...Team: The team who was in charge for the mechanism, evaluation and training was very well structured since the beginning. The Project Management team was forms from the people of the Industry department Danoneand the Human Resources assistant director. It is interesting to be said that the one who came with this idea was the Industry manager department (not the Human Resources one) and together with the Human Resources manager began setting up this change in the management of Danone. From the beginning they had to find sponsors within the firm who will actually finance their idea. The project manager together with the assistant from Human Resources were in charge with the training part of the employees, the manager of Accounting and Production Departments were in charge of the communication between the employees and the director. The direct chiefs were the ones who actually made the developing plan for this management change and after the process of interviewing and testing was finished, they had to inform about the results. After that, the employees were able to give some feedback because after all, they were the beneficiaries of this projects, and all of this were made in the goal of helping them but also developing the company in a good and fear manner. For this project, the stakeholders were the Syndicate and the Employees Representative . The Syndicate is a non - profit NGOs defined in Labor Code as:" independent legal entities , non-profit , formed to defend...
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...school of one of the members, Anna Virginia P. Santos, San Lorenzo School which is located in San Pedro, Laguna. MISSION SAN LORENZO SCHOOL, although a non-sectarian school, fosters a Christian Community whose members are strongly committed in their covenant with GOD by emulating SAN LORENZO RUIZ' steadfast faith and unwavering devotion to God, and by advocating Christian Values. The school enhances academic excellence in every San Lorenzonian by establishing relevant, responsive, and technologically-oriented academic and non-academic programs; and by continuously upgrading competent and committed teachers whose dedication in their academic profession is beyond compare. VISION SAN LORENZO SCHOOL envisions itself as an agent of change and as a producer of productive citizens of this country who in the near future will actively participate in the economic prosperity, national development, and social transformation through excellence in teaching and community involvement. SCHOOL PHILOSOPHY AND GOAL: San Lorenzo School, a reputable center for youth education, strongly believes that quality education is extremely essential to the growth of the nation and its people. Although co-educational and non-sectarian, it provides teaching about Christian Living to students regardless of their religious affiliation. With a balanced and well-planned academic program in pre-elementary, elementary, and high school levels, its academic strength is maintained by highly competent teachers...
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...University of Phoenix Material Management Response to Change Worksheet Part A: In the boxes, provide descriptions of the six different perspectives for response to change. Then, prepare the generic response you would provide, as a manager, as a response to change in that particular perspective. Manager responses to each perspective should be at least 100- to 200-words. The Management Response to Change Worksheet is due in Week Two. Organizational Renewal Description: Manager response to change: System Approach Description: Manager response to change: Sociotechnical System Description: Manager response to change: Future Shock Description: Manager response to change: Organizational Transformation and Development Description: Manager response to change: Planned Change Description: Manager response to change: Part B: Respond to the following questions in 150- to 300-words: • How does corporate culture affect management responses to change? What is the role of management? • As a manager, how do OD goals and values relate to the cultural role of management? Just like anyone else, managers are drawn to people just like themselves. It seems common that managers tend to hire new people who are just like themselves. So then the organizational culture within in an organization is continually reinforced...
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...Change Management and dealing with changes is a key project management function for any industry. There might be enormous variance in efforts, cost, schedule, quality of deliverables if changes are not handled effectively. Many projects are delayed and many other are closed (terminated) because project managers were not able to manage changes. Introduction Change management and dealing of with scope or requirements change is an importance function of project managers. However clear the requirements are, whatever the tool used for documenting requirements ( right from Rational tools to Word document ) and whatever the category of execution model ( Pure Waterfall to evolutionary prototype ) requirements are bound to change. The only difference to change is to what extent, and what is the impact on project success or failure. Having said this successful execution of any project relies on how good and effective is your change management mechanism. This is the reason why Monitoring and Controlling Process Group ( Section 3.2.4 of PMP handbook ) is such an important section. Why Requirements Change? There are a number of reasons for change in requirements and these reasons depend on multiple factors like: Industry: Is the project related to Automotive or Aerospace or Jewellery Geography : APAC customers are precise in their requirements compared to US or European Customers ( Based on the project execution...
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...Change management plan Organizations are set up in specific ways to accomplish goals, and the structure of the organization can help or hinder its progress toward accomplishing these goals. The ACME Grocery is a functional organization with the store manager and other department heads. Currently the company is experiencing low profit growth, low morale, communication problems between department heads, and the use of coercive power. Because of the power struggle between the store manager and department heads employee behavior has declined and has shown a high turnover, low productivity, poor customer service, and an absence of trust within the organization. For these reason the company has decide a change in organizational structure was imperative. Appropriate and effective structure According to Robbins & Judge, the proper organizational structure has six key design questions, chain of command, centralization or decentralization, and formalization as well as others. The proposed new organizational structure is the matrix structure expands on the functional structure by assembling employees both function and product offering. Employees in a matrix organization report on day-to-day performance of the store. This new structure will empower the employees; model Drucker’s theory of as a team, and autonomy. The Matrix structure will embrace the diversity of the staff, a culture of decentralization in leadership, and foster competition between each department. Effects on employee...
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...There is a change an inevitable feature of organizational life because of the influence of global, economic, and technological development . Moreover, organization development is directed at bringing about planned change to increase an organization's effectiveness and capability to overcome difficulty. However, some people believes that there are many obstacles that organization should face during changes. This essay intends to discuss whether organization should change or not. The reason why organization should change is regarding to growth opportunities. Employees now have chance to learn new skills , exercise their creativity in the ways that ultimately benefit to the organization through new ideas . Importantly, preparing employees to deal with the opportunities in the market that organizations needs to pursue in order to increase its competitiveness. ( Chap 3 part 1 page 36 in " Change management" in Financial times Briefings).In addition, organizations also benefit from increasing satisfaction of customers and markets. Specifically, organizations are now able to introduce the new ways of meeting customer needs, new processes of delivering customer service, and new products which might attract the markets.For example, Apple Inc, the an American multinational corporation, understand and grasp the customer's needs which is phablet (more than 5 inch smartphone screen) , so they offer two new designs for the iPhone 6 which have the screen size of 4.7 inch and 5.5 inch. As...
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...It is human nature to be reluctant to change. Employees are creatures of habit and may need time to adjust to the changes that occur in the workplace. Managers can take extra precautions to help alleviate some of the confusion and stress associated with change by following a four step communication plan. The steps are to set the stage for acceptance, create the frame for information to be interpreted, manage the mood for employee’s emotional state, and reinforce the desired changes. In order for management to set the stage, they need to be upfront and honest. Regardless of what the plan to be executed is and what type of news you have to give, it is always best to give the truth to the employees as soon as you know what the possibilities are. A pro to sharing all the news upfront as well is if there is a potential for bad happenings, employees will be motivated to perform stronger to prevent the negative possibility from occurring. By setting the stage, management needs to be able to present the needed change, convince the employees the change is necessary for improvement, and prove the decision being made is the right one for the company and for the employees. Also, management needs to be committed to the project and the change because “No lasting change will be made without such commitment (Barnes, NP). The frame for information is used to provide structure for new plans that are happening within an organization. Common examples of frames include company presentations...
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...The Ways Nestle Managed Its Environment Over Time Nestle used different ways to manage its environment. It did this through expansion of the product offering, expansion of the customer base, and by developing lower-cost ways to make and sell products. Early on, Nestle managed its environment by expanding into new markets, in both developing and emerging nations. As trade barriers fell, the CEO of Nestle Barbeck-Latmathe seized the opportunity and decided it’s the right time for Nestle to expand geographically into the developed and emerging markets such as those in Eastern Europe, India and Asia. By doing this, Barbeck drove Nestle’s performance dramatically, taking into consideration the massive number of potential customers in these regions and the enlargement in Nestle’s customer’s base. In the 1990’s; Nestle managed its environment by acquiring other companies. The companies which Neslte acquired at that time included U.S. food companies Carnation, Buitoni Pasta, Ralston Purina, Dreyer’s ice cream and Chef America, the British chocolate maker Rowntree, the French bottled water company Perrier, and the Mexican food maker Ortega. It is noticeable that Neslte regards acquisitions and efforts at diversification as logical ways to supplement their business. Nestle only acquires food making companies, the business it has special knowledge and expertise in. After all, Barbeck’s intentions were to customize these products to suit the tastes of customers in different countries...
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...A Raisin in the Sun Act III-A Lesson Learned In the final scene in “A raisin in the Sun,” some very important and much needed lessons are learned. Life changing decisions are made and for the better. In the last scene, Walter calls Lindner over to agree to take payment in lieu of moving into the all white neighborhood. Walter, as usual, can only think of money, and in his mind believes the large payoff from Lindner will be well worth selling out his family’s pride and honor. Lena decides, as Walter’s mother, to force his son Travis to stay to witness this life changing moral decision, in hopes that Walter will come to his senses; to everyone’s surprise he does. Walter looks into his son’s eyes and can’t sell his family short with his son watching. He decides to do what is best for the family’s morale rather than do what will put money in his pocket. That one decision shows the enormous lesson learned by Walter and how he changed. Character: The characters are well illustrated for us by the way they speak, their actions, and reactions to things. It is clear that Lena (Mama) has very little education and comes from a different time than the others. Ruth and Walter, the next generation, are slightly better spoken but still lack the educated speech that Beneatha and Travis, even younger, display with their current educations. Mama (Lena) is described as a big, strong woman, which is shown by how she reacts to the other characters, steering them the way she wants and mothering...
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...is based on constant teaching and learning and the required power of empathy, which bring an increase level of sensitivity to signals changing. The main idea here is to identify change and its associated opportunities in order to become the competitive one and the only one. I am very much agreeing with change and how one can change the rules and not compete head-on. We have to take a look at case by case models of change and understand the quantifiable rate of production. Let’s take for example: the smart car or electric car. If we all agree, it makes sense for the environment to accept a smaller “smart car”, and we achieve 100% adoption as consumers, what happens to the tracking industry and the delivery of our consumptive goods? Are we now willing to transport goods because we have to transport them into smaller containers with less power? Can you imagine a smart car next to a diesel 18 wheeler? Are we willing to sacrifice the safety of our families for the cost of the maintenance of the environment? People are fundamentally selfish and will not voluntarily create a sea change unless they are forced to do so or unless there is no choice. Companies can identify the need to change with the associated opportunities to become the only competition but without government intervention to drive the change at a local global effort, the results are depressing. Blue Ocean is a fantastic way to look at familiar environments in a new way to find competitive edge. Unfortunately, companies...
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...after intervention completion january 2013. Intermediate 18 months after intervention completion july 2014 Long term 3 years after intervention completion january 2016.) The intervention will incorporate each of Kotter's (2007: 99) eight steps to leading change. The first step is to establish a sense of urgency. We will examine the market and discuss with the client the reality of their competition in order to get them to reprioritize. There are many major opportunities and potential crises that HDMC needs to be aware of but without motivation and commitment of the organizational managers the effort will go nowhere. The next step is to form a powerful guiding coalation team. Our cunsulting team will find the right number of people with good energy, level of trust, and strong authority to lead the change effort. This group will be trained to understand and not underestimate the difficulties of producing change and to also work together as a team. The following step is to create a clear vision and express it simply. This step will need to be acomplished by creating a vision that motivates people in the right direction. The vision needs to be easy to communicte and also inspire not only the people participating in the actual changes but also the stakeholders. Communicating the vision is our next step. This is where the team pulls together and communicates what needs to be done simply and honest. The fifth step is to empower others to act on the vision. HDMC...
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...Running head: SCOTT MORTGAGE Scott Mortgage James Jones Organizational Behavior 14 June 2010 Abstract This paper discusses the nature of change in a mortgage lending firm. It takes a look at the reaction to change from the employee and organizational view points. The characteristics of Ethical Intensity are reviewed as pertaining to the decision making process. It identifies the Decision Making Model and Approach to Change that Scout Mortgage used in revamping its human capital structure. Nature of Change The 21th Century has ushered in several factors that have been the catalyst for a dynamically transforming environment. Scout Mortgage, a loan mortgage broker since 1999 (Hellriegel & Slocum, 2009) has experienced the bullish and the bearish economic environment. In a work environment, the typical factors of change are driven by technological advancements which enable global-market-reach or globalization. With the increase of information technology and global communications, the world is communitively smaller. Any situation that affects a local market can be transformed into a national or international issue. The domestic housing sector economic downturn along with other Wall Street unethical and irresponsible actions have not only lead to a national but international recession and market collapse. In the case of Scout Mortgage, the technological advances have changed the way the company’s Loan Officers conducts business. Technology has automated a lot of task...
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...In 2006 I was face with making a major decision in my family’s life and changing it as they knew it. Like in the reading this week I had to go through the decision making of what I had to do to make changes and if they are what is best for me and my family. My wife and I have been working in the family business for 14 years and we were working 7 days a week, was this what I wanted for the rest of my life or my family’s life…No, that being said, I identified and diagnosed the problem I was facing. I worked on many alternative solutions, like hiring more help at my passion, changing hours, and lastly a different profession. But after evaluating the alternatives there was no way that I could change the hours, also there was no way that addition people could not be hired, which left the changing in professions. This is when I made the choice to look for a new job, but they were hard to come by in my rural area. I would start looking for a job in my area and also out of the state. I found a position in Atlanta GA and then the big part of this decision was moving my family away from the only life they ever knew. My wife and children have never left Pennsylvania for more than a week in there whole life. We packed and moved 800 miles and after 6 years and looking back it was one of the best decisions that I have...
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...He wants to look for alternatives that benefit the company. He is willing to contact and look into information that could help the company grow. Rob has demonstrated large amounts of optimism. He has a new vision for the company. He wants to take HEI from being a low-tech bed and metal furniture manufacturer that is going downhill to becoming a high tech medical equipment manufacturer. Rob has hope that he can complete his vision. He is taking the necessary steps to set his plan in motion. Even through his finance and operations people disagree with him, he is not giving up. He knows that the company board is set in their ways. The change has to start from within the company. He wants Ashley, whom works in the HR department, to help formulate a program to help get the finance and operations people to be more positive and optimistic about the changes he is trying implement. These assessments show how dedicated Rob is to the company. I believe the company will prosper with Rob taking the lead. 2. What’s your reaction to the finance manager’s pessimism? What about the market manager’s optimism? What implications does this have for Rob and the company? I am quite shocked by the finance managers’ pessimism. The finance manager can clearly see that the company is under financial strain. The company is under a cash flow strain because of decreasing revenues from their existing product line. It is very clear that the company has to make some...
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...diversify with new products. Situation during early 90’s: The recession of the early 1990’s has significantly changed the market environment. Cutbacks in production have decreased the demand for standard machine tools and customers are asking for new products. Upper management has recognized the need for a new strategy but lower level management shows no flexibility to change. Situation during mid 90’s: By 1995 the recession has been over for a couple of years but nothing has changed within William’s organization and product line. Revenues and sales are decreasing rapidly. By 1996 the company was sold to Crock Engineering. Crock replaces all of the Williams senior managers when the company shows losses. Crock announces than Williams would become a specialty machine tool manufacturer as demand for specialty products have increased threefold. Situation during late 90’s: The upper management tries to change the company culture through project management, concurrent engineering and total quality management. Unfortunately long term employees are not on the same page as upper management and they still resist change. A project management consultant is hired from 1996 – 2001. End of the Williams Division As the project management system matures, after 6 years, the company shows a profitable quarter in March, 2002. In May 2002, the Williams Division was sold and more than 80% of employees lost their jobs. Williams Machine Tools Company – A case study Identification of Problems...
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