...Management Organisational Change at Gm Motors In: Business and Management Organisational Change at Gm Motors TABLE OF CONTENTS I.INTRODUCTION a) Organisational Change –an overview b) Kurt Lewin and his theories of change c) General Motors International 2. APPRAISAL OF KURT LEWIN’S 3- STEP MODEL (Manufacturing change at General Motors as a case study) 3. CRITIQUES OF THE MODEL 4. CONCLUSION INTRODUCTION In a dynamic world of increasing technology, competition, power relations and managerial opportunism, investment in Research and Development (R&D) by organisations and fluctuations in consumer demand, a complex phenomenon such as change is imperative. Change can be defined as the art of altering the current state of an entity from its present state to another while organisational change is the transformation process of taken up by an organisation in order to move from its existing level to a strategically proposed level by taking up new ideas and a different approach to its operational practices and procedures (Beckhard and Harris, 1987. cited by: Andriopoulos and Dawson, 2009). In analysing the various categories of change, research works have identified a number of traits used to classify the various levels and sorts of change. These include substance of change, scale and scope of change, timeframe of change.(Dawson and Adriopoulus,2009). Grundy (1993) also stated that three varieties of change has set a basis for how managers view change as a homogenous...
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...been widely accepted that change is the only constant in life. Change is the process of moving from a current state to a potential future state, whether planned or unplanned and comprises of the expected and the unexpected (Dawson et al, 2014). Change is an ongoing phenomenon, existence is synonymous to change, as such, it is an integral part of the life of an organisation. Organisational change is the framework for managing the ‘transition state’ of the organisation. As earlier defined, change is a movement from a current state to a future state, however, for an organisation, there is a transition stage between the current and future state. The central managerial tasks rest within the transition state and centres around three core elements; “how to avoid resistance and motivate people to change, how to control and minimize the disruptive aspects of change, how to shape the political dynamics of change” (Dawson et al, 2014). As such, organisational change can be described as the movement over time from a current state to an emerging and uncertain future state which is sometimes planned and managed with the desire to secure set objectives and sometimes unplanned (Dawson et al, pg 90). In the hyper competitive and turbo charged changing business environment of today, managers strive to find stability within the uncertainties using planned change methods while conscious of the need for adaptability, flexibility and agility to leverage processual change methods in order to survive...
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...possibilities. During the period after the second world war, at least through the 1980s, Japan and Japanese firms seemed to have successfully adapted themselves to the competitive forces of emerging global markets. In spite of a poor natural resource base, a dramatically altered set of institutional arrangements (a combination of democratic government, free-markets and the rule of law) created a propitious atmosphere for innovative behaviour. Nowhere were adaptations to this altered environment more apparent than in the Japanese automobile and semiconductor industries and no firm was more successful, admired and emulated than Toyota Motor Corporation. Indicative of these changes is a Fortune magazine article, published several years ago, which provided a popular assessment of the successes of Toyota. It reported that Toyota was named the most admired motor vehicle manufacturer in the world in 1997, 1998 and 1999 as well as being ranked 11th among the world’s most admired companies in 1998 alongside firms that have been recognised for setting world-class standards of performance in a wide variety of industrial groups (General Electric, Coca-Cola, Microsoft, Disney and so on). More recently, Fortune ranked Toyota as top automobile...
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...Introduction…………………………………………………………………………….......1 Organisational Development programs………………………………………………….2 Organisational Development Interventions…………………………………………...2-5 Reasons for Intervention…………………………………………………………………..6 Implementation of OD intervention……………………………………………………….6 What HRD Managers need to do to combat criticism…………………………………..6 OD intervention in General Motors – A case study…………………………………...7-8 Conclusion…………………………………………………………………………………8-9 References………………………………………………………………………………….10 Introduction In view of the increasing level of competition, technological advancement, the advent of the post economic effect of recession and many other challenges of the twenty first century; organisations have had to brace up in response to the challenge. In other to stay abreast; most organisations would normally use different approaches and strategies to have a competitive advantage. Those who are not able to cope with the pressure may run out of business, and those who have been able to soar higher have had to adopt a policy that proves productive to them. The decision makers in most organisations are always found brainstorming at each juncture with the aim of always “effecting change” even when this is capital intensive. Any organisation that is not able to respond to changes in the business climate may pay dearly for it. That is why organisational development interventions act as the crux of most meaningful changes. Though researches show that, it is a very...
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...context, the strategy is considered as the way which organisations communicate with the competitive landscape to obtain the above average return. Therefore, to build an effective strategy, there is a need for profoundly understanding the competitive environment and estimating correctly the resource of organisation. This essay will examine the role of strategy as a “bridge” in order to assist firms to reach their targets in the competitive landscape. Definition There are many ways to definite strategy, however, it can be found that almost of them accept that ‘Strategy is an integrated and coordinated set of commitments and actions designed to exploit core competencies and gain a competitive advantage’. (Hitt, Ireland and Hoskinsson 2009). Organisational resources include skills of employees, finances, capital equipments, patents and talented managers (Hit, Ireland and Hoskinsson 2009). Organisation resource is defined as ‘an asset, competency, process, skill, or knowledge controlled by the corporation’ (Wheelen and Hunger 2002). Competitive landscape is more complex in the context of globalisation; however, the fundamental constituents of landscape are customers, suppliers and competitors. Method To prove the ‘bridge’ characteristic of strategy between organisation and competitive landscape, this essay will examine theories of establishing strategy. In each theory, the components to build a strategy are related to customers, competitors, suppliers, internal process. From those processes...
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...General Motors Corporation Table of Content Introduction ………………………………………………………………....................................2 Problem Statement……..………………………………………………………………………4 Organizational Capacity Planning …………………………………………………………………..3 Project Portfolio Management (PPM) Process ……………………………………………………4 Project Selection…...…………………………………………………………………….……………..6 Program Management Plan ……………………….………………………………………………….7 Conflict Management …………………………….…………………………………………….…….8 Change Management ...………………………………………………………………………….……9 Resource Utilization …………………………………………………………………………….……10 Conclusion ……………………………………………………………………………………………..11 Works Cited …………………………………………………………………………………………….12 Introduction GMC (General Motors Corporation) was founded at the turn of the century in the year 1908 by William Billy Durant. Mr. Durant was a manufacturer of horse-drawn vehicles in Flint Michigan before he began his venture in automobile production. In the beginning GMC was comprised of only the Buick Motor Company, but in the matter of a few years GMC would acquire Oldsmobile, Cadillac, and Pontiac. In those early years GMC’s philosophy was based around the strategy of “a car for every purse and purpose” (GM, 2012). GM dedicated itself to building quality products for every budget. During the 1920’s GMC experienced high volume growth, were they expanded to the point where more than a dozen new plants were opened outside of the United States. During this time GMC’s Cadillac would change...
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...Networks a. Advantages 4. Three Types of Networks 5. Three Types of Managers 6. Examples of Networks a. Dell b. GM c. BMW 7. The Future of Networks a. Cisco Telepresence 8. John’s Personal Experience 9. Conclusion 2 By Team Four – Informal Definition By Miles, Snow & Coleman, “Managing 21st Century Network Organisations” – Formal Definition 3 “…multilevel hierarchies have given way to clusters of business units coordinated by market mechanisms rather than by layers of middle-management planners and schedulers.” “…linked competitive success to doing fewer things better, with less.” Dynamics, Snow C., Miles R & Coleman H. Managing 21st Century Network Organisations, Organizational Winter 1992, pp. 5-20. “Established firms downsized to their core competence, de-layering management hierarchies and outsourcing a wide range of activities. New firms eschewed growth through vertical integration and instead sought alliances with independent suppliers and/or distributors.” Summer Miles, R. & Snow, C. Causes of Failures in Network Organisations, California Management Review, 1992, pp. 53-72 4 Marketers and Distributers Producers Designers Suppliers 5 Globalisation • Competition has reduced all margins; thus, firms must cut costs and improve efficiencies – economies of scale • Strong new players at every stage of the value chain Technological Change and Technology Transfer • Shorter product life cycles • Lower barriers to entry, firms have become ‘stateless’...
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...ANINDYA CHAKRABORTY E-Mail: jobanindya@gmail.com Mobile: +91 8058891965 Seeking assignments in Quality Assurance / Quality System with an Progressive Organization with 12 years experience SYNOPSIS A competent professional with over 12 years of experience in Quality Assurance, Quality Planning & Quality System, Presently working with M/S. Preciturn Pvt. Limited, Faridabad, Haryana as Manager QA. Adept at managing engineering operations involving Manufacturing Process, New product development, co-ordination with internal departments to Improve Quality Values of products. Excellent communication, interpersonal, analytical skills with strong organizational and team building abilities and achieve corporate targets easily by continuous developments & cost reduction in this field. AREAS OF EXPERTISE Quality Planning ← Analyzing and producing the technical requirements and specifications & recommending design modifications based on client requirements. ← Design Quality System Manual, SOP & format, all Inspection Standards & Control Plan. Quality Assurance ← Monitoring adherence to quality systems, comply with quality standards and maintaining requisite documents. ← Implementing quality systems in the organization to reduce the defects and ensure zero defect products by implementing various techniques (7QC Tools) for Problem Solving. ← Ensuring Capability Study & Inspections at defined frequency to ensure Product Performance. Quality Systems ←...
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...PART A: THE BUSINESS ORGANISATION, ITS STAKEHOLDERS AND THE EXTERNAL ENVIRONMENT Study Guide A1 The purpose and types of business organisation (a) (b) (c) (d) (e) Define ‘business organisations’ and explain why they are formed. Describe common features of business organisations. Outline how business organisations differ. List the industrial and commercial sectors in which business organisations operate. Identify the different types of business organisation: (i) (ii) (iii) (iv) (v) Commercial Not-for-profit Public sector Non-governmental organisations Cooperatives Intellectual level K K K K K A2 Stakeholders in business organisations (a) Define stakeholders and explain the agency relationship in business and how it may vary in different types of business organisation. Define internal, connected and external stakeholders and explain their impact on the organisation. Identify the main stakeholder groups and the objectives of each group. Explain how the different stakeholder groups interact and how their objectives may conflict with one another. Compare the power and influence of various stakeholder groups and how their needs should be accounted for, such as under the Mendelow framework. K (b) (c) (d) (e) K K K K EXAM FOCUS POINT This chapter lays the foundation for an understanding of what organisations are and how they are controlled. These topics represent a higher level of knowledge. According to the Study Guide you must be able to apply knowledge to exam...
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...will probably struggle to encourage organisational learning. Critically evaluate this statement in relation to the Mechanistic and Learning perspectives. Brocka and Brocka (1992, pg.2) suggests that organisations are “revolutionary compared to the strict, hierarchical, authoritarian organisations that existed in the past”. Mechanistic and bureaucratic organisations follow the same traits where the structure is needed for “efficiency, conformity and compliance” (Spencer, 1994, pg.448). The revolutionary aspect to organisations is shown by introducing learning into the organisation promoting the development for “searching for information, assimilating, developing and creating new knowledge on product, processes, and services” Wang and Ellinger (2011, pg.512). According to Sun and Scott (2003 pg.202) “the terminologies organizational learning and learning organization were once used interchangeably. However, in the mid-1990s there was a bifurcation into two streams” for the purpose of this assignment the terms learning organisation and organisational learning will be used on an interchangeable purpose. This assignment will show a clear definition of mechanistic, bureaucratic and organisational learning structures of organisations. By using my personal experience, examples and the use of case studies, then linking to relevant theories an argument will be made whether mechanistic and bureaucratic organisations struggle to encourage organisational learning. A traditional structure...
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...the factors that should be considered when evaluating all options. My hopes are to bring to light why one solution is better than the next as it relates to the vision and goals of the company. This will be done by examining evidence from outside sources that have been through similar situations. This solution will be centered on transformational leadership and organizational culture. By identifying the primary causes of the failed strategy’s implementation, I will dissect and attempt to salvage the IPO strategy that Gene One will still need to carry out. In reading this scenario, one thing obvious from the onset; the senior leadership team at Gene One is not all on the same page. Anytime there is a culture change within an organization there will be resistance by some to change. In the case of Gene One they are no more immune than any other company. Evidence of this could be seen from the interactions of Teri and Michelle at the 1st leadership meeting after the board’s approval of the IPO plan. “What’s the matter, Michelle? Not finding enough challenges in finance, so you want to get into research? We’re in the plant research and bio-agriculture industry. I would assume you know that cancer is a whole different business that would require a different set of capabilities from a people perspective and a plant perspective. And it would take over a billion dollars as well as 10 years to complete Phase one, two and three research on a...
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...Group A5- Psycho Engineers a.)Topic of the project: Measuring whether perceived career stagnation in early career may have impact on factors such as employee motivation, job satisfaction and turnover intention. b.)Scope of the project: In this project we plan to analyse whether professionals in the early stages of the career (work-experience less than 5 years) feel early career stagnation and how it impacts factors like their job motivation, turnover intention, etc. The group also identified following parameters which were possibly affected due to career stagnation: a. Motivation b. Job satisfaction c. Turnover Intention Some mediator factors identified by us which can affect the relationship between career stagnation and identified parameters are: 1. Gender 2. Educational Background 3. Age In the common pyramid-shaped organisations majority of the individuals face a point where hierarchical advancements seem unlikely. In such a situation we say that the employee has hit a career plateau or that his career has stagnated. In some situations although the employee has hit a plateau he/she still continues to do his/her job efficiently with no decrease in output. However , for some employees the career plateau may adversely impact job satisfaction, motivation, willingness to stay in the organisation ,etc. It is the latter case also known as the “deadwoods” who need extra attention from the management and our study focuses on analysing the effects of career stagnation...
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...A Strategy for Success in a Hostile Marketplace Genesis of Saturn On a wintry day in Detroit, the CEO of General Motors (GM), Roger B. Smith (Smith) was about to make an announcement. Since he had taken over in 1981, ‘the cherubic chairman’ 1 of GM had already brought about big changes in reorganising GM’s lumbering organisation structure. He had invested in robotics, space satellites and data-processing for which he had bought over entire companies such as Ross Perot’s Electronic Data Systems and Hughes Aircraft Company when he could have just contracted their services. On January 8th 1985, Smith was unveiling Saturn, GM’s first new brand in 70 years. It was to be a lot more than just another car brand. At that time, Smith was famously quoted as stating, “Saturn is the key to GM’s long term competitiveness, survival and success as a domestic producer.”2 As an independent subsidiary that relied on innovative technology and was managed by the workers and management in a joint decision making format, its mission was to “develop and produce an American made small car that will be fully competitive with the best of imports……. (and) affirm that American ingenuity, American technology and American productivity can once again be the model and inspiration for the rest of the world.”3 In the early 1980s GM was still the biggest automaker. In the light of recession, GM was losing money for the first time. The import market increased from 13% to more than 24% between 1970 and...
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...research * 7 List of notable COOs * 7.1 Current * 8 References * 9 Further reading | Responsibilities and similar titles Unlike other C-suite positions, which tend to be defined according to commonly designated responsibilities across most companies, the COO job tends to be defined in relation to the specific CEO with whom he/she works, given the close working relationship of these two individuals.[3] In many ways, the selection of a COO is similar to the selection of a Vice President of the United States: the role (including the power and responsibilities therein) can vary dramatically, depending on the style and needs of the President of the United States. Thus, the COO role is highly contingent and situational, as the role changes from company to company and even from CEO to successor CEO within the same company.[3] Corporate president In a similar vein to the COO, the title of corporate President as a separate position (as opposed to President and CEO, or President and COO) is also loosely...
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...GUARANTEED Returns on your Investment [pic] [pic] | |19. |Planning for Post |(( | | | | |Retirement Life | | | |1. |My Role in Improving |( |20. |Be self-motivated & |( |1. |KAIZEN & 5 S: What, Why & How |( | | |Work Environment | | |self – starter | | | | | |2. |Team Work & My Role |(( |21. |Listening Skills |( |2. |Productivity Improv |( | |3. |Discipline: Why & How |( |22. |Ever-green |( | |-ement & My Role | | |4. |Ladders of Your |( | |Personality | |3. |Wastage Control and My Role |( | | |Success | |23. |Improving Personal |( | ...
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