The Change Agent Program at Siemens Nixdorf
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Transcript of The Change Agent Program at Siemens Nixdorf
The Change Agent Program at Siemens Nixdorf
Group Members: Jarrar Haider- 056Faizan Anjum -101
Saleha Hashim - 155Zunaira -102Date:
Tuesday 2 May 2023
Table of ContentBackground of
Company
SNI facing crises-losses Hannover-I
Andreas Meyer Knonow◦ Background◦ Hannover-I and the
Change management Decision
◦ Project: Targeting The American Market
◦ Return to Munich
Future Challenges
Ulrike von Manteuffel◦ Background◦ SNI Change
Agent Program◦ Return to SNI◦ Steps Ahead
Background of the company Formed in 1990 by the merger of
Wincor Nixdorf computer AG
Fujitsu Siemens data information system (DIS)
BUSINESS OF SNI◦Services , solutions
Background of the company
Largest IT company in Europe ◦Split in late
1990s
Products of SNI
• PC• Main
frames• Software's
and• Support
services
SNI facing crises-losses continue
Losses ever since
merger
Sales stagnant
In 1994$ 8 billion 39000 PPI $ 350 million net loss
Problems diagnosed
Slow to adapt to market
realities
High competitio
nRigid
culture
Gerhard Schulmeyer join as CEOHis key responsibilities
◦bring profitability to SNI
His key goals ◦Make SNI customers driver◦Evaluate employee based upon
value created◦Increase global market share
improve communication
Change Agent Program(CAP) Schulmeyer introduced CAP in 1994 21 Employees were sent to US to participate in CSC Index
3 Dimensions for Understanding Business Change
Customers
Competitiveness
Culture
5 major topics were addressed
Reengineering
Business analysis
Leadership
Industry Competitiveness
Computer Industry competitiveness.
1-Background2-Hannover-I and the Change management Decision3- Project: Targeting The American Market4- Return to Munich
Click icon to add picture
Andreas Meyer Knonow
Background• Begin his professional career at Siemens-AG in 1984• Worked in commercial administration department in
Hannover for 2 years
Siemens-AG in 1984
• Concentrated on sales, working up from Sales Assistant (technical department) to Sales Manager (public sector accounts)
Moved to Bielefeld
• Appointed as Sales Manager (international region)• Concentrated on international marketing &
informational support (SNI’s Applications Software unit during the merger with Nixdorf)
Relocated to
Munich In 1990
• Member of the Board-appointed team• To increase efficiency of sales force & secure
competitiveness for SNI’s domestic operations (program headed by McKinsey)
Appointed to the TARGET
Hannover-I & the Change Agent DecisionNext assignment as the international sales head for office automation solution • Meyer Knonow hoped for real & sustained change occurring at SNI• Next assignment as the international sales head for office automation
solution • Integrated approach that emphasized and encouraged the contribution
of employee• Direction to company that was in losses and employee optimism
Change Agent Program concept was introduced at Hannover-I• Decision to apply it was a very difficult one• Got married five weeks earlier so timing of three months program was
not ideal.
The application process was very competitive• Only 20 members attended 1st meeting from the 1200-members
Application software Unit • Only one member (Dr. Page- head of Application Software unit at SNI)
for Change Agent Program
Project: Targeting the American MarketGoal was to improve international market competencies at SNI
Meyer Knonow cited problems with defining the scope of Dr.Pages’s project
Support for the project itself was “not so committed as it should be”
Now it was clear to Meyer Knonow that Page expected the Change Agent Program to benefit his division
The Change Agent Program
• Meyer Knonow benefited greatly from the change agent program’s American base
SNI applications software business grew according to plan
• Management & personal skills to SNI to tackle the project were well addressed by CAP
Management & personal skills to SNI to tackle the project
• Highlighted the need to focus products to the market and culture change program
Case studies discussed on different strategies of change
• The change agents were in Boston• Sponsors were busy with other priorities in Germany
Gaining attention from sponsor executives became difficult
• Defining objectives and priorities • Managers’ commitment
Meyer Knonow learned the problem
Contacts in US
Implementation (week-13)• Implementation of project occurred in America• Difficulties were in securing support and communication from
management (headquarters in Munich)• Core business mission of his unit and core products had not yet been
agreed upon from the top
Faced with these constraints, M.K. went outside the CAP curriculum • He analyzed “megatrend” in the American market• Pinpointed areas for the potential market penetration
He initiated contact with consultant & industry analysts, • Attempted to gain the skills necessary to play the role of consultant in
his own division • Compare his division against specific criteria (business plans, strategy,
and expectations)
Return to MunichSelected 5 potential products (North America)
Teambuilding◦ Created teams for build up & marketing
strategy for 5 potential products◦ Decision were debated in team
Communication conflicts with Toronto◦ Unawareness of change at Munich ◦ Invited 4 members from Toronto to Munich◦ Created shared vision for imaging
company
4 Questions for team
• What's our product strategy?
• Who’s our target market?
• What organization should do to fulfill the vision?
• What channels do we need to utilize?
1- Background2- SNI Change Agent Program3- Return to SNI4- Steps Ahead
Click icon to add picture
Ulrike Von Manteuffel
Ulrike Von ManteuffelBackgroundShe worked in project
management within the BS 2000.Act as a mediator b/w groups of
product development and manufacturing.
Manteuffel attended Hannover meeting.
SNI Change agent programGoal of project was closely met to
customer needs.
In past , they never give attention on their customers.
Collaboration with GRAU
purpose of collaboration was to work on the issue of computer networks .
Continued…Personalities who were sponsoring for change
agent program
Dr.Arno Zeyn
Technical sponsor
Dr. BrackermanMantuffel’s business leader
Dr. Rogge Executive sponsor
Return to SNIManteuffel was enthusiastic
about her experience in change agent program
On her return to Germany, she found a very warm welcome from their colleagues.
At the same time, Manteuffel learned project was ‘killed’ in her absence.
Problems in SNI
Slow information flow
Inadequate communication
Low morale disrupting innovation & enthusiasm.
Schulmeyer sets 3 objectivesCulture change is mandatoryThree objectives
•To achieve improvements in performance & results
Change the
behavior•To achieve operational excellence
Change Work
Systems•Be customer Oriented .
Ensure Better servicesChange
processes
Project Challenges
Collaboration with Grau was no longer possible◦She had to explore new potential partners
and she succeeded.
She was flexible about methods to be used to accomplish the project’s goals
Fostering Continued Culture ChangeFriday Forums
Steps Ahead
Define short term gains
measureable
Increase Involvement
Reward employees
CASE SITUATION(A): A LARGE SIZE
PAKISTANI COMMERCIAL BANK
CASE SITUATION(B): A LARGE SIZE
GOVERNMENT AGENCY
Case situation(A): A large size Pakistani commercial bank
Issues: High intermediation cost Inefficient branch network Poor coordination Manual operations Leadership competence No focus on customer Large size stuck up loans Political influence
Case situation(B): A large size government agencyIssues:Poor quality of workDelayed completion with cost
escalation factors Leakage and corruption Low competence of tech staff Accountability weakened over
the years
Case situation(B): A large size government agencyIssues:Poor quality of workDelayed completion with cost
escalation factors Leakage and corruption Low competence of tech staff Accountability weakened over
the years
Thanks You !