed. Company background - Fonterra is multinational conglomerate of New Zealand. It mainly operates in the dairy nutrient products. The 10,500 dairy farmers of New Zealand own this co-operative. The organisations production itself is responsible for 30% of the dairy products of worlds market of dairy. Fonterra was established with the merger of worlds Two largest co-operative New Zealand Dairy group, Kiwi Co-operative of dairies and New Zealand Dairy Boards ("Fonterra launches new platform to back innovative game-changers", 2017). Managing change: First stage of change in Kotters model Kotters model of change management theory is an 8-step model that is useful for organisation. This 8 overlapping steps are discussed below. The first stage is creating the climate for change and this stage consists of three different steps(Sharma Jain, 2013). Increasing urgency, building team and formulating the right strategy are the first step to creating change (Baum, 2015). As Fonterra ventures has changed their capital structure according the need. The first step was to communicate the new vision of the companys capital structure. In 2007, they have announced the consultation program and restructuring the business operation program of the co-operative. The capital structure change received lot of support from the farmers, because the new structure provided the farmers greater incentives and increased their investment in Fonterra shares (Pomerol, Barba-Romero, 2012). The sufficiency of the capital programmed ensured the higher payout of the farmers. This new process also ensured the trading among the farmers have to be done and this would ensure the greater flexibility of the share price. Second stage of change in Kotters model Kotters second stage of change is all about engaging and enabling the whole organisation in terms of change management. The first step he analyses is to communicate the buy in. The crucial information about the new process and other additional info for change needs to be made understand by the all stakeholders. The idea will be resisted if the beneficial side of change is not communicated properly. Transformational change process will need over-communicating, data or information transfer should be honest and in an ideal way and walking the talk (Hatch Cunliffe, 2013). The last will require consistency between the vision and behaviour. Next step is empowering action. Then creating short-term wins among the employees (Sharma Jain, 2013). Enabling trading among the farmers will ensure the incentive will rise and circulate among the farmers. The additional setup of change will ensure the confidence among the farmers and independent valuation process with the shareholding of the company will ensure the increase and decrease of production in the company (Northouse, 2015). The details of restructuring were shared among the shareholding farmers (Pomerol, Barba-Romero, 2012). This has given the farmers support and confidence of the public and the favourable voting system has ensured the participation of all the shareholders investment opportunities. There was also a special fund accommodated for the farmers to help them in the change process of capitalisation system. This dairy farm initiated methods for the environmental change in the water pollution system for the sake of water pollution system. The effectiveness and credibility of this system ensured the increase in sustainability factor in the dairying system (Sharma Jain, 2013). The last stage of change in Kotters Model The last stage is implementing and sustaining change. This stage is to circulate the change factor among the whole company. This is also helpful in freezing the change and builds the whole organisation around that change factor. In this stage, the whole point is to stick to the new change and building the guiding team for that matter. With change comes the culture factor, which must be embedded if that needs to be stickled (Ulrich Probst, 2012). Behaviour of the people will ensure that the change continues to stick to people. The leaders must lead the staff to new winning behaviour and continues despite the change. The farmers themselves own the co-operation of the company. Therefore, the change will directly affect them. Fonterra was repeatedly accused for deforestation and hence increasing the greenhouse gas emission (Hatch Cunliffe, 2013). There have been implementation of process in the company and they have launched a new online platform to get new ideas from people to incorpo rating any kind of new and innovative technologies in the company (Baum, 2015). This step suggests that they are open to get new disruptive innovative ideas to model the process flow of the company. The venturing need of the company and value of milk to the farmers are more than the accelerating income of the individuals. The open mindedness and increase in innovative ways is evidence to the welcome change in the collaborative companies. The Fonterra Ventures Co-lab is innovation oriented, believes in winning together, and believes they can do it by change. Control management there are many characteristics of business that integrates the functions of management. The structure of organisation is dependent upon the kind and nature of business management. There are two kinds of business based on legislative nature. One is, where the owner of the business is the sole Proprietor. Another is the partnership (Northouse, 2015). The discussion of the mentioned company is based on partnership model. The farmers are the partners that thoroughly share the profits and dividend of Fonterra Ventures. This has some characteristics, like agreement, number of partnership, conduct of business, entity, liability matters, profit motive, investment decision, and transferability of shares, positional decision, mutual confidence and free operational regulation (Pomerol, Barba-Romero, 2012). Therefore, there no control factors working in the company domain. Fonterra Ventures goes by the principle of co-operatives. The main features are in the following statements. Voluntary membership everyone is at liberty to leave and enter the co-operative society. This also gives them freedom to take and share decision regarding the change matter. Political and religious Neutrality membership of co-operative society is favoured as discrimination is out of question and no place for peoples cast and co-operatives (Geisler, Wickramasinghe, 2015). Democratic management the farmers buy in and buy back facility among them ensures the power of the company remains within themselves. The management is alleviated through the one-man one vote system(Bratton Gold, 2012). Service motive - The initial objectives of the co-operative and their members earn profits and gather expenses of management. Incorporating the innovative and management ideas of disruption innovation is delivered to the management and producer co-operatives. Producers co-operatives - These type of co-operative society are formed to assist the producers. The setting up of milk producing units and members procuring the necessary materials and for the production is a beneficial process in terms of production process. There is certain advantage of having farming co-operatives in place. The open membership facility is to ensure the reachability of every person. The supply of goods and at cheaper rates is also an aim for the organisation (Simon, Canacari, 2012). The low management cost in this kind of engagement is beneficial for the company to extend the surplus money for investment purpose. The transferability of shares is restricted to producers in Fonterra Ventures. This organisations legal structure is combination of partners association and joint stock association (Ifinedo, 2012). Objective of this chapter is to realise the change and motivation factor of the company named Fonterra Ventures. This is a collaborative co-operation of dairy producing farmers and what is the change factors, that have made them successful. They are the major exporters in the dairy producing farms and these company supplies 30% of the dairy product in other markets. Further, another objective of the essay is to analyse the control method and other motivational factors that works for this company (Tedeschi, 2013). The data management has always been needed for getting more perspective of market orientation of any product. The more the usage of historical data more usage of effective perspective of products (Bratton Gold, 2012). Harvard business review article have gathered some information regarding change and what motivation factor works for people in change management that is also reviewed in this article (Simon, Canacari,2012). Discussion and judgements motivation theories and factors. - Abraham Maslows hierarchy of needs theory, which depicts the motivation factor, comes from needs and they are divided into certain factors. The security, social and psychological needs are divided into five factors of human need (Tedeschi, 2013). According to Maslow, these basic needs are extremely valuable and challenging for workplace behaviour. For example, the company should allow bathroom breaks and refreshment breaks to avoid the conflict, that arises from exhaustion in workplace. Herzbergs two-factor theory predicts that there are two factors that is related to workplace environment. They are Hygiene and satisfiers. The hygiene factors are related to job security, salary, organisational policies, workplace conditions and other hygiene factors (Simon, Canacari, 2012). The satisfiers are improvement measurement of performance and factors related to growth, opportunities recognition and responsibility the transparency of standard procedures and development plans (Tedeschi, 2013). For example, the existence of non-smoking area, employee development plans and transparency in decision and award related recognition helps lift the satisfiers factors in employee. McClellands Acquired needs theory is known as the most effective motivational theory implemented in a workplace (Alexander, 2013). This explains the each individual has different needs and they prioritize their needs differently. The needs of human are not hereditary and can be based on the acquired need in life. The higher achiever has more need for power and achievement in life (Shafritz, Ott Jang, 2015). They are more driven by responsibility. His probable risk and feedback will differ. A team player in a group will need affiliation and will avoid the social conflict in co-operative environment. The competitive work environment is where they thrive for better achievement (Alexander, 2013). Alderfers ERG theory is based on the existence, re latedness and growth perspective of Maslows theory. The individual needs are material and is driven by physical and social needs that enhances the interpersonal ability of people. The relationship and development of psychological factors in life is dependent upon the growth in life. The existence and growth are proportional in relation with each other. The employees must be able to perform the key operations (Ifinedo, 2012).. The article in Harvard business review is based the data cravenness of organisation and how this change and the influence of social media is changing the current scenario of business among the world. The judgement based on human intuition is no longer the background of any decision taken. The retailers combine the data, do predictive modelling for the company, and develop merchandising plan. The investment decision is what is taken carefully in companies like Fonterra Ventures. The change management is not a problem to solve, as change is a part of process in an organisation (Bratton Gold, 2012). The predictive analytics gives qualitative information relevant to change. The intangible factor like leadership and motivation is interventional change in an organisation. Most of the models of change must be favourable and communicated thoroughly to the employees as discussed in the above change model (Hayes, 2014). The change practitioners struggle to justify and influence change in an o rganisation. Converting change management practises is unlocking the solution to a problem. Therefore, from the above text we can conclude that Fonterra Ventures is one of the effective co-operations of New Zealand. The logical change management practises are efficiently incorporated and implemented in the capital structure. The motivational theories are also discussed in the text and recommendations are given accordingly. The effective organisational structure for joint stock or associative co-operating is the key to transformational effort applied in an organisation. References Alexander, K. (Ed.). (2013).Facilities management: theory and practice. Routledge. Baum, T. (2015). Human resources in tourism: Still waiting for change?A 2015 reprise.Tourism Management,50, 204-212. Bratton, J., Gold, J. (2012).Human resource management: theory and practice. Palgrave Macmillan. Geisler, E., Wickramasinghe, N. (2015).Principles of knowledge management: Theory, practice, and cases. Routledge. Hatch, M. J., Cunliffe, A. L. 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