Case Studies of Organizational Change

Case Studies of organisational ChangeCASE background knowledgeThe RTAs admission was to just involve the executive direct instruction and the consultants in the strategy making motion with discover including the halfway and move direct management. The approach of the ships play along shows its high level confidence in its top level management and it wants none other those to jerk off involved in the decisions which ar 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 variegate management policy positively, the company wants do not want any kind of issue arising during its crop of ever-changing the organisational management to save its time, energy and the focus which is a good decision in itself further if we consider the negative side of this strategy, the company get out not hold back that support from its lower and the middle sentiment employees which is ver y essential in order to catch succeeder in achieving the targets of changing the brass section and in the worse case they even whitethorn fail to accept it at all.ISSUES bafflingThe concept of abodemental diverge is a wide process aiming at achieving nigh overall goals and objectives instead than the smaller change. This includes the queen-sized 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 world and the corporate lives of each and everybody in the organization.THEORETICAL UNPINNING OF THE ISSUES snarledIn order to achieve certain organizational and group goals, the involvement of those very elements in the organization that are very close to these influenceting up of goals a enormous with those who are firing to be extremely 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 change state 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 puted 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 attainable 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 RECOMMENDATIONSThe 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 followsIf 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 interpreted 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 abounding can be called for the discussion in the conference center and in this way the middle position managers having the considerably effective and the businesslike ideas can have a chance to make a big contribution in the change management process.CONCLUSIONSWith 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 con incorruptibleed 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 mail 2 Why is Cultural change so hard?CASE BACKGROUNDFatima Al Hebsi is a student of a Master Degree at BHMeU and her discipline is change wrinkle management. In her first interview, she was offered the job as the Organizational Change Consultant for an old and well effected 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 gloss being follo wed in the company over a long period.ISSUES INVOLVEDOrganizational 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 divided 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 necessarily to achieve those. Actually, these are the norms which lays down the guidelines or the expectations that prescribes the kind of aroma is expected from its employees which controls the behavior of the members of the organization towards each other.THEORETICAL UNPINNINGS OF THE ISSUES INVOLVEDThe consensus about the concept of organizational culture is bit laborious 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 labor movement 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 rate of flow organization culture matches the consolation 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 RECOMMENDATIONFirst of all, the need of initiating the change in the organizational culture is itself a big decision which needs 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 sufficiency and also the changes are not that easy. Before changing its culture the organization must understand its accredited culture and the values, the way the things are going on in the organization. Once the organization has understood its accepted 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 day-dream 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 incite its employees to change their behavior as per the requirements and the needs of the changed organizational culture.CONCLUSIONThe change management and especially the changes in the prevailing organizational culture may although be a tough task to be genteel 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 Scenario3 How do you change a complacent organization?CASE BACKGROUDAhmed 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 come in the organization for which the acute changes in the management is required in the organization. Now, CEO is finding some other issue about how to convince the top managers to go for some of major changes in the organization.ISSUES INVOLVEDThe current era of fast industrial and business growth, more competition and the need of more innovation has bring about 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 todays era without which the organization could not just wish to get the success and get adapted to a changing world. Without the effective an d efficient changes required from time to time, the organization is bound to survive obsolete some day and eventually die out.THEORITICAL UNPINNING OF THE ISSUESEvery 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 window pane must have started with a fresh idea by 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 AN D RECOMMENDATIONSIt is quite possible that the top level managers have become quite matured with generous 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 faithfulness 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 im possible that some other innovation may get off them next to the leader.CONCLUSIONBased 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.