Essay: Impact of change management on overall success of Nissan

In the current business environment that is as well challenging, it is essential for an organization to implement effective management so that it can continue being competitive. Effective management is essential in any institution as it serves as a means of ensuring that the business operates in the desired direction (Epstein & Buhovac, 2014). Thus in this case, it needs proper handling because of its engagement with human beings. Most scholars are in agreement that the process of ensuring effective management not only depend on the formulation process but also entails the association of several interactive factors that are not discontinuing such as the processes of arriving at decisions, business sector features and the environment as a whole.
Before proceeding with the implementation of effective management, intensive planning is needed for ensuring that each aspect of a certain problem are singled out to evade cases associated with ambiguities and uncertainties (Herron & Hicks, 2008). Hence, for the management to realize positive impacts, it is possible to find the whole impact brought by effective management program such as the mission, values and ethics, organization culture and structure, the leadership style, personnel and the motivation style. The aim of this paper is to present a discussion of the impact of the change management on overall success of the Nissan Corporation.
Mission, Values and Ethics
Within the Nissan team, each individual knows the urgency for change. At the same time, the company has ensured an automatic building of a strong coalition between its employees and the management. Teamwork and coordination is vital to companies seeking to attain success from effective management with respect to product development, cost and quality opportunities. On the same note, positive form of perception towards change relates with the support and the commitment while negative attitude is associated with the unavailability of support or inconsistency in managerial behaviors (Reijers & Mansar, 2005). Due to the Nissan Corporation’s positivity, the management has been keen in restoring and reinforcing the new changes in the company that have had a lot of contribution towards the success of the firm. For the case of Nissan, its principal vision for the alliance is to turn the firm from loss to profit generating entity while at the same time retaining the self esteem and the identity of the employees. Meanwhile, the vision of the company is to ensure the alignment of people towards the communication of new ideas that assist in the creation of coalitions and in the end, drawing the value of the vision through commitment towards achievement
Organization Structure and Culture
Nissan has its head of operations in Japan with a strongly established culture in its organization. Initially, it was not easy for the employees to agree with changes especially those linked to progression and systems of reward. An example is that which entails the seniority to performance. Nissan previously maintained a culture of ensuring that employees are accorded with permanent career or employment opportunities. Thus in this case, it promoted complacency among the employees, and in the end leading to the reduction in its competition levels. On the other hand, the other culture related problem faced by the organization was the incapability of accepting responsibilities (Yukl, 2008). All these factors have had an impact on the performance of the Nissan Corporation that necessitated process of change on the overall performance of Nissan and also calling for radical changes. Also, Nissan implemented changes in its culture where the employees were allowed some time to switch from their attitude and also be able to adapt to changes effectively. The implemented changes have had impact on the work orientation among the employees with respect to resistance towards changes since the employees have been anticipating for risks.
Personnel and Motivational Style
After changes had occurred, Nissan Corporation went ahead with the adoption of the underscore and the exploration of the strategy of communication. Eventually, it led to the conveyance of information among every employee levels all over the company with the objective of ensuring that each employee gets aligned with the goals of the company. The explore and the underscore are indeed the most effective mode of communication since it has the combination of the two strategies. Jiang, Belohlav & Young, (2007) noted that they include the strategy of sell and tell, and identify and reply that enable the managers to undertake the role of shaping the change outline as well as also admitting the viewpoints from the employees. Normally the success of any firm depends on the employees. As a team, the employees need to cooperate with one another so that they can realize the intended goals of the company. Nissan at the same time, normally accords an ear to its employees and as a result formulated a channel of communication via email. The communication method in this case helps in the reduction of ambiguity and also in the provision of a well defined picture on how the effective management stands to contribute to the whole success of the company.
Leadership Style
A major change implemented by the Nissan Corporation  is the implemented of new style of administration through coming up with a total of cross operational team that was tasked with the objective of realizing the Nissan Revival Plan goal as well as the commitments from the business (Lewis,  Goodman, Fandt & Michlitsch, 2006). As a result of the new style of management, teams were accorded a two month period for reviewing their respective operations so that they could come up with the suggestions that can enhance growth and profitability of the firm. Eventually, it resulted into bringing the employees in towards the organization’s new context with respect to roles and duties that lead to the creation of situation that compels the attitudes and behaviors on the employees towards acknowledging change.
Overall Measurements of Success for This Company
Sharing of information will result into the increment in the knowledge among the employees, since it is possible to adapt it via the process of learning that enables for collective responsibility towards acting in a more effective manner in an organization (Jiang, Belohlav & Young, 2007). On top of this, creation of an experience of learning will enable the firms to ensure the building of their competencies since it has a relationship with detecting and correcting the errors, and again this is connected with the continuity in improvement. With respect to the case of Nissan, it gives a summary of the vital aspects towards the implementation of change as being founded on the terms of knowledge among processes and people as well as the combination of the human and business dimensions towards the objectives that are shared.
Conclusion
Effective management towards the attainment of overall success is not always easy and cannot be separated with problems associated factors like the style of leadership, culture and structure, personnel and motivation style as wells as the mission and vision of a company. Hence, there is need for leader to undertake the proper analysis of the implementation of organizational change with the objective of determining the levels of the change that will create benefits to the performance of the organization and the employees. In the case of the Nissan, it was noted that the basic lessons towards the implementation of the process of change through clear plans that focus on priorities. Also, after the alliance exercise, the conclusion is that Nissan Corporation has the capacity of sustaining change because of the organization’s readiness, its strategy of competition, managerial based values, internal based power distribution as well as the values and power from the major stakeholders.