...Introduction Change management initiative consists of Dominant Images of Change. There are six images of change. According to our text, the six images framework encourages change managers to reflect on whether they are dominated, for all changes, by a particular view of change and the limitations of such an image. What I gather from this is that if managers come to grips on what type of management style and image that they work in, they can assist and coach their teams into embracing and having an effective change. This works close with Image Concepts in the notion that if managers realize what type of image they acquire they will understand how much their Image mirrors the management initiative. The Images recorded in the text shapes how one think, act, and relate to different attitude regarding change. Application Analysis Even though I have only worked for the company that I am with for a few months, so far I absolutely love the structure. The senior leadership at my place of work is awesome. I’ve wondered since day one how in the world they are doing this. How are you a profitable company, low to no turn over rate, and make changes and no one makes a negative sound? I’ve come to the conclusion that my work’s change management initiative utilizes the coaching and nurturing images; the leaders that they have chosen for the organization uses these images impeccably. I consider myself to be the perfect example of my organization supporting the coaching and nurturing images...
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...AT&T Historical Perspective AT&T Wireless according to their licenses that they have with the Federal Communications Commission (FCC) has the potential to serve 99% of the United States (US) population because of the territories that’s covered by their licenses. Currently AT&T Wireless serves more than 20 million subscribers. Through AT&T’s WorldConnect services all their subscribers can get services in more than 100 countries (Funding Universe, 2011). The origins of AT&T Wireless stems from the merger between AT&T Corp with McCaw Cellular Communications. The development of wireless technology first began with AT&T Corporation, where cellular technology was invented 1947 in the Bell laboratories for law enforcement (Funding Universe, 2011). The main reason these systems were developed for law enforcement was so that patrol cars can stay in contact with each other, because prior to this they communicated through radio frequencies which tend to collapse if too many patrol cars were using it. AT&T engineers solved the solution of the issues with the radio frequency by creating special transmitters capable of sending calls between patrol cars regardless of what area they were located in this was a precursor to the creation of cellular towers in the 20th century (Funding Universe, 2011). The first actual cellular systems were not developed until 1984 by AT&T Corp. in the cities of Chicago and Washington, D.C. Even though AT&T Corps was the first to develop cellular...
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...Images Analysis Paper HR 587: Managing Organizational Change Introduction Winston Churchill, (British Orator, Author, and Prime Minister during World War II) stated, “There is nothing wrong with change, if it’s in the right direction.” I have unfortunately found that some of the “change” I have experienced within my current and previous employment, has often led the organization in a direction that was not beneficial to the organization and its’ employees. This concept, however, is what we experience as being a strategic change initiative. A change initiative is something that will occur within an organization when a particular situation and/or routine needs to be improved. It requires cross-functional support, and the results can negatively or positively affect the organization. The planning and results of change are often determined by the six key images concepts. These images include the director, navigator, caretaker, coach, interpreter, and nurturer, and the role of these images are crucial when implementing change. The director tends to be in control and is viewed as one who had the idea of acquiring a particular result. They are the visionaries and driving force behind the change that is needed to occur. The navigator is one who can steer a particular change in a direction when occurrences happen that are unforeseen, and produce a result. The caretaker image is one that will continue to lead and support their organization, despite the uncontrollable factors...
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...Running Head: CHANGE ANALYSIS Change Analysis HR 587 08/07/2011 Change Analysis Change Management includes the processes and tools to manage the human impact of a transition. These tools include a structured approach that can be effectively used to create, accompany and support the transition, helping the organization to build and manage own transformation. Introduction Briefly explains the strategic change initiative Executing Strategic Change provides business leaders with a global framework and powerful tools to translate a strategy set out in the action of the organization. An interactive workshop format is designed for a select group of 20 senior executives. Based on the world-renowned research and teaching in the field and the experience of a professional exchange program applies a specific blend of academic research, and executive experience to the change initiatives that participants are leaders. In addition to learning approaches to advance strategic analysis and implementation, participants learn in-depth and frankness of colleagues with expertise in their efforts to develop a comprehensive approach to the translation of strategic change initiative into action. Program becomes more confident and prepared to lead a process of implementation strategy with success from start to finish. Moreover, they leave with a common framework and a valuable network of peers for future high-level comments and advice (Lofstrom...
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...Vision Change Analysis By: HR 587 Managing Organizational Change K Milburn 4 June 2011 In business a vision is a well articulated view of how a company sees itself as well as an image of how a business wishes model itself during the long-term future. Business visions should be realistic and perceived as accomplishable by the people within an organization. The president of Mentor Graphics; Gerard Lageler (1992), may have had a point when he said “Grand, abstract visions can be too inspirational and that is why the company may wind up making more poetry than products.” Over the years Mentor Graphics changed its vision numerous times but eventually returned to a model that reverberated the goals of their original vision. A vision statement should not just be words to post on a wall but serve the function of defining an organization’s values and their purpose. The vision statement should inspire employees to achieve the goals of the company and though achieving those goals prove to why they should do business with the organization. Initially Mentor Graphics’ unarticulated vision was to “Build Something That People Will Buy” and in the end they found that the vision a company starts with is generally the best to follow. Over the years Mentor Graphics saw fit to continuously change their vision to match their new goals, eventually creating vision statements that where more and more grandiose, inspirational but also indistinguishable to the true...
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...Images of Managing Change La Donna Shelton ladonnashelton@ymail.com HR 587 Michael Komos November 7, 2011 Images of Managing Change Introduction Change management initiative are put into place as a discipline that is applied to an assortment of organizational changes to help promote the probability of success and a return on investment. When change is implemented you will affect the way the work is done to achieve the measure of success. Impacting the functionality of the organization change management include the utilization of organizational tools that help individuals accept the realization of change. The image concepts and application to the change management initiative are important because it shows how the images we hold about how change should be managed, and what we think our role should be as manager of change, affects the way we approach change and the outcomes that we think are possible. (Palmer, Dunford, Akin, 1) Application Analysis Marklund is an organization where I’m currently employed. The organization decided on implemented change to the organizational structure due to a budget deficit. The company hierarchy was redeveloped. All top mangers were replaced or were giving multiple titles to combine positions. The acting CEO and board members used multiple images and the images were controlling activities and shaping capable while intended and partially intended at the same time. The company align themselves with the changes times of the economy...
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...RWBFC in accordance with the constraints stated in the case. For the full staffing plan, please see Appendix A and Appendix B. Both show the staffing plan for what each employee shift would look like. Two plans were created by this student. The first detailed in Appendix A shows what Joan Bennett can do with the utilization of part-time employees. The second plan, shown in Appendix B, gives the outline of what the schedule would look like with all full-time employees. Discuss the method used in developing the staffing plan. Joan Bennett set staffing constraints to be twenty employees minimum must be working in order to complete production cycles and that each employee must have three days off in a row. (Reid & Sanders, 2010, pg. 587) By giving three days off in a row, it proved a challenge figuring out a schedule that would meet the demands of the company. In the end, this student came up with two different plans that Joan Bennett could use. As noted above, Appendix A shows the first of two plans created with the inclusion of part-time employees. The staffing plan shows a breakdown of thirty full-time employees with ten part-time employees who could come in and work the two days that are lacking in the scheduling. Most states define part-time employees as those workers who do not work more than thirty or thirty-five hours a week. (Kalijarvi, Chuzi & Newman, 2011) By committing to using ten part-time employees, RWBFC can potentially save money on staffing...
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...Abstract There is no question that diversity plays a huge role in the workplace. There are issues with different races and gender, but one that does not seem as talked about is the difference in age. What many do not realize is that assuming all ages work the same way can be detrimental for not only the manager but the worker and company as well. When different age groups are combined to work, without proper accommodation, intergenerational conflict will occur. This is why understanding the different generations, including their values, attitudes and beliefs is important so that this conflict can be avoided. Once the different generations are understood, there are a few things a manager can do to ensure that their team will be able to work effectively. A Diverse Workplace; Creating Effective Cross-Generational Work Teams Generation gaps within the workplace are common and can create serious problems. According to Gregg Hammill, “This is the first time in American history that we have had four different generations working side-by-side in the workplace”. To create an effective cross generational work team, one must first understand the conflict that occurs and why when they are all put together without accommodation. After that, it is important to separately analyze each generation and their values, beliefs, and how they work. It is at that point, that a manager can effectively put together a cross generational team together by understanding and accommodating...
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...2 Enter the World of Business: Starbucks: HR Practices Help Focus on the Brew, Weather the Recession, and Prepare for Growth 3 Introduction 4 What Responsibilities and Roles Do HR Departments Perform? 5 Strategic Role of the HRM Function 7 Demonstrating the Strategic Value of HR: HR Analytics and Evidence-Based HR 10 The HRM Profession: Positions, Education, and Competencies 11 Competitive Challenges Influencing Human Resource Management 14 Key Terms 61 Discussion Questions 61 Self-Assessment Exercise 62 Exercising Strategy 62 Managing People Skill Shortages Make It Difficult to Fill Positions and Customer Orders 63 Twitter Focus 64 Notes 64 Parti The Human Resource Environment 69 2 Strategic Human Resource Management 70 The Sustainability Challenge 14 Enter the World of Business: HP's New Strategy 71 Evidence-Based HR 24 Introduction 72 Competing through Sustainability Volunteerism and Going Green Are Reaping Dividends for Employees, Communities, and the Environment 30 What Is a Business Model? 72 GM's Attempt to Survive 73 What Is Strategic Management? 74 Components of the Strategic Management Process 75 Linkage between HRM and the Strategic Management Process 75 The Global Challenge 44 Competing through Globalization Apple Polishes Its Image through Auditing Overseas Suppliers 47 The Technology Challenge 48 Competing through Technology Connectiveness Enhances HR Practices 51 Meeting Competitive Challenges...
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... To support the arguments in the essay, the evidence are taken from the published scholarly articles. In the beginning of the essay we understand the role of SHRM, issues related to shifts in global labor market and its impact on organizations where recruitment, retention and career development of staff have become major challenge to the companies. We can also understand how employer formulates the strategy or strategies to retain the skilled employees with in the company. The role of HR executives in the SHRM and Organizational Performance are raising needs for the business and in the next future the HR will play a vital task in achieving the competitive advantage of the company. One international review shows that HR needs to be strategically planned to achieve competitive advantage by being more amenable to an extremely competitive workplace and total business structures, Strongly associated to business strategic procedure, mutually conceived and implemented by both line Managers and HR executives, focused on quality, customer service, output, employee participation, team work and workforce flexibility (Nankervis et al, 2002). Labor demand is strong and rising in most of the emerging...
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...Organizational Change Plan Part 1 HCS/587 March 24, 2014 Organizational Change Plan Part 1 Information technology (IT) has a great impact on today’s business with the high usage of and accessibility of the internet Borkowski (2002). It has the potential to improve safety and efficiency in the ever changing healthcare system. The administrators of Brokovitz General Hospital are introducing Information technology as an organization wide change process. IT enhance productivity, improve security of patient information and reduce cost, this allows the HS to be more competitive with their counterparts. Information Technology will replace doing things manually, save time, reduces errors, and decrease cost as well as improves safety and quality of care of clients. This paper will explore the need for development, organizational and individual barriers, factors that might influence the proposed development, summarize organizational readiness for change, the theoretical models that relates to the change, and internal and external resources that are available to support the development. The change will be piloted in the emergency room and if successful it will be implemented throughout the institution. Need for Proposed Organizational Change According to Borkowski (2002), there is a great need for information technology in healthcare. The external forces have had a significant impact on the changes within the healthcare industry. For example, clients are knowledgeable consumers...
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...Is Human Resource Management? 30 Why Is Human Resource Management Important to All Managers? Line and Staff Aspects of Human Resource Management 32 Line Managers' Human Resource Duties 33 Human Resource Manager's Duties 33 New Approaches to Organizing HR 35 Cooperative Line and Staff HR Management: An Example Globalization and Competition Trends 37 Indebtedness ("Leverage") and Deregulation Technological Trends 38 Trends in the Nature of Work 39 35 WHAT IS HUMAN RESOURCE MANAGEMENT AND WHY IS IT IMPORTANT? 31 THE TRENDS SHAPING HUMAN RESOURCE MANAGEMENT 38 36 • HR AS A PROFIT CENTER: Boosting Customer Service Workforce and Demographic Trends 40 Economic Challenges and Trends 42 40 THE NEW HUMAN RESOURCE MANAGERS 43 Human Resource Management Yesterday and Today 43 They Focus More on Strategic, Big Picture Issues 43 • THE STRATEGIC CONTEXT: Building LL.Bean 43 44 They Use New Ways to Provide Transactional Services They Take an Integrated, "Talent Management" Approach to Managing Human Resources 45 They Manage Ethics 45 They Manage Employee Engagement 45 They Measure HR Performance and Results 45 They Use Evidence-Based Human Resource Management They Add Value 46 They Have New Competencies 47 HR Certification 48 46 THE PLAN OF THIS BOOK 48 48 The Basic Themes and Features CHAPTER CONTENTS OVERVIEW 49 49...
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...The Importance of the Organizational Behavior in a Merger and Acquisition Process: Study case of an International Company in Brazil Ana Cristina Limongi-França - Universidade de São Paulo Heidy Rodriguez Ramos - Universidade de São Paulo Daniella Silva da Conceição - Universidade de São Paulo ABSTRACT The 90’s decade is known by the large number of the merger and acquisitions. It happens mainly by the rising of the improvement of competition among companies. The merger and acquisition process of the Coca-Cola FEMSA were studied in this paper. The accomplishment of this field study was done from an exploratory research among the last-year business students, deep interviews and documental analysis. The result analysis was done according a methodology of cultural analysis, built on the following criteria: Market, Management and Competencies. Hence, research data confirm the importance of the organizational culture on a merger and acquisitions process. 1 1 INTRODUCTION Mergers and acquisitions are part of the capitalism history. The ninety decade was marked by the rising of this process, as a consequence of a higher competition level. In Brazil this period was marked by the economy deregulation made during the governments of the ninety decade and also by the opening of its market to imported goods. The companies who entered Brazilian market realized they could grow up fast because the competition among companies was short and the goods were obsolete. To survive at...
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...Is Human Resource Management? 30 Why Is Human Resource Management Important to All Managers? Line and Staff Aspects of Human Resource Management 32 Line Managers' Human Resource Duties 33 Human Resource Manager's Duties 33 New Approaches to Organizing HR 35 Cooperative Line and Staff HR Management: An Example Globalization and Competition Trends 37 Indebtedness ("Leverage") and Deregulation Technological Trends 38 Trends in the Nature of Work 39 35 WHAT IS HUMAN RESOURCE MANAGEMENT AND WHY IS IT IMPORTANT? 31 THE TRENDS SHAPING HUMAN RESOURCE MANAGEMENT 38 36 • HR AS A PROFIT CENTER: Boosting Customer Service Workforce and Demographic Trends 40 Economic Challenges and Trends 42 40 THE NEW HUMAN RESOURCE MANAGERS 43 Human Resource Management Yesterday and Today 43 They Focus More on Strategic, Big Picture Issues 43 • THE STRATEGIC CONTEXT: Building LL.Bean 43 44 They Use New Ways to Provide Transactional Services They Take an Integrated, "Talent Management" Approach to Managing Human Resources 45 They Manage Ethics 45 They Manage Employee Engagement 45 They Measure HR Performance and Results 45 They Use Evidence-Based Human Resource Management They Add Value 46 They Have New Competencies 47 HR Certification 48 46 THE PLAN OF THIS BOOK 48 48 The Basic Themes and Features CHAPTER CONTENTS OVERVIEW 49 49...
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...partners? One of the assignment questions for this year’s class studying ‘Strategy and Human Resource Management’ (a very popular course) was: Does, and should, competitive strategy determine the design of a firm’s HR system? Give illustrations to support your answer. One of the great advantages in working in a university which has top students is that you can ask them questions you are not quite sure how to answer yourself! The best students gave clear examples of such a link and then got stuck in to the ‘should’ part of the question often noting the critical difference between competitive strategy and business strategy. Some even went further into corporate strategy, the resource based, and knowledge based view as well as ethics, culture and institutional setting. Surprisingly none of them questioned what was meant by a firm’s HR system. I will follow the same line of argument in this paper with thanks to the students, very few of whom have any intention of becoming HR professionals. We start with some of the classics in strategy and HRM, go on to look briefly at some major studies, or the ones that have influenced my thinking. Thereafter the paper notes the problems with the assumed link with competitive strategy as a dominant, or the dominant, force in determining an HR system. Once the focus is widened to cover business strategy two very interesting, and linked, phenomena can be observed. First, what we thought strategy was all about has changed hugely. Second, our definition...
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