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ORG 6900-Unit VII Case Study-“Leading Change: Carlos Ghosn at Renault and Nissan”

Jul 28, 2023

    Unit VIl Case Study

    Read the case study “Leading Change: Carlos Ghosn at Renault and Nissan” on pages 164-172 of the course textbook. Consider the outcomes of the Renault-Nissan Alliance and the Nissan Rival Plan, and discuss the strengths and weaknesses of Ghosn’s approach to leading change at Nissan. Write a four-page (1100-1200 words) paper outlining the main issues and solutions for the case study. Cite ideas from Spector (2013) and at least two of the required reading articles for Unit VII. Format your paper in APA style, and include the following seven section headers:

    • Issues
    • Proposed Solutions
    • Upward Communication
    • Barriers to Change
    • Emotional Bonds
    • Personal Reflections
    • Conclusion

    In the Personal Reflections section, share what could be done in your Final Project concerning any related topics. 

    Unit VII Case Study


    The composition is going to provide the evaluation of the administrative functions of the braid authority, which is having the potential to involve the business dynamics of two multinational companies named Renault and Nissan. The collaborative amalgamation of Renault and Nissan is based on mixing the cultural dynamics of Europe and Japan. The composition is going to provide the need for organizational change. Which is annotated with reformulation and reformation. 


    The contrasted issues which are being identified by Carlos Ghosn are based on the examination and investigation. Ghosn has verified different kinds of dealerships, subsidiaries, and plants of Nissan. Through this, he also traveled to many nations for business amplification. Through these connotations, he received some ideas to solve the issues. One of the issues identified by Ghosn is that Nissan does have proportionate employee satisfaction and productivity. It means that the employees of Nissan are not satisfied and that is reducing the dimension of productivity. Ghosn has also found that language issues are also prevalent in the communication process at Nissan. The cultural difference is being considered as the selective issue which creates gaps between efficiency and performance. Ghosn has also found that the share values of Nissan are also having some fluctuations which need to be regulated with proper stability. He also understood that enhancement in international marketing is the need for Nissan’s business to thrive with the contemporary framework. 

    Proposed solution

    In order to mitigate the issues, Ghosn has formulated three plans. One of these plans is to make English the suitable language for major business executions. It can help to provide an amalgamation of international stakeholders for Nissan with ease. It also provides an issue for native and non-English individuals. Another solution framed by Ghosn is that the Japanese press would be invited to join the meeting of shareholders of Nissan (Spector, 2012, p.170). This can help to make solutions to reduce dimensional issues. Ghosn has also proposed that the use of cross-functional management teams is needed for the industrial development of Nissan. Through the use of these solutions, Ghosn has also formulated some solutions which can provide increasing enhancement in the business dynamics of Nissan. One of these is minimizing the expenses by 10 billion US dollars. It is followed by the reduction of parts and material supplies. The use of product investment and roll-out is necessary for the business amplification of Nissan. Reduction of global headcount is required. It is followed by enhancing the assembling processes in the business dynamics. Reduction of manufacturing platforms. Through these conceptualizations, it can be understood that Ghosn is trying to implement the business model of Renault. It can help the business dynamics of Nissan to have a better advantage in the European markets. It will also reduce the competitive pressures on Nissan. The collaborative amalgamation of Nissan and Renault can provide sharing of resources and potentials, which can reduce the need for execution for efficiency. 

    Upward communication

    Upward communication is the process through which the information within the organization is conducted from lower to upper levels of the hierarchy. Through the use of upward communication, Nissan can provide help to the employees with their feelings, ideas, and requirements. This is considered a significant modulation for the formulation of efficient decisions. Ghosn is a member of the higher authority of Nissan and can formulate the hierarchy-based organizational structure to make the business dynamics of Nissan more modernized. It can help to provide a better transfer of knowledge. It also provides enhancement of the talent pool which is needed for organizational improvisation. 

    Barriers to change

    The change management has been circulated by Ghosn as part of industrial development. Nissan has to provide research and studies as part of change management to reduce any kind of industrial flaws. There are some barriers to change that act as resistance to the organizational conductivity of Nissan. One of them is the lack of clarity. Another one is the ineffective change in the communication dynamics. It is followed by strategic shortcomings. The change-resistant culture is also a matter of concern. The lack of organizational buy-in is also an issue that needs to be considered. The change in fatigue reduces motivation and efficiency (Morecroft, 2015, p.5). The last one is the lack of government which can reduce the rigidity of the functions of business dynamics. The other kind of issue that can act as resistance for Nissan is the cultural mixing of Japan and Europe. Language issues are also a matter of focus. The use of respected diversity enhancement can help to reduce international issues based on language and culture. 

    Emotional bonds

    The use of emotional bonds helps to maintain the cohesive dynamics of the employees of an organization. In this case, Nissan is having a lack of employee satisfaction which reduces organizational productivity. When organizational diversity and communication can be improved in a positive way can help to provide enhancement of emotional bonds among the employees (Calvino & Criscuolo, 2019, p.7). The employees of Nissan can also involve in group discussions and meetings to sort out their issues based on their attachment to the individuals and industry. 

    Personal reflections

    I have considered that the business dynamics of an organization are required to be examined in a proper way. Through this examination, the needs and durability of the business dynamics of an organization can be verified. It can help provide the way for the reformulation and reformation of the business dynamics. I think that Nissan and Renault are the multinational companies of the world and both are having proper prestige. In order to maintain equilibrium in the business amplification, collaborative amalgamation is needed as the basic criterion. I think this can help Nisan to resolve its issues and can help to dominate the European markets. It provides an easy way for the organization to increase profitability and productivity. I think that authorities of multinational organizations have to be responsive in their execution. They have to make a proper evaluation of the organizational needs. The minimization of business flaws has to be considered as the major priority. I have understood that the satisfaction of the employees of an organization is directly proportional to organizational productivity. It helps the organization to have increasing balance in their linear modulation of the business dynamics. Nissan has to make its own proceedings through human efforts and it can help to beat the rivalries from its competitors. I think organizations have to be progressive in their execution and which can provide better restoration programs which are needed for business amplification to have success with a proper rate of efficiency.


    The composition concludes that multinational organizations like Nissan need reformulation and reformation as part of the organizational business dynamics. It can help the organization to have a better feel of improvisation. It can help the organization to have better conduction of their productivity. It also helps to maintain organizational efficiency. Nissan and Renault is an organization that does not require competition but needs collaboration as the form of their survival existence. 


    Spector, B. (2012). Implementing organizational change. Pearson Higher Ed.

    Morecroft, J. D. (2015). Strategic modelling and business dynamics: A feedback systems approach. John Wiley & Sons.

    Calvino, F., & Criscuolo, C. (2019). Business dynamics and digitalisation.

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