AMZ Bank’s Main Problems And Their Solution Essay Sample For College

Introduction

The realities of today’s economic conditions are based on meeting the constantly changing needs of customers, increasing labor productivity, and maintaining a leading position in the market. A commercial organization is a social system that develops according to business principles, but production capacities and a management system act as driving forces. As a result of the mismatch, a crisis arises, leading either to stagnation and the loss of competitive advantages or to a radical restructuring of the management system and the opening of new horizons.

Drivers of Change

It is necessary to highlight what makes the bank introduce innovations. Firstly, it is the culture and structure of the company, and secondly, there are competitiveness and authority of the corporation in the common market. ANZ Bank is going through a stage that determines the need for the firm to adapt quickly to the ongoing changes. The need for transformation is also determined by the life cycle of any company when organizational activity ceases to correspond to the scale of its activities (Ramage & Shipp, 2020). Consequently, the need to manage the process of change in the corporation becomes apparent. An idea arises about the need to have a change management toolkit.

In order for the proposed changes to be effective, the bank has to go through several stages. First, it is essential to realize the need to initiate changes based on an early analysis of the processes taking place in the market and inside the company (Ramage & Shipp, 2020). This option is most attractive because the bank can implement a whole range of changes in the organization of the corporation in advance (Bátiz-Lazo, 2018). Change management becomes active, and the transformation program is associated with a smaller cost while having the greatest effect (Bátiz-Lazo, 2018). Secondly, the identification of the problem of loss of efficiency and the need for changes is also possible based on the results of the deterioration of the organization’s performance indicators. This deterioration means that unfavorable external factors have already begun to act, and it is necessary to respond urgently to this circumstance. In this case, it is important to determine the length of the time period during which the efficiency can be kept from a catastrophic decline; this change management is called passive (Bátiz-Lazo, 2018). Third, setting goals and formulating a strategy is one of the essential steps of novation.

Finally, the organization’s management needed to implement tools to maintain the established vector of innovations. It is necessary to ensure control over the implementation of changes due to the high degree of uncertainty in the development of events associated with organizational changes. The problem is that it is impossible to do without trial and error in the development, selection, and implementation of innovations. This feature of the change management process imposes special requirements for the implementation of the control function, which can be based on minimizing deviations and controlling change management.

Diagnosis Framework Model

Groups that enter the orbit of changes are faced with the fact that informal connections, communication channels, and behavioral stereotypes are becoming different, but these processes are complicated. Such resistance from individuals and groups can be a powerful deterrent. Change management can be accomplished by diagnosing and balancing the forces that drive or hinder novation (Powell, 2019). It should be emphasized that it is Lewin’s model that is most appropriate, using several aspects of the overall structure of the organization (Powell, 2019). For the bank in question and its activities, this is most applicable, especially in the context of the specifics of the organization, which will be discussed below.

There are a lot of diagnosis framework models, but Lewin’s is the most effective. A “force field” is an analysis of the factors or forces that push, facilitate or inhibit change. It is assumed that in any situation, two groups of forces are at work: promoting and counteracting changes and driving and restraining forces (Crosby, 2020). To implement change, individuals need to assess the resistance and try to change this balance in their favor. Achieving change is nothing more than moving the balance line toward a goal. This can be achieved by strengthening or adding driving forces, reducing or removing restraining forces, or a combination of these measures.

Such situations reflect the perception of forces by people affected by the change. For example, layoffs may not be the intentions of change initiators, but if staff believe the change will lead to redundancies, a deterrent will emerge. If the driving forces outweigh the restraining forces, the planned changes can be achieved (Crosby, 2020). Thus, the change management process consists of timely diagnostics of the force field and planning actions to manage the balance of power. According to the three stages model, there are two main opposing groups, driving and restraining forces (Crosby, 2020). Specifically, employees with sufficient baggage of intellectual capital and those who are not burdened with it and are not trying to find it.

Structure and Culture

The structure and culture of the bank stand out separately because they have their own specifics. The fact is that for any bank, and in particular, for the one under consideration, a toxic culture is characteristic, the essence of which is both in the harsh behavior of people and in a commercial environment (Ferguson, 2019). It is important to note that such social problems are often counterproductive, which complicates not only the activities of the organization but also the implementation of new processes, in particular, innovative ones (Ferguson, 2019). This can be explained by the reluctance and relative inflexibility of the structure, which directly follows from the prevailing culture, which, as it were, condemns any changes (Ferguson, 2019). As a result, it is necessary to highlight one of the main goals of the innovations, the elimination or reduction of the level of toxicity.

Resistance to Change, Leadership, Management, and Communication

One of the most important factors that will slow down the implementation of such changes in the organization is the resistance to change on the part of the employees of the company, who are financially deprived of the introduction of a differentiated wage system (Lehman, 2019). Already in a first approximation, this small grouping allows us to find out which groups, individuals, or factors will act as forces of resistance to change and for what reasons. Reasons for resistance to change:

  1. Selfish interest of employees. Certain part of employees comes to the expectation of personal losses due to the transition to a differentiated remuneration system, and the positive consequences of innovations for the organization as a whole are not an argument for them (Lehman, 2019). This is due to a certain amount of selfishness inherent in people who tend to put their personal interests above, for example, collective ones.
  2. Misunderstanding of goals and strategies for change. The basis for such processes can be a low degree of personnel confidence in managers promoting a plan for any changes (Lehman, 2019). In the future, this leads to the emergence of various speculations and rumors that are reflected in the organizational culture of the company.
  3. Different assessments of the consequences of the implementation of the strategy. This problem follows from the previous reason and is its consequence and is the result of the inadequate perception of plans and the existence of other sources of information (Powell, 2019). An extreme form of manifestation of this process can be open disagreement among employees.
  4. Lack of legal framework in the field of intellectual property rights protection. Formally, such a basis exists in the form of a constitution, civil and other codes. But, as a rule, for most employers, especially in private, small organizations, this is not a significant obstacle to the infringement of intellectual property rights (OECD, 2020). This is facilitated by numerous gaps, pitfalls, and ambiguous wording in the legislation itself.

Despite the fact that there are many social and cultural issues in the banking environment, it is worth highlighting the virtues in the form of leadership and communication. A banking institution is primarily associated with cash flows, where, due to the specifics, lightning speed and communication skills are required (OECD, 2020). This phenomenon can be explained by the fact that with a low level of interconnection of elements of a single structure, the organization simply could not compete with its opponents. An important remark here is that in organizations like the bank in question, communication cannot function fully without a leader and control (Ferguson, 2019). Nevertheless, the successes proved by the bank in this area show that these aspects of the corporation do not need to be improved. Based on the information on the turnover and the number of general directors, top managers, and other key persons, it is concluded that there is no stagnation either.

Recommendations

Despite the ambiguity of assessments of the overall activity of the bank, it should be noted that the structure and process of introducing innovations require a number of recommendations. Thus, one of the most important remarks is the lack of significant weight of the opinion of employees in the context of a toxic culture. It is assumed that this aspect has several paths that are the same in efficiency but differ in time (Lalchandani, 2020). The first decision is to consider the introduction of tools and personnel changes aimed at reducing overall toxicity and rejection of innovation. In this case, the process will take a long time and will be successful only in the long term (Lalchandani, 2020). The second step is to personalize and take into account the opinions of employees, highlighting wishes and complaints outside the context of a toxic culture. It is important to add that the second way does not solve the problem of culture but bypasses it. In this case, the cultural phenomenon will have to be dealt with separately, but listening to workers is also an indirect tool to reduce tension.

Conclusion

As a result of the analysis of the bank in question and its activities, it was found that the main problem is a toxic culture and the resulting social and economic structure of the organization. Consequently, the corporation needs to work out precisely this area in order to begin the stage of innovation and structural change. In addition, thanks to the Lewin structure used for the analysis, the main reasons for the resistance were identified, which confirms the serious influence of the toxic culture on the structure.

References

Bátiz-Lazo, B. (2018). Cash and dash. How ATMs and computers changed banking. Oxford University Press.

Crosby, G. (2020). Planned change. Why Kurt Lewin’s social science is still best practice for business results, change management, and human progress. Taylor & Francis.

Ferguson, A. (2019). Banking bad. Whistleblowers. Corporate cover-ups. One journalist’s fight for the truth. ABC Books.

Lalchandani, N. (2020). Payments and banking in Australia. Innovations Accelerated.

Lehman, C. R. (Ed.). (2019). Beyond perceptions, crafting meaning. Emerald Publishing Limited.

OECD. (2020). OECD rural studies linking indigenous communities with regional development in Australia. OECD Publishing.

Powell, M. (Ed.). (2019). Skill formation and globalization. Taylor & Francis.

Ramage & Shipp, K. (2020). Systems thinkers. Springer London.

Discussion: Public And Private Good

In a civilized modern state, private business harmoniously complements public administration and trade spheres. Services and goods are distributed in many areas intelligently between private individuals and the state. These individuals are bound by the laws of their country and take full responsibility for providing quality services and goods. The regulation of different types of business is influenced by supply and demand and pricing mechanisms.

These mechanisms are based on the theoretical foundations of the public and private good. This problem was born from the theorizing of philosophers and economists, affecting aspects of ethics and economics and the justice of the state apparatus (Shi et al., 2020). The main difference between a private and public good is that the use of a public good by one person does not diminish another person’s right to the same service. A public good is not a special privilege based on wealth or descent. Behind the public good and its consumption is always state prosperity and benefit. For example, schools are a public good, not a private good, because education and accessibility are a strategic basis for improving the standard of living in the state.

In contrast to the public good, there is a private good; it mainly complements the people who want and can afford particular services and goods. The state can and should produce goods and services that, theoretically, could become completely private so that people have a base of quality of life and the possibility of a comfortable existence (Tanzi, 2018). For example, mailing can become an entirely personal business; still, business people will take away the ability to use the mail from many people who cannot afford to pay more taxes. These people do not need urgent or oversized delivery but use the mail service.

There are people with specific habits and needs; for example, such habits are food: cuisine, cooking methods, and special foods. Particular needs include medical care, which can be used by people with rare diseases or even some chronic diseases (Tan et al., 2019). Private medicine is often resorted to by people in need of psychotherapy. People can also find themselves in situations that require a quick solution, and then, for example, they use express mail delivery. Private business in this area provides various services where people can choose and express trust or distrust in brands and companies.

Private business has excelled in the provision of medical services in recent years. People in private clinics willingly entrust personal information to doctors without fear of stigmatizing or losing their jobs (Tan et al., 2019). In addition, the COVID-19 pandemic has made it possible for people to choose healthcare services when there should not seem to be a choice due to the urgency of the problems (Cutler et al., 2020). At the same time, the army and public security sphere cannot currently move into private business (Samuels, 2018). No quick and straightforward economic mechanisms calculate who and how much should contribute to their protection. The state provides its residents with security on an equal level and a priori, not because some residents have paid a fee and asked for protection. Competition between private and public businesses must be healthy and productive. People cannot say that a public company is better than a private business or vice versa. There should be economic diversity in modern realities, accessible only if the state and private enterprise have joint and well-coordinated work.

The distribution of the public good plays a vital role in the problem of ethics and social justice. The private business helps people access a variety of services and often some specific ones that are not provided by the state. Thanks to private enterprise, the market is saturated with exceptional services and goods that are not popular with most people but have a stable group of buyers. However, not everywhere can private business advance, so there are areas, such as public safety, in which state business dominates.

References

Cutler, D. M., Nikpay, S., & Huckman, R. S. (2020). The business of medicine in the era of COVID-19. JAMA, 323(20). Web.

Samuels, R. J. (2018). Rich nation, a strong army. Cornell University Press.

Shi, L., Romić, I., Ma, Y., Wang, Z., Podobnik, B., Stanley, H. E., Holme, P., & Jusup, M. (2020). Freedom of choice adds value to public goods. Proceedings of the National Academy of Sciences, 117(30), 17516–17521. Web.

Tan, S., Seiger, K., Renehan, P., & Mostaghimi, A. (2019). Trends in private equity acquisition of dermatology practices in the United States. JAMA dermatology, 155(9), 1013-1021.

Tanzi, V. (2018). Corruption, complexity and tax evasion. Economic Policy, 13(6), 36–53. Web.

How To Prepare Chicken Alfredo

Remember when you were little, and your parents would teach you how to cook? Do you remember the smell that spread throughout the house when the food was almost ready? Well, today we are going to make tastier chicken alfredo for all your Italian needs. The meal is a classic Italian pasta that can be prepared in less than thirty minutes and is delicious to suit the whole family. Although there are numerous jarred sauces, making chicken alfredo sauce at home is easy. Apart from saving money for purchasing sauce, preparing this meal will significantly boost one’s calcium intake. A single portion of the pasta provides about thirty percent of the recommended calcium intake (Abraham). The mineral primarily comes from the sauce’s cream, butter, and cheese. Homemade chicken alfredo involves four easy steps: cooking the chicken separately, putting broth, garlic, and milk to the skillet, stirring and simmering while adding cream and parmesan, and lastly, mixing the chicken, fettuccine, and sauce.

The ingredients needed to prepare chicken alfredo are two tablespoons of extra-virgin olive oil, one and a half cups of low sodium chicken broth, kosher salt, and skinless and boneless chicken breasts. Other ingredients are one and a half cups of whole milk, freshly ground black pepper, ground garlic and cloves, one pound of fettuccini, and half a cup of thick cream. The last constituents needed to prepare this meal are one cup of grated parmesan and chopped parsley for garnishing. The first step is preheating a large cooking pan over medium heat (Abraham). Then, put olive oil on the skillet and season the breasts with pepper and salt. Continue cooking the meat until it turns golden brown for about nine minutes. Next, flip the pieces to the other side and cook until it turns golden brown for another eight minutes. Finally, remove the breasts from the pan and cool slightly for ten minutes before slicing them.

Secondly, reduce the heat to medium-low and add broth, cloves, garlic, and milk to the skillet. Season the mixture with black pepper and salt wait until it simmers. Add fettuccine and stir continuously until al dente for about three minutes, then let it cook for about ten minutes. The subsequent step involves adding the heavy cream and parmesan. Stir to combine the mixture and simmer to ensure that the sauce is thick enough (Abraham). Lastly, remove the skillet from the heat, add the sliced chicken breasts, and garnish with parsley. Toss the pieces in the sauce until they are well coated, then add a little olive oil to loosen up the sauce if it is too thick. Serve the meal while it is still hot for the best taste.

Adjustments can be made to the cooking steps based on one’s taste. First, if one prefers a richer or thicker paste, they can use milk instead of heavy cream. Secondly, fans of dark meat can swap the chicken breasts with thighs. However, this requires giving the chicken ample time to cook because thighs need more time to prepare (Abraham). Finally, individuals who feel like they need vegetables in their food can stir handfuls of spinach or grape tomatoes after cooking the pasta. Conclusively, this recipe provides an excellent base for a family’s pasta needs and if one has any questions, feel free to ask.

To conclude, this recipe provides a base for preparing chicken alfredo pasta. As a classic Italian dish, this meal is rich in calcium. Apart from boosting one’s calcium intake, knowing how to make chicken alfredo at home can also save on money used to buy the sauce. The cooking process is easy, and it involves four steps: cooking the chicken separately, putting broth, garlic, and milk into the skillet. The third step is to stir and simmer while adding cream and parmesan, and the last step is to mix the chicken, fettuccine, and sauce. Now, everyone at home should spend some time in the kitchen cooking this delicious meal and putting a smile on the faces of loved ones.

Work Cited

Abraham, Lena. “Perfect Chicken Alfredo.” Delish, Web.

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