Case Studies of Organizational Change

Case Stu offends of Organizational ChangeCASE BACKGROUNDThe RTAs approach was to just involve the decision acquirer train circumspection and the consultants in the strategy making process without including the sum and lower level management. The approach of the federation shows its high level confidence in its top level management and it wants none other those to stick along involved in the decisions which are of utmost importance to the compevery and wholly of its employees (Heathfield). There are both positive and the ban aspects of such a strategy. Taking this agitate management policy positively, the company wants do not want any material body of issue arising during its process of changing the faceal management to save its time, energy and the focus which is a good decision in itself however 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 supremacy in achieving the targets of changing the constitution and in the worse case they even may fail to accept it at all.ISSUES INVOLVEDThe concept of physical compositional change over 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, and so on (Basic Context for Organizational Change) Such changes may be regarded as the changes that re-orientate the exclusively fundamentals in which the physical composition 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 INVOLVEDIn order to achieve certain organizational and group goals, the involvement of those very fractions in the organization that are very pixilated to these setting up of goals along with those who are going to be highly affected with that is very substantial. It can never be expected the one light speed 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 make 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 just now 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 let 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 withal involve all the employees in the organization. The suggestions which are found effective decent can be called for the handling 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.CO NCLUSIONSWith the certain involvement of the middle or the lower level management in the decisions link up 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 BACKGROUNDFatima Al Hebsi is a student of a Master Degree at BHMeU and her set is change course management. In her first interview, she was offered the job as the Organizational Change Consultant 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 farming being followed 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 several(a) 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 INVOLVEDThe 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 business 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 employ 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 requires some exceedingly reason or set of reasons. These reasons have to be of the class of significant loss of sales or customers, fear of ba nkruptcy, 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 reflexion the well being of its employees, stake holders, partners and the others. This should reflect the coming(prenominal) mission and the hatful in the future and what will be the major steps to achieve that and caterpillar tread 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 allure 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 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 Scenario3 How do you change a complacent organization?CASE BACKGROUDAhmed Al Shammsi is the CEO of a well established orga nization 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 commute the top managers to go for some of major changes in the organization.ISSUES INVOLVEDThe current era of fast industrial and business growth, much 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 in operation(p) 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 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 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 saucy mental capacity 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 hatful to continue as the market leader in the future.ANALYSIS AND RECOMMENDATIONSIt is qui te 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 energy 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 innovation may pu ll them next to the leader.CONCLUSION base 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 young 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.