Marion DORKEL SAB420
Case Study: Perrier
1) Identify the important thing elements of the resistance to modify described with this situation.
According to Kotter and Schlesinger, there are 4 reasons that certain people are resisting change, three of which appears to apply to this case: Parochial self-interest (some people are concerned with the implication of the change on their own and how it could affect their particular interests, instead of considering the results for the success of the business). The union suggests this kind of of Nestles. " Jean-Paul Franc, brain of the CGT at Perrier, sees the problem differently. In regards to the company's intend to cut 15 percent of its staff he protests, " Nestle can't perform whatever this likes? He says, " There are men and women who work in this article? Morally speaking the water and the gas kept below this ground belong to the whole location? Misunderstanding (communication problems; insufficient information) common. Management does not agree, maybe due to too little of information from the real issue (what is definitely causing the lower production with this plant? ) For example , Relating to Nestle CEO Philip Brabeck-Letmathe, " We have come to the point where the development of the Perrier brand is usually endangered by the stubbornness with the CGT? However, according to Jean-Paul Droit, head with the CGT by Perrier, "[i]n regard towards the company's plan to cut 12-15 percent of its staff he protests, " Nestle can't do whatever this likes.? He admits that, " There are men and women who also work below? Morally speaking the water and the gas placed below this ground are part of the whole region. " ' Different examination of the circumstance (some workers may argue on the reasons for the change and on the huge benefits and disadvantages with the change process). This relates to the above differences in assessment in the problem and solution simply by theNestler's CEO and the union head. 2) Construct a big change management method for dealing with this example. In so doing,...