Management of Organisational Change

Management of Organisational Change

The management of organisational change is very important for the long run success and sustainability of the business. Business that has loyal workers will have the process of change management easily adopted. People of the organisation may be resisting change that will pose threats for the organisation. The highly competitive industry and dynamic environment requires the organisations to manage change properly. There are many theories and approaches developed by the hard work of researchers that have developed guidance for the organisation for adopting the appropriate practices that would increase the chances of the organisation to manage change in an effective and efficient manner (Taylor, P. & Hirst, J. (2001).

The process of change management involves changes in the direction, capabilities and structure of the organisation (Moran & Brightman, 2011). The study conducted by Burnes (2004) states that the change is an inevitable thing that will take place in the life of an organisation having an impact on the operational and the strategic level of the business.

The organisation should rigorously research about the future of the business so that proper planning is conducted that will enable the organisation to achieve the objectives of the business. The main emphasis was laid around the fact that the change in the organisation cannot be just focused without the organisational strategy being considered. It is very important that the business has aligned the objectives of the employees with the organisational objectives to increase the chances of success and growth. Businesses that are not effectively running have identified certain issues that restrict them to adapt to the changes that are essential for the long run success and growth of the business.

Graetz (2000) has identified that the information revealing about the increasing trend towards globalisation, the deregulation, growing knowledge of the employees, changes in social and demographic trends all over the world have led to a change in the perspective of the leadership of the organisation to consider change management very important. The advancements around the world regarding the trends and the globalisation have not been ignored by the business organisations.

Change management is crucial for businesses as there are many factors that have to be considered. Information not shared properly with the employees of the organisation so it will not motivate the employees to contribute towards the efforts of the organisation to manage change effectively. The work of Balogun & Hope (2004), have shared the results of about 70 percent organisations that are not capable of successfully implementing change in the organisation.

There is work conducted by the people in the past regarding change management. It has been identified that the change that takes place has been equal to the level of change in the environment of business in the current time (Balgon & Hope, 2004; Carnall, 2003). The change that takes place in the organisation has been considered to have all shapes, forms and sizes.

There can be drastic changes in the structure of the organisation, the product line can be diversified further and the number of employees needed for the different positions in the organisation can also change with time. The high level of competition in the industry has created certain challenges for the organisations to acquire the best possible talent in the industry to support the organisation. The information that is available for the organisations is very important for the people to improve the operations of the business in the long run (Kotter, 1996).

The change management is a crucial factor for the business organisations because that is the requirement for businesses to stay in competition. There has been a high level of focus on the importance of the management of change in the organisation but there is less empirical research conducted to support the topic (Guimaraes & Armstrong, 1998).

The work of Senior, (2002) has identified the three categories that are focused from the perspective of the characteristics of the change. The important concepts like total quality management (TQM) and the business process re-engineering (BPR) along with other initiatives for the change have not been focused very much. The main area of focus for the organisation is the sustainability and the long run growth of the business so the management of change is crucial (Pettinger, 2004).

The work of Rieley & Clarkson, (2001) has clarified that constantly changing organisations are not performing well because it is very difficult to manage change that is taking place regularly. The routine work performed by the employees of the organisation allows them to learn from their mistakes and specialise in the tasks they perform so it is difficult to adapt to new changes in the organisation. If the business has the ability to identify methods that would enable the organisation to manage change effectively that will be fruitful.

Luecke, (2003) states that changing environment has allowed employees to mould with the surroundings to adapt properly to the business changes to be able to survive in the competitive industry. The work of Nelson, (2003) has clarified that the change in the organisation does not occur in a steady manner as the level of change that is experienced varies with the nature of the business, changes in technology and the degree of competition in the industry. Many organisations have developed proper plans and implemented the effective strategies developed by skilled managers to adopt change and manage it properly.

Grundy (1993) has been able to identify that the process of change can be manipulated by the organisations by dealing with changes in a proper way by ensuring that the incremental and slow change is taking place at the right time as the organisation prepares the required human resource and other resources for the change management. When the level of change is viewed from the perceptive of the cause of change then Bamford & Forrester, (2003) have identified several factors that the organisation toward the process of change. The planned process of dealing with the change that is going to take place in the organisation is the appropriate strategy as it allows the business to identify the most appropriate practices that will guide the organisation for dealing with the change effectively. If the change is taking place that will result the organisation to pass through different states of changes so it is crucial to deal with it properly to shift the business from an unsatisfactory place to a desirable state (Eldrod & Toppett, 2000).

The planned change approach was developed by Lewin, (1946) having the background in the study of intergroup and interpersonal relationships in the community. According to the study the individuals have to understand the importance of three main steps for the management of change that include the level of unfreezing present, moving to the new level and then refreezing the current level. It is a good way to discard the previous information to be open to understand and properly manage the new information that is being shared with the employees.

The work of Bullock & Batten, (1985) has been highly appreciated regarding the management of change for the organisation as they have developed a four phased model for the planned changes that need to take place in the organisation that involve the exploration, planning, action and integration. The model has laid major emphasis on the process of change that allows the organisation to move from one place/state to another that enables the managers or leaders of the business to adapt to certain changes that are very important for the business.

Though the model has gained respect of the researchers in the past but has also faced criticism for the model being focused on the incremental changes taking place at the small scale level, condition that is considered is that organisations are operating in constant environment and movement takes place from one stage to another. The process of change that takes place in the organisation is not taking place in a step by step or predefined manner so it is crucial that effective planning is done to incorporate the needs of the stakeholders of the business in the change management process so it can take place in a successful manner.

The proper manner to adapt to changes for the business organisation is to not take the concepts of change in isolation rather develop a set of integrated steps that can ensure that the performance of the business will be good. The information that is being shared by the employees for developing a strategy for the effective management of change is crucial. If the leadership allows the employees to have a say in the decision making process that will increase the motivation, commitment and loyalty of the employees of the business.

The importance of sincere employees that are willing to support the organisation in good and bad times cannot be ignored so it is the responsibility of the human resource management department of the organisation to ensure that the employees are very much satisfied with the performance of the managers (Dawson, 1994). The growth and career development opportunities in the organisation should be developed for the welfare and growth of the employees. As the skilled workforce of the organisation will feel comfortable with the practices of the organisation there are higher chances that such businesses will be able to perform well in the industry.

Management of Organisational Change
Management of Organisational Change

To properly manage the change in the organisation by dealing with high level of uncertainty and the complexity a business must emphasise on the development of the open learning systems so that employees are acquainted with the skills, experiences and abilities that are crucial for the growth, expansion, survival and sustainability of the business (Dunphy & Stace, 1993). There are no proper rules that have been developed for guiding organisations properly to deal with the process of change properly but still it is imperative that business organisations continuously work on strengthening the business procedures and operations in a manner that will ensure the proper flow of operations enabling the business to cope with change effectively (Pettigrew & Whipp, 1993).


Change is inevitable in the dynamic environment, globalisation and high degree of competition in the industry. It is imperative that organisations develop proper plans for dealing with change in an effective manner. The business organisations that are dealing with the change properly have achieved high level of success as they are able to guide the employees in a successful manner towards the achievement of the goals and objectives of the business. There are many theories and approaches that are developed for the guidance and direction to be provided to businesses but it depends on the nature of the business and the industry in which the business is operating to adopt the proper procedure. The successful businesses emphasise on motivating their employees so that they can adapt to changes properly and perform well in the business environment.


Balogun, J. and Hope Hailey, V. (2004), Exploring Strategic Change, 2nd edn (London: Prentice Hall)

Bamford, D. R. and Forrester, P. L. (2003) ‘Managing planned and emergent change within an operations management environment’, International Journal of Operations & Production Management, 23(5), p. 546–564

Bullock, R. J. and Batten, D. (1985), It’s just a phase we’re going through: a review and synthesis of OD phase analysis’, Group and Organisation Studies, 10(December), pp. 383–412

Burnes, B. (1996) ‘No such thing as a “one best way” to manage organisational change’, Management Decision, 34(10), pp. 11–18

Burnes, B. (2004) Managing Change: A Strategic Approach to Organisational Dynamics, 4th edn (Harlow: Prentice Hall).

Carnall, C. A. (2003), Managing Change in Organisations, 4th edn (Harlow: Prentice Hall)

Davidson,M. C. G. and De Marco, L. (1999) ‘Corporate change: education as a catalyst’, International Journal of Contemporary Hospitality Management  , 11(1), pp. 16–23.

Dawson, P. (1994) Organisational Change: A Processual Approach (London: Paul Chapman).

Dunphy, D. and Stace, D. (1993) ‘The strategic management of corporate change’, Human Relations, 46(8),pp. 905–918

Edmonstone, J. (1995), ‘Managing change: an emerging consensus’, Health Manpower Management, 21(1),pp. 16–19

Eldrod & Tippett, (2002), ‘The “death valley” of change’, Journal of Organisational Change Management, 15(3), pp. 273–291

Graetz, F. (2000), ‘Strategic change leadership’, Management Decision, 38(8), pp. 550–562

Grundy, T. (1993), Managing Strategic Change (London: Kogan Page)

Guimaraes, T. and Armstrong, C. (1998) ‘Empirically testing the impact of change management effectiveness on company performance’, European Journal of Innovation Management, 1(2), pp. 74–84

Kotter, J. P. (1996), Leading Organisational Change (Boston, MA: Harvard Business School Press).

Luecke, R. (2003), Managing Organisational Change and Transition (Boston, MA: Harvard Business School Press)

Moran, J. W. and Brightman, B. K. (2001) ‘Leading Organisational Change Career Development International, 6(2), pp. 111–118

Nelson, L. (2003) ‘a case study in Organisational Change: implications for theory’, The Learning Organisation, 10(1), pp. 18–30

Pettigrew, A. M. and Whipp, R. (1993), Managing Organisational Change for Competitive Success (Cambridge: Blackwell)

Pettinger, R. (2004), Contemporary Strategic Management (Basingstoke: Palgrave MacMillan)

Rieley, J. B. and Clarkson, I. (2001), ‘The impact of change on performance’, Journal of Change Management, 2(2), pp. 160–172

Senior, B. (2002) Organisational Change, 2nd edn (London: Prentice Hall)

Taylor, P. and Hirst, J. (2001), ‘Facilitating effective change and continuous improvement: The Mortgage Expressway’,Journal of Change Management , 2(1), pp. 67–71

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Hofstede and Trompenaars

How Do Different Cultures Affect Consumer Behaviour and Organisational Structure: An Inquiry Using Hofstede and Trompenaars Models

This study will analyse the effect of different cultural practices on consumer behaviour belonging to different cultures. Utilizing Hofstede’s cultural framework and Trompenaars dimensions of cultural framework, this study will exhibit the cultural differences create differential impacts on organizations and structural changes associated with them. Furthermore, theoretical frameworks constructed by other behaviourists as well as psycho-sociologists will be discussed in brief to determine the stimulant triggering consumers to consumer goods. How far cultural orientations are effectively managing consumer behaviour and how much these orientations are making organisations to adapt to specific set of practices in local context will be studies Moreover, this study will argue that cultural differences affect not only the behaviour of consumer but lead the managers to change their decision making style and to make strategic decisions on the basis of consumers’ choice.

Culture: What It Holds for Consumers

Culture consists of collective elements and practices which provide a conduit for perception, judgment, calculation, correspondence, and action amongst those who share a historical period, a language, and a geographic location according to Arnolds and Thompson (2005). Culture is a prevailing power in regulating human behaviour and shaping their values in the formation of their collective actions. According to the authors, the culture is comprised of a commonly-accepted set of behaviour models that are transported and well-preserved by the members of a specific society through different means. Cultural values touch almost every facet of human life according to Mourali et al., (2005). The cultural value scheme includes cultural fundamentals that the people of a particular region have in common with the group to which they belong as observed by Luna and Gupta (2001). From the start of an individual’s actuality, the personal experiences the profits and restrictions of a particular culture, and those profits and limitations may become a leading stimulus upon consumers’ purchasing choices.

Hofstede’s Model of Cultural Dimensions: Analysis of Consumer Behaviour and Organisational Ethos

Hofstede’s (1984) study entitled as ‘Culture’s Consequences’ investigates into the field of studying multinational companies and international organizations. Hofstede collected and analysed data collected from different countries to formulate concrete theoretical framework for the analysis of culture on various aspects of organisation. Through that data analysis, he concluded that “organizations are culturally-bounded” implying that structure and functions of organisation are deeply affected by the culture in which it functions. Hofstede used the analysis to create different “dimensions of culture”, the consumer behaviour and organizational styles have been discussed below.


This cultural dimension developed by Hofstede expounds that the kind of relationship an individual has with him or herself and with others in every culture. In societies where idea of individualism is of paramount importance, most of the individuals are expected to take attention and upkeep of themselves and their immediate family. In this kind of culture the consumer behaviour is self-dependent, which implies that societal values are of less significance for their consuming habits. In these cultures the management style revolves around the self-efficiency which is driven by motives of promotions and development. However, in collectivistic-oriented societies which are, by and large traditional societies, focus has been on societal good and community’s welfare as observed by Yeniurt and Townsend (2003). In these cultures, consumers’ behaviour is largely dependent on societal approval for the consumption of goods and services being offered by various companies. Moreover, the organizational styles are deep rooted into efficiency, but they also take into consideration the cultural values. In these cultures, individuals are merely regarded as the members of groups who are expected to look after them in give-and-take for allegiance to organisation. Furthermore, Yeniurt and Townsend (2003) are of the view that in collectivistic culture, there has been greater chances of innovation as these cultures are better equipped to trap organizational energies.

Uncertainty Avoidance

According to Hofstede (1991), this dimension mainly deals with the necessity to formulate rules and regulation for prescribed and proscribed behaviour of people against their sense of uncertainty. Hofstede observes that countries marked with political stability and strong sense of cultural identity score low on this dimension as they feel usually secure. However, countries like those of Latin America score high on this dimension because people (consumers) feel insecure about political climate which adversely affect their collective psyche. In these states, organisations usually rely on ad hoc practices as they could change or wind up their business owing to uncertain prevailing conditions. Consumers in these states are quite inactive as they do not indulge into buying spree out of trust problems.

Power Distance

This dimension unravels the costs of discrimination found in the authority and power relations within a specific society according to Hofstede (1991). It adversely affects the hierarchy and reliance relationships in the outline of family and organisations. For example in patriarchal societies, power within a family rests on the male. His decisions will be regarded as the most influential with regard to what is to be bought. Applying similar analogy at organisational level, in such societies the organisational structure is predicated on gender relations which value more to male workers.


Hofstede (1991) through this dimension points the in masculine cultures the dominant values are success and achievement. The implication of this dimension at organisational level incorporates that in masculine societies organisations prefer to focus on success and achievement and its structural style is male-dominated which propels the values of competition, progress and organisational efficiency. However, contrary to this finding, the feminine cultures put a great of emphasis on the concern for others. In this situation, organisation mainly focuses on social responsibility which forms the part and parcel of their organisational ethos. At consumer level, it would certainly imply that countries which have concerns for other will pay less heed to consumer values; whereas culture which puts lot of significance to success and achievements in terms of their financial strength and professional success, these states (or cultures) will put more emphasis on consumption values.

Long-Term Orientation

This dimension in Hofstede Model envisages the bringing forth attributes which are oriented towards futuristic prospects by long term awards (Hofstede, 1991). Hofstede in his later studies proposed that long-term versus short term dichotomy is more useful for his theoretical construct. The societies having long-term collective vision usually rely on deferred gratification patterns. Their main thrust is on saving for the future; therefore consumer behaviour in those societies is usually tilted towards lower levels of consumptions. According to Hofstede (1991), this pattern is usually found in emerging economies like China and India. At organisational level, there is an increasing tendency towards competition in these cultures which focus on long-termism.

Hofstede Trompenaars
Hofstede Trompenaars

Trompenaars’ Dimensions of Culture Framework

The main dimensions of culture framework defined by Trompenaars and Hampden-Turner and summarized by Trompenaars and Woolliams (2003) are predicated on four cultural typologies which are as follow:

The Incubator Culture

According to Trompenaars and Woolliams (2003), this culture resembles like a leaderless and shudderless team. It implies that prevalence of informal relations and low level of centralisation at organisational level. In this culture, the role and responsibilities are not well defined and there can be serious infringes on the overall organisation’s motivations.

The Guided Missile Culture

This cultural typology is mainly task oriented with high level of centralisation and low level of authority (Trompenaars and Woolliams, 2003). The authors are of the view that ‘… rational culture is, in its ideal type, task and project oriented. ‘Getting the job done’ with ‘the right man in the right place’ are favourite expressions. Organisational relationships are very results oriented.’ It shows that Guided Missile cultures have strict sense of responsibility. In these cultures, the managerial style is based on problem solving solutions and managers are in full charge of authority. In these types of organisational culture, the level of adaptability is very high, therefore these organisations are best suited to work in multi-cultural framework.

Family Culture

Family culture is an inverse form of the Guided Missile culture—marked by high degree of authority consolidation and low level of formalisation according to Trompenaars and Woolliams (2003). The employees of organisations marked with such kind of cultural ethos revolve around the core of authority. But like family, there are little rules and therefore there is less room for bureaucratic style. All which matters most is the will of the authority, which is a rule unto itself. In these organisations, managers have little or no say. They remain at the mercy of top slots. There remains a permanent contest amongst organisation’s members to remain as close to authority as possible.

The Eiffel Tower Culture

According to Trompennars and Woolliams (2003), the Eiffel Tower Culture is marked with strict centralisation and high level of formalisation. This culture is highly oriented towards role fulfilment which makes employees of an organisation largely adhere to the organisation’s main motives and business slogans. The whole organisation and its energies are directed towards pre-defined sets of goals and ambitions.

Consumer Behaviour: A Melting Pot for Cultural Effects

The study of the dealings and consumption involve the procedure when people choose, buy, utilize, or dispose of products, services, designs, or experiences to satisfy needs and desires is known as consumer behaviour according to Solomon et al, (2001). From the definition above, consumer behaviour can be viewed as a course that encompasses the issues that affect the consumer before, during and after a purchase. But cultural values operate at each level in imperceptible way. Culture is more than an environmental or collective influence. People were imagined within a culture. Culture is in the heads of people while consuming things which influences their behaviour. To comprehend culture’s effects on consumer behaviour, culture must be incorporated in different aspects of consumer behaviour theory. Preferably, different theories of consumer behaviour are proposed within cultures by studying people’s behaviour within each nation.

Cultural Differences and Consumer Behaviour

At psychological level, the mental approach and general mindset of a consumer which he has begotten towards a product for making rational choices is known as the consumer decision-making style. However, it is well understood by Bennet and Kassarjian (1972) long before the initialization of systematic study that consumer decision-making style hinges upon an unvarying configuration of operative and cognitive responses to their needs and societal approval of these decisions. Moreover, the culture has also been proven to have a greater impact on individual attitudes and values according to Hofstede and Hofstede (2005). Hofstede and Hofstede (2005) pioneered the study of culture and its impact on various aspects of management and business related management practice. The Hofstede Model, which has been elaborated in the following paragraphs has been regarded a mould to study the impact of culture on management practices as well on the consumer-oriented decisions regarding consumption.

Furthermore, Sproles and Kendall (1986) devised three different ways to approach consumer decision making process, which includes consumer typology approach, psychographic approach which is also known as lifestyle approach and, lastly, consumer characteristic approach. The authors elaborated the consumer typology approach categorises customers according to the retail investment and the types of consumers which usually get into particular type of consumption pattern. The consumer psychographic approach hinges upon the overall lifestyle of the consumer. For example, a consumer with middle class lifestyle will tend to emulate the life style of the elite within his or her specific income. In the same, vein consumer characteristic approach depends on the detailed study of different traits and characteristics of consumers, which involves the study what consumer is looking after. Moreover, characteristic approach also underlines the cognitive positioning of consumer towards buying the specific product through their motives as observed by Westbrook and Black (1985). The authors are of the view that pre-defined mental constructs are important stimulants of general human behaviour which, in turn, also affects consumers’ behaviour as they are of the view ‘hypothetical and unobservable psychological constructs postulated to explain both the energized and directive aspects of human behaviour.


The study shows that culture has deep effects on the consumer behaviour as well as organisations’ structure which, in turns, affect organisations’ efficiency. The prevalent mode of cultural values best describes what kind of consumer behaviour and what kind of organisational goals have been embedded into them. Moreover, the study further suggests that an organisation with flexible rules with an adaptive style of operations is best suited in today’s world of multi-cultural workplace when the role of employees especially managers is also becoming complex in the face of global assignments.


Arnould, E. J. and Thompson, C. J. (2005), Consumer Culture Theory (CCT): Twenty Years of Research, Journal of Consumer Research, 31:4, 868–882

Bennett, P. D., and Kassarjian, H. H., (1972), Consumer Behavior, Chicago: US, Prentice-Hall

Hofstede, G., and Hofstede, G.J., (2005), Cultures and Organizations: Software of the Mind. 2nd Edition, US, McGraw-Hill

Hofstede, G., (1984), Culture’s Consequences: International Differences in Work-Related Values, New York: US, Sage Publications

Luna, D. and Gupta, S.F., (2001), An Integrative Framework for Cross-Cultural Consumer Behaviour, International Marketing Review, 18:1, 45 – 69

Mourali, M., Laroche, M., and Pons, F., (2005), Individualistic Orientation and Consumer Susceptibility to Interpersonal Influence, Journal of Services Marketing, 19, 164-173

Solomon, M. R., Polegato, R and Zaichkowsky, J.G., (2001), Consumer Behaviour: Buying, Having, and Being, Toronto: Canada, Pearson Education Canada

Sproles, G.B. and Kendall, E.L., (1986), A Methodology for Profiling Consumers’ Decision-Making Styles, Journal of Consumer Affairs, 20:2, 267-279

Trompenaars, F. and Woolliams, P., (2003), A New Framework for Managing Change Across Cultures, Journal of Change Management, 3:4, 361–375

Westbrook, R.A. and Black, W.C., (1985), A Motivation-Based Shopper Typology, Journal of Retailing, 61, 78-103

Wong, N. Y., and Ahuvia, A. C., (1998), Personal Taste and Family Face: Luxury Consumption in Confucian and Western Societies, Psychology and Marketing, 15, 423-444

Yeniyurt, S., and Townsend, J.D., (2003), Does Culture Explain Acceptance of New Products in a Country?: An Empirical Investigation, International Marketing Review, 20:4, 377-396

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Risk Management Alstom

Risk Management – A Case Study of Alstom

The advantages of rail projects involve cheap shipment transport costs, increased in the mobility of passengers, greater economic addition and the environmental advantages from condensed road traffic or develop and improved urban transportation. But for the railways projects financers needs to consider and keep in mind the risks factors that they can face throughout their projects and on the basis of that knowledge they should take some steps and start an awareness programs for those who relate to this project. Risks awareness programs should include the awareness about the hazards and controlled risks along with the steps that can reduce and almost decrease the risks which can be beneficial for the workers and for the rail projects as well.

Why the risk management department/function is an important function for a company

In the newly established private sector of railway, requests for contracts to offer railway services and rolling stick entirely relies on rewards and risk. Though ALSTOM has a massive share of market and substantial experience in the in business, each contract it creates divergence according to the specification of train, provisions of financing and spares, maintenance of various agreements (Quinn, & Strategy, 2013).

This consequently puts more stress on managers to obtain carefully whether every tender is value the risk and what the linked incentives are probably to be. From the suppliers of about two years British Rail will go to identify a short period of warranty after taking the train delivery. It will then renovate and maintain the trains, in addition to offer transport and rail services, like ticketing for passengers, facilities for station and maintenance of railway infrastructure. Financers are avoiding the risks of UK extreme environment and not having the feeling of urgency of Risk Management (Adger, 2010). And there is a lack of importance among firms that are being affected by the extreme weather.

And there is a lack of importance among firms that are being affected by the extreme weather. First of all we need to find out those steps that can reduce above discussed risks so that the railways project can be completed (Quinn, & Strategy, 2013). Investor should realize the risks of extreme environment that can affect the project.

ALSTOM refused the opportunity of business development in the secondary market. As an outcome, manufacturers of train like ALSTOM, depend entirely on big contracts for manufacturing trains and experience from either scarcity or gorge that is they were either snowed under with commands and instructions or had to deny as commands rejects. Train manufacturing was a start or stop business and therefore each command was dissimilar, there were no retained technology and high capital cost.

To manage risk, ALSOTM was realy concernd about it risk management department. And in order to manage the risk ALSTOM found a serious and vital change in focus for manufecturing tains through moving from being merely a train manufecturer to a service provider. Late 1980s passenger transport were becoming more complicated system, integrating an increasing amount of equipment which are high value from suppliers which are specialist.

It was observed at ALSTOM that though these more comlicated and sophisticated trains were a chance to increase and improve the product quality , the risk of late delievery and non-performance had raised. The main point was to incorporare the tasks of specialist suppliers so that those kind of riswks can be easily managed (Reuter, Foerstl, Hartmann, & Blome, 2010).

Long Term cost risk for ALSTOM can be the maor risk for the company. Now for a period of 20 years ASLTOM has a contrat to supply their trains for the Nothern Lines, it can no longer considers only of the manufecturing trains’ cost. As the company is not considering the long term cost of the company’s assets. So in ASLTOM’s main interest is to maintain trains in immaculate circumstance and enhance and develop them throughout the lifetime of the company, if they continue this kind of attiutde and apply risk management function this will lessen the cost of maitainance and generate more profits.

The project of Northern Line offered ALSTOM with major experience , not just in developing projects but also in capitilizing them. By taking the risk of asset for the scheme, ALSTOM unmitigate its rile as a train producer to act as a sytemeatic stock firm. ALSTOM then went to the pecuniary markets to offer the capital for manufecturing the trains with capatilists who took the monetary risk for the project.

Assess how different departments/functions of a company such as Alstom can help the company manage its risks

The business strategy and the human resource management should be entirely incorporated so that they can effectively and efficiently play an active role within the risk management and its assessment. Whenever there is amalgamation activity, the Human Resource Department frequently has a huge responsibility to ensure that business operation transition go easily and smoothly. When firms amalgamate, some of the most important modification happens in treatment and in number of its workers. If in ALSTOM human resource department can successfully tackle with these significant matters, they can have massive effects on the success of the firm (Reuter, Foerstl, Hartmann, & Blome, 2010).

Major goal and role of ALSTOM is to establish and sustain trains until the end of era of franchise of Virgin. But the company is experiencing problem in maintain trains. The company is facing legal issues like accidents or suicides relating impostor, defect, and fire, electrical or mechanical failure caused by ALSTOM’s train or the company and especially workers’ strike which is due to the mismanagement of human resource, and it can cost a lot to ALSTOM.

The company hoped that they can carry on sustaining trains and can be able to manage their human resource after the franchise. Northern Line scheme’s financiers did not abridge risk whether it’s related to technicality or human resource mismanagement. Though the investors and the sponsors for the West Coast Main Line WCML project were signifying banks and other institutions of finance, are taking releasing risk, further than the date of primary franchise (Dimant, Lindner, Liu, Ruiz, & Tejpal, 2011). Till 2012, investors and sponsors have assured income flow from this project. But the risk comes after the year 2012, and the question raised that will the revenue generated for rest of the life of the advantages is enough to fund the financial make-up and produce a profit on the speculation of latest trains?

It is the sponsors and investors who having created the train manufacturing possible, who take the acclaim risk of supplying trains for the Virgin franchise (Narasimhan, & Talluri, 2009). Due to systematic finance management of ALSTOM the company was able to generate profit on the speculation of latest trains. But the major types of risks that must be consider by ALSTOM are strategic risk, for instance a competitor will going to pose serious threat on the business, compliance risk for instance the introduction of new safety and health rules and regulations, financial risk for instance increased interest rates or non-payment by customers charges on business credit, last is operational risks for instance theft or breakdown of main instrument.

How risks for a business such as Alstom are assessed

Assessment of risk is not about developing a massive amount of paperwork, but rather about recognizing appropriate measures to manage and control risks in the organization. Organizations like ALSTOM is already taking serious steps to guard its business operations and employees, but the company cannot deny the importance of risk management because it will aid ALSTOM to determine whether the company have covered all it requires to (Burstein, Sohal, Zyngier, & Sohal, 2010).

Think about how ill health and accidents could occur and focus on the actual risks, those that are most probably and will cause the most damage. For several risks, other rules need specific control actions. The risk assessment can facilitate ALSTOM to recognize where they require at assured and definite risk and these specific control measures in more specification. These control actions do not have to be examining separately but can be measured as an expansion of overall risk assessment.

Analysis of railway safety is very complex topic in ALSTOM where safety is indomitable by various elements including error of human. Many assessment of railway safety method currently employed are relatively mature instruments. In many situations the executions of those tools might not give suitable and adequate results because of the lack of safety risk information or the high level of vagueness and ambiguity present in the available safety risk data.

For many businesses, particularly ALSTOM, simple five step approach including all elements of risk would work efficiently (Narasimhan, & Talluri, 2009).

Identifying risk

At ALSTOM looking for those factors at workplace that have the possibility to cause any kind of harm, and identifying employees who may be exposed to the dangers.

Evaluating and prioritizing risks

Evaluating the probability and the severity of the potential harm and the existing risks and prioritize them according to their classification of significance (Van Detta, 2013).

Deciding on Preventive Action

Identifying the suitable actions to control or eliminate the risks.

Taking Action

With the help of prioritization plan implementation of protective and preventive measures to eliminate the risk factors

Monitoring and Evaluation

The evaluation should be monitored at regular gaps to make sure that it stays up to date.

Risk Management
Risk Management

Evaluate approaches to managing risk

In business Enterprise risk management contains the procedures and the methods employed by the organization to manage and control risk and confiscate opportunities regarding to the attainment of their goals and objectives. It provides a framework for risk management, which naturally engross recognizing specific conditions or events related to the opportunities and risks of the organization, evaluating them in terms of magnitude and likelihood of impact, considering a strategy of response and progress observation (Wallin, Larsson, Isaksson, & Larsson, 2011).

COSO considers this ERM, incorporated framework fill up this requirement, and suppose it will become broadly adapted by the firms and other companies and meant all interested parties and stake holders. ERM’s incorporated framework extends on inner control, giving a more serious and widespread focus on the broader focus o ERM.

As it is not meant to and does not restore the inner control framework, but rather integrate the inner control framework within it, organizations might determine to look to this ERM framework both to satisfy their inner control requires and to move toward a risk management procedure.


It is meant to aid promote new dialogue between senior executives and boards as they associate to more fully extend their resiliency of organization to risk and abilities of management to recognize opportunities to take appropriate risks for strategic and competitive benefits (Wallin, Larsson, Isaksson, & Larsson, 2011).


As organization struggle to establish ERM procedure into models of more mature business operation, management and will require being tolerant. ERM should be observed as a long-term cultural modification as immediate achievement is exceptional. Unfortunately, no off the shelf explanations for firms looking to commence an effective and efficient enterprise, broad approach to risk management and lapse.

Analyze what causes various risks for Alstom transport

The P&O Nedlloyd Southampton encountered very rough climate in the Western advances to the English Channel. There was no proof that the transformer moved in stow on both ship but on entrance at the construction site of the power station at purpose, the transformer was found harmed to the degree of over 2 pound per meter (Reuter, Foerstl, Hartmann, & Blome, 2010). It had to be revisit to works of ASTLOM for repairs. ASTLOM was agreed that the harm to the transformer had been due to some strange and extraordinary event in the transit’s course and made a declaration under their insurance doctrine, which was entirely on the terms of all risks.

The insurers then believed that the harm to transformer resulted from the intrinsic incapability of the transformer to endure and survive and the common incidents of carriage by sea from United Kingdom to Malaysia throughout the cold seasons. They hence rejected the claim on the basis that the harm was caused by the intrinsic vice and then carried these proceedings looking for a statement that they were not accountable to cover ALSTOM under the doctrine.

The judge identifies that it was the general basis among the parties that directs the reasons for the harm to the transformer was the aggressive movement of the craft, specifically the Eliane Trader, due to the wind and sea actions. The action of wind and wavers obviously were a predictable incident of any journey and is therefore a danger to which all goods passed through sea are significantly exposed (Reuter, Foerstl, Hartmann, & Blome, 2010). Goods caring for shipment should therefore be able of enduring the forces that they can normally be normal to meet in the course of the journey and these might differ highly relying on the time and route.

According to the ASTLOM the employment of non-ASTLOM parts and sections without thorough design of industry and standards of safety, had caused in the sequence of failures in paths exchange machines, an unusual kind of structure and had resulted in the operational issues, together with a derailment of freight cars. ALSTOM warned against the integrated elements across all control system of trains.

Changes in government policies are also effecting the operations of the company. Increase in tax rates, duties on custom, import exports pricing policies are posing threats on the speed of business operations.

Risk Assessment Template

Risk Area

Risk Identified

3- S

4- P

Risk Impact 

Risk Severity

Non-ALSTOM Tools The particular risks linked with employing non-ALSTOM instrument are that it would need increasing the power level of device



This is the high risk that can increase the probability for a single breakdown that could not save the system from noticing the trains on the track, which can cause accidents. The risk is high because it is harmful for the system, and it can cause severe accidents in present and future as well.
Safety of Railways In ALSTOM safety is indomitable by various elements including error of human.



In many situations the executions of these tools might not give suitable and adequate results because of the lack of safety risk information or the high level of vagueness and ambiguity present in the available safety risk data. Again the severity is high because of human error and this can cost to the company a lot in future.

Identification and Assessment of the impact of risks: At ALSTOM looking for those factors at workplace that have the possibility to cause any kind of harm, and identifying employees who may be exposed to the dangers. It is very necessary to assess the impact of risk through evaluating the probability and the severity of the potential harm and the existing risks and prioritize them according to their classification of significance.

The Seriousness or Severity of the Risks: In October 2006 ALSTOM employee gave a verbal warning to another engineer of metro regarding the risks of combining instruments from various producers during a discussion. Illenberg said the particular risks linked with employing non-ALSTOM instrument are that it would need increasing the power level of device(Zavadskas, Turskis, & Tamošaitiene, 2010). This is the high risk that can increase the probability for a single breakdown that could not save the system from noticing the trains on the track, which can cause accidents.

Analyse the actions or strategies that Alstom can implement to manage the risks you have identified

All of the above risks can be controlled and managed. Well if talk about technical risks ALSTOM requires to consider few points that can develop the standards of technicality that can be very beneficial for the projects of railways, first of all the company should consider the importance of training its employees technically and conduct some sessions related to training sessions so that they can be able to technically equipped and skilled, and can be able to operate and construct the functions of the railway with the advanced and latest technologies (Zavadskas, Turskis, & Tamošaitiene, 2010). And for managing the economical and financial issues they require to have appropriate departments that can control, manage and reduce the economic and financial risks elements.

Analyse to what extent Alstom Transport, and other business, are vulnerable to major crisis

Due to extreme weather of UK, the temperatures become intolerable particularly in winters. But financers are avoiding the risks of UK’s extreme environment and not having the feeling of urgency of Risk Management. And there is a lack of importance among firms that are being affected by the extreme weather. In the storm the winds most usually are strongest; even though they can arise at any time of year it can effects the projects which are underdeveloped and undersized. Other modes of transport are poorly effected by the UK’s extreme weather, it’s possibly the weather will be estimated extremely severe (Arena, Arnaboldi, & Azzone, 2010). The severe situations also stated that firms are going to consider extra claims in extraordinary situations.

Last but not the least heavy rain risks may affect the project. In winter there is a heavy rain in UK it all rely on the extent of rain that may be fail. Heavy rain can be the bigger hindrance in the completion of these rail projects. It becomes important for the financers to take serious measures to handle these kinds of situations as all these factors are uncontrollable but we need to take those steps that can reduce the risks.

Control Risks involves technical, economic and financial, accidents, political and legal risks. All these factors can affect the railways project. While running the railway system technical standard are continuously coming across some problems. This might affect the railways projects. The distance need for the bridges cause more conflicts (Arena, Arnaboldi, & Azzone, 2010). Train accidents are increasing day by day due to miscommunication. The economic case for the ALSTOM railway comes out to be found on a supposition that there will be free movement of goods and people throughout the council area. The economic underpinnings for the line depend on continued economic growth and more trade between ALSTOM member states.

Critically evaluate in detail the approaches that Alstom Transport can use for crisis management and business continuity planning

First of all we need to find out those steps that can reduce above discussed risks so that the railways project can be completed. Investor should realize the risks of extreme environment that can affect the project. They should keep the gap between the railway tracks because in summers the tracks expand if there will be no proper gap between the tracks the train will be damage. Storms can increase the risks accidents (Renn, Klinke, & van Asselt, 2011). Because of storm and heavy snow fall the snow will cover the railway tracks and it will become difficult to drive over those tracks to avoid this kind of situation it is necessary to have air pumps in front of the train to blow the snow. Due to heavy rain in UK especially in winter season the aim to complete the project can be delayed. To handle this kind of situation there should have proper drainage system and canal system so that heavy rain cannot affect the ALSTOM railway project.

Control risks can be handling easily with having any kind of problem. Well if we will talk about technical risk we need to consider few steps that can increase the technical standards that can be beneficial for the railways project, first we should consider the urgency of training the workers technically and arrange some training sessions so that they can be technically skilled and equipped, and can be able to construct and operate the railway function with advance technologies. There are many rail projects which are on the ongoing stage and needs more financial investments to run the project smoothly. And for managing the financial and economical problems they need to have proper departments that can manage, reduces and control the financial and economic risks factors (Renn, Klinke, & van Asselt, 2011). Due to miscommunication lot of rail accidents have been occur to avoid this kind of problem they need to proper guide and train their workers how to communicate so that in future the risks of accidents can be reduce and almost vanished. Last is political and legal risk, for moving goods and passengers from railway is considering being free in future all over the council area but this needs a joint practices system for all states members to allow agree on a solitary point of entrance into the UK and have a similar tariff for the imported products.


Adger, W. N. (2010). Social capital, collective action, and adaptation to climate change. In Der klimawandel (pp. 327-345). VS Verlag für Sozialwissenschaften.

Arena, M., Arnaboldi, M., & Azzone, G. (2010). The organizational dynamics of enterprise risk management. Accounting, Organizations and Society, 35(7), 659-675.

Burstein, F., Sohal, S., Zyngier, S., & Sohal, A. S. (2010). Understanding of knowledge management roles and responsibilities: a study in the Australian context. Knowledge Management Research & Practice, 8(1), 76-88.

Dimant, E., Lindner, S., Liu, J., Ruiz, T., & Tejpal, V. (2011). Bombardier Inc.-Case Study of a brand in an Emerging Country.

Narasimhan, R., & Talluri, S. (2009). Perspectives on risk management in supply chains. Journal of Operations Management, 27(2), 114-118.

Quinn, J. B., & Strategy, E. S. (2013). Strategic outsourcing: leveraging knowledge capabilities. Image.

Renn, O., Klinke, A., & van Asselt, M. (2011). Coping with complexity, uncertainty and ambiguity in risk governance: a synthesis. Ambio, 40(2), 231-246.

Reuter, C., Foerstl, K. A. I., Hartmann, E. V. I., & Blome, C. (2010). Sustainable global supplier management: the role of dynamic capabilities in achieving competitive advantage. Journal of Supply Chain Management, 46(2), 45-63.

Reuter, C., Foerstl, K. A. I., Hartmann, E. V. I., & Blome, C. (2010). Sustainable global supplier management: the role of dynamic capabilities in achieving competitive advantage. Journal of Supply Chain Management, 46(2), 45-63.

Van Detta, J. A. (2013). Politics And Legal Regulation In The International Business Environment: An FDI Case Study Of Alstom, SA, In Israel. U. Miami Bus. L. Rev., 21, 1.

Wallin, J., Larsson, A., Isaksson, O., & Larsson, T. (2011). Measuring Innovation Capability–Assessing Collaborative Performance in Product-Service System Innovation. In Functional Thinking for Value Creation (pp. 207-212). Springer Berlin Heidelberg.

Zavadskas, E. K., Turskis, Z., & Tamošaitiene, J. (2010). Risk assessment of construction projects. Journal of civil engineering and management, 16(1), 33-46.

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Business Strategy BT

Development Strategy for Business Resilience and Sustainability through an Incremental Strategy – A Study of British Telecom

This report discusses the comparative analysis of three strategies namely incremental, renovate and inventive within the context of the internal as well as the external environment of a company such as BT (British Telecommunications Limited) which is a multinational telecommunications services company headquartered in London. It also evaluates a change management programme that can bring about strategic change within this organisation. BT has a global services as well as a retail division. Its operations span 170 countries throughout the world.

Company’s Internal and External Environment and Its Strategy Type

In the current business scenario, intense competition, integration across global markets, changes in technology and the advancement of the telecommunications sector are some of the external factors that influence the change management program of BT. the Company’s managerial talent and the level of the motivation of its workforce are some of the internal factors influencing strategic management. In order to improve the effectiveness of the organisation, strategy is the key because it leverages the capabilities of the individuals and the institution in a cohesive manner. The ideal development strategy for a company like BT that seeks business resilience and sustainability throughout its line of operations is an incremental approach.

Strategic Capabilities

Incremental strategies are effective within the current dynamic environment. Regulatory convergence is a key factor in the selection of incremental strategy for handling change and sustaining profits. The challenges of global competition have to be seen within the broader regulatory framework for effective strategic management. The incremental approach to strategic management is in response to the complex and ever changing corporate environment. Consequently, the strategic process moved in an incremental manner adapting to changes in the internal and external environment of the company. Decisions will then be driven by multiple goals. BT has low levels of business resources with respect to its telecommunications services though it is steadily expanding in the field of broadband communications. BT has reported a fall in sales though it experienced a healthy profit in 2013. Moderate or high business resources imply greater strategic capabilities which enable the company to excel using innovation or denotative strategic management. Annual pre-tax profits of BT were up by more than 40% but sales fell by 4%.

Business Strategy BT Competitive Analysis

The major feature of the incremental strategy is that it is decentralised and it responds to dynamic environmental challenges. BT is facing a changing socioeconomic milieu wherein the incremental approach accounts for this variable. An incremental strategy enables the organisation to fulfil its mission by closing the divide between long as well as short term goals within a changing environment. Organisational design followed a contingency approach since landmark research was conducted by Emery and Trist (1965) as well as Lawrence and Lorsch (1967). When a company faces a challenging environment, incremental strategy is far better than inventive or renovate strategies on account of the challenging environment faced by the company. As a British MNC which has to face global competition, BT should opt for an incremental strategy to boost its prospects and sales.  The degree to which the environment of a company is globalised also influences its development strategy. Porter has proposed the five force model for analyses of competition presented below:

Porters 5 Force Model
Porters 5 Force Model

Figure 1: Porter’s 5 Force Model from Michael Porter, “Competitive Strategies”

Porter’s model elucidates how competition from different sources can create industry rivalry. Competitive analyses in the context of an incremental strategy is suitable for organisations such as BT which want to cope with competition from different sources, as discussed in Porter’s model.

Business Strategy BT Competitive Advantage

BT needs to consider the complete gamut of competitors through an incremental approach to change management. Porter (1980) has argued that organisations should consider the behaviour of firms that are producing same/similar products as well as the action of suppliers, competitors producing substitute products and the customers themselves. An incremental strategy enables companies such as BT to develop a holistic view of the market to promote business resilience and boost profits. Competitive advantage has been discussed through a model proposed by Porter discussed below:

Porters Generic Strategies Model
Porters Generic Strategies Model

Figure 2: Porter’s Generic Strategies Model (Porter, 1980)

Ansoff (1985) has discussed how companies should also develop the strategy keeping in mind the flow of critical resources for production. They should also consider how they will impact non-market actors. Nonmarket actors or strategic interest groups also have an important role to play in influencing the development strategy of a firm. BT should follow a cost leadership strategy for low cost rather than aiming for product uniqueness as there are many rivals offering advanced services in this sector.


The culture of an organisation also plays a key role in influencing the strategy it adopts. The company’s abilities revolve around the resource, skills and procedures as well as its competencies. Attitudes and other cognitive factors reflect an organisation’s culture. The work culture at BT is unique. It focuses on completion of projects and garnering of crucial contracts. The organisational culture of a company influences its success in current times. BT needs to follow an incremental strategy whereby it adapts to changing global and domestic environment so that it can keep up with its competitors. The choice of a strategic management approach is based on several critical considerations such as an organisation’s strategic capabilities, competitive analyses, competitive advantage and culture.

An organisation must have a strategy that can meet the challenges of its internal or external environment (Ashby, 1961). Therefore, an incremental strategy would be ideal for enhancing the sustainability of business practices and the resilience of British Telecom. Consider the personnel, structure, systems and financial resources to be important factors in any strategy for change management. An incremental strategy follows a contingency approach which is ideal for British Telecom.

The organisation’s culture as reflected by collective values, experiences and beliefs of its members also has a critical role to play in its success. An incremental strategy for development and change management incorporates this effectively, making it the viable and effective choice for BT which has skilled employees. An incremental strategy is ideal for bringing about small but important changes in the organisational functioning compared to inventive or renovate strategies which focus on large scale change.

In order to possess business resilience and sustainability in its operations, BT needs to follow an incremental strategy to bolster its current organisational culture. Companies need to be proactive to cope with changes such as economic slowdowns, increased global competition and massive amount of technological advancement. BT would do well to adopt an incremental, contingency oriented approach to strategic management to cope with this.

Critical Evaluation of the Incremental Strategy

Incremental strategy is ideal for British Telecom.  An incremental strategy enables the company to have flexibility in coping with uncertainties in the field of policy regulation and governance.


There is a need to bargain with stakeholders and integrate human and organisational capabilities to catapult the company to the path of success. Renovate and innovative strategies can only be effective in environments where there are less regulation uncertainties (Lindblom, 1979). Each of the different resources within a company plays a critical role in its success. Through an incremental approach, British Telecom can impact its employees in a positive way. By instilling coping skills and out of the box thinking to manage dynamic and changing situations, BT can boost its profits.

Employees also differ in terms of their personal knowledge, perception, limitations, and it is due to this inherent complexity that incremental strategy can be the perfect tool for change. Diversity is one of the chief features of the workforce at BT. Therefore; development strategies followed here should take advantage of this versatility. Incremental approaches to strategic management can accomplish this.  Top managers within the same company can approach the same problem with different solutions (Bower & Doz, 1979).


Operations system provides guidance regarding how work procedures must be carried on and provides the framework for performing the work People are the key resources of any company. They are the prime assets which spur the growth and development of the organisation. Operations are a key area where rapid changes have to be kept pace with. The internal as well as external stakeholders also play a central role in the company’s success (Lindblom, 1959; Mintzberg, 1919). Balancing the goals and interests of stakeholders is the key to organisational success (Ansoff, 1985). BT should adopt an incremental strategy to improve operations.


Financial resources are necessary to accomplish goals and provide rewards. Money is one of the primary motivators for obtaining optimal performance from employees in the work setting. Annual pre-tax profits were up 42% to £2.4bn, last year for BT while sales were down 4%. An incremental strategy is ideal for a company such as BT which has ample financial resources.


Technology sets the stage for the company to maximise its capabilities if it keeps pace with it. Effective utilisation of resources is a must if a company has to progress and make healthy profits. An organisation’s culture is maintained and transmitted by its workers. Leaders of internal stakeholder groups are the key assets to instil positive change within an organisation. For companies such as BT that are facing moderate to heavy environmental turbulence, an incremental strategy for strategic management is needed (Mintzberg, 1973).

Several comprehensive reviews have been conducted by leading researchers in the field of strategic management (Hofer, 1976; Vancil, 1976; Armstrong, 1982). Research has found that degree of formality centralisation, hierarchical structure and comprehensiveness of any company is influenced by its environment, and complexity (Armstong, 1982, Hofer, 1976). In current scenario, an incremental strategy is optimal for BT.

Change Management Programme

A change management programme for British Telecom must incorporate an incremental approach. This is because its external and internal environment is more suited to an approach that makes allowances for sudden and rapid changes. Whether it is people, financial aspects, technological advancements or  organisational culture, all aspects of an organisation’s functioning need to be taken into account for effective change management. A conventional approach towards change management will not be successful. In 1995, John Kotter published his landmark paper “Leading Change: Why Transformation Efforts Fail”. This paper cited how only 30% of change programs are successful.

The biggest advantages of a change management programme for British Telecom through an incremental strategy is that it will make allowances for the rapid changes in technology and competition that are taking place in the Indian telecommunications sector. Colin Price and Emily Lawson (2003) suggested that the conditions which must be met for employees within an organisation to embrace change include their agreement to the change, effective role modelling for inculcation of change oriented behaviours, and reinforcement systems that encourage the behaviour and the skills required for change. The structures, systems, processes and incentives within a change management program should be conducive towards a positive transformation of the company into a reliable and sustainable business.

An incremental approach to strategic management can bring about this transformation for British Telecom. But change management processes should have an appeal for employees. Businesses that want to do more than survive have to remodel themselves to match up to competitors. Change management programmes have incorporated various methods such as total quality management, rightsizing, restructuring, cultural change and turnarounds in a bid to improve their profit margins. British Telecom needs to follow a change programme that pursues innovation in a way that is flexible and keeps in line with the incremental strategy of adapting to changes. Too many companies fail to progress beyond a certain point when it comes to garnering market share because they do not anticipate change due to factors such as advances in technology and industrial competition. Even a change management programme based on the incremental approach can have a few pitfalls though. Anticipating change is not easy. Many times, market analysts may be predicting a trend which is short-lived. Kotter’s 10 year study of more than 100 companies found unsuccessful change management programmes failed to generate the urgency or formulate a vision that could be communicated well to bring about a complete transition.

Companies need to be practical and realistic in their aspirations. Only then can change management programmes succeed in a complete sense. Obstacles to the change management programme suggested in this paper include rapid changes in the regulatory framework, unforeseen innovations and advancements in the field of technology and lack of market foresight. Genuine transformations require game changing ideas which can bring about creative solutions to problems. A change management programme based on an incremental strategy can only succeed if company personnel have the objectivity to view successes and failures in accurate ways.


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Hofer, C. W. (1976). Research on strategic planning: A survey of past studies and suggestions for future efforts, Journal of Economics and Business, 28: 261-286.

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Kotter, John, “Leading Change: Why Transformation Efforts Fail”, Harvard Business Review, March–April 1995, p 1.

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Lawrence, P. R., and Lorsch, J. W. (1967}. Organization and Environment: Managing Differentiation and Integration, Graduate School of Business Administration, Harvard University, Boston.

Lorsch, J. W. (1986). Managing culture: The invisible barrier to strategic change, California Management Review, 23: 95-109.

Mintzberg, H. (1973). Strategy making in three modes, California Management Review, I6: 44-53.

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Balance of Payment

Balance of Payment and Multinational Corporations


Over the last two decades, the world economy has been changed to an extent on which the nations are interconnected with each other in terms of commerce and financial relationship. This circumstance is popularly known as globalization (Vinals, 2004). This interconnection not only helps to exchange goods or service but also force to keep account of financial payment between two countries (Dabrowski, 2006). This record is known as balance of payment. Generally, a multinational corporation has a strong relationship with the balance of payment between two countries (Stein, 1984). The multinational corporation may be affected positively or negatively in the host or home country by the balance of payment (Wilamoski and Tinkler, 1999). The positive relation between MNCs and Balance of Payment creates many opportunities for the multinational corporation. A manager of multinational company must take necessary steps to grab those nice opportunities.

What is Balance of Payment?

Balance of payment is a process of keeping record of transaction of a country with the rest of the word. It includes not only payment for goods and services but also all others payment over the border (Chamberlin, 2009). According the Sloman John, Balance of payment is an account that contains all monetary transaction of a country with the other countries of the world (1998). The transactions contain exports, import, incoming payment and transfer of finance. The balance of payment is usually evaluated based on certain period such as year.  It is also calculated on a single currency, normally US dollar (Mcbride, 2007). Sources of money are considered positive and deployed of funds is negative items. According to Investopedia, the balance of payment generally should be zero to be optimum (2013). However, it does not happen most of the time. The balance of payment is normally surplus or deficit for maximum country. A surplus balance of payment is said to be exist when the incoming payment is higher than total transfer.  On the other hand, a deficit balance of payment is said to be exist when the transfer payment is higher than the incoming payment.

What is Multinational Corporations or MNCs?

A multinational corporations or MNCs, also known as Multinational enterprise (MNE), is a company that operates is business or produce and sale product in more than one country (Daniels, Radebaugh and Sulivan, 2001). According to Van De Kuil, a multinational corporation follows the internationalized philosophy and operates its business both home and host country (2008). He also added that to be a multinational corporation, a company must have the assets and facilities outside the border of national country. The host country, home country and the multinational company get benefits from a multinational trade (Kokko, 2006). The host country gets higher tax or vat, the home country get foreign currency and the multinational company get profit. Here is some example of well-known multinational company Honda, Toyota, Google, HSBC, Wal-Mart, Samsung and chevron etc.

Relevance of Balance of Payment to Multinational Corporation

There is a strong relationship between the balance of payment and Multinational Corporation. A multinational corporation helps both host and home country to increase their balance of payment. In the contrary, the balance of payment situation of a country impact the operation of a multinational corporation by changing the rules and regulation based on country specific needs (Ker and Yeates, 2013). Let us look the relevance of balance of payment to Multinational Corporation in terms of different situation.

Relevance Based on “Direct impact”

 A country in which a multinational company is located tends to be get higher balance of payment. It experiences capital inflow when a multinational company get started with a certain fee. It also gets funds or money from the portion of profit of that Multinational Company (Shoo, 2005). On the other hand, the multinational company helps to improve the balance of payment of home country. The home country gets funds when the MNC make profit and return the money to the home country.

Relevance Based on “Regulatory Relation”

Another positive or negative relation between balance of payment and the MNCs is regulatory relationship. The balance of payment represents the foreign reserve of a country. The trade policy of a country changes with the changes on balance of payment position. If a country has negative balance of payment, it tries to hold the money by encouraging more export than import (Hale, 2013). It also tries to get more tax or VAT from the normal sources. This tighten money policy affects the business flow of multinational companies. They have to give more tax to the government. The sales volume of MNCs may rise because the local producer is busy to export in other countries. The MNCs can be the market leader. It may not happen all time. The rules and regulation may be strict for both domestic and multinational companies. On the other hand, if a country more reserve or balance of payment, it tries to deployed money. It encourages import than import or it invests money to another country as FDI or foreign direct investment. It may reduce the tax burden for MNCs (Bhusnurmath, 2011). By this way, the MNC can get maximum profit. The host country may be benefited from this policy by getting portion of profit when it will get back to it.

Relevance Based on “Measurement Challenge”

The MNC puts a measurement challenge of balance of payment for both home and host country. The goal of a Multinational company is to maximize the profit in after tax all over the world. To do this, they allocate resources, make mixing price system and make extra bill. These conducts is very difficult to measure for the regulatory bodies (Landefeld, Moulton, and Whichard, 2008). There are some good reasons behind this; the resources of production are not same in all countries and the price too. Therefore, it is very tough to evaluate the perfect amount of balance of payment. The mix price is also difficult to detect. Therefore, the proper amount of payment is in question in all countries due the inappropriate recording of MNCs transactions.

Relevance Based on “Foreign Exchange”

The balance of payment is a better indicator of country’s financial status. It helps to evaluate the foreign exchange rate of a country. This exchange rate has direct or indirect effect to the multinational corporation (Wang, 2005). When a currency of a country is strong, the import will cheaper and the export will less competitive. This situation puts pressure to the MNCs to adjust the situation. At that price of goods tends to be cheaper so that the multinational corporation must adjust their price level. Again, when the exchange rate of a country is weaker, the import will expensive and export will high competitive because of inflation. This situation makes higher price level within the country and the MNC have to adjust their price in a high level.

Relevance Based on “Asset Reserve”

The balance of payment also consists of asset such as gold reserve. The higher gold reserve means country has higher trade surplus and thus the higher money supply. This tends to create inflation within the country. Therefore, the MNCs can make higher profit by raising their price level. Conversely, when there is a trade deficit means low assets reserve. This makes the price lower because there is a low money supply. Therefore, the MNCs must adjust their prices level to cope up with host country’s policy.

Relevance Based on “Decision Making”

The balance of payment statistics is very important for all kinds of decision makers. The authority of a country looks carefully the flow of balance of payment. The balance of payment generally is a great indicator of future exchange rate of a country. This put pressure to the monetary authority to take necessary steps to control the money supply. Again, the balance of payment indicates the proper amount of assets reserve for a country. This makes concern for the fiscal authority. They should determine the trade policy, VAT, income taxes and the policy for the multinational corporation. Therefore, we can say, balance of payment accounts are closely related to the overall saving, investment and price policy of a country.

Relevance Based on “Business Policy”

The MNCs are also a good user of balance of payment statistics. They must assess the balance of payment both host and home country for their business policy. The policy of a MNC much depends on the balance of payment flow because change in balance of payment also changes the rules and regulations. When a multinational company try to start their business in another country, they must assess the domestic balance of payment. Because the domestic balance of payment, indicate the permission. If the host country has surplus balance of payment, the MNC can start their operation. Conversely, if the balance of payment is in deficit position the MNC may not get the foreign investment permission. Again, the MNC must assess the host country’s balance of payment. If the host country has already huge surplus balance of payment, it may not give permission to a new MNC because it tries to invest their money not get money. Conversely, if the balance of payment is in deficit position in the host country, they may welcome new money flow to their country. Thus, the balance of payment position in host and home country affect the decision of business start up. The MNC should also asses the foreign exchange rate position in home and host country. The weaker currency in home country means the multinational company have to pay more to start their business in another country. Conversely, if the exchange rate is weaker in host country, the Multinational Corporation can start their business cheaply in the host country. Balance of payment also influence the interest rate because of high bank reserve, the MNC also have to consider the interest rate in the host country. The higher the interest rate means the higher business cost for MNC in the host country.

Finance Essays Balance of Payment
Finance Essays

Changes in Balance of Payment and Management Actions

What is change in balance of payment?

Balance of Payment should be equal in all time. However, in reality, it does not happen. The balance of payment is continuously fluctuating all time. This is called disequilibrium of balance of payment. According to TR Jain, disequilibrium payment is a situation when the balance of payment fluctuates from zero (2008). Another author Cherunilam argues that a country’s balance of payment is disequilibrium when there is surplus or benefit (2010). There are three types of changes in balance of payment favourable, unfavourable and balance. Favourable balance of payment means surplus balance of payment. Unfavourable balance of payment means deficit balance of payment. Balance in BOP means equal incoming fund and outgoing funds.

Causes of Changes in Balance of Payment

There are various causes of change in balance of payment. From them, Raj Kumar, author of international economics pointed out three main reasons such as economic, political and natural (2008). He said that if a country is in developing position it must be in deficit balance of payment. The reasons behind economic cause are huge economic development in infrastructure, inflation or deflation, cyclical fluctuation and changes in foreign exchange rates. Again, the reasons behind political cause in balance of payment are political instability and international relations. The natural consequences such as earthquakes, hurricane and others are the reason for natural cause in balance of payment.

Result of Changes in Balance of Payment

The changes in balance of payment may affect positively or negatively to the economy. Here are some Results of changes in Balance of payment:

  • Positive effects of Changes in BOP increase the creditability of a country. Conversely, Negative changes in BOP lower the international creditability.
  • Positive changes decrease the foreign dependency in terms of financial help. Conversely, Deficit changes in BOP increase the foreign economic dependency.
  • Surplus changes increase the foreign exchange reserve. Conversely, Negative changes in BOP deplete the foreign exchange reserve.
  • Reserve of gold is increase in the case of surplus balance of payment. Conversely, the reserve of gold decreases and goes away in negative BOP situation.
  • Negative balance of payment hampers the economic development. Conversely, positive balance of payment improves the economic condition.
  • Surplus balance of payment increases the global market leadership for the home multinational company. Conversely, Deficit balance of payment hampers to get global market leadership position.

Opportunities for MNCs Revealed by Changes in Balance of Payment

The changes in balance of payment position affects positively and negatively for a country’s economy. As the MNCs are one of the important parts of economy, it also gets affected due to changes in balance of payment. Here are some opportunities for MNCs revealed by the changes in balance of Payment.

Business Growth: A multinational company can get business growth advantages in both home and host country. If the home country has surplus balance of payment, the authority approves MNC to start their business internationally. It means they do not mind in capital outflow from the nation as they have surplus funds to invest. On the other hand, a MNC can expand their business to a host country if they have negative balance of payment. They must try to grab money from the other national to increase their business infrastructure. For this reason, MNC is the best way to get finance.

Low start-up cost: A multinational company can start their operation cheaply in host country due to changes in balance of payment. If the host country has deficit balance of payment, they must encourage funds flow from MNC with low regulations and cost. Again, if the home country has high balance of payment, they allow MNC to start its business with lower fees.

Tax benefits: An MNC can also get tax benefits both home and host country due to fluctuation of balance of payment. The home country encourages FDI when it has surplus balance of payment. For this reason, the tax tends to be lower than deficit BOP to encourage foreign direct investment. Again, in the host country the MNC gets lower tax benefit due to deficit balance of payment (Robert, Dunn and Mutti, 2009). The MNC can also get the lower tax benefit, when the country tries to increase their export and reduce import.

Exchange rate benefits: The fluctuation of exchange rate is highly related to balance of payment. This exchange rate or balance of payment affects the operation cost positively or negatively to a multinational corporation. The MNC pay less if the home country has higher balance of payment or strong exchange rate. Here, they get exchange rate benefits due to weak currency in host country. This strong exchange rate also reduces the resources costs in the host country. Moreover, the MNC can get bill paying benefits due to change in balance of payment system.

Low cost of operation: A multinational corporation can experience low cost of operation due changes in balance of payment in both home and host country. It can get factors of production such as land, labour, machinery and others tools at low prices where the balance of payment is lower. Because, lower balance of payment indicates high rate of unemployment in the host country.

Higher Sales: A multinational corporation can increase their sales due to impact the balance of payment in the host countries. When a country experience lower balance of payment, it tries to increase the export and reduce import to get higher balance of payment. To do this, the country should ensure high production unit. The domestic producer may unable to cope up this policy. Therefore, the MNC get the opportunity to sales more during the recovery situation in balance of payment.

Higher Profit: A multinational corporation can make higher profit due to changes in balance of payment. As we discuss earlier MNC can sale higher volume in the host country in the recovery situation. By this, it can make higher profit because higher sales means higher profit (Deresky, 2009). On the other hand, the MNC can make higher profit if the currency of host country is devaluated. For example, European MNC operates its business in US. If the US dollar is weaker than Euro, the European countries will get higher value of money when they convert the money into their own currency.

Measures to exploit opportunities revolved by changes in BOP

As a MNC operates internationally, it must cope up with the changes on balance of payment in both home and host country. The manager of MNC should be careful to grab every opportunity provided by the BOP. The management measures have been given below:

Seek for growth: A manager of Multinational Corporation should always seek for business growth in home, host or any other country. To seek the business growth opportunity the MNC have to assess the balance of payment position. If the balance of payment is favourable, the manager should grab the opportunity for growth.

Alert all time: The manager should be alert all time to grab the best opportunity for business. As there are various obstacles for a multinational business, the manager have to overcome the obstacle by grabbing the best available opportunity.

Acquire new technology: New technology is very important for a business to get the competitive advantages. A company can implement a new technology to track the balance of payment related data to know the future trend of exchange rate, business cost and tax rate.

Hire business analyst: The manager can hire a business analyst to analyze the balance of payment data and recommend the best opportunity. The analyst also may responsible for making quick and instant decision regarding balance of payment trend.

Implementing short and long-term strategy: The manager can implement a short and long-term strategy for grabbing the opportunity of balance of payment. The short-term strategy may be for less than one year and the long-term strategy may be for above the one year. In addition, this strategy should include the yearly business strategy.


Due to high impact of globalization, every country must engage business internationally through Multinational Corporation. The multinational corporation contribute in the economy of related party’s as well whole world. This report describes that there is a strong relevance of balance of payment to Multinational Corporation. They are related to each other’s in terms of direct impact, regulatory relation, assets measurement, foreign exchange, business policy and decision-making. This report also describes that the changes in balance of payment creates some opportunities for MNC such as business growth, low start up cost, exchange rate, higher sales and higher profit benefit. Moreover, this report suggests that a manager of a company should take some important measures such as implementing new technology, higher business professional and hiring business analyst to grab the best available opportunity revealed by changes in balance of payment.


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