They say starting a firm is not the hard part but rather the easiest part. The hard part comes in the process of growing that business and when it has grown, maintaining it at the same level. This process involves ensuring that everything in the firm is going on well and smoothly enough for the success of the company and it includes all aspects of the firm such as workers and resources. In our case scenario is FusionTastic that deal in garments. The firm has worked hard to produce quality and unique products, but its only set back is limited market potential. Currently, the stakeholders are happy with the control of the firm. However, due to the low market potential, FusionTastic yearns to expand its market base and strength and hence the decision to acquire Chameleon Costumery which has over 20 cosmetic stores dotted on the western coast. The firm has chosen Griselda Lopez and Josh Raymond to oversee this change, and at the same time, the firm has sort consultation from Fierro consultants on how best the process of change can occur and not affect the employees and any other stakeholders. It clear that the employees, the board of directors, and other stakeholders are not happy about this new development. Therefore, the owners Harry and Rosalie have to look for new ways of bringing all stakeholders into the same level and agreement and ensure that the changes are in conjunction with the company’s vision (Cameron and Green, 2015).

A psychological contract is a relationship that exists between workers and employers with a focus on the expected inputs and outputs or outcomes. In our case, the owners have created a good rapport with their employees, directors as well as other shareholders. They are making use of an open line communication method that enables them to deal with the changes taking place in their organization easily. The psychological contracts that Harry and Rosalie had with their employees Griselda and Josh were as a result of the excellent utilization of the open line communication and employment contracts that are long-term that enabled them to understand one another well. In the process, the company ran smoothly since Griselda and Josh were adding value, ideas, and substance into the firm. Due to the appointment of the duo to oversee the new venture with Chameleon Costumery, there has been a disruption of the psychological contract in all FusionTastic stakeholders and has a result the open line of communication has disintegrated. This fiasco is likely to make the two hardworking employees leave the firm and in the end crumble FusionTastic shut down or delay the progress of Chameleon Costumery (Alvesson and Sveningsson, 2015).

The main disagreement in the firm is the acquisition of Chameleon Costumery and the changes that come with the addition of another company. Everyone in the firm is anxious and afraid of the changes, and they doubt if chameleon Costumery will succeed and hence the need of the board of directors and the owners to create a positive attitude in everyone and create hope that something good will come out of the venture.

For change to occur, people have to go through its different phases. From the case scenario, the main problem is that Chameleon Costumery will not be capable of producing goods that match the standards set by FusionTastic. Therefore something has to happen for this negative attitude to stop, and an excellent strategic program on change has to get formulated. There a change plan has to be put in motion — a project with steps on the whole process of undertaking the switch with the involvement of all stakeholders. A good idea will place the creative Griselda with the responsibility of ensuring that the costumes the firm is producing are of good quality as well as ensuring that they find the market and get sold to eliminate the limited market potential concerns in the hearts of stakeholders and employees. Josh will put into use his analytical and technical capacity to head a group of workers that want to ensure that the new Chameleon Costumery is ready to match the FusionTastic standards (Cameron and Green, 2015). They will also ensure that stores are in productive locations.

Human resource is the backbone of any successful firm, and there the human resource manager has to come up with strategies to enable Griselda and Josh to perform brilliantly. First and foremost the human resource manager has to deal with the negative attitude in the employees and other stakeholders. This goal can get achieved by identifying the adverse reactions which are mainly communication breakdown, low standards of Chameleon Costumery and the effect of the new company on FusionTastic high reputation in the garment sector and then alleviating these negative attitudes. Alleviation of the negative views will get dealt with by talking with every employee and stakeholder in the firm, involving them in the set of new stores, branding and running operations in those new stores. These aspects are fundamental as they will reopen the open line of communication that existed before and the people that are finding it hard to change will starting feeling to be part of the change, and this has a positive effect. Asking for feedback from the stakeholders will also be prudent as it enables one to identify the weakness and rectify them (Alvesson and Sveningsson, 2015).

Other change leaders utilize the set of short term goals which if achieved serve as motivation for the others to adopt the change. The use of incentives such as promotion and other rewards can also accompany the whole procedure; those adapting quickly to change are awarded, and this will serve as a motivation to the others to change. This aspect will help the people to walk through the process of change, and its phases get achieved (Alvesson and Sveningsson, 2015).

In conclusion, change is inevitable in every aspect of life. It is therefore prudent that when a change occurs one reacts to it in the required manner for the intended goals of the reform (Cameron and Green, 2015).

 
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