...Organizational Structure Simulation Shyeta McClain-Bitoy COM/530 September 7, 2015 Robert Beaudry Organizational Structure Simulation Since technology is always making leaps and bounds to ensure that tomorrow’s technology is ten times better than today's. It’s only natural that Synergetic Solutions Inc. opened themselves up to a new market that coincides with their internal and external changes. Thus allowing the company to revolutionize itself. By evaluating what leaders need to successfully implement a change, coming up with strategies on how to carry out the change and what type of resistance would be met in the process. Internally they are facing changes in technology, relevance, and long term foreseen financial crisis for either not keeping up or trying to catch up. With Synergetic Solutions Inc. being a business that caters to assembling and reselling technology that becomes obsolete every six months. They have to change or recalibrate every so often how they handle their products. For example computers no longer have tubes or thirty-pound monitors, and towers are now becoming a thing of the past due to all-in-ones and touch screen options. Ever changing technology has made computers run faster and produce better graphics. For speed with an Intel Core processor, i7 beats out i5 and i3, and for better graphics for gaming or presentations AMD 8 outperforms AMD 7 and AMD 6. While this just deals with the chips, it’s easy to understand that the structure of...
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...Synergetic Solutions “Synergetic Solutions Inc. is a $6 million company in the business of system integration – assembling and reselling leading computers brands. It has 300 employees – mostly in the sales and service departments – working in five locations across the East Coast. Most employees in this trading organization possess only basic computer assembling and troubleshooting skills, while a few higher-skilled individuals operate as the specialists” (University of Phoenix, 2014). Harold Redd is the CEO of Synergetic Solutions. Harold strategic decision for Synergetic is to focus on networking solutions business. Harold wants the COO to turn the business around within nine months. In doing so, the COO will describe three internal and external forces of change for Synergetic Solutions, implementing a change strategy successfully; to change models the leader might employ, evaluate the communication necessary to implement change. The COO will also explain at least five kinds of resistance, and the strategies one might employ to manage each of these areas of resistance. Synergetic has several internal and external forces of change. The internal forces are; people, system, and structures. The external forces of change are; competition, economy, and technology. These changes will prevent the organization to move forward. The plan for Synergetic is to improve operational efficiencies and production standards, improve organizational effectiveness and employee well-being...
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...Simulation Synergetic Solutions Inc. University of Phoenix COM/530 Communication for Accountants Abstract This paper looks Synergetic Solutions Inc. A simulated organization facing some structure changes and what forces are at play. We look at what factors the Leader of the organization will consider to implement a successful change of strategy. We will describe at least two of the models the leader of the organization might employ. We will also evaluate what communication will be necessary to implement these changes within these two models. We will also look at what type of resistance we might face in implementing these changes. External Factors for Change Synergetic Solutions Inc is a 6 million dollar systems integration company. They specialize in assembling and reselling leading computer brands. It has 300 employees mainly in sales and service. Most of them only poses basic computer assembly and troubleshooting skills with a few higher skilled individuals functioning as specialists. The forces catalysts for change at Synergetic were both internal and external. The stagnant systems integration market were a reason why CEO Harold Redd looked into the network solutions business of designing and implementing complex computing networks. He also landed an order worth 1.2 million dollars for designing a network. There are also 5 million dollars in future orders waiting. Due to this the network solutions business...
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...Synergetic Solutions, Inc. faces a crossroad in implementing change to its organization as a result of market changes. Two years ago, the company made a leap in to the network solutions business of designing and implementing complex computing networks. This change is resulting in new orders and now accounts for 20% of the total revenues of the company. The company’s Chief Executive Officer has made the decision to focus the company’s energy and resources on making the network solutions business account for 80% of the revenues. The Chief Operating Officer has been assigned the task of this major transformation. There are three major areas that will need to be addressed when considering these action plans: 1. Redesign the work environment and organization structure to move from the present departmental structure to the new team-based structure. 2. Develop new HR policies and programs to help employees make the transition. 3. Upgrade current employee skill sets and/or hire new employees with relevant skills. Internal and External Forces of Change Synergetic Solutions, Inc. is facing external changes that are forcing it to make internal changes in the company structure and way of doing business. Changes in technology are the most significant external factor facing Synergetic. Technology is Synergetic’s business – keeping up with market changes is what is needed to survive. Market-share is another factor that Synergetic will face. Not only will there be others entering...
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...change. Sometimes there are conflicting goals in the organization, for example, to increase resources to accomplish the change yet concurrently cut costs to remain viable. Successful change must involve top management, including the board and chief executive. Usually there's a champion who initially implements the change by being visionary, persuasive and consistent. A change agent role is usually responsible to translate the vision to a realistic plan and carry out the plan. As the Chief Operating Officer at Synergetic Solutions and the change agent for a major transformation within the organization, this report will describe some internal and external forces of change for Synergetic Solutions. I will also discuss some factors that need to be weighed to implement this change successfully. Lastly, I will discuss the different kinds of resistance that is expected with this change as well as the resolutions to overcome that resistance. Synergetic Solutions Inc. is a $6 million company in the business of system integration, assembling and reselling leading computer brands. The organization has 300 employees of which most are in the sales and service departments working in five locations across the East Coast. Most of the employees in this trading organization have only basic computer assembling and troubleshooting skills. There are a few higher skilled employees that operate as the specialists. Two years ago,...
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...Synergetic Solutions Report Sandra Grisby University of Phoenix Mark Busby September 24, 2012 An organization cannot grow without change. Change is not always easy, but it can be beneficial to an organization’s success. The success of an organization can depend on innovative and fresh ideas. Innovation gives an organization the competitive advantage it needs to stay ahead of its competitors. Innovation also brings change as it relates to enhancing products and services to maintain the interest of the customers. Employees are not always open for change and sometime will rebuttal against any such transformation that is set in place to improve the organization’s structure or operation. Employees normally view change from a negative or positive perspective, because of such internal and external forces that cause the changes to take place. Synergetic Solutions Inc. internal forces of change entail employee structure, technological capacity, and to inspire employee’s to step up and work diligently to fulfill the plans of the organization. The organization was in a stagnating stage, which cause for the work environment and organizational structure to be redesigned from the present departmental structure to the new team base structure (UOP Simulation, 2012). Employees were custom to running things according to what works for them rather than what will enhance the company. Harold Redd, who is the CEO of the company, decided that implementing complex computing networks would allow for...
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...for change Synergetic solutions Inc. as a company had specialized in assembling computers from major leading brands then later sold the computers at a subsidized price. The need for growth and expansion brought the issue of computer networking into perspective (Burnes, 2004). It was agreed that the organization should take part in this venture. In the event of effecting a change in any organization external and internal factors must be taken into consideration. At Synergetic, employee dissatisfaction is one of the major internal drivers. The employees have to be positively motivated to ensure that they welcome the changes and they take the initiative to learn new skills to aid the success of the change that was intended. “Morale largely surges when employees are empowered to aid reduce the impact of the company’s products and processes” (National Research Council Canada, 2003). Through incentives and bonuses for the employees they ensured success in one of the internal drivers of change. Another internal driver was better quality of their products in the market. Synergetic solutions had to come up with ways to ensure that what they were giving out in the market was performing at ultimate level. One other internal driver of change was humble financial performances which caused anxiety among employees. The fear that there might be future belt-tightening or company shutdown was a major fear among employees. Among the external drivers for change at Synergetic was the market...
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...Synergetic Solutions: An Internal Report Jennifer M. Gribbins University of Phoenix Author Note This report was prepared on February 25, 2013, for Com/530, Communication for Accountants taught by Dr. Sherman. Synergetic Solutions: An Internal Report Synergetic Solutions Inc. is a $6 million company that assembles and resells leading computer brands (University of Phoenix, 2013). With nearly 300 employees in five locations, most possess only basic computer assembly knowledge and trouble shooting skills (University of Phoenix, 2013). Driven by the stagnant system integration market, CEO Harlod Redd made an important strategic decision to focus on the networking solutions business of designing and implementing complex computer networks (University of Phoenix, 2013). Mr. Redd’s lofty goal is to raise networking revenues to 80% of total sales, which are targeted at $12 million in the next nine months (University of Phoenix, 2013). Other quarterly growth targets such as employee involvement, productivity, and absenteeism are based on industry benchmarks (University of Phoenix, 2013). What are the drivers for change? Synergetic Solutions is changing its focus from a computer trading organization to a networking design hot house (University of Phoenix, 2013). In doing so, they are experiencing some huge internal drivers of change. Technological capacity of the current work force is a stumbling block. Most of the staff possesses only basic computer assembling and trouble...
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...The biggest challenge a company will probably face during change is resistance. The leaders of the company need to weigh the factors that will allow for a successful change strategy. In the case of Synergetic Solutions, Inc., a change is beginning to happen. The transition from a computer trading organization to networking design ‘hothouse’ needs an effective change strategy that will limit resistance so that is none months the company will be running smoothly and successfully. Factors Synergetic will face many factors as the changes occur. A large portion of those factors will be due to the employees and their resistance to change. The employees will resist the change of habits; lack of job security, and of course, fear of the unknown that can cause the employees to overlooks information. Other factors that need observed include the productivity and absenteeism that may be affected by the changes. These factors can be addressed by creating a strategy that will limit the resistance to change. Change Models There are many different approaches to successfully managing change. Two of those approaches are based on the change models of Lewin and Organizational development. Lewin’s change model is a three-step process consisting of unfreezing, movement, and refreezing. If Synergetic were to follow Lewin’s three-step model the first step would include offering incentives to the employees for growth and competencies, reengineering processes to improve productivity, and hiring capable...
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...• Sherman Computer Repair New Direction Assignment • Recall the Organization Structure simulation. Synergetic Solution Inc. decided to move from computer assembly to network assembly. Sherman Computer Repair, a small computer repair company, sees this as an opportunity to fill the void left by Synergetic. Currently, Sherman Computer Repair has three locations where customers can bring broken hardware for repairs. Each of the three locations employs a manager, three computer repair technicians, and a receptionist. Sherman Computer Repair also offers in house repair service, employing 12 mobile technicians. Sherman wants to move into computer assembly. This forces Sherman Computer Repair to have new professional workforce and new technology. What must they do to make this change? • Write a 2,500- to 3,000-word paper in which you address the following: • What is Sherman Computer Repair's current organizational design? What barriers exist that would prevent the organization from adopting and developing new technologies? How will these barriers be mitigated? • What are the weaknesses and strengths of the organizations external environment? How will these hinder or benefit the new strategy? How can the organizational structure or design be modified considering those weaknesses and strengths? • Does the organization have the talent necessary to realize their new direction–degrees, certifications, industry knowledge and experience, and so on? What talent must be acquired or developed...
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...Sherman Computer Repair New Direction Kevin O'Brien MMPBL/550 October 29, 2011 Lois Whittaker Sherman Computer Repair New Direction When it comes to making changes to a business there are risks that need to be taken. Some of those risks will affect the stakeholders. More and more companies are going through changes to help move them in the right direction. As companies are going through these types of changes to help move the organization forward they are trying to be proactive to ensure they are staying ahead of the competitions. Companies that are not participating in change are slower to react and could leave the business setup for failure. As for the organization, Sherman Computer Repair, there is a need to plan for a new direction. When planning for the new direction there should be steps to ensure the plan is working the way it has been set out to do. When an organization is going through an organizational design change there will be some barriers. During that process there will need to be an evaluation of the organizations external environment of their strengths and their weaknesses. This evaluation will help the company get an assessment of Sherman Computer Repair current skills sets and talent level that will need to be changed to help the company move forward. Sherman Computer Repair Organizational Design The current state of Sherman Computer Repair is that the company has three locations in where their customer can bring their computer hardware in...
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...Running Head: SHERMAN COMPUTER REPAIR NEW DIRECTION Sherman Computer Repair New Direction Kristen Nelson University of Phoenix Sherman Computer Repair New Direction There is one major thing about Sherman Computer Repair Company, they are a small company and they would like to become a larger company that is no longer just a computer repair company. Sherman Computer Repair Company would like to also become a computer assembly company. In order for them to do this they would need to look at creativity and innovation in order to make this happen. “Innovation is the process by which organizations use their resources and competences to develop new or improved goods and services or to develop new production and operating systems so that they can better respond to the needs of their customers (Jones, 2004). In order for a company to have change, innovation is very important for Sherman Computer Repair. This may require the company to restructure their current business and also include new equipment, new technology and new processes from the current way that things are currently done. With doing this, this will help the company come up with new strategies when it comes to their business. The company can look at their strengths and weaknesses and then be able to decide where things need to be changed in order for this restructuring of the organization to happen. This paper will show how these things will happen and how the companies current organizational...
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...Sherman Computer Repair New Direction Sherman Computer Repair is a small computer repair company, has the opportunity to move from a computer repair company to a computer assembly company through the use of creativity and innovation (University of Phoenix, 2009). “Innovation is the process by which organizations use their resources and competences to develop new or improved goods and services or to develop new production and operating systems so that they can better respond to the needs of their customers” (Jones, 2004, p. 403). Sherman Computer Repair has to restructure the company. They have to make changes and innovate to be successful. They must introduce new processes by using new technologies, and services to expand and be more successful. Sherman Computer Repair must plan strategies accordingly and think how they are going to approach change to ensure success with the new company’s direction. This paper will present Sherman Computer Repairs new organizational design. Also, it will consider company’s external environment which will include strengths and weaknesses of the company’s as well as current talent workforce and options to change will be presented. Sherman Computer Repair Organizational Design Sherman Computer Repair works in three different locations. They offer repair services for computer hardware. Every location is staffed with a manager, three computer technicians, and a receptionist (University of Phoenix, 2009). Also, there are 12 mobile technicians...
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...Synergetic Solutions Inc. is a $6 million company in the business of systems integration. They specialize in assembling and reselling leading computer brands. The organization has five locations in the East Coast that has 300 employees mostly working in the sales and service departments. Most of the employees in the organization have only basic computer skills in assembling and troubleshooting. There are only a few higher-skilled individuals who operate as specialists. Change transforms and modifies an organization. When there is change within the organization it implies a shift in the status quo or the existing state of affairs. Change is often incremental rather than drastic; most employees are usually afraid of change and see it as being threatening. If there are power struggles within the organization change may be more drastic in both speed and size. No one likes change, but it is the change that makes the organization stronger and more versatile. There is always resistance to change. Organizations need to plan on some form of change management to help people adjust to the change. When change is occurring within an organization, if management does not communicate with the employees then of course they will fear the worst and resist the change. I think that the best way to approach change is to communicate why the change is being implemented, what it will do for the organization, and explain what is going to happen to the organization with its employees and...
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...Leadership Success and Failure Failure is life’s greatest enabler. Each time I attempt and fail it gives me an opportunity to renew and reinvent myself. Failure is not a loss, it is always a lesson. Being able to preserver and apply new solutions is what makes a failure become a success. To be a successful leader I must always be held accountable for the outcome and be responsible for the lessoned learned, to be motivated to never give up. Once I am proactive about my decisions and actions, I will be able to trust my instincts that have embedded into my memory of past failures. Each time I experience a failure, my intuition sharpens. Failure empowers me to trust myself to be fearless in new experiences. The more times you fail the clearer opportunities become. “Success consists of going from failure to failure without loss of enthusiasm.” Winston Churchill According to Forbes article, Five things Failure teaches about Leadership, “Failure is not fatal. It is a wake-up call for the next opportunity.” As a leader, I have to have the abundance mentality that there is plenty of opportunities. I find myself asking myself “If I only knew then what I know now.” Each opportunity allows for more wisdom. I will start to be able to see hidden opportunities that I could not see before. A successful leader will always have the enthusiasm to learn. Steve Jobs is an example of a successful leader. He was passionate about his journey and never gave up. Steve Jobs worked on his independent...
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