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CrysTel is a telecommunications company operating in Illinois, U.S. with an employee strength of 2,500 and annual revenue of $200 million. The CrysTel product profile includes data cables, wireless solutions, and network development (Building, 2004). There will be a management plan change developed for CrysTel.
There is a rapid and frequent advance in the telecommunications industry. CrysTel is likely to face technological and administrative changes regularly. This author (LaWanda Thomas) has been assigned the task of providing the information necessary to optimize flexibility, promote innovation, and sustain change. As a Management Consultant, this author will identify strong and weak areas of the organization and apply behavioral change techniques to build a culture that can sustain change. This will relate to the issue from the text Lewin’s change model and systems model of change. A systems model of change takes a big picture perspective of change. It focuses on the interaction among the key components of change. The three main components of change are inputs, target elements of change, and outputs. The target elements of change represent the components of an organization that may be changed. They include organizing arrangements, social factors, methods, goals, and people (Kinicki & Kreitner, 2004).
One of the objectives is to commission a survey that would enable this author to identify which departments are strongest and weakest in different areas. An Employee Satisfaction Survey Climate Survey was conducted for this task. The Employee Satisfaction Survey quantifies satisfaction for work-related issues such as supervisory guidance, teamwork, and communication. This survey would be useful for a department analysis. Employe...
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...d to analysis strong and weak areas in the departments of the organization. Activities were implemented to change weaknesses to strengths (Building, 2004).
Reference
Kreitner, R. & Kinicki, A. (2004). Organizational behavior: Managing Change and Stress. New York: The McGraw-Hill Companies.
Lewis, J. (2006). Empowering Client Service Reps to Be More Effective By Providing Interdepartmental Communication in a More Personal Way. Newswire. Retrieved August 12, 2007, from University of Phoenix Business and Company Resource Center.
Smith, A. F. (2007). Charisma. Leadership Excellence. Vol. 24 Issue 6, p19-19, 1p. Retrieved August 12, 2007, from University of Phoenix Business Source Complete database.
University of Phoenix. (2004). Building a Culture for Sustaining Change [Computer Software]. Retrieved August 12, 2007, from University of Phoenix, rEsource, Simulation.
Kirkpatrick, S. A., & Locke, E. A. (2001). Leadership: Do traits Matter? Academy of Management Executive,5,, 48-60.
Spector, B. (2013). Implementing organizational change: theory into practice. (3rd ed.). Upper Saddle River, NJ
This document identifies AT&T as one of the leader communications holding corporation in the United States and global. Operating worldwide with 307,550 employees, AT&T established its global headquarters in Dallas Texas, AT&T is known as the worldwide leading provider of IP-based communications services to businesses and the principal U.S. provider of wireless, high speed Internet access, local and long distance voice, directory publishing and advertising services for more than a century . AT&T continues to build on the heritage of its predecessor Bell by serving customers with a continuing assurance to the operation of pioneering products and services, consistent, high-quality service and excellent customer care.
Robbins , Stephen P. and Judge, Timothy, A. Organizational Behavior. Upper Saddle River, New Jersey. Prentice Hall. Pearson Custom Publishing. 2008 Print
Graetz, F., & Smith, A. C. T. (June 2010). Managing organizational change: A philosophies of change approach. Journal of Change Management 10(2), 135–154.
Kreitner, R., & Kinicki, A., (2004). Organizational Behavior (6th ed.). New York: McGraw- Hill/Irwin. pp. 406- 441.
Kinicki, A., & Kreitner, R. (2009). Organizational behavior: Key concepts, skills and best practices (customized 4th ed.). New York, NY: McGraw-Hill Irwin.
McShane, S.L. and Von Glinow, M. A. (2009). Organizational Behavior: Emerging knowledge and practice for the real world. McGraw-Hill.
Ivancevich, J., Konopaske, R. & Matteson, M. (2011). Organizational Behavior and Management. NewYork, NY: McGraw Hill.
My department, division, and career field areexperiencing a significant decrease in both job satisfaction and productivity on a large scale. There are several factors that can be contributed to these declines on a national and regional scale, as well as how these problems are being addressed within my department.
Pascale, Richard and Linda Gioja. “Changing the Way we Change.'; Harvard Business Review, Vol. 75, No. 6, Nov-Dec 1997, p. 126.
Robbins, S. P., & Judge, T. A. (2011). Organizational behavior (14 ed.). Upper Saddle River, NJ: Pearson.
Robbins, S. P., & Judge, T. A. (2011). Organizational behavior (14 ed.). Upper Saddle River, NJ: Pearson.
One of the first scholars to describe the process of organizational change was Lewin (1974). He described change as a three-stage process that consists of unfreezing, moving and freezing stage. During the unfreezing stage the organizations become motivated to change by some event or objective. The moving stage is like implementation when the organization actually makes the necessary change. Furthermore the freezing stage is reached when the change becomes permanent. Organizational change has also...
Kolb, D. A., Osland, J. S., Rubin, I. M., & Turner, M. E. (2007). The Organizational Behavior