Change Management Introduction A need for growth in any organization to stay a viable entity must occur. Organizational change is inevitable. Just like anything in life, markets and cultures change which require constant attention and preparation. In order to be successful in any market, an organization has to be able transform itself to the needs for the market. CrysTel is no stranger to change. CrysTel is a telecommunication company with over 2500 employees and a gross income of approximately $200 million a year. Products included in there list of services include data cables, wireless solutions, and network development. The product profile is data cables, wireless solutions and network development. Because of the nature of business, CrysTel is likely to make technology and administrative changes on a regular basis. In a very competitive market like communications, there is always a necessity for change. Challenges in reorganization deal mainly with the Sales/Delivery and Marketing sections. Change is never an easy task, especially within organizations because so many people are affected. Resistance to change and lack of flexibility endanger the progress of an organization, limiting its powers. This may lead to stagnation and even decline. An organization forced to change due to internal or external circumstances, and the inherent flexibility of the organization could determine its future. Implications of Change Several areas of change are needed within the CrysTel communications organization. When presented with the need to develop an organization should first analyze itself to determine the area that is in most need of the change. The type of survey that should be conducted should analyze not only the job satisfactio... ... middle of paper ... ...any are in most need of change. The systems management change model would help the company focus on the further development of future products and the direction that the company is headed. The change within CrysTel will take sometime. Opening the lines of communications will also be an essential for developing sustained change. To ensure that these types of changes are effective quarterly surveys will be needed to understand the continued development of the organization. No matter which type of industry change management is an essential component in today's ever-changing business environment. Reference: Gonzalea, R. & Pollar, O., (2001). Dynamics of diversity: Strategic programs for your organization. Menlo Park, Crisp Publications Inc. Lewis, R. D., (2006). When cultures collide: Managing successfully across cultures. London: Nicholas Brealey Publishing.
Cañas, K. A. & Sondak, H. (2011). Opportunities and challenged for workplace diversity: Theory, cases, and exercises. Upper Saddle River: Pearson Prentice Hall.
In many companies, employees feel diversity ix not an organizational priority. Diversity has to be apart of...
Organizational changes are constant in both the public and private sector. Some changes are small and easily managed and others are large scale vision changes. With organization-wide changes, such as a redirection in the organizations vision, strong creative leaders are needed to ensure the vision is sold to the employees and that the change is implemented smoothly. The Virginia Department of Corrections (VADOC) has recently changed visions to strengthen the way we create long term public safety. This change in mission and vision statements was a smooth process but has not been implemented without its share of issues.
In today’s ever changing world people must adapt to change. If an organization wants to be successful or remain successful they must embrace change. This book helps us identify why people succeed and or fail at large scale change. A lot of companies have a problem with integrating change, The Heart of Change, outlines ways a company can integrate change. The text book Ivanceich’s Organizational Behavior and Kotter and Cohen’s The Heart of Change outlines how change can be a good thing within an organization. The Heart of Change introduces its readers to eight steps the authors feel are important in introducing a large scale organizational change. Today’s organizations have to deal with leadership change, change in the economy,
Schneider, S. C. and Barsoux, J. 2003. Managing across cultures. Harlow, England: Financial Times Prentice Hall.
Within an organization, diversity is considered a having a population of people that are of different races or cultures working collectively. From this collection of people, a variance of perspective is formed and talent is fostered in order to maximize performance. These great minds work
This document will explore what a company can do to foster diversity in the workplace. The business case highlights the development and implementation of organizational initiatives that could:
The foundation for developing an effective diversity management program relies on leadership commitment and the CEO should communicate the organization’s position on diversity management and his or her sincere belief in the importance of diversity (Cañas & Sondak, 2010). Indra Nooyi, the current Chairman and CEO of PepsiCo, is a leader who demonstrates a strong passion for managing diversity. In this paper I will be discussing Indra Nooyi’s personal and professional background, the status of diversity within PepsiCo before her role as CEO, the leadership philosophy on managing diversity Indra Nooyi has taken, the strategies she has used to implement diversity management, and her diversity related goals. I will conclude with a discussion on the current status of PepsiCo in terms of diversity, their future diversity goals and how Nooyi’s diversity management efforts have affected the overall success of the company as a whole.
Diversity is a highly important issue in today’s business, especially in a globalized company. Workplace diversity helps to get better solutions to business problems (Schawbel, 2012). When you have a group of individ...
Organizations experience two kinds of change: unplanned, or crescive change, and planned, or deliberate change. (Stojkovic et al., 2008) This essay will focus on the fundamental elements of planned organizational change. We will provide an example of how a police agency undergoing deliberate change could follow these steps.
Why do organizations change? With time goes by, rapid development of science and technology had led us to a world full of competitions. Change and stay alert to keep up with the current trend is essential asset to survive in this aggressive global economy. As the framework indicated by Pettigrew, there are two key context factors makes a great deal of effects on the reason for companies to change. Those are outer context and Inner context. Outer context could refer to the surrounding environment around the firm and the global economics status, etc. Inner context could be downsizing, restructuring the Gestalt, or the problem with coherent design archetype. Under the stress of the outer and inner context, forces or triggers will bring out the revolution. Change can be seen in a short term way and also in a long term way. Short term change could be a sudden, discontinuous and frame-breaking rupture which has an impact on the whole organisation, or new forms of management ad structure of the firm itself, or the breakthrough created by the major innovations or even can refers to the impact of new product and new market opportunities. Normally, financial crisis will be an initiative as a trigger to revolution. At first of the revolution, there would probably already has small changes in normal management and structure. As a long term way to apply the change, change agents are needed to do an ongoing, continuous and gradual progression or give some simpler initiatives such as improvements to existing products and product range.
The company should also strive to understand how to monitor the progress of the change, and how to ensure the continued success of the change. The following paragraphs are an explanation of what CrysTel is, why it needs to change, and how these four key areas can be manipulated to help it succeed in its dynamic need for change in the ever-changing environment it lives in. Implications of Organizational Change CrysTel is a telecommunications company that exists in a very dynamic environment, and it has the need for all aspects of itself to be dynamic and able to change relatively quickly. The upper management recently realized that CrysTel has the need to bring more products and services into its portfolio. That means that everybody who works for the company needs to be good at analyzing the best way to change, implementing a change, and sustaining the change.
Organisation change is very important and every company should have resistance to change by time to time to get a better performance and motivation. According to the (Burnes, 2004) Change is becoming a present character of organisational life and it is an incremental change. In this case study of Castle home ltd we can see that it was based on emergent planned, Foremen had the knowledge of understanding of the organisation structures, strategies and its culture which will allow managers to choose the most specific approach of resistance to change (Burnes, 1996) but now it is a planned changed which describes a situation where a change agent takes purposeful actions for the change of the organisation from one state to another (Ulster Business School, 2014, p. 24). Wagner, E. (2006) Communication plays a very significant role in term of organisational change strategy which is necessary from time to time in order to having a strong desire to be more successful than competitors and it becomes more efficient so that everyone in the organisation can easily understand it. The main reason of planned change for the organisation is to maximise their effectiveness and to achieve their goals and aim for the higher performance.
The idea of change is the most constant factor in business today and organisational change therefore plays a crucial role in this highly dynamic environment. It is defined as a company that is going through a transformation and is in a progressive step towards improving their existing capabilities. Organisational change is important as managers need to continue to commit and deliver today but must also think of changes that lie ahead tomorrow. This is a difficult task because management systems are design, and people are rewarded for stability. These two main factors will be discussed with reasons as to why organisational change is necessary for survival, but on the other hand why it is difficult to accomplish.
Sonderberg, A-M & N Holden. (2002), Rethinking cross cultural management in a globalizing business world' International Journal of Cross Culture Management 2(1): 103-121