BIG DATA IN FINANCIAL SERVICES

Shri Dharmasthala Manjunatheshwara

Institute for Management Development.

A Case Study On

Weave Tech
High Performance Change
Submitted to
Dr. Nilanjan Sengupta

Submitted by
Section A

26 January 2016

Weave Tech: High Performance Change

Weave Tech: High Performance Change

Critically analyse the process of change management at

Weave Tech. Use appropriate theoretical model and
evidence from the case to justify your answer.
Answer:
Kotters eight step plan for implementing Change
1. Establish a sense of urgency by creating a compelling reason for
why change is needed
With the change in time, the need of customer is changing and the
demand for their product kept on decreasing and customer lost interest in
their products. To face this challenge company had to undergo change in
the way of working to improve their performance in the market which was
an urgency.
2. Form a coalition with enough power to lead the change
Johnson-ware and CVX became partner to make a change in way of
working and change in management.
3. Communicate the vision throughout the organization
Communication in the organization about the vision among every member
makes a positive impression on the members of the organization. They
should know what organization is planning for the next 5 years or 10 years
down the line.
4. Empower others to act on the vision by removing barriers to
change and encouraging risk taking and creative problem solving.
PAS which was redesigned to help the organization to make its goals
visible and to make watch on other works in the organization like salary.
Organization started to boost the employees moral and giving them
confidence to take risk and work creatively.
5. Plan for, create, and reward short term wins that move the
organization towards the new vision
Weave Tech had performance based pay system which encouraged
employees to work more to get more and also monetary rewards were
linked to their performance.
a. Regular hourly/salary base pay
b. Quarterly bonus checks based on unit performance
6. Consolidate improvements, reassess changes, and make
necessary adjustments in the new programs.
Organization have not explained how this cost savings will give benefit to
the all stakeholders. How have they justified their lay off of valuable HR
created by several training program? Actually it is a loss of investment in
HR development. Also organization should be analyse Employee assistant
program, because after investing skill development program why
organization failed to channelize talent and skill to match the
organizations mission. Employees performance may be fluctuating time
to time, but they have to be motivated to keep align with organisational
goal. Hence may be this 20% layoff give some short term benefit it may
cause of loss in long term.

Weave Tech: High Performance Change

To change the current condition in the market Weave Tech made

improvements in which they started new way of hiring, improvement in
current employees skills, and changes in performance based pay system
etc.

Weave Tech: High Performance Change

7. Reinforce the changes by demonstrating the relationship between

new behaviours and organizational success
When the changes occurred the Weave tech there was a change in the
attitude and behaviour of the employees. Initial days, when change was
occurring there was a resistance among the employees they were not
ready for that change. But after some time that change came up with
positive signs and helped in the organizational success. The relationship
between the new behaviour and organizational success can be measured
by looking at the overall change in the performance of the organization.

8. Reinforce the change by demonstrating the relationship

between new behaviours and organizational success.
It is obvious that according to previous culture there was no threat to the
lower performer. New mission statement giving reward to the good
performers. Along with that organization want get rid of lower performers.
But ethically organization have to consider old well performers and to
them it should be convey that organization is not cut out them as
unwanted part.

REFERENCES
Change Management Models. Retrieved from
quickbase.intuit.com/blog/three-types-of-change-managementmodels
Kotter's 8-Step Change Model-Implementing Change Powerfully and
Successfully. Retrieved from
https://www.mindtools.com/pages/article/newPPM_82.htm