seen big brands launching new products lines B u s i n e s s F i n a n c e

seen big brands launching new products lines B u s i n e s s F i n a n c e

first one and should start this should start with hello Laurent

I have noticed that when companies face change as an opportunity instead of a threat are more likely to have a positive outcome when going through it. Leading a company to success involves organizational changes; diversification of process and innovation are essential in developing and expanding a business. I perceive manufacturing process innovations as a massive advance in the retail industry. For years we have had more of the same, pants are pants, shirts are shirts, and shoes are shoes. But since introducing technology to all industry sectors, the market has seen big brands launching new products lines to their portfolio, implementing new manufacturing processes. “We’re already on the verge of Industry 4.0 driven forward by innovations in automation, AI, and IoT. No doubt, the way factories operate is constantly changing, leaving significant footprint on the world around us.” (Zamiatina, n.d.)

I would like to bring up Nike as an example of innovation in the manufacturing process. To create the Space Hippie footwear collection, the company had to redesign and reinvent its shoe-making protocol. For any of their old designs, the process will be to select trendy high-quality materials, try to make many shoes at a low cost, and launch the product. But for this particular collection, first, they had to choose what materials to reuse carefully, then they created a lightweight fabric out of plastic bottles. The leather, soles, polyester, and nylon are recycled out of waste from other collections. I’d like to mention that since 2020 all Nike facilities in the United States have been 100% powered by renewable wind energy. For me, Nike is an excellent example of how a company implemented a new manufacturing process to make shoes out of their trash. “In MPI, changes are made not only in the processes of transforming raw materials into products, but also other support processes and systems related to, for instance production planning, logistics, purchasing, administration, engineering, and management.” (Bellgran & Yamamoto, 2013)

The list of external and internal factors that influence the manufacturing process is complex because the implementation changes should be designed to balance the production costs. The external factor, in this case, is environmental. Nowadays, customers are more aware of the fast-fashion footprint. People feel better when they know they are supporting a cause/mission when buying a product. The internal factor for this Nike’s Space Hippie production, I would say, is seeking to lower the production costs. They are making money out of waste. Before, they had to figure out how to dispose of their trash; now, they just send all the leftovers to another floor and keep producing.” As manufacturing grows and becomes increasingly competitive, capitalizing on Industry 4.0 innovations can determine whether or not a company will succeed.” (Berger, 2021

this one start with hello Tariq

Organization design is the process of formally planning as well as structuring the operations, people, technology as well as information. The design of the organization needs to be very efficient and effective such that it can enable us to attain the objective as well as goals of the organization (Shatrevich, V., 2014). While on the other hand organizational structure is hierarchical such that at each level of the company required scrutiny and specifications are maintained. The organizational structure is a planned outlay that can identify the position of every employee within the organization (Menon, T. and Thompson, L., 2016). Essentially, Organisational Development is comprehensive research to comprehend the successful implementation of structural change that can drive performance. The entire concept of OD was developed from human relations and subsequent research that takes into consideration psychologist details as well as the process that influence the behavior of the employees. Primary aspects of OD include the climate of the organization, culture as well as organizational strategies (Christiansen, J., 2019).

Internal Forces that command organizational pressures for change in organizations

The force that I have selected is a change in Leadership or Formulation of new business strategies to derive better performance. In this competitive cut-throat market, any organization that wants to survive the test of time and thrive in the business, it is imperative to consistently change with time. For the success of the change project, employees are important stakeholders since they are prime people who would be implementing the change policies and procedures. Employees are in charge of accepting new processes and systems as well as complying with new rules. Assistance and support from all the employees are essential to make any and all changes successful in the organization (Hosszu, K. and Soo, C., 2019).

Along with the disruptions changing the traditional business, on one hand, there is a sudden push to scale and leverage geographic dispersion of service operations and industrial activities. Globalization has led to the enhancement of competition as well as financial and economic shifts. In this volatile and uncertain business environment, unless the organization harnesses the potential of the technology it might survive the test of time (Goffee, R. and Gareth, J., 2013). Today, the majority of business is focusing on bringing technological change in their organization that can help in operations, innovation, international collaboration, and interactions. Managing the change in the organization is the process that encompasses a plethora of activities all working in unison with the support of leadership (Amabile, T. and Khaire, M., 2008).


OD is a combination of both fields of applied science that concentrates on comprehending the drivers of the change as well as managing it. OD is interdisciplinary in nature that builds on sociology specifically industrial as well as organizational theories. Behavioral science has offered fundamental best practices that help in implementing the business strategies and effectively driving the change at the ground level (Shatrevich, V.,2014). Essentially, changes in the structure of an organization kill bureaucracy and foster an environment of innovation. Hence, there is a substantial role of managers and leaders in order to bring significant change in the organization that helps it differentiate in the market as well as successfully implement the strategy in action (Nobel, C., 2011). Typically, a business is a blend of various external and internal parameters that can control the way revenue is generated and bottom-line calculations. These factors involve suppliers, government, competitors, customers, and various other international factors. Therefore, management of change has become extremely essential in modern business because of dynamics in the external environment and internal workspace. Enhancement in technology and globalization has ultimately transformed the usual ways of working. Leadership is urged to make technological decisions if they want to keep their organization as a growing concern (Bolino, M. & Klotz, A., 2017)

this should start hello Niloufar

I have worked at Nordstrom for one year and a half. During the pandemic, I saw how pandemics affect them, and they had a notable change to keep with the market and remain profitable. For example, virtual appointment styling with customers was a significant change. Because of the pandemic, people prefer to shop online, and Nordstrom through virtual appointment not only help the customer to keep safe but also help the customer to have a great shopping experience conveniently. Nordstrom uses digital services online or the app. Virtual stylist is the best option for customers, which is safer and more intimate. To begin, customers schedule a free consultation with a virtual stylist on the website. Customer connects with a personal stylist through a 30-minute video chat at the appointed time to receive one-on-one counseling, fit hints, outfit recommendations, and to talk all things fashion. During the meeting, customers will be asked to give some information about themselves, such as their preferences, sizes, and other requirements (Kenney, 2021). Personal Styling by Nordstrom is successful because it emphasizes a distinctive connection, the convenience of virtual services, and goods were chosen to fit and define unique customer style (Allen, 2021).

During this pandemic culture of Nordstrom remained unchanged. The most important thing about Nordstrom’s culture is to make the customer happy. According to IvyPanda (2019, November 19), Nordstrom’s culture has taken decades to develop and sustain. Since the company’s inception in 1901, it has placed a strong emphasis on customer service. As a result of the managers and leaders in the business leading by example, the Nordstrom culture has been solidified. It is widely known and supported by both workers and management. Nordstrom can be said to have a strong culture. This is depicted by the way employees share the organizational values and how they congruently treat the customers. It is commonly said that the employees of Nordstrom Inc. write up ‘heroic’ stories of customer service and teamwork through going the extra mile and surpassing the job description and the call of duty. This is commonly seen among many employees through their innovative methods of reaching out to customers. Nordstrom has a robust corporate culture. This is seen by how workers communicate corporate ideals to one another and how they handle consumers consistently. It is often assumed that Nordstrom Inc. staff write up ‘heroic’ stories of customer service and teamwork above and beyond the job description and the call of duty. Many teams demonstrate this by using new strategies to communicate with clients

this start with hello vivian

Organizational culture includes an organization’s expectations, experiences, philosophy, and values that guide member behavior. It is expressed in members’ self-image, inner workings, interactions with the outside world, and future expectations. Culture is based on shared attitudes, beliefs, customs, and written and unwritten rules that have been developed over time and are considered valid. Under this set of definitions, organizational culture is a set of shared assumptions that guide what happens in organizations by defining appropriate behavior for various situations (Ravasi & Schultz, 2006).

Switching from a civilian work setting and an organizational culture to a military system was one change I experienced in my professional life. My experience working in the civilian environment included practices that included direct interaction with my employers, Team building activities, employers giving feedback to HR on company culture, and improvements that could be made in the organization. Switching into the military work culture as a civilian was a significant change in my professional life. Also, organizational culture may influence how much employees identify with their organization (Schrodt, 2002).

Part of the change was adapting to the set rules given and the absence of suggestions or free speech from the employees. Secondly, we were lectured every morning to review any change set up by officers in charge, and of course, all staff was to comply.


Practice in my professional life that did not change was my positive attitude to work. It helped that I was both intrinsically and extrinsically motivated. It was exciting to work in a military environment for the first time professionally and, the pay and benefits given were very encouraging. Punctuality was the same for me, and tech-savviness was expected, so I enjoyed incorporating technology into the workflow. Among staff, ethical behavior ensures work is completed with integrity and honesty, and an honest team adheres to policies and rules while working to meet the enterprise’s aims (Anastasia Belyh, 2020

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