Avon Products Inc

Avon Products Inc

Q1

Change in Avon

Avon went through changes in recent years due to poor organizational performance. There are various reasons behind this situation in the company. Many business scholars have stressed the importance of employee satisfaction and no organizations have earned success with weak workforce. Customer satisfaction is directly related with employee satisfaction. This situation highlighted change pressure born within organization. Avon has a strong presence in the community; however, community perception has changed recently. Avon came up with a differentiation strategy to provide low cost product and use the income to contribute to the society. The company initiated a pilot project of Talent Management (Effron & Greenslade, 2005).

This raised the issue of transparency and doubts were raised towards practices of the firm. This situation has affected the goodwill of the company. Avon used a model for the increase in profitability that came across to be extremely capital intensive. In this regard, the firm needs to develop a change management plan that can help in establishing favorable relationships with its talent management.

The creation of this issue has placed the Avon in a position where it will be extremely difficult for the firm to implement modernization and development strategies. Avon is making use of approaches that were reflective of a distinctive philosophy. This approach and the underlying philosophy are the fundamental elements for the firm. At this point, if the firm implements any modernization, development and automation strategies, the firm can expect to run into extensive human resource management issues. Issues that arise from unionization can be expected to hinder the firm's development and growth. The currently conservative attitude towards the firm can be expected to influence the approach of the union towards modernization. Because of this fact, Avon should ensure that the change management strategy must be implemented effectively which will help in restoring the employees' confidence in the firm (Jones, 1986).

Q 2

From Opaque to Transparent

The best way to minimize the risk of corrupt practices is to be accountable and transparent in all transactions. By fostering a culture of transparency, the Avon is shown to be an open organization that has nothing to hide. Transparency in the fight against corrupt, and weak practices is an essential element to make public what it does, and how it is done, involving the various stakeholders (employees, customers, civil society organizations) opening to potential control.

The Avon 360

Transparency means showing what has done within the organization. It is the means of showing that the organization has used best practices in managing the funds and the purposes for which it was created. In addition to being transparent, Avon management must be transparent in its direction, i.e. it must show that the behavior of their leaders has been unethical, that decisions have been just preventing conflict of interest, and that proceedings have been representing the interests of those who have trusted them. Therefore, transparency in Avon goes beyond the good results in the management, reaching the performance of those who manage it and how they ...