...A Process for Changing Organizational Culture Kim Cameron Ross School of Business University of Michigan 701 Tappan Street Ann Arbor, Michigan 48109 734-615-5247 kim_cameron@umich.edu In Thomas G. Cummings (Ed.) Handbook of Organizational Development, (pages 429-445) Thousand Oaks, CA: Sage Publishing. A Process for Changing Organizational Culture Kim Cameron University of Michigan Much of the current scholarly literature argues that successful companies--those with sustained profitability and above-normal financial returns--are characterized by certain well-defined external conditions. These conditions include having (1) high barriers to entry (e.g., the difficulty of other firms entering the market, so few, if any, competitors exist), (2) non-substitutable products (e.g., others cannot duplicate the firm’s product, and few, if any, alternatives exist), (3) a large market share (e.g., the firm can capitalize on economies of scale and efficiencies by dominating the market), (4) buyers with low bargaining power (e.g., purchasers of the firm’s products become dependent on the firm because they have no other alternative sources) (5) suppliers with low bargaining power (e.g., suppliers to the firm become dependent because they have no other alternative customers), (6) rivalry among competitors (e.g., incentives to improve are a product of rigorous competition), and (7) rare products or services (e.g., offering...
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...Organizational Change Process: The EMR in Health Care Settings In the past decade, new advances in technology have changed health care. Experts continue to speculate that information technology has and will play a key role in efficiency, costs, and quality of patient care (Mehlman, 2010). With these changes comes the demand for hospitals to keep up with the times. In January 2009 President Barack Obama spoke about the government’s recent stimulus package and drive to have Americans’ health records electronic “within the next five years in order to save both dollars and lives” (Childs, Chang, & Grayson, 2009, para. 2).The “meaningful” use of electronic medical records promises to improve processes, decrease errors, and extend far beyond cost savings for the hospital, physicians, nurses, and the patients. Transforming a paper-based system into an electronic health- record application will allow real-time patient information to pass through multiple sources faster, enhance communication throughout the hospital into the community, and provide fiscally responsible care with the click of a mouse. Updating to an electronic form of medical records storage has been proven to be more economical and efficient. However, organizations are often met with resistance when moving forward with plans to transition without adequately preparing the employees of the organization. Whenever a breakdown in the communication between the administrators and staff members has occurred, a barrier to...
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...Organizational Change Process at Concord Bookshop HCS/587 Organizational Change Process at Concord Bookshop The intense competition and economy are two major drivers of organizational changes. The development and implementation of any significant organizational changes requires strategic planning. Kurt Lewin’s change model offers a simple and an effective approach for implementing the organizational changes. The lack of a strategic planning to implement the organizational changes could be demoralizing for the staff and disastrous for the entire organization. The purpose of this paper is to demonstrate the impact of poor organizational change planning at Concord Bookshop in New England. Additionally, the paper will describe the Kurt Lewin’s three phases of organizational change. The failure to follow three phases of organizational change resulted in employees’ resistance to embrace the proposed changes. The Concord Bookshop was a highly regarded bookstore famous for its knowledgeable staff and friendly service. The online mega bookstores, such as Amazon, Barnes and Noble have created a stiff competition forcing the Concord Bookshop owners to implement significant organizational changes. The owners failed to include the staff members in the change process creating an environment of resistance that forced many long-time employees to leave the organization. Kurt Lewin’s Phases of Change Model Unfreeze Phase During this phase, the top management effectively communicates with...
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...Management Process & Organizational behavior ASSIGNMENT NO-2 Q1) Compare and contrast Taylor’s philosophy of management and Gilbreth Couple’s philosophy of management. Answer Frederick Winslow Taylor is regarded as the father of scientific management and was one of the first management consultants, and Frank and Lillian Gilbreth, are known as the ‘Gilbreth couple’. The main basis on which the management philosophies of both Taylor and The Gilbreth Couple, can be compared and contrasted is their respective work on TIME AND MOTION STUDIES, while Taylor was more concerned with ‘saving time and energy’ and focused primarily on the “saving time” aspect and the standardization of tasks, his time studies had to work in unison with the motion studies of frank and Lillian Gilbreth who included the concept of ‘fatigue’ in the time and motion studies. Time study developed in the direction of establishing standard times, while motion study evolved into a technique for improving work methods. The two techniques became integrated and refined into a widely accepted method applicable to the improvement and upgrading of work systems. This integrated approach to work system improvement is known as methods engineering, and it is applied today to industrial as well as service organizations, including banks, schools and hospitals. THE OBJECTIVE OF CONDUCTING TIME AND MOTION STUDIES The main objective of a time and motion study is to determine reliable time standards for the...
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...A. Diversity activities The company only provides teambuilding activities to their employees only once a year. Aside from that, no other diversity activities are being sponsored by the company to promote work-life balance. Since the average employees for the company comes from the Generation Y, it would be beneficial for the company to prepare activities that would interest the majority of the employees. These diversity activities would promote motivation to the employees that leads to job satisfaction. Managers should take a leadership role in embracing diversity in the workplace. The company can get membership in various groups that would allow key personnel to attend conferences, workshops and other educational events. T Shipping Company could address specific diversity issues within the company on a day-to-day basis. Events should be as pleasant as possible to encourage participation. Likewise, offer bonuses and incentives to encourage diversity in the workplace. Both management and staff know the diversity initiative goals and could be placed in the performance management review. Resources should be offered for creatively integrating employees from different backgrounds. Developing a mentor program that pair up two individuals having different background could also promote diversity in the workplace. With this employees get to know each other on a personal level and help expand each other's capabilities. Introduce the employees to different cultures to encourage tolerance...
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...Week Five: The Strategy Process, Organizational Behavior, and Leadership in Organizations Shavonne Herriot July 2, 2012 Barry Foster PhD The company that I work for, Memorial Sloan Kettering Cancer Center is going through expansion and restructuring. Because of this I was given the opportunity to determine the position that best suits me. They are allowing me to define my role within the company so that I will most benefit the company and be most successful. This is going to be an exceptional experience for me. This will allow me utilize the skills that I have learned through my schooling to benefit the company. Instead of choosing one leadership model to follow, I believe it would be most beneficial to combine two different ones. The leadership models I decided to use were the Affiliative Leadership Model and the Coaching Leadership Model. By definition “the affiliative leader was one of six leadership types documented. The affiliative leader promotes harmony among followers, and helps to solve conflict. By making sure followers feel connected to each other, this leader is adept at building teams” ("Money-Zine", 2004-2012). Affiliative leaders revolve around people. They pride themselves in their ability to keep their employees happy and create a harmonious working environment. They build strong emotional bonds with their employees and foster loyalty. People work at their best when they are satisfied. If they are in an environment that fosters great relationships...
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...of the business as well as the amount of change needed and the people involved. To keep up with competition it’s important to respond to the needs of the business. Goals include doing things that create and maintain quality performance by employees. The first important step in the process is recognizing the need for change. Unfortunately, not all employees may recognize the state of a company. Employees may disagree with the condition of the business. It would be vital to have an overall understanding of the need for change. The communication can’t be in the form of a memo or announcement. There needs to be strategic renewal where the intent is to regain sustainable competitive advantage. Change in the organization needs to align the internal process that demands new strategies to find new talent and skills of its employees. The goal being lasting changes in employee behavior to support strategic renewal. According to Sector (2010), effective strategic renewal needs behavioral change that targets patterns of employee actions and interactions to meet the company’s strategy and to achieve and sustain outstanding performance. Behavior is said to come from both the person and the organizational context in which the person works. It’s the setting and circumstances of which we work. In looking at the failure of the Concord Bookshop there are some things that were not done effectively to make the change necessary for its success. I think the first major error made is that...
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...work cut out for him in his task to implement a merit pay program that would tie to Precision’s performance appraisal process. According to Martocchio, a merit pay program assumes that employee’s compensation over time should be determined by differences in job performance. In other words, employees earn permanent merit increases based on their performance. The overarching challenge to overcome is that merit pay is considered an entitlement by the employees at Precision since everyone has received the same percentage increase across the board regardless of performance. Jackson is likely to experience strong resistance to the change, especially by those who are low performers. Additionally, the supervisors clearly are not trained in giving effective performance appraisals as most employees are rated as average and employees are only provided feedback one time per year. Another big hurdle is the lack of job descriptions. Without having a job description that clearly states expectations, a merit program cannot be established that would tie to the performance appraisal process as pay increases would continue to be based on the subjectivity of the supervisor. I believe that Precision wants to make a commitment to develop a pay plan that will motivate and reward group behavior. Gaining acceptance of the program will be crucial in creating a unified organizational culture. Precision clearly realizes that they need to make changes in their pay structure if they want to remain competitive...
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...together. The outcome evaluations give up data about whether or not the results can be replaced as well as the program trustworthiness. Some examples of the outcome evaluations are when the number of surveys is being conducted are rising. Another example is when a business is showing the earned income from the profits. The process evaluation is an evaluation that shows the distinctiveness of the process evaluation method and how they are monitoring and credentials of the program planning, related program fundamentals and accomplishment. The process evaluation method employs quantitative and qualitative measure to review the complete suitability and success of the program remunerations. When there are staff questionnaires are in play, they are used to collect great information for development, planning, activities execution, scheduling, organizational administration and collaborative and community roles. This process allows for corrections to be made when the process is missing information. The process evaluation also gather information around the communities, it helps to assist them. The training and hiring process are also scrutinized. Some examples of process evaluation are the Census survey’s that conduct survey’s all across the world to help the world to be a better place. Another example would be when regular people conduct their own survey’s for their own...
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...responsibility was to have complete authority to establish priorities for use of the new test facility with approval from his manager Gary Whitehead in order to ensure there was no conflict between the departments and this meant a change in policy over the use of the new lab. On several occasions Eddie turned to his manager to explain the difficulties he experienced with his job however he did not get a resolution from his manager. The first encounter was when he explained that he cannot satisfy all department managers as they thought he was selecting departments to use test lab based on his favourites. Gary Whitehead dismissed the complaint and said it was part of Eddie’s job to resolve the issue. The second issue he raised was that the organizational structure does not support and respect his position because he is a section supervisor dictating testing schedules for department managers. He proposed that Gary send out the prepared weekly priorities memos with his signature to the department managers as Gary would be respected by his fellow department managers. Again Eddie was reminded that it is part of his job to prioritize and schedule the lab accordingly. After weeks the conflict over scheduling of the lab got worse because there was still no resolution. To try...
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...a lot of the statements in this article. I especially like the part where the one nurse wrote, “Please take the busyness of patients into account when scheduling.” This finding corresponds with Oermann and Moffitt-Wolf’s (1997) observation that new graduates experienced stress during orientation due to lack of experience, lack of organizational skills, and new situations. (Halfer & Graf, 2006) The inability to handle the intense working environment, advanced technology, and high patient acuity results in new graduate nurse turnover rates of 35% to 60%. All of this occurs within the first year of employment. Turnover has an inverse relationship to job satisfaction. As job satisfaction increases turnover decreases. Many factors influence the satisfaction of new graduates. (Halfer & Graf, 2006) New graduate nurses are leaving their current positions at an alarmingly higher rate than experienced nurses (Patterson, 2009) I do believe things can be done to change these issues. I feel it is important, though it is not always practical to involve the new staff in the scheduling process and, as the article states, include as a “Team scheduling” process, rather than a “self scheduling”. This may make more people feel involved, and although it may not solve all of the issues, such as weekends or holidays, it may be a small change that will improve job satisfaction. I wish they had something like this on the unit I work on. We are able to switch with others on the unit for days that...
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...Who is the creater of CP/M? [Kildall] Who is the head of the Multics project. [Carbato] Which OS’s process scheduler reduces priority and increases quantum. [CTSS] Which one is the difference between a semaphore and monitor. [Last choice] If a system has 16 drives and each process can have 4 drives. What is the maximum number of n that the system is deadlock free. [5] Given the sequence below which processes will cause a page fault. (for FIFO – LRU) Write a loop that would create 10 child processes. (No more than 10). If a file is shared by two processes, can have read-only and the other read-write access. If yes how, if not what prevent it. What are some of the security features in UNIX or NT. How does NTFS directory system work. How does UNIX directory system work. Pick a Unix UNIX process scheduler and explain how (not why or when) it favors I/O bound processes to CPU bound processes. Explain and compare I/O software (programmed, interrupt, DMA). What is the problem with RAID4 and explain how RAID5 solves the problem. Disk arm scheduling algorithms readuce read time but what does Linux additionally do. How does Workingset Clock algorithm work. If seektime is 8msec and each track is 160KB. What is the access time to read 4KB. Couffman listed four requirements for a deadlock. Describe fourth one and how to prevent it. What are the advantages of inverted page tables. What is a soft link. Implement soft link and hard links...
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...Fall 2011 COMP 3511 Homework Assignment #1 Solution Handout Date: Sept. 22, 2011 Due Date: Oct. 6, 2011 Name: ______________ ID: ___________________ E-Mail: _____________ COMP 3511 L __ Please read the following instructions carefully before answering the questions: You should finish the homework assignment individually. There are a total of 4 questions. When you write your answers, please try to be precise and concise. Fill in your name, student ID, email and Section number at the top of each page. Submissions without this information will be discarded. Please fill in your answers in the space provided, or you can type your answers in a Word file. Homework Collection: the hardcopy is required and the homework is collected at the collection box (#6, #7) or in class. (22 points) Please answer the following question in 2-3 sentences 1) (8 points) What is the benefit of Direct Memory Access (DMA)? Is interrupt still needed when a DMA is used? Can DMA operations possibly interfere with CPU operations? 1. Answer: This frees up the CPU during I/O operation, so the CPU can be better used; Or to improve the CPU utilization (3 points). Interrupt is still needed when the DMA operation is completed in order to inform the CPU (2 points). If a DMA and CPU access memory at the same time, it can interfere with each other (3 points). 2) (4 points) Why is it necessary to separate user mode and kernel mode? Answer: This provides some level of protection so that user programs...
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...Chapter 2 OPERATING SYSTEM CONCEPTS SYS-ED/ Computer Education Techniques, Inc. Solaris System Administration: Introduction Operating System Concepts Objectives You will learn: • Operating system components. • Solaris usage of processes. • File management and file systems. • Use of the Solaris Management Console. SYS-ED/COMPUTER EDUCATION TECHNIQUES, INC. (Solaris – System Admin: Intro - 6.5) Ch 2: Page i Solaris System Administration: Introduction 1 Operating System Concepts Operating System: Definition An operating system is the set of programs that controls a computer. The core of the operating system is the kernel. The kernel is a control program that functions in privileged state that allows all hardware instructions to be executed. It reacts to interrupts from external devices and to service requests and traps from processes. The kernel creates and terminates processes and responds to requests for service. Operating systems are resource managers. The main resource is computer hardware in the form of processors, storage, input/output devices, communication devices, and data. Operating system functions include: • Implementing the user interface. • Sharing hardware among users. • Allowing users to share data among themselves. • Preventing users from interfering with one another. • Scheduling resources among users. • Facilitating input/output. • Recovering from errors...
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...UNDERSTANDING THREADS Simply put, a thread is a program's path of execution. Most programs written today run as a single thread, causing problems when multiple events or actions need to occur at the same time. Let's say, for example, a program is not capable of drawing pictures while reading keystrokes. The program must give its full attention to the keyboard input lacking the ability to handle more than one event at a time. The ideal solution to this problem is the seamless execution of two or more sections of a program at the same time. Threads allow us to do this. A process is essentially a "heavy" unit of multitasking: as an approximation, think of it as an "application" (though it can include 'background' or 'system' processes such as your battery monitor, mouse and keyboard server, PDA synchronization tool etc). A thread, on the other hand, is a more "lightweight" unit. Threads are can be seen essentially sub processes. Informally, we can think of them as tasks that belong to a program and that can run "simultaneously". For them to run simultaneously, each of these two tasks will run in a separate thread. Depending on the number of CPUs available and the number of competing threads, some of those threads actually will run in parallel on different CPUs, whilst in other cases the illusion of simultaneous execution will be achieved by "juggling" threads in and out of the available CPUs. A part of the OS called the thread scheduler takes care of deciding...
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