...Why Organizations Change James De Gagne MTG/380 November 22, 2011 Tammy Walker Why Organizations Change Organizations change for different reasons, external pressures, the change in the economy, new product line, global influence, or internal pressure, a new business strategy, a change in the vision, or mission statement, reorganization, or acquisitions. When an organization changes the people within the company must also transition. Transition means a person has to let go, say goodbye, and live outside his or her comfort zone. To illustrate an organizational change I choose Budget Panels and their employees as an example. Budget panels went through a series of eras. The final era was the acquirement in 1986 by Hon Industries. This acquisition brought many transformations in the company, for the employees as well as new pricing, products, and services. This paper will follow Budget Panels transitions; describe the change transition curve, and the influence of global and internal environments. First, a small summary of how Budget Panels was originated and the organizations transition into the final era. Budget Panels was created by entrepreneur Gary White. Gary started Budget Panels in the garage of his home in the early 1980s. The company produced office partitions. The organization quickly grew and evolved from an entrepreneurial business to a professional management structure in a new location in Kent, Washington. The company also changed their name from Budget Panels...
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...Top Ten Reasons People Resist Change: 1. THE RISK OF CHANGE IS SEEN AS GREATER THAN THE RISK OF STANDING STILL Making a change requires a kind of leap of faith: you decide to move in the direction of the unknown on the promise that something will be better for you. But you have no proof. Taking that leap of faith is risky, and people will only take active steps toward the unknown if they genuinely believe – and perhaps more importantly, feel – that the risks of standing still are greater than those of moving forward in a new direction. Making a change is all about managing risk. If you are making the case for change, be sure to set out in stark, truthful terms why you believe the risk situation favors change. Use numbers whenever you can, because we in the West pay attention to numbers. At the very least, they get our attention, and then when the rational mind is engaged, the emotional mind (which is typically most decisive) can begin to grapple with the prospect of change. But if you only sell your idea of change based on idealistic, unseen promises of reward, you won’t be nearly as effective in moving people to action. The power of the human fight-or-flight response can be activated to fight for change, but that begins with the perception of risk. 2. PEOPLE FEEL CONNECTED TO OTHER PEOPLE WHO ARE IDENTIFIED WITH THE OLD WAY We are a social species. We become and like to remains connected to those we know, those who have taught us, those with whom we are familiar – even at...
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...Climate change is refers to the rise in average surface temperatures on earth, mostly due to the burning of the fossil fuels such as oil and coal, which emits greenhouse gases into the atmosphere which are primarily carbon dioxide, water vapor, methane, nitrous oxide, and chlorofluorocarbons (#02). In addition, other human activities, such as agriculture and deforestation, also contribute to the growth of greenhouse gases that cause climate change (#01). According to this, many have make their own conclusions on how are humans responsible for climate change and whether or not it is a real thing. Some people think and guarantee that climate change is real and it is happening at least in part because of human activity. This people argue that in the last 100 years, carbon dioxide concentrations in the atmosphere have risen from 290 parts per million (ppm) to 369 ppm, with strong evidence pointing to the burning of fossil fuels by humans as a primary cause of these increases (#03). Additionally, they say that in the future the earth’s climate is going to rise hugely over short periods of time, which will cause farming to be harder and consequently daily life and economy will be affected. Therefore, according to them a way to stop climate change, or at least to reduce it, is to stop the burning of fossil fuels. If this...
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...In about 1985 the idea of climate change began, it was produced by Maurice Strong, a socialist multi-millionaire. Today, the idea is still going strong, for no good reason. Climate change is not catastrophic so there is no need to fret over it. The first reason is that many of the numbers that climate change supporters tell you are exaggerated. Secondly, there is so much information saying that climate change is not real that it can not be ignored. My first reason against climate change is that a great amount of “data” about climate change is exaggerated or flat-out made up. For example, according to globalclimatescam.com it claims that in reality most scientists do not agree with artificial catastrophic climate change. “ 75 scientists said they believe in global warming on the other hand over 31,000 scientists have signed a petition saying they do not believe in catastrophic manmade global warming.” You have probably heard of the 99% of scientists believe in global warming, but this proves that the opposite is true. Also, a lot of scientists say that warmer weather causes more carbon dioxide causing warmer weather. But really, using a summary of answersingenesis.org a hotter climate will create more evaporation, making more clouds,...
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...Ryan Bennett Mrs. Gossett Eng. 4C 6 Nov. 2014 Making It Clear The climate of Earth has been a topic of discussion for ages. As time goes on the question about climate that seems to recur the most is: “Why does the world climate change?” Today that question has turned into a matter of debate on whether or not global climate change is a natural process or it is caused primarily by humans. While many people have tried to account reasons that humans cause climate change, most theories don’t gain support. Some ideas though, such as those concluded by “renowned” scientists gain ground based on actual data gathered in the field and not just theories. One thing all those scientists have in common though that makes them credible is that they have gathered information to support their claims. That data is used all around the world as a base for governments and agencies to...
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...Why Organizations Change Your Name MGT/380 Date Professor Why Organizations Change This paper will provide recommendations to the executives at Verizon regarding potential changes that the organization should consider making in the near future. Verizon will be reorganizing the company providing new pricing for its products and services. This paper will describe the stages of the change transition curve and what Verizon might experience. This paper will also discuss the influence of the global and internal environments and why this change is needed. Change transition Change is never easy for people, it becomes difficult in an organization when there is a different people involved that need to get guidance from a management team. In a management model there are four stages identified, which explain what most people go through when change occurs. The first stage normally is, denial ("Stages Of A Change Curve", 2015), people will react with a bit of shock by ignoring it, talking or thinking about the change is avoided. People will instead try to stick to familiar feelings, anything that they are still currently using in the organization. The second stage of change transition is resistance ("Stages Of A Change Curve", 2015). Some times in organizations employees can have feelings of anxiety or anger which can then reduce productivity when they realize that the change is actually happening. However, the management team’s role, is to listen to the team members...
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...clearly defines what the service level requirements are, sets out the change control mechanism, the communication protocol and representative of both parties and review the agreement in conjunction with the supplier to remove any ambiguity. Category Management: Should be responsible for developing a SQM that will allow provide both parties with a forum to work in partnership and set targets and KPIs. Material Management: Should be responsible to understand the required and forecast inventory stocks and coordinate accordingly. Logistics: Should be responsible for transporting the product through the supply chain. 2. What initially appears to be the problem? What really is the problem(s) in this case? The problem initially appears to be that the vendor is not meeting the expected performance level required by the customer. However the problem is not with the vendor rather within Avion. It appears that the company does not have appropriate cross function engagement, rather working in silos. There is no obvious communication structure whereby the SCM understands the scope requirements and can translate this to the vendor. Also following contract award it is not clear what effort, if any, was placed on operationalising the contract. 3. How easy is it to switch suppliers? What could complicate a firm’s ability to switch to a new supplier? In this instance it would be difficult to change out suppliers immediately without disrupting production of the new product...
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...current suppliers (i.e. not switching) that currently do not have a “lean” in place and also define in the response your plan to achieve the new “lean” supplier requirement. I Advantage: * Better relationship – further involved in new production process * Better reputation (ethics) * Knowing the supplier better – its problems, cost-structure, and technology * Supplier may be more responsive * Creating “trust” II Disadvantage: * Cost of the BP team * Require extensive capital investment or extra personnel for suppliers * Time consuming (for the suppler to be lean) * Difficulty to change and sustain In order to achieve the new “lean” supplier requirement, I would want suppliers that have substantial responsibility during product development; the ability to accommodate and respond to the request of changes in product or manufacturing process; extensive capital investment or extra human resources. Also the suppliers that is reliable, and “self-reliant.” b Analyze Honda’s supplier BP development practices. Identify and define in detail all of the key elements of their program. What problems with implementation would you expect the BP team to encounter (if any) with a candidate supplier and what is your team recommendation to minimize the difficulty? There are 5 key elements of the BP development practices. First, encourage fresh thoughts about production...
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...Why Do Organizations Change? Organizational change is the movement of an organization from one state of affairs to another. A change in the environment often requires change within the organization operating within that environment. Change in almost any aspect of a company’s operation can be met with resistance, and different cultures can have different reactions to both the change and the means to promote the change. To better facilitate necessary changes, several steps can be taken that have been proved to lower the anxiety of employees and ease the transformation process. Often, the simple act of including employees in the change process can drastically reduce opposition to new methods. In some organizations, this level of inclusion is not possible, and instead organizations can recruit a small number of opinion leaders to promote the benefits of coming changes. Organizational change can take many forms. It may involve a change in a company’s structure, strategy, policies, procedures, technology, or culture. The change may be planned years in advance or may be forced on an organization because of a shift in the environment. Organizational change can be radical and swiftly alter the way an organization operates, or it may be incremental and slow. In any case, regardless of the type, change involves letting go of the old ways in which work is done and adjusting to new ways. Therefore, fundamentally, it is a process that involves effective people management. Managers carrying...
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...Why people resist change 1. Fear. By far the biggest reason for resistance to change, fear creates paralysis. According to Jeff Hajek, People get worried that the new way won’t work, that they will not do well following the modified process, or that it will mean having to change to another job within the company. Worst of all, they fear layoffs. 2. Misunderstanding about the need for change/when the reason for the change is unclear — According to Torben Rick if staff do not understand the need for change you can expect resistance. Especially from those who strongly believe the current way of doing things works well…and has done for many years! 3. Comfort . When people have it good, they are reluctant to give that up. According to Jeff Hajek this is most common when an improvement effort in one area requires additional work in another area. For example, let’s assume area ‘A’ can save 10 minutes by moving 5 minutes of work to area ‘B’. The employees in area ‘B’ are likely to be less than thrilled by the change, especially if things were humming along smoothly for them. 4. Personal preference. According to Jeff Hajek some people have a personal style that makes it hard for them to accept change. This is basically the ‘other’ category of resistance. Some people just like things the way they are. 5. Change in the status quo —According to Torben Rick resistance can also stem from perceptions of the change that people hold. For example, people who feel they’ll be worse off at...
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...Why the moon changes shape Selene and Aphrodite were best friends for about 300 years. One day Selene and Aphrodite were walking through a forest. Selene says “I think my daughter is just as pretty as you”. Aphrodite gets mad and storms off. She plans the perfect revenge. She goes to her son, Cupid, and tells him to shoot an arrow at Zeus while he’s looking at Selene's daughter, Luna. Aphrodite did this because because she knew Zeus would have sex with her daughter and that would hurt her the most. Zeus was scanning the land one day and as soon as his eyes landed on Luna, Cupid shot him with an arrow. Zeus felt nothing but burning desire for Luna. He was determined to have her. While she was sleeping one night he came and had laid with...
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...lead the implementation and that managers must be models and agents of its adoption; and that management and non-management employees must operate cooperatively. (Vitalo, R. 2013) The term “Kaizen” has two uses. One use refers to the principle of continuous improvement and describes a fundamental element in the Quality Model and in Lean thinking. The second use refers to methods that either suggest (e.g., Teian Kaizen) or generate and implement improvement ideas. Of the methods that both generate and make improvements, some methods are done by an individual, but most are done by teams; some are done day-to-day (e.g., Quality Circles) and some as special events; and some focus on business-level processes (value streams) to make large change (Kaikaku or Flow Kaizen) and some focus at the subprocess level, where the real work is done (Gemba or Point Kaizen). (Vitalo,...
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...WHY HAS ART BEEN FEARED BY SOCIETY ? A very basic feature of a society is having norms (A standard or pattern, esp. of social behavior, that is typical or expected of a group) . Norms which are supposed to be followed by every member of the society. Anyone who decides to do something 'different' is considered an outcast and is shunned by the other members of the society. And what exactly is art ? Art is an innovation of new ideas , imagination and an escape from the realities of the world. It initiates creativity , forcing people to think ' outside the box.' Art does not require people to follow a fixed set of guidelines and stay restricted to the norms of the society . Infact it allows people to cross boundries and enter a world which has no norms , no rules. Everything is acceptable in the world of art . This is what the society fears. Change. Breaking of social norms. The audacity of some people to create something different frightens society. They fear that the norms which were formed and established over the years may no longer be considered important. People will live according to what they desire rather than what the society desires. If we take a look at the modern world today and compare it which the previous eras , we will see quite drastic changes. Changes in not only the architecture of the world, but also changes in people's perceptions and thinking. And what thing is responsible for all these changes ? Well, in my opinion it is art which has led to all these...
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...KRAFT FOODS ORGANIZATIONAL CHANGE AND INFORMATION SYSTEMS Nowadays companies need to have a paradigm shift, they need to have a new way of thinking of the nature of the businesses (Laudon, 2012). Many large organizations have implemented information system technologies into their organizations and started on their path to an organizational change. One of those companies is Kraft Foods. Kraft Foods has annual revenues of $48 billion. They specialize in snacks, confectionary and quick meals and is the second largest food company in the world in more than 160 countries. Kraft Foods’ main concern was trying to get their employees to understand the changes taking place in the company. They wanted to be certain that employees were moving in the right direction. Debra Pekin, Change Management Specialist at Kraft Foods mentioned “every employee has a part to play in the outcome, and everyone can and should contribute to value creation in whatever project, process or initiative they’re working on” (Paradigm Learning). Change is becoming such a norm for many organizations that they realize the importance and also the necessity for employees to understand these changes. According to Kurt Lewin, if you wanted to change a large cube of ice into a cone of ice, you should first unfreeze, then change and then freeze again. He goes on to discuss the practical steps to each process as follows: Unfreeze: What has to be changed? Create an analysis of the current organization...
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...In the story, "Saving Sourdi" by May-Lee Chai, the reader feels empathy for Nea because she was too young and naive to understand what was happening. The reader understands why Nea was upset about her sister, Sourdi moving on since they were typically best friends growing up. As a young child, kids usually try to act older and more mature than they are. They are noisy and want to know about every little thing. This is a normal characteristic that most children have acquire. Nea, the younger sister, has difficulty growing up and maturing in her own life, as well as her sister’s life, as it progresses. Her naivety and aggression influences her decisions throughout the story in a negative way. Chai’s character is easily believable and relatable. Everyone has had a point in their lives where they didn’t want to grow up, handled a situation poorly, or realized that their relationship with someone has changed drastically to the point of no repair. The reader experiences her attempts at protecting her sister and we watch as they fail time and time again. Nea is a flat and static character. Throughout the story she does not change. Nea remains childish in her actions and decisions. Their mother addresses this issue early on by saying, “You not thinking. That your problem. You always not think!” (Chai 70). Chai does not show us another side to Nea making her a flat character. We see her in the same light despite the life lessons she experiences. Nea is the same drastic, hardheaded...
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