The ANZ bank Managerial challenges

  1. Managerial challenges in transforming strategies

A common challenge that managers encounter is the organization’s aversion to transformation. The bias against transformation that desires to retain the status quo stems from a variety of employee anxieties. According to Matt et al. (2015), the fear could be losing a job, working long hours for less compensation, or being transferred to distant divisions. Employees may demonstrate either active or passive opposition. According to Aaltonen and Ikvalko (2002), one strategy for the management would be to schedule informal meetings to listen to employees, discuss the expected change, and mentally prepare them.

Another difficulty is inefficient communication, which results in misinterpretation or misunderstanding of the manager. This also breeds mistrust among employees. Ineffective communication may also influence senior management. Managers may take corrective action by developing a transparent company’s internal communication strategy to tackle challenges like employee grievances and complaints, interpersonal conflict, and conduct during the transition process (Boneva, 2018). Employee feedback should be delivered to senior management and organizational leadership in an acceptable manner.

In addition, cost-cutting techniques must be considered, which may be beneficial in the short term but prove to be misguided in the long run. McFarlane is an illustration of an individual who stalled entering emerging markets in developing countries to lower the risk profile of ANZ bank. Banks that made major acquisitions overtook the bank in terms of corporate finance. Being too risk cautious while aiming to avoid overswinging is a concern and could have undesirable repercussions. The transformation occurred at the expense of preventing venturing outside the comfort zone formed by focusing exclusively on cultural change.

At some point during the transformation process, a conflict of interest arises between the institution’s desire to transform and a person’s perception of their vested interest. Individuals or groups may even demonstrate a high degree of solidarity in their opposition to transformational change. It normally happens when they share the belief that the transformation poses a collective threat to their vested self-interests. As a result, ‘groupthink’ and resistance to change take hold. It is critical to note in this regard that authors on the topic of transformational change emphasize that a person’s acknowledgement of change is directly related to their perception of the advantages that will accumulate to themas a result of the transformation.

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