...Course Project Proposal The ideal of this project proposal is to compare and contrast General Motors and Ford which have undergone fairly substantial change in the recent past; and how they handled the pressure of change. Lapratt04@yahoo.com HRM-587-12043 Managing Organizational Change Professor Joseph Phillips Due September 7, 2014 Abstract Ford and GM experienced serious issues during the pre and post TARP causing them to restructure and change how they do business. Each of them reacted to these pressure differently. Ford Motor Company as one of the greatest automobile manufacturers of all time started under the leadership of Henry Ford in Detroit, Michigan. His first production was in 1903, the Model A, with an under the floor engine selling for $850. In the first season it sold 1,708 cars (HISTORY of Ford Motor Company, 2014). Whereas General Motors was founded in 1902 by William Durant, who saw that the automobile would one day replace the horse-drawn carriage. The company did not really catch on until 1908, and at first, it was just a Buick holding company. At the end of 1908, however, GM had acquired Oldsmobile, and in 1909, they bought Cadillac, Elmore, and Oakland. The early 1900s were a difficult time for auto manufacturers; the market crash of 1907 adversely affected a lot of small companies, which relied on the banks for credit. Durant saw the economic downturn as an opportunity; he bought smaller car makers, as well as companies that built auto accessories...
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...systems and organizational structures in place that guarantee profit and company growth. Change, however, can be problematic and difficult within an organization, especially those catering to stockholders and investors. The Strategic Change Initiative Strategic change involves not only deciding what to change, but how and when to change specific elements of one’s strategic orientation. This change may be driven by dramatic changes within the environment, declining organizational performance, or perhaps even both. Within the realm of an early childhood education, strategic planning can be considered as steering the parent and community volunteering activities such that they are in alignment with organizational mission and vision. The purpose of the PACE Early Childhood Education Policy Committee will be to work in conjunction with the PACE ECE Director, Board of Directors, and staff to serve as a policy making body. In addition, the PACE ECE Policy Committee will also serve as a catalyst for relaying relevant information to all PACE ECE school sites and assist in the implementation of all PACE ECE’s organizational goals and objectives. To implement the strategic change process within the organization to improve parent involvement, the Policy Committee has agreed to and voted on adding two new positions, one within the Policy Committee and one at each of our school sites. Change Images The...
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...IMAGE CHANGE ANALYSIS INTRODUCTION: In many organizations today, change is becoming more common every day. Change is vital for the “survival” of many companies. In many situations change was not even talked about and those companies are no longer in business. Many companies are under severe economic pressure and change is inevitable. Change is the only way for some. In today’s society we have take-over’s, down-sizing, mergers, joint ventures etc. as companies try to grow. Some companies focus on the question “what do we do to make our company grow”. “How many employees are we going to affect?” Let’s focus on my former employer Ford Motor Credit. Their thoughts back in 2003 was total quality is a way of life. This was the main strategy in order to bounce back financially, and to gain their credibility back. A. The strategic change initiative allows us to focus on four areas. a. Initiate Effort or gathering support b. Launching or agreeing on an approach c. Executing or doing what it takes d. Gaining Momentum or communicating results APPLICATION ANALYSIS: The Company of Focus in this analysis is Ford Motor Credit. There was a point and time when Ford had lost its credibility with the many Americans. There were many lawsuits against the company. There was an ongoing issue with the firestone tires that were put on each Ford SUV. The claims were that the tires blew out and caused many deadly accidents. Ford had to adhere to the...
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...the woman was supported by almost everybody – from men, good wives and the government. Men at this point felt that a working woman means that her man is not providing enough therefore was a treat to her husband’s manhood. Women who found jobs in factories were paid a lot less than men, although they were doing the same job. Most of the women were occupying teachers, secretary and nursing positions. Unions were reluctant to protect women’s rights because initially they also believed that the woman’s place is at home. The government, although realizing that women were a significant and needed part of the labor force, did nothing to protect them. The way people viewed a woman’s role changed a lot during the 20th century. I will examine this change and will bring to light at least part of the difficulties that women who needed or wanted to work, were experiencing. During the 19th century, the work that married women were doing was in the house. “When a husband was unemployed, sick, or simply not earning enough to balance the budget sewing, housecleaning, watching children and cooking could all be turned into marketable skills and a source of cash.” (Bradbury, 1993) To get paid a woman could do the laundry of other, wealthier families, and get paid for that. Some had learnt how to make clothes or were mending clothes. Others had their vegetable gardens and used to sell vegetables. Women got little pay but for some it was very important. Either because their husbands didn’t have a stable...
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...merger of HP and Compaq being the legacy that she will be remembered by. RIM was at the top of their game with the Blackberry. The market was owned by them; even the military services were addicted to their product especially the secure communication ability. Then it changed, the IPhone came on the scene followed by other smart phones and RIM appeared asleep at the wheel. RIM Co-CEOs Jim Balsillie and Mike Lazaridis each decided to draw a dollar for their salaries as the last quarter before their departure showed very dismal results. Cote, Mike. ColoradoBiz. Jan2012, Vol. 39 Issue 1, p7-7. 1p Empson, Rip. RIM Co-CEOs To Step Down; COO To Take The Reins Sunday, January 22nd, 2012 Ian Palmer. Managing Organizational Change. 2. VitalSource Bookshelf. McGraw-Hill Learning Solutions, 2008, Sunday, November 04, 2012. http://online.vitalsource.com/books/0077587448/id/ch1lev1sec1 Miller Hugo and Mortz Scott. RIM Falls After Co-CEOs Replaced With Insider to Answer Challenge by Apple. Jan 23,...
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...failure to stay current with the changes in trends throughout the years which was ultimately leading to their swift demise. Kmart was successful as a low-cost clothing and home-goods retailer, however once competitors such as Wal-mart and Target entered the game with similar quality products and the same low prices, Kmart took a large hit. In the 1990’s Kmart began opening a variety of ‘Super Kmarts’ that incorporated a larger grocery department that included fresh produce to compete with Wal-mart. In the end, the food retailing strategy was deemed a failure. In January of 2002, Kmart filed for bankruptcy protection after several of their suppliers began withholding deliveries and demanding cash from the retailer (Davies, James, Schindelheim & Valenti, 2002). Edward Lambert gained control of Kmart which lead to an increase in stock value based on Lambert’s previous successes. Kmart stores began closing in regions that were deemed the most unprofitable, and a focus was put on urban areas that were not in Wal-Mart dominant regions (Snavely, 2003) Sears battled similar problems especially in terms of staying current and competitive to large big-box retailers like Wal-Mart. Due to it’s historic image of quality goods and regular pricing, it was becoming difficult to draw in customers even with changes made in store. Just prior to the merger, Sears CEO Alan Lacy began a concept known as ‘Sears Grand’, which was an attempt at freeing Sears from it’s image of a mall based, appliance...
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...Image Change Analysis Paper Introduction “A company’s image is everything from its advertisements to its employees and even packaging materials. A well-developed company image helps improve sales figures and allows consumers to accurately place the business in the context of competitors within a given marketplace. Organization behavior plays a key role in shaping a company’s image from product pricing to which industries a company chooses to establish a presence in.(ehow.com)” Images can be utilized in analyzing proposed organizational changes. Within this paper, I have chosen to apply some concepts about my previous employer QS with the change of new management. The particular place was managed by someone who had a four year degree in management. The office had a doctor and nine other employees. The doctor, who was the owner of the practice, did not have any management skills and wanted things to go her way or no way. The manager was trying to implement policies that would keep the employees from leaving and also keep the patients coming in the door. There were large number of negative comment cards and also a high turnover. The ultimate problem was getting the doctor to see things the manager’s way and not her way. Application Analysis The first problem was the moral in the office. There was employee going up to the manager all the time talking about how they can’t work with the doctor, because she always have to complain about something and she was never...
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...ASSESSING CHANGE MANAGERS’ IMAGES Introduction This exercise was carried out to assess change managers’ images. The work so far gives an in depth discussion on the actions of two change managers as they relate to the six images of change. In this regard two change managers were interviewed and both of them are in the retail business entity. For convenience, they are labeled as Change manager A and B of A and B companies respectively. The responses of both change managers were compared and contrasted to make this assessment. Based on the responses of the mangers in question it was clearly evident that they were using the images unconsciously. The actions and approaches they adopted to augment change in their respective organizations show that they were implementing change influenced by the images. The company of Manager A is a well established business on a larger scale unlike that of Manger B which is a small grocery store. In the interviews both managers told their stories regarding change in their respective organizations. In the case of Manager A, he said it was a kind of transformational change that took place in his organization. There is a policy of the Home office to transform all its retail stores to supercenters based on the performance these stores in terms of profit-making and meeting the demands of the customers .In addition,he pointed out that the store was doing well in business ,consequently the Home office drew up a plan for it to change to a supercenter...
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...Image Change Analysis Expectations “Case Study Cheryl Ways and Agilent Technology’s Layoffs” July 20, 2011 Introduction In 2001 Agilent Technology a World Premier Measurement company started losing money changes where in order to keep the company going. The strategic plan was started by deciding to maintain open communications with their employees. They needed to cut cost so they implemented a 10% pay cut. To cut cost they also tried to reduce the use of external consults. Staff where told to limit travel time and any discretionary spending. The last step was the inevitable laying off of employees. Communications played a key role in their change. They communicated using every tool they had in their arsenal to let managers and employees know what was going on with the company. They sent out email, face-to-face meetings, brainstorming meetings, and also had public-address system speeches. They utilized a publication called InfoSparks that came out bi-weekly to also communicate with staff. All this communication made employee understanding to the changes that where happening. Agilent was able to maintain moral throughout the company through open communication. While the changes where taking place they always communications their core values and what they believe in so employee believe that the company has a purpose. Analysis In the case study of Agilent Technology some images of change management are pretty obvious. The first is Cheryl ways even though...
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...sunny ghimire and Rahul maharjan [Company name] [Company address] The project report plan sunny ghimire and Rahul maharjan [Company name] [Company address] The project report plan Scope and constraints Scope of report The project scope of this report is to modify and bring change on the web and email based system which will help the organization to centralized the information and data and reduce the operational cost but keeping the productivity and the quality of work intact. Objectives The main objective is Database management for the data quality and usefulness. To improve Zephyr databases, by including employing field personnel experienced in GPS technology. Data to build and improve your dataset. Constrains The systems has to be centralized which holds all the information and data and also should be assessable to all the authorised personal. Introductions Main purpose of this report is to develop a secure and centralized system to with minimum flaws with very efficient on cost which will also be very easy to operate. Project Management Overview Statement of work * Task 1 - To identify all the flaws on the current system. * Task 2 - To prepare plan for the improved system. * Task 3 – To implement plans prepared in Task 2. Project Team Sunny Ghimire. Rahul Maharajan. Responsibilities Risk management Depending upon the severity of the risk, risks can be dealt in three ways: Avoid: Those risks that can be...
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...Effects on management Merger & Acquisitions (M&A) term explains the corporate strategy which determines the financial and long term effects of combination of two companies to create synergies or divide the existing company to gain competitive ground for independent units. A study published in the July/August 2008 issue of the Journal of Business Strategy suggests that mergers and acquisitions destroy leadership continuity in target companies’ top management teams for at least a decade following a deal. The study found that target companies lose 21 percent of their executives each year for at least 10 years following an acquisition – more than double the turnover experienced in non-merged firms.[10] If the businesses of the acquired and acquiring companies overlap, then such turnover is to be expected; in other words, there can only be one CEO, CFO, et cetera at a time. Types of M&A by functional roles in market The M&A process itself is a multifaceted which depends upon the type of merging companies. - A horizontal merger is usually between two companies in the same business sector. The example of horizontal merger would be if a health cares system buys another health care system. This means that synergy can obtained through many forms including such as; increased market share, cost savings and exploring new market opportunities. - A vertical merger represents the buying of supplier of a business. In the same example as above if a health care system buys the ambulance services...
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...camera enable better photographs to be taken? Introduction The digital world of photography change how humanity communicates and exchange images in a matter of few seconds provoking to have less privacy in your everyday life. Digital photos in the Web are very common, which is a useful tool for people to share memories and personal events, but once the pictures are downloaded and shared it’s impossible to erase. Almost everyone have digital access from either a camera phone or digital camera, which creates a whole new era of artistic art that helps humans to express feelings and emotions (Helmut and Alison, 2011). Technology made it easier to play and experiment with common features of devices and programs to have a variety of pictures with different effects that creates artistic photos. Digital Photography transforms the view on how humanity has access to instant photos from family and friends, editing, and digital artistic. Discussion Capturing digital images comes back in 1960s where NASA use digital signals to capture the surface of the moon with the help of computer technology to improve the images that the space probes were sending. The government used satellites to spy and helped to advanced digital imaging. The private sectors made big contributions like Texas Instruments invented a film-less electronic camera in 1972. Sony released an electronic camera that recorded images onto a mini disc (Helmut and Alison, 2011). According to Daniel Carp, Kodak CEO, points...
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...Organizational change is inevitable, but not always successful. “Up to 84 percent of U.S. firms are involved in a major organizational change, although many are deemed not successful” (Palmer, 2008). Effective leadership is imperative when managing change. Managers must recognize what the pressures are that have prompted the organization to change and adapt their management image to reflect the proper change management initiative. In this paper I will analyze a change management initiative I experienced where external pressures propelled the organization to change. I will argue that management unsuccessfully carried out the change initiative from an images perspective. Finally, I will make recommendations on what management could have done differently to make the change more successful. Before continuing further it is necessary to define the terminology used throughout out the rest of this paper. There are two types of images of managing, “management as control” and “management as shaping.” The former “is associated with a top-down, hierarchical view of managing. Typically, the organization is treated as if it is a machine” (Palmer, 2008). As opposed to the latter where the image is associated with a “participative style of managing in which people are encouraged to be involved in decisions and to help identify how things can be done better” (Palmer, 2008). Most importantly, there are also, “six images of managing change,” they are “six differing images of managing change, each of...
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...Different Change Detection Techniques Table of Contents Introduction...................................................3 Digital Change Detection Process...............................4 Description of the most commonly used change detection methods.5 I. Post-Classification Comparison..........................5 II. Direct Classification...................................6 III. Principal Component Analysis (PCA)......................6 IV. Image Differencing......................................8 V. Change Vector Analysis (CVA)............................9 Relative accuracy of the most commonly used change detection methods........................................................9 I. Post-Classification Comparison.........................10 II. Direct Classification..................................11 III. Principal Component Analysis (PCA).....................11 IV. Image Differencing.....................................12 V. Change Vector Analysis (CVA) Conclusion....................................................14 References....................................................15 Introduction Remote sensing change detection has been defined as the process of identifying change in the state of an object or phenomena through the detection of differences between two or more sets of images taken of the same area on different dates (Wang, 1993). The underlying assumption is that changes on the ground cause significant changes...
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...Organizational change is inevitable, but not always successful. “Up to 84 percent of U.S. firms are involved in a major organizational change, although many are deemed not successful” (Palmer, 2008). Effective leadership is imperative when managing change. Managers must recognize what the pressures are that have prompted the organization to change and adapt their management image to reflect the proper change management initiative. In this paper I will analyze a change management initiative I experienced where external pressures propelled the organization to change. I will argue that management unsuccessfully carried out the change initiative from an images perspective. Finally, I will make recommendations on what management could have done differently to make the change more successful. Before continuing further it is necessary to define the terminology used throughout out the rest of this paper. There are two types of images of managing, “management as control” and “management as shaping.” The former “is associated with a top-down, hierarchical view of managing. Typically, the organization is treated as if it is a machine” (Palmer, 2008). As opposed to the latter where the image is associated with a “participative style of managing in which people are encouraged to be involved in decisions and to help identify how things can be done better” (Palmer, 2008). Most importantly, there are also, “six images of managing change,” they are “six differing images of managing change, each...
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