Free Essay

Ibm Staff Management

In: Business and Management

Submitted By hasan21
Words 1578
Pages 7
IBM
International Business Machines Corporation (IBM) is a multinational computer technology and consulting corporation headquartered in Armonk, New York, United States. Operating through five segments: Global Technology Services, Global Business Services, Systems and Technology Group, Software, and Global Financing, IBM is the world's largest computer company and systems integrator. After selling its PC company division to Lenovo in 2005, IBM concentrated its business operations on providing infrastructure, hosting and consulting services. The company employs over 399,400 employees worldwide and serves clients in 170 countries. In 2009, IBM had annual revenues of USD 95.8 billion.
Hiring and retention
IBM includes a non‐discrimination statement that references disability in a number of its company policies, such as its Workforce Diversity Policy, Global Employment Standards Policy, Diverse Business
Relationships Policy, and Supplier Conduct Principles. For example, IBM's Global Employment Standards states that “IBM will not discriminate in hiring, promotion, compensation of employees and employment practices on grounds of race, color, religion, age, nationality, social or ethnic origin, sexual orientation, gender, gender identity or expression, marital status, pregnancy, political affiliation, disability or veteran status”. Furthermore, in its workforce diversity policy, IBM emphasizes that the company will make workplace accommodations in order to ensure effective job performance by qualified people with disabilities.
To implement the policy, IBM established a central reasonable accommodation fund to cover costs of adaptive equipment that are not part of the standard workstation or to provide for other accommodations such as transportation and interpreting services. By doing so, IBM managers are able to hire employees based on merit and skill without the disincentive of having cost of accommodation charged to their department budgets.
IBM's efforts to promote workforce diversity and equal opportunity date back to 1899, when the company hired its first black male employee and three women, well before non‐discrimination legislation existed. In 1914, IBM hired its first disabled employee and soon after began to recruit disabled veterans of World War I. Ever since, IBM has introduced many different programmes to create an inclusive workforce. For example, in 1943, IBM established a training centre in New York City for 600 disabled people; and in 1972, IBM initiated Computer Programmer Training for the Physically Disabled in collaboration with the US government and non‐governmental organizations to train and place people with serious physical disabilities as entry‐level computer programmers.
32In the United States, IBM’s Project Able seeks to increase representation of employees with disabilities.
Proactive recruitment of disabled jobseekers is carried out through IBM's relationship with various training and job placement organizations. Once hired, IBM has an established network of champions for disabled employees. Through Project Able, IBM also provides internship opportunities for undergraduate and graduate students with disabilities who are pursuing careers in science, computer science, technology, engineering, or mathematics through its partnership with the American Association for the Advancement of Science (AAAS) and Entry Point!. Interns are matched with experienced mentors at IBM and offered assistive technology to facilitate their work. Worldwide IBM offices have proactively sought to increase the number of employees with disabilities through various programmers. For example, IBM Australia has developed close partnerships with the
National Disability Recruitment Agency, Disability WORKS Australia, and the Australian Employers’
Network on Disability to identify and employ qualified people with disabilities. At IBM Canada, its People Enablement Network Group focused on Persons with Disabilities provides mentoring and coaching, and supports professional skills development for disabled employees.
To ensure that IBM successfully recruits and retains employees with disabilities, disability awareness training is provided to IBM recruitment specialists, managers and employees.
IBM's Supply Chain Diversity Program aims to ensure access to the company's procurement process for groups who have been traditionally left out of the economic mainstream if they have a product or service that adds value to the supply chain. As a result, IBM has worked with businesses owned by diverse groups, including people with disabilities.
Products and services
Over the years, IBM has been equally active in the disability aspects of developing products and delivering services by identifying technology solutions for people with disabilities. In 1975, IBM developed the Model 1403 Braille printer; in 1980, the company introduced a talking typewriter for people who were blind; and in 1981, it invented a talking display terminal. The Executive Diversity Task
Force for People with Disabilities was launched in 1995 to drive innovation in developing assistive technologies while helping customers and business partners use accessible technology and products.
The company believes that the idea of manufacturing accessible products has created an unparalleled business opportunity and a way to differentiate IBM from competitors.
In 1999, the IBM Board of Directors codified a standard for product accessibility by adopting the
Corporation Instruction 162, which contained a mandate to assess accessibility characteristics of all new products. As a result, IBM pays attention to accessibility considerations during the initial product development stage and then conducts accessibility assessments at key checkpoints. Corporation
Instruction 162 applies to not only all IBM products but also those manufactured by its subsidiaries.
Accessibility is a key criterion IBM uses to select vendors or suppliers, and is identified as a requirement when procuring components from third parties.
33In addition to manufacturing accessible products, IBM provides consulting services for companies that seek to make their corporate products and services accessible. IBM Accessibility Services enable its clients to realize the benefits of taking accessibility considerations into account. It also drives IBM’s accessibility in the product development process and develops technologies that help remove barriers and extend capabilities of disabled users.
In 2000, IBM established the IBM Human Ability and Accessibility Center as a part of its research effort.
The Center's mission is to make information technology and information in other formats easily accessible to people who have visual, cognitive, and motor disabilities by applying research technologies and introducing software solutions. The Center operates in seven worldwide offices: Australia, Brazil,
China, Europe, India, Japan and the United States.
CSR
IBM's annual Corporate Responsibility Report covers the company's priorities and notable activities with regard to corporate citizenship under the following six key headings: employees, communities, environment, supply chain responsibility, governance and public policy. The most recent 2008 report highlights the company's effort to enhance working conditions of its employees with disabilities through
Accessible Workplace Connection, a web application that streamlines the process of accommodation requests for items like computer audio screen readers and live captioning for teleconferences.
IBM's CSR programme includes the promotion of policies to address societal challenges by working closely with governments, regulators, and standard setters at global and local levels. The company has been active in many of the worldwide regulatory organizations that set accessibility standards. For example, IBM was vice‐chair of the committee that helped develop the Section 508 Regulation of the
Rehabilitation Act Amendments of 1998: Electronic and Information Technology. The law not only requires that all US federal agencies make their information technology accessible to their employees and customers with disabilities but also gives federal employees and members of the public the right to sue if the government agency did not provide comparable access to the information and data available to the general population. The company was also a founding member and sponsor of the World Wide
Web Consortium (W3C) Web Accessibility Initiative (WAI) and continues to play key roles on the WAI
Steering Council and the Web Content, Authoring Tools and User Agent Accessibility Guidelines working groups. In addition, IBM advocates open and consistent accessibility standards through its membership in the W3C and other standards and industry groups, including more than 20 international and US‐based groups. A significant part of IBM's corporate citizenship work includes its grant programme that supports activities in education, workforce development, arts and culture, communities in need, and environment. Among many ongoing programmes, the accessibilityWorks programme provides grants of
IBM software applications to eligible nonprofit organizations and schools around the world to promote
Web access for seniors, people with disabilities and special education students. Grants have been awarded to almost 200 organizations in 28 countries.
34Other information
During the last decade, IBM’s contribution to supporting people with disabilities has been recognized in the areas of hiring, policies and product development.
For good hiring practices, IBM was honoured with the New Freedom Initiative Award in the US (2003), the Austin Mayor's People with Disabilities Award (2006), the Australian Prime Minister's award for
Employer of the Year (1998 and 2002), the US President's Committee on Employment of People with
Disabilities Large Employer of the Year Award (1998) and many more. For policy creation, IBM was presented with the Americans with Disabilities Act (ADA) Eagle Award (2007), which recognized the company's leadership role in the creation of technology access policies, such as the W3C and the WAI.
IBM India was also given the National Centre for Promotion of Employment for Disabled People
(NCPEDP) Shell Helen Keller Award (2006) for policies and practices that support equal rights and employment for persons with disabilities. Finally, for product development, IBM was honored the Access
Award (2004) from the American Foundation for the Blind for promoting accessibility throughout the company in its products and services and the New York Mayoral Advocacy Award (2006).
References
ƒ IBM web site, http://www.ibm.com
ƒ IBM Human Ability and Accessibility Center, http://ibm.com/able
ƒ IBM 2008 Corporate Responsibility Report, http://www.ibm.com/ibm/responsibility/ibm_crr_downloads/pdf/2008_IBMCRR_FullReport.pdf

Similar Documents

Premium Essay

Ibm Research Paper

...Research Paper MBA620 Dr. Martelli Shiyi Lu 18 Oct 2013 The company I chose is IBM. IBM's organizational structure is typical of multi-product or multi-business companies. In this article I will through three ways to analyze that company. There is company’s background, employment, issued facing the company. * Background “Since its inception, IBM has been a company that defined itself not by particular products, technologies or leaders, but by persistent values.” (IBM, 2012) [1]. Throughout IBM’s 101 years development history: ‘think’ is not just a word to lead the company today. It becomes the culture of IBM, even the company’s mission is changed, and even their values are more clearly and more successfully today. Because of this kind of corporate culture, “In July 2003, the 320,000 employees of IBM reexamined their relationship with our company and with each other. In a 72-hour online discussion that took place on IBM’s global intranet, they shaped and committed to three values that will guide everything we do.” During IBM 101 year’s development, their business covers many fields. Today, IBM begin to transformed into a globally and service integrated enterprise.  IBM’s operations in five business segments: Global Technology Services (GTS): IT infrastructure services and business process services. Global Business Services (GBS): Professional services and application management services. Software: Middleware and operating systems software. Systems and......

Words: 1553 - Pages: 7

Premium Essay

Human Resource

...software producing firm globally. Microsoft has developed itself into a worldwide empire in the world of computers, Ever since being established by Bill Gates in 1975. Its large resources and qualified staff have allowed the company to generate a large array of products that are able to deal with the different computing needs and activities of its international customers. Microsoft’s reputation worldwide has also become much better over the past couple of years as the firm seeks to separate itself from the rest of the competition and it is still a pioneer in the computer software and hardware industry. With CEO Steve Ballmer managing the day to day functions of the organization, Microsoft has really never looked back and has remained powerful and successful even as the present financial crisis has negatively influenced the operations of its competitors. Experts anticipate that Microsoft will continue to strengthen its dominant place in the computer software and hardware industry in the future as they keep on increasing their profitability and considerable global success. Microsoft’s Organizational Culture and human resource management: During the 1990s, it could be remembered that IBM dominated the world’s computer software and hardware industry, while Microsoft was behind IBM , however it...

Words: 1112 - Pages: 5

Free Essay

None

...employees more productive to stay ahead of the competition Why Become an On Demand Business? Volkswagen needed to integrate its information and processes to speed decision-making and become more responsive to a rapidly changing supplier environment Solution An On Demand Workplace that includes an enterprisewide portal for employees and suppliers whose sensing, analytic and workflow capabilities have radically streamlined the way employees access and act on information Key Benefits • 20% increase in procurement staff productivity • Expected 100% payback within one year • Significant decreases in materials purchasing and inventory costs “We need knowledgeable employees who can focus their energies on high-value activities and driving new efficiencies, spending as little time as possible seeking and wading through information.” –Dr. Martin Hofmann, Group Executive Director for Purchasing Process and Information Management, Volkswagen AG 2 engineering of its cars—yielding the mix of speed and simplicity that epitomizes...

Words: 2558 - Pages: 11

Premium Essay

Investment

...In recent year, based on the framework of Hofstede’s dimension, some indications have been provided to business and corporations’ practices. It has shown from research that power can never be equally balanced between people. People come from different countries with different cultural backgrounds may have divers perceptions toward such unequal distribution of power. It is apparent that people from some cultures or countries such as Japan, China, and Malaysia are more tolerant of power inequality than those from western countries as Canada, America or Netherlands. Japan is a representative country known as its high power distance compared to other countries. Japanese employees are highly depending on their boss or people who are higher position than they are insight of whether their performance or behavior is right or wrong. People who are less powerful in the workplace are generally not encouraged or too afraid to express their disagreement or opposite idea to their managers or senior workers. On the other hand, in the western countries such as America, employees or even children are encouraged to express their feeling or even disagreements to their managers or parents even if it could be a little disrespectful. Brainstorming is one of the key to enhance people’s creativity to most western countries but being considered as disrespectful in most Asian corporations. Culture difference results in different power distance in the workplace have been an essential issue for......

Words: 758 - Pages: 4

Premium Essay

Cloud Managment

...Control or Management Layer.  In the current cloud environment an organization could very easily have applications that are being run in a private, public, and/or a hybrid cloud(s). We need to efficiently manage this cloud infrastructure, including the resource configuration, resource provisioning and resource monitoring and automation of applications across the leading private public cloud platforms. Select two full-service Cloud Management software vendors (besides EMC2) that would allow an organization to optimize the management of their cloud computing resources. Compare and contrast these two vendors on the functionality they provide on at least six criteria. Make sure to compare them on the same six criteria. Check the Grading Rubric to ensure complete compliance with assignment requirements. Document your findings in a word processing document and attach to this assignment. File Name should be in the following format: WA3-LastName-FirstName Cisco and IBM are two full-service cloud vendors. In fact, cisco and IBM are the top leaders of cloud computing infrastructure. These companies offer organizations enterprise-class cloud services with the control they desire and need. This includes optimizing the management of their cloud computing resources. “"Cisco and IBM have been pioneers in enterprise networking and network management solutions provisioning. These companies have established themselves as key vendors of networking and computing resource......

Words: 1143 - Pages: 5

Free Essay

Impact of Credit Crunch on Ibm

...TABLE OF CONTENTS Introduction 2 Global Impacts of the Credit Crunch 3 IBM – International Business Machines 4 Table 1: IBM’s Financial Performance History 2000-2009. Source: IBM Annual Report 2009 5 Table 2: Earnings per share 2006 to 2010 projection. Source: IBM Annual Report 2009. 6 How the Credit Crunch Impacted IBM’s Operations 7 Global Integration 7 Changing Business Scope 7 Revenue 8 Human Resource Management Impacts 8 Price Instability 8 Exchange Rate Fluctuation 8 Interest Rate Fluctuations 8 Debt 9 Notable Impacts 9 IBM’s Operational Strategy 10 Strategic Response 10 HRM Strategy 10 Value Chain Strategy – Developing a Business of Values 11 Table 3: IBM Value Chain. Source – ibm.com/services 12 International Strategy 13 Institutional Strategy 13 Recommendations for Future Growth 14 Delivering Value to Customers 14 Human Resource Capital 15 Research and Development 16 References 17 Bibliography 18 Introduction The ‘Credit Crunch’ emerged in 2007 with the first effects being felt by the U.S. Mortgage industry. The term ‘credit crunch’ came was used to describe the collapse of the subprime mortgage industry that resulted in a freeze in lending by financial institutions. With non-payment of loans, huge debt and no capital gains, financial institutions began to go under. Investment banks, financial services and real estate market felt immediate impacts. Trillions of U.S. dollars were lost, huge government......

Words: 3757 - Pages: 16

Free Essay

The Globalization and Ihrm of Lenovo

...The Globalization and IHRM of Lenovo ⅠIntroduction Lenovo Group Limited is a Chinese multinational personal technology company that develops, manufactures and markets desktop and notebook computers, workstations, servers, storage drives, IT management software, and other related products and services. Lenovo was incorporated in Hong Kong in 1988 under its previous name, Legend.[1] Lenovo's principal operations are located in Morrisville, North Carolina, Beijing, China and Singapore. (Global Headquarters : The United States Raleigh ( North Carolina Research Triangle Park ) (The main R & D centers: Beijing, China, Japan and Japan, Shanghai, Shenzhen and the United States, North Carolina, Raleigh (Production base and assembly facilities: Beijing, Shanghai, Huiyang and Shenzhen; India's Pontiac Lee (Pondicherry,); Monterrey, Mexico (Monterrey,); the United States Greensboro (in Greensboro); and in the global contract manufacturing and OEM Lenovo is the world's second largest PC maker and markets the ThinkPad line of notebook PCs and ThinkCentre line of desktops. These brands became part of Lenovo's offerings after its 2005 acquisition of IBM's personal computer business. Lenovo also sells the IdeaPad line of notebook computers. Lenovo markets its products directly to consumers, small to medium size businesses, and large enterprises, as well as through online sales, company-owned stores, chain retailers, and major technology distributors and vendors. 1.Joint ventures,...

Words: 7302 - Pages: 30

Premium Essay

Emerging Business Opportunities at Ibm (2009)

...Emerging business opportunities at IBM Question 1 – why large companies find it difficult to create new businesses Large companies like IBM usually have organisational architecture, routines and culture that have evolved and matured with its successful businesses. But being tailored to mature businesses, they may be a barrier to creating new, different, businesses. Consequently, large corporations may be upstaged by smaller companies armed with new ideas that subsequently become dominant in the market place. Reasons why large companies find it difficult to create new businesses include: • A focus on currently successful businesses (culture) As Clayton M. Christensen argues, when a firm’s core businesses are profitable, starting new growth ventures seems unnecessary (Christensen, 1997). Senior managers don’t focus on launching new growth businesses when the core units are strong, so miss potentially lucrative future business opportunities. Eastman Kodak, for example, lost the industry leadership it had held in the photographic media and equipment markets since 1888 because it remained focussed on film and film cameras and failed to offer digital cameras early enough. • A reluctance to take risks (culture) Related to this focus on current businesses, large, successful companies are sometimes more reluctant to take risks on new growth directions. One example of a risk-taking firm is NTT DoCoMo. Rather than invest in expensive bandwidth to provide greater support to......

Words: 4172 - Pages: 17

Free Essay

Event & Facility Management

...Nicholas Lawrence Event & Facility Management Ch. 9 case study Mrs. Etzkorn CMMS is an abbreviated term for computerized maintenance management systems and are a type of management software program that perform functions in support of the operations and maintenance (O&M) programs. The software automates and streamlines most of the logistical functions done by O&M staff (U.S. Department of Energy). “Typical CMMS functions depend on the complexity of the system chosen. Examples include: * Work order generation, prioritization, and tracking by equipment and/or component. Work orders often can be sorted by equipment, date, person responding, etc. * Tracking scheduled and unscheduled maintenance activities. * Storing technical documentation and maintenance procedures by component, as well as equipment warranty information. * Real-time reports of ongoing work activity. * Calendar- or run-time-based preventive maintenance work order generation. * Capital and labor cost tracking by component, as well as shortest, median, and longest times to close a work order by component. * Complete parts and materials inventory control with automated reorder capability” (U.S. Department of Energy). The best CMMS benefit is that it eliminates paperwork and manual tracking of activities and saves time and allows the staff to remain productive. Computerized maintenance management system would allow the school to detect problems before a failure occurs,......

Words: 724 - Pages: 3

Premium Essay

Ibm Canada Ltd: Implementing Global Strategy

...Ivey School of Business The University of Western Ontario 910E08 IBM CANADA LTD.: IMPLEMENTING GLOBAL STRATEGY Ken Mark wrote this case under the supervision of Professor Deborah R. Compeau solely to provide material for class discussion. The authors do not intend to iIIustrate either effective or ineffective handling of a managerial situation. The authors may have disguised certain names and other identifying information to protect confidentiality. Ivey Management Services prohibits any form of reproduction, storage or transmittal without its written permission. Reproduction of this material is not covered under authorizalion by any reproduction rights organizalion. To order copies or request permission to reproduce materials, contact Ivey Publishing, Ivey Management Services, e/o Richard Ivey School of Business, The University of Western Ontario, London, Onterio, Canada, N6A 3K7; phone (519) 661-3208; fax (519) 661-3882; e-mail cases@ivey.uwo.ca. Copyright © 2010, Ivey Management Services Version: (A) 2010-03-29 INTRODUCTION "Sorne managers are asking us to delay the switch from our locally supported CRM software to the new global application," said Peter Silvanovich, business transformation executive, Sales & Distribution, IBM Canada Ud. (IBM Canada). Silvanovich had responsibility for - among other things - introducing, maintaining and retiring software programs to support IBM Canada's business needs. On October 12, 2009, Silvanovich was......

Words: 4578 - Pages: 19

Premium Essay

Hrir

...Information Technology Manager - Human Resource Management The 21st century is the century of information technology. Information technology develops dramatically year by year. It becomes very important in every aspect of our lives, and business is not an exception. Every corporation in the world applies new technology at a certain level, which also means that there are a lot of job opportunities within this field. I want to become an information technology manager for a big global corporation in the world including IBM, Microsoft, Apple, and corporations such as these. Besides many IT tasks, I also need to perform many human resource activities in an organization. Among all of them, staffing and talent management are the two most important activities. I need to attract talents, identify staff development and provide training needs for any IT positions. It is also essential to develop work plans, time schedules, and work assignments to meet objectives. It is crucial for a manager to practice the goal of Human Resources to put the right person in the right place at the right time. Focusing on recruiting, staff development and having high quality training program are really important for the information technology department of a corporation. First, as an IT manager, I need to participate in the recruiting process for IT positions in the company. Recruiting is a process of generating a pool of qualified applicants for organizational jobs, in which, a qualified applicant...

Words: 926 - Pages: 4

Free Essay

Management Information Systems

...Management Information Systems: A Research Paper By Greg Butler Student ####### American Military University MC302 D002 Summer 07 October 23, 2007 Management Information Systems: A Research Paper Executive Summary. In April 2004, after a year of planning, preparation, and training, the City of La Quinta “went live” with an enterprise-wide, integrated information system for the first time in its 22-year history. For the roughly one hundred member staff, it was a revolutionary leap. Previously, each functional department had selected, purchased, and implemented its own best solution to facilitate day-to-day operations. The implementation of SunGard’s HTE NaviLine software required infrastructure improvements and behind-the-scenes setup. The result was several databases for common use among departments and several automation improvements to previous transaction processing systems. Functional departments, individually and collectively, are able to spend more time concentrating on serving customers and less time searching City Hall for a needed piece of information. Implementation in two final departments will lead to even better service, particularly for those in the development community. The system is challenging, but powerful by virtue of its use of a multi-platform IBM® System i™ server. It is moderately user-friendly by virtue of NaviLine’s Web browser interface. Several improvements are necessary to make the system truly great, but in its current state the......

Words: 2522 - Pages: 11

Premium Essay

Week Three Paper

...believe the Kotter’s error that relates to them most is, “failing to create short-term wins”. While Kodak felt as if they were making the correct decision, a big goal, coupled with limited planning is a recipe for disaster. Also, by not implementing a series of short-terms wins the staff and investors were both left to wonder what is considered success. If those benchmarks had been set the concern from both of the aforementioned parties could have been ceased or negated altogether. b) The second significant error was made by McDonalds. I believe the Kotter’s error that applies to their scenario is, “Allowing too much complacency”. As an established and well known brand, it is easy for industry leaders such as McDonalds to get complacent. As times change so does the customer. Today’s society is more cognizant of health risk, and now more than ever it is trendy to diet and exercise. As a leading fast-food chain McDonalds should have been ahead of the trend by ways of their research and development. Their complacency resulted in lawsuits and a identify crises that could have likely been prevented through proper R&D. c) The third error that will now be discussed was made by IBM. The Kotter error they made was, “failing to create a sufficiently powerful guiding coalition”. While no one could have predicted how fast the internet age took off, those in the industry have to intelligently use and leverage the resources they possess. Whether from the...

Words: 1479 - Pages: 6

Premium Essay

Cloud Computing

...alternative in today’s educational perspective. The technology gives the students and teachers the opportunity to quickly access various application platforms and resources through the web pages on-demand. N.NGQAYANA 2851522 9/27/2012   TABLE OF CONTENT Abstract…………………………………………………………………..3 Introduction…………………………………………………………..3 Overview………………………………………………………………3 Universities Implement Cloud Computing……………..............4 Software as a Service (SaaS)……………………………………...6 Platform as a Service (PaaS)………………………………………6 IBM cloud computing……………………………………………….7 Advantages…………………………………………………….8 Disadvantage: Unused resources……………………………………..9 Disadvantage: Interoperability issues………………………………..9 Challenges of cloud computing…………………………………………………………10 Security concerns………………………………………………………..10.1 Disaster recovery………………………………………………………..10.2 Data protection……………………………………………………………10.3 Examples and Experiences OF Universities and IBM …………11 Why Cloud Computing is Important for Business……………..11 Conclusion……………………………………………………………..13 References……………………………………………………………..14 Abstract Cloud computing is a significant alternative in today’s educational perspective. The technology gives the students and teachers the opportunity to quickly access various application platforms and resources through the web pages on-demand. Unfortunately, not all educational institutions often have an ability to take full advantages of the newest information......

Words: 4394 - Pages: 18

Premium Essay

Stories of Change

...Change Management: HP, IBM, Kodak and McDonald’s Suki HRM 560 20 Jul 2015 Dr. Beck . Introduction No matter what company it is there will always be change. Change can be good and change can be bad, but change is always going to be. An example of good change, I went into Starbucks this morning (a new one not too long built close to my home it used to be a Checkers). When I would frequent the Starbucks I would go thru the drive thru. This morning I went inside and talk about “Change.” Anyone would not believe that place was once a Checker’s restaurant. This is called ‘good’ change it is so beautiful and inviting inside. I say this to say, change is inevitable no matter how we look at it. Although there is organizational change, not always does the change we hope for work for everyone or no one at all. Stories of Organizational Change: In the book Leading Change (Kotter 2012) he indicates in his model the importance of communication and how without it what can and will go wrong. Different interests need to be recognized and addressed during an organizational change. Change need appropriately placed champions to gain support throughout the organization. Change involves risk and uncertainty and change in and of itself is not necessarily good for a company; careful assessment is needed of the relevance and likely success of a proposed change. (Palmer, Dunford & Akin, 2009) Starting with Hewlett Packard former CEO Carly Fiorina made a huge mistake is......

Words: 1338 - Pages: 6