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Heniz - Manging Change and Innovation

Structure

People

References

-Fostering Employee ideas about minimizing wastage and loss

- Improving Production Scheduling and Planning

- Maximizing the use of manufacturing assets and reducing down time

- Conducting regular site assessments

- Robbins.S, De Cenzo. D, Coulter.M, Woods. M, 2013, "Management the Essentials, Pearson, NSW, Chapter 7

- Introduction/Conclusion pg 187 - 207

- Waters Approach pg 190 - 192

- Structure/People/Tutorial pg 188 - 190

- Innovation pg 200 - 202

- Barriers pg 194 - 1999

- Engaging the entire work force in the change processes

- Teaching staff how to engage in continuous improvement processes

- Factory staff to develop their own Change Management plan suited to its own circumstances and needs

How Has the HGPS Produced changes in structure, Technology and people within the Organization

Conclusion

Creativity and Innovation

- Evolve + Improve

- Creativity = Combine New ideas

How has Heinz used the HGPS to foster innovation and Creativity??

Innovation within Heinz

- Meetings

- Progress Reports

- Idea Champions

What are Barriers?

Does Heinz Use the 'Calm Water approach or the white rapids approach to Organizational Change?

Calm Waters Approach

- Resistances of change

- Stress from the workplace on the employee

What Barriers to change might the company have experienced with the HGPS? How could it have dealt with those barriers?

- Unfreezing

- Changing

- Re-Freezing

How have these barriers been dealt with?

Summary

- Heinz used the calm waters approach to organizational change

White-Water Rapids

- Change is a natural state and managing change is a continual Process

- Education and Communication

- Employee Participation

- Facilitation and support

- Negotiation

- Manipulation

- Coercion

Introduction

- How does Heinz approach change?

- Three main changes within the Organization

- Effects of a global performance system

- Barriers Heinz Faced

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