Research Paper on:
EKATO Case Study

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create. This would have included the need for management to gain the trust of the employees, which was already fostered in the meetings processes and the system of two meeting  each year with the workers. This helps to create a culture of co-operation and as such change is then easier to implement as it is starting from a position where  there is a higher level of trust. The process of change has several stages. The first is the recognition for the need  to change. This was seen with the plans to build the new factory. The next is communication, the need to change needs to be communicated to the employees and their  support gained. If there is not support the change will fail. This was gained by extensive discussions with the employees. The process empowered the employees as they were able to  give input and felt valued. The system of small teams with three members, later changing to eight or nine was explained. However, just winning over the employees and determining what  the change should be would not be enough to create this team culture (Rosenbaum, 1997). The employees also to have the skills  to deal with the changes when they are in force, this means more than their usual professional skills. The employees needed training to be able to cope with the adjustments.  For this reasons new skills such as dispute resolution and communication skills needed to be developed. The overall culture of team based trust is based on the way teams are  maintained. The increased understanding is helped by the rotation of new staff in each department before settling in their final placement and the open plan environment with open communication. The