Case Analysis on Managing Organizational Change

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Hanna Andersson realized that competition around her was evolving and she needed a change in order to keep her company growing and needed a solid structure plan for future growth. Her new change was necessary and needed help in a good direction to continue growth. She promoted from within the company and in 1995 promoted Phil Iosca who took the strategic lead as CEO. The company has shown its deep values in its employees and values their input for improvement.
Iosca’s leadership broadened the company by opening several retail stores throughout the country and established through technology of the internet into the online commerce. In order for change to begin distributing merchandise wholesale Hannah Andersson distributed through retail partners such as Nordstrom and Costco. This required avenues of great change within the company.
Stone took over as CEO in 2010 when Iosca retired. Stone felt it was important to sit in on meetings of inventory and operational planning to get a better understanding to push his calm ways of changes in order to weather transition for another future growth of the company. His methods in this way aided in providing a better understanding in helping employees make better strategic decisions and not be resistant of changes and they value knowing they are being heard and understood within the company.
As the company grew larger in revenue approximately around 1992, Gun and her husband took leave from the business to pursue other interests from having grown tired of the everyday aspects of running a large business. Gun decided to devote more time to her philanthropic interests while Tom Denhart took a sabbatical for his love of restoring boats and spending time with his son. This placed him putting the creative management of the catalog in a new director’s hand who tried to put her stamp on it. In doing this it proved to be disastrous.
Due to the downfall in an attempt to revamp the catalog sales had taken a nosedive, leaving...

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