Case Studies of Organizational Change

Case Studies of Organizational Change CASE BACKGROUND The RTAs approach was to just involve the executive level management and the consultants in the strategy making process without including the middle and lower level management. The approach of the company shows its high level confidence in its top level management and it wants none other those to get involved in the decisions which are of utmost importance to the company and all of its employees (Heathfield). There are both positive and the negative aspects of such a strategy. Taking this change management policy positively, the company wants do not want any kind of issue arising during its process of changing the organizational management to save its time, energy and the focus which is a good decision in itself but if we consider the negative side of this strategy, the company will not have that support from its lower and the middle position employees which is very essential in order to have success in achieving the targets of changing the organization and in the worse case they eve n may fail to accept it at all. ISSUES INVOLVED The concept of organizational change is a wide process aiming at achieving some overall goals and objectives rather than the smaller change. This includes the big changes like the change in mission, restructuring the operations, changes in the technologies, re-engineering, major collaborations, etc. (Basic Context for Organizational Change) Such changes may be regarded as the changes that re-orientate the whole fundamentals in which the organization operates. These changes are the ones which affects the being and the corporate lives of each and everybody in the organization. THEORETICAL UNPINNING OF THE ISSUES INVOLVED In order to achieve certain organizational and group goals, the involvement of those very elements in the organization that are very close to these setting up of goals along with those who are going to be highly affected with that is very important. It can never be expected the one hundred percent support from any employee to support the changes made in his work or way of work who was not involved in the process of decision which will have a long lasting impact on his work. For such changes to succeed the involvement of those individuals whose working is going to get highly effected is very essential. Though it is quite admissible that during the changes, especially the ones which have an effect on the whole organization, the involvement of each and every individual is not possible but it would be highly worthy to try the involvement of the individuals as much as possible from the lower as well as the middle management. ANALYSIS AND RECOMMENDATIONS The changes in such a strategy is quite possible with a program that in a way involves these lower and the middle level management too, but not affecting the positive interest of the company for which it was adopted in that way. The changes can be explained as follows: If the role of the middle management as a whole cannot affect the overall decision of the change, at least the involvement of each and every employee in taking the meaningful decisions which involves their own work or the work of their respective unit or group. During the change management process, the suggestion for the changes can be taken from the middle management in the form of survey or the request for the submission of the changes to the executive management or the consultants can be taken. This would not only help the top level management in making the changes but would also involve all the employees in the organization. The suggestions which are found effective enough can be called for the discussion in the conference center and in this way the middle position managers having the considerably effective and the efficient ideas can have a chance to make a big contribution in the change management process. CONCLUSIONS With the certain involvement of the middle or the lower level management in the decisions related to the change management the immense amount of support and the confidence from the employees will be confirmed for such decisions by the executive level management and also with these suggested changes in the process of the change management, Al Ammeri can get his ideas considered and if found feasible by the consultants and the executives he can get those included. Organizational Situation 2: Why is Cultural change so hard? CASE BACKGROUND Fatima Al Hebsi is a student of a Master Degree at BHMeU and her discipline is change course management. In her first interview, she was offered the job as the à ¢Ã¢â€š ¬Ã…“Organizational Change Consultantà ¢Ã¢â€š ¬Ã‚  for an old and well established electric power company. The company is expected to make major organizational changes and now it concerns Fatima how hard it would be to change the major components of the culture being followed in the company over a long period. ISSUES INVOLVED Organizational culture is the set of the guiding tools and the ideology that guides and the interpretations and the actions in any organization. It describes the various attitudes, beliefs, the way of doing the work, psychologies, experiences, etc shared commonly by all the employees in the organization. It is basically the ways and the values followed by each and everybody in the organization whether directly or indirectly related to it. The organizational culture of any organization is highly dependent upon the goals and the objectives of the it and the appropriate kinds of the standards adopted for the needs to achieve those. Actually, these are the norms which lays down the guidelines or the expectations that prescribes the kind of behavior is expected from its employees which controls the behavior of the members of the organization towards each other. THEORETICAL UNPINNINGS OF THE ISSUES INVOLVED The consensus about the concept of organizational culture is bit difficult to understand theoretically, as they are quite holistic, historical involving the various anthropological and socially constructed concepts which are also very much difficult to change. Changing the organizational culture is one of the toughest task in the organizational change as this component of the organization was developed over a long period of time by the interaction and the confidence of its participants in the organization. The current organization culture matches the comfort and the style of its employees especially its executive level managers which ultimately reflects the prevailing management style in which the employees are well settled and used to in that working environment. ANALYSIS AND RECOMMENDATION First of all, the need of initiating the change in the organizational culture is itself a big decision which requires some extremely reason or set of reasons. These reasons have to be of the class of significant loss of sales or customers, fear of bankruptcy, or loosing the millions of dollars in the market, etc and for that too blaming the organizational culture itself needs a harsh journey. But after recognizing the organizational culture as the reason for these troubles and there is a need to change the culture the process require a deep understanding and commitment along with certain tools and knowledge. Doing the change itself is not pretty enough and also the changes are not that easy. Before changing its culture the organization must understand its current culture and the values, the way the things are going on in the organization. Once the organization has understood its current culture, the consultant needs to understand what changes or alterations may be required to guide the organization to the success along with taking into the consideration the well being of its employees, stake holders, partners and the others. This should reflect the future mission and the vision in the future and what will be the major steps to achieve that and path to be folled. This needs high degree of the future predictions according to the current scenario. The next step which would be the toughest step is to convince its employees to change their behavior as per the requirements and the needs of the changed organizational culture. CONCLUSION The change management and especially the changes in the prevailing organizational culture may although be a tough task to be accomplished in the light of fact that these cultures have been developed over the long time and it would be difficult for each and every element of the organization to get adapted for these changes. But for a smart and efficient consultant, he/she has to understand the very roots and the soul of these cultures, to get started right from these ends to get the solutions of the issues involved. Organizational Situation Scenario:3 How do you change a complacent organization? CASE BACKGROUD Ahmed Al Shammsi is the CEO of a well established organization Trans-Tech Solutions which is the market leader in manufacturing the avionics components for the commercial airlines. Even though the organization is doing extremely well in the current situation but the CEO is foreseeing the future problems that is bound to occur in the organization for which the acute changes in the management is required in the organization. Now, CEO is finding another issue about how to convince the top managers to go for some of major changes in the organization. ISSUES INVOLVED The current era of fast industrial and business growth, more competition and the need of more innovation has become the utmost important tool for achieving the success and making stability in that success. The change has to be taken as the most important capability of any business operating in todayà ¢Ã¢â€š ¬Ã¢â€ž ¢s era without which the organization could not just wish to get the success and get adapted to a changing world. Without the effective and efficient changes required from time to time, the organization is bound to become obsolete some day and eventually die out. THEORITICAL UNPINNING OF THE ISSUES Every organization gets formed on the basis of some ideas and the innovations. They have a distinctive vision with some of those dedicated and devoted people with fresh mind set up to accomplish these very things. Not only the top level management but the organization as a whole have to kept together while making such decisions which as big as the changes in the way they are working, the motive for which they are operating and mission they are acting day and night for the well being of the organization. The settled and the complacent organization like the Trans-Tech Transportation must have started with a fresh idea through which they grew into a market leader and reached a certain level of excellence. But the flexibility is the thing which is required by this corporation to continue as the market leader in the future. ANALYSIS AND RECOMMENDATIONS It is quite possible that the top level managers have become quite matured with enough resistance to the changes but this may become the reason due to which the company may fall on to a senility mode in which the efficiency of the company slows and may even stop causing the ultimate downfall and then die out. Keeping ourselves in the place of Ahmed Al Shamsi, the owner has to convince its managers even though they are the market leaders, they have been doing well enough in achieving its objectives and goals, there excellent performance has been based on their organizational strategies and cultures but the change is the law of nature which applies here as well. They will have to see not only the prospects coming out for the near future but also the far future which would help them to maintain its leadership as long as possible (Theories of Motivation). They will have to keep in mind that they became the leader by replacing somebody and it would not be impossible that some other innova tion may pull them next to the leader. CONCLUSION Based on the analysis of the complacent organization of Trans-Tech Corporation, the top level managers should look forward for looking for some changes based on some exciting and new idea through which the company may continue its strong and fine edge to continue as a firm with solid vision, strong vision with clear objectives for not only the well being of itself or the executive level management but the organization as a whole.

The Atrocity of Saul Alinskys Utilitarian Approach to Communcation Ess

The Atrocity of Saul Alinsky's Utilitarian Approach to Communcation Jeremy Bentham, one of the founders of Utilitarianism, believed his philosophy could provide for the â€Å"greatest happiness of the greatest number of people†. However benign it may sound, at the heart of Utilitarianism is a cold, teleological process which reduces happiness to a mere commodity. It is even worse that Saul Alinsky would extend this philosophy to a point where the truth becomes relative, justice becomes a tool of those powerful enough to wield it, and any means are justified to reach one’s desired ends. Utilitarianism’s focus on outcomes inevitably leads to a lack of concern with the means used to accomplish a given outcome. This allows for a process in which the rules of conduct are vague, open to interpretation, and less important than one’s objective. This lack of absolute standards clearly violates several key standards of Martin Buber’s Dialogic values, which I believe are essential to ethical communication. These standards stress the importance of the authenticity and honesty of one’s me...

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In what ways does Ibsen make us feel sympathetic towards Sarasota? In the first act of the play ‘A Doll's House' by Henries Ibsen, we are presented to many different characters, however, the one that stands out most is the rather out of the ordinary character, Sarasota. Sarasota is a lawyer who went to the same school as Dorval, and has a minor position at Tortilla's bank. Ibsen tries to plot down certain aspects of Crossroad's life, In which you see both sides of the character, which might make the readers feel sorry for him.With this, Ibsen gives the readers the power to ecocide which character they would be sympathetic towards the most. Crossroad's character is in opposition; although his bad actions seem to push him towards the desire of protecting his children and wife, he is willing to use dishonest tactics to achieve his goals. This leaves Nora In a horrible situation, but his claims to feel sympathy for her and the hard circumstances of his own life drive us to sympathi es with him. At first you can see that Sarasota is like any other person, wanting to keep his Job, to know that he is still welcomed some where.This can be seen in the sentence: â€Å"Will oh be so good as to see that I keep my humble position at the bank? † By using the word ‘humble' he is shown a sense of sarcasm, meaning that he does not actually enjoy working at the bank, but that he has no other choice, It Is all he has to keep getting money so that he can take care of his wife and children. Later on in the first play his character changes. He is presented as a disheartened, wretched man. This is shown in the line: â€Å"Now listen to me, Mrs. Helmet. If I'm forced to, I shall fight for my little Job at the banks as I would fight for my life. Although It his sounds very harsh and quite threatening, It does give him the sense of righteousness. It is the desperate side to him, that no matter what will happen he will keep fighting to keep his job at the bank so that he can survive and so that he can also enjoy this feeling of happiness. Ibsen makes you feel sympathetic towards Sarasota because you realize that he is a condoling guy and really cares about his job, wants to get things done, but cares even more about being able to provide for his family. Crossroad's aggressive and brutal side is later on shown through the way he threatensNora with the sentence: Mimi say that because you don't want to help me. But I have the means to make you. † This is a disturbing line from Sarasota because you see the clear lack of consideration he has towards Nora. This shows that he will do everything to get what he wants, even if it means hurting some one along the way. He Is In some ways blackballing Nora, In the way that she has no way out of this he forces her to try to help him keep his Job at her husbands company, even though she has no way of doing so.Sarasota is the plays main antagonist, however, he is not shown as the typical bad u that you see in other scenarios. This can be shown in the sentence: â€Å"Do as you please. But I tell you this. If I get thrown into the gutter for a second time, I shall take you with me. † Although his actions are not good, his intentions are good. Sarasota is trying to hide his past reputation, and by this he doesn't want to be knocked down again. By saying this, it shows that he would not go down alone, so that he can show Nora how horrible it is to be left out of society and losing everything that keeps him going.In this situation, not only the readers would feel sorry for Sarasota, but maybe even Nora herself, because she would be able to relate since he is fighting for his life and for his children to be able to provide for them. In conclusion, Ibsen makes us feel sympathetic towards Sarasota by making him behave like any other human being would. This is shown through bringing up real life situations, as Sarasota only has to go through this so that he can take good care and be se cure of his children, and in this the readers could acknowledge the position that Sarasota is in.

Important Macbeth Quotes - 1713 Words

Important Macbeth Quotes 1. The raven himself is hoarse That croaks the fatal entrance of Duncan Under my battlements. Come, you spirits That tend on mortal thoughts, unsex me here, And fill me from the crown to the toe top-full Of direst cruelty. Make thick my blood, Stop up th’access and passage to remorse, That no compunctious visitings of nature Shake my fell purpose, nor keep peace between Th’ effect and it. Come to my woman’s breasts, And take my milk for gall, you murd’ring ministers, Wherever in your sightless substances You wait on nature’s mischief. Come, thick night, And pall thee in the dunnest smoke of hell, That my keen knife see not the wound it makes, Nor heaven peep through the blanket†¦show more content†¦At the same time, Macbeth’s fear that â€Å"[w]e still have judgement here, that we but teach / Bloody instructions which, being taught, return / To plague th’inventor,† foreshadows the way that his deeds will eventually come back to haunt him. The imagery in this speech is dark—we hear of â€Å"bloody instructions,† â€Å"deep damnation,† and a â€Å"poisoned chalice†Ã¢â‚¬â€and suggests that Macbeth is aware of how the murder would open the door to a dark and sinful world. At the same time, he admits that his only reason for committing murder, â€Å"ambition,† suddenly seems an insufficient justification for the act. The destruction that comes from unchecked ambition will continue to be explored as one of the play’s themes. As the soliloquy ends, Macbeth seems to resolve not to kill Duncan, but this resolve will only last until his wife returns and once a gain convinces him, by the strength of her will, to go ahead with their plot. 3. Whence is that knocking?— How is’t with me, when every noise appals me? What hands are here! Ha, they pluck out mine eyes. Will all great Neptune’s ocean wash this blood Clean from my hand? 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