...Running Header: ORGANIZATIONAL CHANGE MANAGEMENT Organizational Change Management HR587 – Managing Organizational Change February 7, 2011 Table of Contents Executive Summary 2 Organizational Change Management 4 Introduction 4 Hewitt’s Core Functionality 5 Responsibilities at Hewitt Associates 7 Assessment /Diagnosis 8 Cause for Implementing Change Management 8 Analysis of the Change Strategy 10 Organizational Change Model 10 Resistance of Changes 12 Results/ Outcome 14 Failure to Change / Result in Merger 14 Evaluation of the Effort 16 Change Approach 16 Reflections of Managerial Change Strategy 17 Reference 19 Appendix 21 Here are ten principles every great leader should know. 21 Financial Analysis For Hewitt Associates 22 Lewin’s Change Model 23 Kotter and Schlesinger - Six Change Approaches 23 Executive Summary This research paper elaborates the organizational changes made within Aon-Hewitt, formally known as Hewitt Associates. These changes were delegated in the form of a top-down processing structure; which initiated the implementation for the company's Consulting and Outsourcing group. Utilizing the Lewin’s Change model, the context of the organizational change strategies, will be evaluated for each stage within the implemented changes. Hewitt Associates has successfully provided their services to corporations over the past 70 years; however because of their lack of growth within Technology Innovation, their processes were questioned...
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...Armstrong World Industries Business Systems Plan Phase 5 Individual Project 2013 Information Technology Management Table of Contents Business System Planning (Week 1) Introduction 4 Identify how the following critical success factors will be addressed by case study 5 Governance 5 Business plan alignment 6 Process improvement 6 Resource optimization 6 Operating excellence 7 Identify how the following critical success factors will be addressed by case study 7 Business management issues 7 Strategic and competitive issues 7 Planning and implementation concerns 8 Operational items 8 Identify how the variables defined by Strassmann's Model will be measured 8 Efficiency 8 Effectiveness 8 Competitivness 8 Profitability 8 Strategic Information Systems Assessment (Week 2) Create an analysis of strengths, weaknesses, opportunities and threats for case study 9 Case study continued 9 SWOT analysis of case study 10 SWOT analysis continued 11 12 13 Create an assessment of the forces that are presently governing competition for case study 14 Using Wiseman’s Framework of Strategy Development define the strategic thrusts and advantages 15 Information Systems Business Case (Week 3) Critical success factors for IT Manager 16 Continued. 17 General stratgy for IT goals and objectives of the case study. 18 General strategy on how IT department will support the goals and objectives of the case study 19 Information Technology...
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...The current issue and full text archive of this journal is available at www.emeraldinsight.com/2051-6614.htm Human resource management and organizational effectiveness: yesterday and today Randall Schuler and Susan E. Jackson School of Management and Labor Relations, Rutgers University, New Jersey, USA and Lancaster University Management School, Lancaster, UK Abstract Purpose – The purpose of the paper is to describe how the understanding of the relationship between human resource management (HRM) and organizational effectiveness (OE) has evolved during the past three decades and to provide examples how firms are using HRM to improve their OE today by addressing several challenges that result from a broader stakeholder model. Design/methodology/approach – This paper reviews the past and current work on the relationship between HRM and OE. Findings – This findings indicate that the relationship between HRM and OE is very different when comparing the past with the current work on the relationship between HRM and OE. A major reason for this is the current work on OE uses the multiple stakeholder model that accounts for many more stakeholders than the past work. Practical implications – Human resource (HR) professionals have the opportunity to demonstrate many ways by which HRM can influence OE, and not just solely on the basis of firm profitability. Thus the use of the multiple stakeholder model today offers the HR professional and the HR profession many more opportunities...
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...HR 587 Course Project Professor Shelton Keller School Of Management Table of Contents 2 Executive Summary: 3 Assessment and Diagnosis: 4 Cause for Implementing Change Management 4 Vision and Mission 7 Analysis of Change Strategy: 9 Resistance to Change 12 Results/ Outcome [Do not leave spaces around a slash mark] 19 Failure to Change 19 Evaluation of The Effort 22 Change Approach 22 Reflections of Managerial Change Strategy 23 Reference: 25 Executive Summary: Hewitt Associates was a Fortune 500 company. They tried to mix their complex business model and standards globally with the culture of their clients and staff (Hewitt Associates LLC, 2010). Human resources consulting is the core function of the corporation. Hewitt’s organization was vast in size with over a dozen departments that worked various specialties in human resources. The actuarial department regulated the financial consulting aspects in retirement plans and other benefits. Hewitt Associates tried to keep their market share as the leading provider in health care reform, retirement restructure, and executive compensation for their client's. They also provided software packages to their client’s. This was to allow clients to have less stress and...
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...QUESTION: For an organisation, or part of an organisation with which you are familiar: Analyse the information requirements of the organisation or part organisation, and prepare a proposal for improvement of the supply and use of information within the organisation of part organisation, identifying any new information systems required. You should include a business justification for your proposals and an implementation approach. CONTENTS MANAGING INFORMATION 1 QUESTION: 2 CONTENTS 3 GLOSSARY 4 INTRODUCTION 6 PART 1 8 TELCO A Seychelles’s Current Business Strategy 9 Overview of Current Information Systems 13 Value of information to support strategy 22 PART 2 26 SYSTEM RECOMMENDATION 27 PART 3 30 IMPLEMENTATION 31 PART 4 35 BUSINESS JUSTIFICATION 36 CONCLUSION 40 APPENDICES 42 References: 58 Bibliography: 59 GLOSSARY AOP Annual Operating Plan BU Telco A Business Unit TELCO A Telco A Seychelles GSM Global System for Mobile Technology INTRODUCTION Telco A Seychelles Ltd. was formed in 1989 when the Seychelles Government sold 70% of its shares in the Seychelles Telephone Company (GTC), to the international carrier, Telco A West Indies. The Telecommunications Act, established the same year, gave Telco A exclusive rights to provide telecommunications services in Seychelles. Telco A PLC (based in the UK) is the parent company of TELCO A West Indies whose principal operations are in the United Kingdom, continental Europe, Asia, the Caribbean...
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...SYSTEMS APPROACH TO STRATEGIC MANAGEMENT Amanda J. Gregory Centre for Systems Studies, Business School, University of Hull, Cottingham Road, Hull, HU6 7RX, United Kingdom, A.J.Gregory@hull.ac.uk ABSTRACT Strategic management involves decision-making about an organization's objectives together with the formulation and implementation of plans, particularly regarding the allocation of resources, to support their achievement. As such, strategic management is a dynamic and complex process involving consideration of internal and external factors, and the short and long term. The effectiveness of an organization’s strategic management can critically impact upon its viability and there are many reasons why the stategic management process may fail. Such reasons include failure to: think creatively about the likely affects of plans obtain external/internal participation and commitment co-ordinate and control resources. In this paper it is argued that many of the reasons for failure may be attributed to the successive dominance of different reductionist approaches to strategic management. From a systems perspective it may be argued that such approaches represent partial approaches to strategic management that neglect the complex, embedded and dynamic nature of modern organizations. Accordingly, the reasons why strategic plans fail are taken to provide a framework for the evaluation of the potential contribution of a range of systems methodologies to the strategic management process. The systems...
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...Diversity Program ………………………….. 16 Chapter Five Organizational Structure and Design ………………………………. 23 Chapter Six Improving Communication …………………………………………... 29 Chapter Seven Decision-Making ……………………………………………………… 36 Chapter Eight Leading Effectively …………………………………………………… 42 Chapter Nine Empowerment Plan ………………………………………………….. 46 Chapter Ten Team and Culture ……………………………………………………. 49 Chapter Eleven Managing Change …………………………………………………… 52 References ……………………………………………………………. 57 Chapter One Company Background, Mission, and Vision Current Conditions: Mount Cedar Technologies, Inc. is a corporation that was founded in 1995 as a major importer and distributor of computer accessories, yet over time, has developed to become a leader in various other aspects of the hardware, software, and IT markets. In just over 10 years, sales have grown at Cedar Tech to over $110 Million in annual sales, and while experiencing growth, Cedar Tech has failed to incorporate an organizational structure in their business that will support their size and market demand. As a result, the organization has also failed at motivating and rewarding employees, making ineffective decisions, and has been unable to improve its’ operational effectiveness. Goals: It is the goal of senior management to lead the corporation into the 21st century as a leader in its industry by adopting business procedures that have been...
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...inter-connection between change management, knowledge management and people management, the author believes you can look at, assess, and analyse organisational readiness and responsiveness to change. This will done through the narrative cyclical approach (FIGURE XX). All of this works together to answer the research question of, “Is there a framework/s that can be used to help organisations increase organisational readiness and responsiveness to change”. Organisational readiness and organisational responsiveness are addressed throughout this literature review. The determinants and impediments of change in each branch of change management have been considered and addressed. Some elements fall outside the scope of the literature review and research. The literature review is structured in such a way that echoes this integration as illustrated in the following diagram (Figure XX). Figure XX: Areas within and outside the research boundaries leading to organisational responsiveness to change. Figure XX: Areas within and outside the research boundaries leading to organisational responsiveness to change. People Management Leadership Organisational Context. Culture. Organisational Learning. Knowledge Management. Change Management. Change Management Change Management is neither an art nor a science; it is an individual process relying solely on the organisation, individuals within the organisation (employees), leadership style and management of the organisation...
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...1.0 Introduction: Strategic management is a continuous activity that appraises and controls the industries and the business in which the company is involved; evaluates its rivals and sets organizational purpose and strategies to address with all existing and potential competitors; and then reevaluates each strategy after a definite time period to determine how it has been applied and whether it has thrived or needs replacement by a new strategy to meet changed environments, new rivals or new political, economical social, technological environment. Strategic management is very important and broader area than any specific functional management area. It determines whether an organization excels, survives, or dies. It is very essential because it leads all the functional arenas of the business. It is generally believed that businesses, which develop formal strategic management systems, have a greater possibility of success than those, which do not. (Jauch and Glueck,1988,) Strategic management helps organizations predict future problems and opportunities. It endows with crystal-clear vision, mission, objectives, and strategies that guide organization into the secured future. Strategic management is a stream of decisions and actions. (Jauch and Glueck,1988). It is a procedure by which top-level management decides and does for the success of the company. It helps to determine the best possible strategy so that company could win the game in competitive business environment...
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...THE PROCESS OF STRATEGIC PLANNING ARTICLE #1 OF 10 INTRODUCTION TO STRATEGIC PLANNING Strategic planning is to a business what a map is to a road rally driver. It is a tool that defines the routes that when taken will lead to the most likely probability of getting from where the business is to where the owners or stakeholders want it to go. And like a road rally, strategic plans meet detours and obstacles that call for adapting and adjusting as the plan is implemented. Strategic planning is a process that brings to life the mission and vision of the enterprise. A strategic plan, well crafted and of value, is driven from the top down; considers the internal and external environment around the business; is the work of the managers of the business; and is communicated to all the business stakeholders, both inside and outside of the company. As a company grows and as the business environment becomes more complex the need for strategic planning becomes greater. There is a need for all people in the corporation to understand the direction and mission of the business. Companies consistently applying a disciplined approach to strategic planning are better prepared to evolve as the market changes and as different market segments require different needs for the products or services of the company. The benefit of the discipline that develops from the process of strategic planning, leads to improved communication. It facilitates effective decision-making, better selection of tactical options...
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...CC-307-017 Dynamic Strategic Alignment This reference note was prepared by Professor Steven White to introduce basic concepts and a framework for discussing strategic management. Copyright © 2009 by CEIBS (China Europe International Business School). No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means – electronic, mechanical, photocopying, recording or otherwise – without the permission of CEIBS The CEIBS Case Centre is sponsored by McKinsey & Company. Dynamic Strategic Alignment CC-307-017 Dynamic Strategic Alignment This note introduces the concepts and frameworks that are commonly used in strategic analysis, integrating them within an on-going process of creating and improving strategic alignment. 1. FUNDAMENTALS The objective of strategic management is to create alignments—within the firm and between the firm and its environment—that give the firm competitive advantage and enable it to achieve its goals. Strategic change, therefore, is fundamentally a decision about what changes to make in order to create or improve alignment that moves the firm closer to its goals. Managers may increase alignment and performance by a) changing elements of the firm, b) changing features of the environment in which operate, or c) shifting to another environment. There will usually be multiple options, and managers must decide which changes are necessary, possible and worth the effort required. When making...
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...Chain Program By Brain Cargille, Stephen Bear, and Jason Amaral Innovation Summary The concept of “design for supply chain” (DfSC) is not new at Hewlett-Packard (HP). (See: HP’s “Six-Pack” for a summary of DfSC.) For more than ten years the company has evaluated the supply chain impacts of design decisions. Indeed, two early examples—DeskJet localization and LaserJet universality—are described in a wellregarded Harvard Business Review article and in widely used academic case studies. 1 What is new is the innovation that has allowed HP to deploy DfSC in a systematic, repeatable, and broad-based way to hundreds of product development teams and thousands of engineers across the company. A unified set of technologies, methods, training, and infrastructure have been implemented to enable rapid and effective DfSC decision-making. “Over the past 3 years DfSC has been broadly adopted by all HP’s Business Groups and Regions. In addition, there have been over 50 individual projects undertaken in collaboration with engineering, marketing, supply chain and finance teams. Savings directly attributable to these programs has exceeded $200 million/year and are expected to reach the $1 billion mark in 2006.” - Dick Conrad, Senior Vice President, HP Global Operations Supply Chain 1 Edward Feitzinger and Hau L. Lee. “Mass Customization at Hewlett-Packard: The Power of Postponement.” Harvard Business Review, January-February 1997: pp. 116-121. Laura Kopczak and Hau L. Lee. “Hewlett-Packard...
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...diversified a firm should be. The definition of a business determines to a large extent the Corporate strategy. A firm can be a single business firm operating in a single industry environment with a fairly apparent definition. On the other hand a large and widely diversified firm with many different businesses each operating in a different industry environment, faces the challenge of defining each of its various businesses as well as developing an overall definition. It is easier for Microsoft to define its business than it is for G.E. or the Tata group to develop an overall business definition. Why do Firms Diversify. 1) To Grow. Growth is an implicit objective in nearly all organisations. Stock markets tend to reward growing companies. Managers find growth extremely attractive because it hold out the prospects of increased earnings for the firm leading to increased compensations for themselves. They also see the acquisition of new knowledge as instrumental in improving their self actualisation prospects. 2) Fuller utilisation of Resources and Capabilities. Firms find that they have un utilised or under utilised capacities sometimes in manufacturing some times in Alternatively a firm could find that it can perform a business activity at a lower cost and with better timeliness than if it utilised its internal capabilities. For example in Timex Watches it was decided that share dept functions could be performed at much lower cost than if they...
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...the client to perceive, understand, and act on the process events that occur within an organization in order to improve the situation as defined by the client (Cummings & Worley, pg. 253). In the case involving Ben and Jerry’s a consultant was brought in to work with the founders, board of directors, managers, and employees in order to undertake organizational development and also to bring the people, functions, aspirations, and directions together (Cummings & Worley, pg. 306). Schein proposes ten principles to guide process consultant’s actions: • Always try to be helpful • Always stay in touch with the current reality • Access your ignorance • Everything you do is an intervention • The client owns the problem and the solution • Go with the flow • Timing is crucial • Be constructively opportunistic with confrontive interventions • Everything is information; errors will always occur and are the prime source for learning • When in doubt, share the problem (Cummings & Worley, pg. 254). As the consultant in this case dove into the workings of Ben & Jerry’s these principles were apparent throughout the case. After spending time with the board, and interviewing key managers and staff at Ben & Jerry’s, the consultant concluded that the company had much strength and also some concerns. It was decided that while the leadership was seen as the company’s greatest strength, they were also seen and its greatest weakness. As a result the consultant decided to start the organizational...
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...document has been downloaded 13506 times since 2006* Users who downloaded this article also downloaded: Joaquín Gómez Gómez, Micaela Martínez Costa, Ángel R. Martínez Lorente, (2011),"A critical evaluation of the EFQM model", International Journal of Quality & Reliability Management, Vol. 28 Iss 5 pp. 484-502 http://dx.doi.org/10.1108/02656711111132544 Downloaded by MIDDLESEX UNIVERSITY At 10:28 14 April 2015 (PT) Michael Trevor Hides, John Davies, Sue Jackson, (2004),"Implementation of EFQM excellence model self-assessment in the UK higher education sector – lessons learned from other sectors", The TQM Magazine, Vol. 16 Iss 3 pp. 194-201 http:// dx.doi.org/10.1108/09544780410532936 Andy Neely, Mike Gregory, Ken Platts, (1995),"Performance measurement system design: A literature review and research agenda", International Journal of Operations & Production Management, Vol. 15 Iss 4 pp. 80-116 http:// dx.doi.org/10.1108/01443579510083622 Access to this document was granted through an Emerald subscription provided by 193449 [] For Authors If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which...
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