Creating Change Within Organization

In: Other Topics

Submitted By dayanair
Words 372
Pages 2
Creating Change Within Organization
Organization to remain successful changes must be made. Sometimes there are certain reasons that pushes organization to these changes. In the tales of Woe at concord bookshop,64 year old independent store regarded as one of the best in New England, faced clashes between owner and staff. The clash appeared to be rooted in finances. The owners of the concord bookshop implemented some changes to the organization without effective change process, and the staff totally resisted to these changes.
"A dynamic competitive environment prompts organizational leaders to alter their strategies ,that process of strategic renewal place new expectations on employees at all levels "(spector 2010) Knowing that not all staff would take change positively.
In the Tales of Woe at Concord bookshop the owner felt the need for change to regain financial status .However, they failed to involve the staff when this matter came up,Here they failed to complete the strategic renewal phase. According to spector (2010) a new organizational model is necessary for a business to gain profit and survive in the market. Spector (2010) referenced starting new business model as the "greenfield" Its always better to start new business from scratch with staff instead of "challenging of nurturing new business model with an existing model(spector,2010). Although none of the employees role was changed ,no employee was laid off, and no one's salary was cut, yet many of the employees were upset by this kind of move by the owners.
The next phase that owners failed to implement was behavior change, Here the owners redesigned the roles and responsibilities of the staff ,if they had asked or involved their staff in implementing, every employee would embrace change in a better way. The way an employee acts has effect on basic performance of the organization.
In…...

Similar Documents

Creating Change Within an Organization

...University of Phoenix Material Appendix A: Matrix of Theoretical Models |Theoretical Model |Description of Theoretical Model |Type of health care change situation where | | | |model best applies | | Expectancy Theory |For any given situation, the force that |Clinical Ladder Program | | |drives a person to perform is dependent |Valence - wanting to participate in a | | |upon three factors: valence, |clinical ladder program | | |instrumentality, and expectancy |Instrumentality – participation in the | | | |program will lead to recognition of the | | | |bedside nurse | | | |Expectancy – a bonus upon success | | | |completion of the program | |Equity Theory |A model is based on a......

Words: 433 - Pages: 2

Change in Organization

...Organizational Change Wanda Martin Change in Organization April 19, 2010 Organizational Change Organizational change can be a difficult process. When change is implemented incorrectly, resistance can be encountered. Kurt Lewin’s theory provides three stages to change. “It is important that members of the affected work force understand the reasons for change and participate in the design of new approaches” (Borkowski & Maxwell, EdD, 2005, Resistance to Change, p. 385). he first stage in the model is Unfreezing. The moving stage consists of implementing new skills, reorganization, and dismal of resisters (Implementing Organizational Change, 2010). Participation is important in this stage.he new behaviors taught in this stage will create equilibrium in the next stage. The final stage in the change model is refreezing. Kurt Lewin’s theory of change would have decreased conflicts encountered in this change. One conflict the bookshop encountered was; the employees were not given a precise reason for the change. The employees were told that finances were a problem and also the management structure was not working for the company. Change in an organization is an ongoing process. When implemented correctly, change can be rewarding to the organization and employees. Unfreezing, moving, and refreezing will help decrease resistance to change. There will always be some type resistance met with change. Determining the reason for resistance is important.......

Words: 311 - Pages: 2

Effectively Creating and Leading Organization

...During the Creating and Leading Effective Organizations course, I have learnt about different leadership styles that provide highly effective results which could exceed conventional expectation we have on the organizational growth. What I have learnt supports my mantra that “The sky is not the limit, but yourself is the limit”: Strong leadership and articulate planning on organization elements can bring in changes and employees' motivation that leads to a leap in organizational results, increased productivity, and multiplied customers' and shareholders' value. I always know that there is no specific leadership style that is best for different kinds of organization in order to provide specific outcomes. The best leadership depends on characteristics and personalities of the people who lead (which include their traits, talent, knowledge, and experiences), taken accounts with the organization internal elements, external circumstances, such as time and economic conditions. However, what had really challenged my beliefs about leadership, from what I learned in the course, is that true leaders are not limited by factors and circumstances. Instead, they make changes and control circumstances themselves. They rise above limitations. One of the cases that inspired and amazed me is the Shaping Spaarbeleg case. With positive attitude and strong mind, Johan van der Werf was able to bring a struggling subsidiary that carry a narrow line of saving products, transferring it into a......

Words: 1414 - Pages: 6

Information Flow Within an Organization

...Information Flow in an Organization , information is created for meaning, decision making and sharing of knowledge. Just like a river flowing information flows from one place to another, into every house, school or organization. The flow begins with the creation of the data at a terminal; this is the beginning of the information flow. From there the information flows down the pipeline through the network which is like a pipeline. Within this network of pipes you have the switching and routing of the information flow, like the valves used to push water from one location to another. From there the information flows to storage facilities like large storage facilities, these facilities in a data network are the servers, mainframes are used in conjunction with software to store, collate, and share the data just waiting to be accessed and shared. Once a person turns on the faucet or access the information the flow starts again, from the storage facility to another set of switches/routers or valves. This information is accessed like getting a drink of water. Information flow within an organization is an ever evolving process; it is circular in nature according to its activities. Chesapeake Energy’s information flow starts with the design of the information network or pipeline, network circuits include cell modems, T1 and fiber circuits. From here the routers and switches are put in place to send the information to the right storage facility or server. Software is created to......

Words: 729 - Pages: 3

A Need for Change Within a Project

...A Need For Change Within A Project Ronny L. Wade Walden University Abstract In this paper, I will show the type of change approach I took to make a major change within the organization technologically and culturally. As stated by (Schein, E, 2006), “Change and stability are two sides of the same coin”. I believe that communication within and among an organization is driven with the successes and failures of employee management and the employees that will increase the effectiveness of the growth of change within the organization. To perform change more effectively a clear and precise plan of action must be present, to due to the success or failure of the proposed change. A Need For Change Within A Project “THE PRIMARY TASK OF MANAGEMENT is to get people to work together in a systematic way, like an orchestra conductors, managers direct the talents and actions of various payers to produce a desired result” (Christensen, C. M., Marx, M., & Stevenson, H. H., 2006, p. 73). The Situation In this ever changing world of technology, I once conveyed to my company a vision that would bring change in the way we process our product with the development teams and the client. In the vision I expressed that we needed to have a more organized approach to developing our code for the client’s and that we needed a centralized hub where all code is checked in and checked out for the developers. Our company utilized SVN at that time, which did not give the security as GIT......

Words: 972 - Pages: 4

Creating an Ethical Organization

...[Type the company name] | Creating an Ethical Organization | | Business Ethics | Saurabh | How to Create an Ethical Workplace? Ethics in the workplace are vital, even to small business owners. No company wants to be known as unethical, and employees are more apt to display higher morale and more productivity when they know they are working for a morally sound company. It is important to create a conscientious workplace that is transparent, both to employees as well as the general public. Small business owners should never tolerate inappropriate behavior in an employee and employees should be properly trained on what is considered unethical and ethical. * Set an example for your workforce. In order for employees to behave in an ethical manner, they need to know that they are working for a moral boss. They will be much less likely to display signs of unethical behavior if they know that this type of behavior will not be tolerated or ignored. * Create a policy dealing with ethics. This company policy should state your expectations for your employees as well as outline what is and is not considered acceptable. Having a clearly written policy will help you take action should an employee act unethically. * Allow employees to report unethical behavior in a safe environment. No one enjoys ratting out a fellow employee, particularly if it will be made known who turned the person in. Give your employees a safe and anonymous way to air their complaints......

Words: 3158 - Pages: 13

Organization Change

... HRM/310 McDonald’s Plans to Change U.S. Structure, by Bob Cramer Article Summary McDonald’s Corporation has been going through a series of underperformances over the past three years, mostly marred by unwarranted restaurant outlays and menu changes. This has resulted in a slump in its market share as customers walk away from the fast food giant, often mentioning dissatisfaction in their experiences at their outlets. The company’s management credits this to poor service delivery and the institution of menus that are irrelevant to their target market’s needs. With this observation, the company has taken it upon itself to institute a number of changes to the organization structure it has in the US. This will be done by altering its management layers, which should resultantly place it at a better position to respond to its customer tastes and trends. In order to achieve this, the McDonald’s is dividing its 22 regions across the state into four zones: Central, Northeast, South and West, from its previous three: Central, East and West. This is in a bid to have each region systemized around its local preferences. In another move to target a similar notion, the company has granted its executive across the 22 regions autonomy in their decision-making and menu structures to suit their individual consumer tastes in their respective managerial areas. This decision was followed by an explanation mail from its US president Mike Andres to the corporate staff and franchises stating, “The......

Words: 1531 - Pages: 7

Creating a Culture for Change

...University The Traditional Church: Creating a Culture for Change Submitted to Dr. Austin B. Tucker in partial fulfillment of the requirements for Christian Leadership DSMN 605 Liberty Baptist Theological Seminary By Terence McCrimmon Fayetteville, North Carolina August 6, 2013 Table of Contents Introduction………………………………………………………………………… 1 Stagnation within a Traditional Church………………………………….………. 1 Changing the Method does not Mean Changing the Message………………..….. 4 Christ at the Center of Change………………………………………………….…. 5 Change is a Process…………………………………………………………..…….... 8 Conclusion...………………………………………………………………..………… 10 Bibliography...………………………………………………………………………… 12 Introduction Leading a traditional church through change can be a very arduous task for any progressive minded leader who desires to promote growth within his context. Innovation within a traditional context tends to attract opposition from many angles. Resistance may come from the executive board of the church, members who feel they have some control, or from those who do not recognize the varying needs within the local congregation. However, change is an essential and never-ending need in the church because of the constant change in culture and church membership.1 This research paper will address the problem and offer solutions in creating a culture for change within the traditional church. Stagnation within the Traditional Church In a......

Words: 3728 - Pages: 15

Creating High Performance Organizations

...Creating High Performance Organizations Overview of Organization The Organization that will be the topic of discussion in my final project is Children’s Memorial Hospital. Children's Memorial has been named one of the top 30 best children’s hospitals in the United States in nine pediatric specialties. The hospital ranked among the top 10 in five pediatric specialties, and ranked fifth in urology. The rankings for each of the 10 pediatric specialties were based on reputation among physicians and data-driven factors such as outcomes and care-related indicators including patient volumes, infection control, advanced clinical services, nurse staffing ratios and availability of key technologies. The largest pediatric hospital in Illinois and the pediatric educational facility for Northwestern University Feinberg School of Medicine, Children's Memorial provides specialists in every known pediatric specialty. These physicians served more than 180,000 children last year. The American Nurses Association has recognized the hospital as the first hospital in the state – and the first pediatric hospital in the nation – to receive its prestigious Nursing Excellence Magnet Award. Preliminary Problem Statement Children’s Memorial Hospital was founded in 1882 in an 8-bed cottage the hospital has grown in size and capacity over the past 125 years, yet we still have to turn patients away, because of overcrowding. In 2004 talks of a building a new hospital to accommodate the flow of......

Words: 417 - Pages: 2

Ethical Issues Within Organizations

...Ethical Issues Within Organizations Introduction I have been afforded the opportunity to serve in two distinctly different organizations. In my full-time vocation, I serve as pastor of Seigle Avenue Presbyterian Church. In my part-time career, I am a military officer serving as a chaplain for the 145th Air National Guard. In this paper, I will discuss and examine the United States military and the standards of ethic and integrity within the organization. Specifically, I will the Air National Guard as a backdrop to determine conclusions, access organizational climate and provide feedback as it relates to ethics and integrity. Later in the paper I will name five steps leaders can consider to prevent, control or minimize destructive behaviors. Further, I will create clear distinctions between organizational compliance and organizational integrity and list elements that must be included to improve the integrity of the organization. Finally, I will share my opinion of my personal ethical stance; cultural relativist or universal ethicist. Upon defending my position, I hope to clarify my ethical stance and support this stance in my leadership as a military chaplain and officer. The United State Air Force In 1997, I was commissioned to serve in the Air Force National Guard in the rank of 1st Lieutenant. I joined the Air Guard because I wanted to serve in ministry beyond the local parish. Additionally, I embraced the core values of the Air Force and wanted the integration of......

Words: 2458 - Pages: 10

Supporting Change Within Organisations

...REPORT The impact of change in B&H Precision Tooling Ltd Introduction B&H Precision Tooling is a world class supplier of Tooling for the aerospace industry. This report will identify how internal and external factors drive our company to change. How change will impact on both the company and employees. It will identify how important our HR department is to the success of change. Vision People working together as a global enterprise for aerospace tooling leadership. Mission To continually meet our customer’s demands by providing a high level of customer satisfaction through technical innovation. Objective To achieve the above and goals and fulfil B&H Precision Tooling’s mission. Methodology To produce this report I used the secondary methods CIPD website, book and internet. Why B&H Precision Tooling needs to Change Findings – Our business needs to change so we can grow and develop to achieve our goals and meet the demanding market. Change is important for our business because, without change would we lose our competitive edge and fail to meet our customer’s demands. External Factors which has an impact on how are company changes Political – Government: change of government in power the introduction of new policies based on the aerospace industry can have an impact on the need to produce new aircrafts. Economic – Aerospace tooling rely heavily on Airbus requirements to produce new aircrafts a decline on growth......

Words: 1653 - Pages: 7

What Steps Are Used to Properly Plan and Implement Change Within the Organization?

...uncertainties, risks, wastages etc. 2) o What steps are used to properly plan and implement change within the organization? When you're solving business problems, it's all-too-easy easy to skip over important steps in the problem-solving process, meaning that you can miss good solutions, or, worse still, fail to identify the problem correctly in the first place. One way to prevent this happening is by using the Simplex Process. This powerful step-by-step tool helps you identify and solve problems creatively and effectively. It guides you through each stage of the problem-solving process, from finding the problem to implementing a solution. This helps you ensure that your solutions are creative, robust and well considered. 3) o How can these be applied to the scenario? The discipline of organizational behavior is concerned with identifying and managing the attitudes and actions of individuals and groups, looking particularly at how people can be motivated to join and remain in the organization, how to get people to practice effective teamwork, how people can accomplish their jobs more efficiently, and how employees can be encouraged to be more flexible and innovative. Attention is brought to these attitudes and actions in order to help managers identify problems, determine how to correct them, and change behavior so that individual performance and ultimately organization effectiveness increase...

Words: 374 - Pages: 2

Creating High Performing Organization

...CREATING ORGANIZATIONAL VALUE AND HIGH PERFORMANCE THROUGH INTEGRATED SUSTAINABILITY PROGRAMS AND BUSINESS INTELLIGENCE---A STUDY OF ACCENTURE As companies grapple with the current economic situation, many are recognizing that this particular downturn in the business cycle is different from those that preceded it. Indeed, today’s business context—characterized by rapidly intensifying globalization that has substantially increased the complexity, risk and uncertainty of doing business—has only served to exacerbate the challenge of managing through a difficult economy. Many of today's biggest challenges come down to the different kind of decision making required to be successful. Organizations seeking high performance must make faster and bolder decisions. Companies must think both the positive and negative consequences of decisions made in this fast-paced environment. The systematic study of the organization’s ability to develop and sustain a culture capable of delivering quality products and services over time enables us to identify and understand the general requirements for doing so and provides insight into how to do it. In this paper I will share what I have learned about creating and sustaining an organizational value through integrated sustainability programs and business intelligence that is capable of high performance in Accenture. In a time of changing consumer values and economic uncertainty, the marketing function has a more strategic role to play in driving......

Words: 8559 - Pages: 35

Xyz, Inc. Store Openings Abroad and the Changes Within the Organization

...Openings Abroad and the Changes within the Organization Louis Gladney MGT 435 Professor Monica Bess May 21, 2012 XYZ, Inc. Store Openings Abroad and the Changes within the Organization XYZ, Incorporate is a high-end retail chain based out of Memphis, Tennessee who sells luxury watches, jewelry, and hand bags. They have been in business for well over twenty years, employee well over 150 people, and have 15 stores located throughout the Southern regions. With the economy being so unpredictable and the rise and fall of the dollar value, XYZ, Incorporate has somehow managed to show significant increases in their profits every quarter for the past ten years and is now expanding internationally. The CEO of the company who is a visionary saw the benefits of expanding internationally and assigned me the task of opening our first small scale store in Shanghai, China and then eventually in Brazil, Russia, India, and China which are also known as the B.R.I.C countries. The task is a challenging one; but I, along with my team of experts are ready to assume this demanding and daunting assignment. Although I know there will be some significant changes and challenges within the organizations and the marketing of our products abroad; we are confident we will succeed. This paper will provide the rationale for our decision making process, identify the short and long term changes that will affect the entire organization, and......

Words: 1250 - Pages: 5

Creating Change Within Organization

...Creating Change Within Organization Organization to remain successful changes must be made. Sometimes there are certain reasons that pushes organization to these changes. In the tales of Woe at concord bookshop,64 year old independent store regarded as one of the best in New England, faced clashes between owner and staff. The clash appeared to be rooted in finances. The owners of the concord bookshop implemented some changes to the organization without effective change process, and the staff totally resisted to these changes. "A dynamic competitive environment prompts organizational leaders to alter their strategies ,that process of strategic renewal place new expectations on employees at all levels "(spector 2010) Knowing that not all staff would take change positively. In the Tales of Woe at Concord bookshop the owner felt the need for change to regain financial status .However, they failed to involve the staff when this matter came up,Here they failed to complete the strategic renewal phase. According to spector (2010) a new organizational model is necessary for a business to gain profit and survive in the market. Spector (2010) referenced starting new business model as the "greenfield" Its always better to start new business from scratch with staff instead of "challenging of nurturing new business model with an existing model(spector,2010). Although none of the employees role was changed ,no employee was laid off, and no one's salary was cut, yet many of the......

Words: 372 - Pages: 2