...CASE QUESTIONS: 1) Use the Force Field Analysis or the Differentiation & Integration diagnostic model from Chapter 5 in the text to explain what is happening in this case. Include the appropriate chart/table. Seen how Johnson Engine Company headquarters are in Indianapolis, Indiana and the factories are located in rural areas known for their highly educated work forces, strong work ethics, and low tax rates the Differentiation and Integration model seems to be the appropriate diagnostic for this company. Differentiation and Integration model focuses on departments or division since many departments or organizations work independently. The diagnostic model begins with a study of how much differentiation exist between the work units, high differentiated aspects exist be because of self developed organizations based on geographic dispersion, background of members and many more. Many of the managers have been employed for various years which allows me to make the assumption that they have created a culture based on their background and seen how the managers have no management education. Based on the managers practical experience of 10-25 years the culture and work ethics are very traditional. This culture was affecting the organization since new employees were quitting after 6 months of dull, monotonous work, and coercive supervisors. Part of the analysis is the integration requirements between work units. Cooperation and collaboration are required between departments...
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...Webster University Rozan A. Riley HRDV 5630 – Final Exam 1. Review Wengart Aircraft Corporation case p. 395-396 2. Complete Case Analysis Form p. 397 3. Macro a. Top management did not thoroughly introduce and train TQM concept to employees in order to implement the needed changes to save the company. b. Communication deficiencies between management and workers sparked negative rumors and uncertainty among employees. 4. Micro a. Quality of production is impacting the company’s reputable reputation. b. Higher management wants to see higher profit margins. 5. Causes i. The company tried to implement TQM by directing Toshiba, 1 plant manager to implement the new direction. This was a mistake because TQM should be all of management playing a role in the transition process. They should have implemented training and had major communication meetings to relay the new process design and why the company needed to do so. ii. 6. Systems Affected i. Structural – the company structure is majorly disproportioned. The entire company rolls to 1 of 3 Vice Presidents. ii. Psychosocial - iii. Technical – The employees all lack proper training to keep up with competitors. iv. Managerial – Mangers lack proper training on how to effectively manage employees using TQM methods. v. Goals – First, goals should be evaluated and realigned to the new processes regarding TQM. Goals need to be effectively communicated to employees by all members of management. 7. Alternatives ...
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...Benjamin H. S. Scott, Jr HRDV 5630 Chapters 14, 18, 20 Chapter 14 dealt with restructuring organizations. There are three traditional organizational structures. These three structures are “functional departments that are task specialized, self-contained divisional units that are oriented to specific products, customers, or regions, and matrix structures that combine both functional specialization and self-containment” (Cummings, T., & Worley, C. p. 315). Due to accelerated changes in technologies and more intense competition, organizations have retooled their structures to be more holistic and flexible. “These more recent innovations include process structures that design subunits around the organization’s core processes, customer-centric structures that focus attention and resources on specific customer or customer segments, and network-based structures that link the organization to other, interdependent organizations” (Cummings, T., & Worley, C. p. 316) . The two restructuring interventions, downsizing and reengineering, were discussed for the rest of the chapter. Downsizing, according to Cummings, T., and Worley, C. (2009), decreases the size of the organization through workforce reduction (layoffs) or organizational redesign. The results of downsizing are mostly negative. The "negative productivity and employee consequences" (Cummings, T., & Worley, C. p. 337) couple with less than expected results and "reduced trust and loyalty" (Cummings, T.,...
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...Employee Empowerment Policies and Procedures Paulina Hinesley Sandeep Malhi Tamera McInnis Tiffany Neal Webster University HRDV 5630 June 19, 2012 Employee Empowerment Policies and Procedures Organizations that recognize the value and importance of their employees’ ideas are always more sucessful. They understand that the heart of every business is within its workforce and without it there’s nothing. The individual is one of the most critical celements in any large-scale organizational change (Brown, 2011). Employee empowerment is a vital tool in shaping the personal and collective goals of an organization. Positive change is inevitable once a corporation posesses a confident, proactive and self-sufficient workforce. A growing number of today’s companies are not only concerened but are doing something about the way they manage their employees (Brown, 2011). They’re initiating the necessary steps toward creating employee pride, responsibility, and empowermnet. It’s also becoming a corporate priority to invest in the developement and enhancement of workforce knowledge, perforamce, and well being. Policies and Procedures Open Door Policy. This communication method is used to promote a sense of openness and trust amongst management and its workforce. It allows employees to feel comfortable addressing questions and concerns, to any level of management, without the fear of repercussions. Companies that practice this policy have happier, self-managed...
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...Nakelya Moragne 03-18-2014 HRDV 5630 QE S2 2.) How does OD differ from a single-change technique such as management training? Answer: OD represents a systems approach that is concerned with the interrelationship of various divisions, departments, groups, and individuals as interdependent subsystems of the total organization. A single technique such as management training is aimed at changing individual behavior, whereas OD is focused on the larger goal of developing an organization-wide improvement in managerial style. OD uses many different techniques and no single technique represents the OD discipline. 5.) Explain three basic responses an individual may have to socialization. Socialization is the process that adapts employees to the organization’s culture. An individual may respond to the socialization in three basic ways. The notion of socialization has been primarily a result of the inequality that exist within the capital system, as a result of the relationship present between the capitalist and the workers strata of the society. Though the response of capitalism to socialization has traditionally been harsh claiming it to be against the right of ownership for which the capitalist system stands for, the response have been changing in its magnitude from time to time. In today’s world where we are witnessing such acute difference in the wealth distribution in different parts of the world. Individuals may be worried about how they’re going to interact with their...
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...Annotated Bibliography: Organization Development The Webster University Jacob T Fuller Midterm Week 5 HRDV 5630 Abstract These articles discuss the broad public debate on organization development in modern world today. The author’s in the different articles claim the unrestricted conversation engaged in general population the needs and the definition of organization and development throughout corporate America. Some of the articles include how OD influences groups and individuals and different process that produce better results for an organization. Organizational development and change is devoted to research and development of theory on all forms of organization change. The field focuses on the processes and outcomes of organization change at the individual, group, and organizational levels using multiple methods and perspectives. , Well documented and convincingly argued, these articles supports my thesis that sympathetic representations of organization and how different levels of methods can produce different multitudes of outcomes. The diversity of theories and concepts taken from different disciplines often encourage compartmentalization of perspectives and gives us a better array of development in today’s society. Ammeter A.P., Douglas C. Gardner, W.L., Hochwarter, W.A., & Ferris, G. R. (2002). Toward a political theory of leadership. Leadership Quarterly, 13(6), 751-796. ...
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...Social Medias Impact and Effect on Organizational Development Carl Anthony Cross HRDV-5630 October 3, 2013 Dr. Francis Offiong Social media was a word that did not exist until 2004 and now it is a word and phenomenon that every organization uses or they could possibly face extinction. Social media has taken the power of word of mouth to an unfathomable level. Companies literally live and die by their reputation and their visibility in the market place. An organization can be elevated to increase sales with positive word of mouth or negative words through social media can destroy their business. We will give a brief history on social media followed by how social media is used currently and then how social media will continue to grow in the future. Social Medias Impact and Effect on Organizational Development Once upon a time long long ago in a country with black and white televisions, land line phones and when people hung their clothes outside to dry. The company CompuServe was one of the first major commercial Internet providers in the US, this was the year 1969. They used the technology known as dial-up to connect to the web. (Jennifer, 2011) The first email was sent in 1971and though email is becoming passe and overun by texting, instagram, skype and instant message. Email was the established way to communicate for many years and is still very viable in corporate America. In 1985, America Online (AOL) was founded and it became one of the most popular...
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