Benefit Of The Use Of The Internet Technology

Benefit Of The Use Of The Internet Technology

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Benefit Of The Use Of The Internet Technology

Stories of Change

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Introduction

Change is a structured, cyclic, and complete approach for transitioning organizations, individuals, and groups from a recent state to a future state with future business benefits. For any organization change management gives effective solutions that must need to address changes due to compliance, expansion, reforming, regulatory, mergers, and acquisitions among other things (J P Kottert, 2007). In present time there can be so many reasons for change is essential for an organization including opportunity, high technology, customer needs, financial wealth, and globalization. Today, organizations must have the ability to adapt rapidly and effectively in order to stay alive. So, employees and leaders of the organization must know about the nature of the changes required and the likely results of different approaches to bring about that change (J P Kottert, 2007).

Using Kotter’s Model, Identify the Three (3) Most Significant Errors Made Out of All of the Change Stories Presented and Describe the Ramifications of Those Mistakes.

Any business organization that needs to develop and stay long of the competition market should accept change. When an organization determine to make a effective change there are so many points that can go immoral. Opposition from employees is one of the factors that play a significant part in a failure process of organizations. The process of change must be actually managed in an attempt to reduce the chance of confrontation (J P Kottert, 2007). In all of the changes there are three most important errors presented come about with Hewlett-Packard, McDonald, and Kodak, first let’s look at Hewlett-Packard. Carly Fiorina in the year 1999 became the new Chief Executive Officer. In this time the company Hewlett-Packard had many issues in many sections and lacked right direction. The main aim of Fiorina’s was to rearrange the organization so that good effective ideas were flow as they had been in the previous time. In the year 2002 the company merged with Compaq Computer Corp (CCP). The main mistake of the company was making major or desperate changes (J P Kotler, 2007). The change story of Kodak’s present during the change time how important communication with its employees. Main change is mostly not possible unless most of the employees are ready to help, repeatedly to the point of making interim forfeit. But most of the people will not make forfeit, yet if they are miserable with the type quo, except they feel the possible benefits of change are delightful and unless they truly feel that a alternation is possible” (Gupta S, 2001). In the year 2003 Kodak determines to stop production of camera those are traditional. This option intended there would have to be a consolidation of reduction and operations in employees. This type of changes did not move over well with inside and outside stakeholders. Company’s employees did not observe the point of interim sacrifice because they did not think their valuable jobs would be protected. Kodak had been persuasive when communicating the changes; the employees may have sense improved about the alternation (Gupta S, 2001).

A title of a documentary “Super Size Me” mostly helped the company McDonald’s to understand that things were going easily, the business company want to make some changes. The financial documentary demonstrate that how obesity leads by the consuming fast food. The company may not observe the change must be needed because they think their troubles are not that bad (Gupta S, 2001). They also refute that their food products were harmful and easily ignored those who claim it was. The title documentary forced the company to understand that they had to be socially responsible business organization and make the right product by providing better or improved menu choices (Gupta S, 2001).

Make at Least One (1) Recommendation for Each Change Story that Would Have Improved the Effectiveness of the Change Process and Explain Why That Recommendation Would Have Altered the Outcome of the Change Process.

Once again, the company Hewlett- Packard’s fault was making radical changes. It is most excellent to make short-term wins according to Kotter’s model. Transformations take some time and it should not be quick. What Fiorina must have done was to place instant goals so that company’s employees could see the different changes were really producing better results. Setting of instant goals would have permissible the company to have measurable goals. This particular goals support you to persist setting goals because it give wisdom of accomplishment (Schermerhorn John R, 2011).

IBM Company’s main problem was they did not receive full benefit of the use of the internet technology to develop and grow their business. IBM lacked modernization needed to stay alive of the competition market. A good recommendation would have been for the corporate company to revamp their valuable reward system. For a company a reward system would assist to ensure the companies employees who were do better work and coming up with innovative, those things would advantage from their good efforts. (Schermerhorn John R, 2011).

Kodak Company could have made communicated its main vision more openly to employees. Generally vision is communicated most successfully when many special vehicles are used i.e posters, large group meetings, openly one-on-one talks, memos, and newspapers. When the equal message move towards people from six special directions, it set a good chance of being remembered and heard, on both logical and touching levels (Schermerhorn John R, 2011).

When it moves to change story of McDonald’s, the fast food company could go to workers to observe where they required making some changes. Most important internal change rarely occurs unless employees support. By receiving the views of workers, McDonald would have understood that there were some good areas that they required to change.

Explanation as to Why That Change Image Label is Appropriate.

In present time companies Managers or CEO must achieve some useful skills must be needed to communicate the process of change to their employees in a specific way that give confidence their loyalty to the process of change. In change process communicating to employees should be made attentive of what will be needed from them and to have a thoughtful of really what will be taking place (Schermerhorn John R, 2011).

In Hewlett-Packard Carly Fiorina’s impression of organization change after the joining. She must understand that there were some workers had struggled to change. She guarantees these particular employees understood the specific change by conversing and interacting with them. The picture of nurturer is related to a mother’s link with her child. The nurturer understands changes are not unsurprising so they improve the employee’s behavior or effort to nurture (Schermerhorn John R, 2011).

The image of David Grossman of IBM is that he implementing some change was predictor. The role of predictor’s is to assist develop a considerate of what is the means of change and how it will assisting the company to better perform in the future (Schermerhorn John R, 2011).

David Carp the CEO of Kodak used the director managing change. The company’s director must designs the process of change. Then the director led the employees to obey to company so their main objective will be realized (Schermerhorn John R, 2011).

The image of James Cantalupo of McDonalds Company used navigator of managing change. He used the devises of navigator in change process so that it well fits the situations McDonald is facing. The navigator knows that there some requirement to be other areas changes along with some way and the closing result may not be as designed (Schermerhorn John R, 2011).

Recommend a Different Strategy for Managing Change in Each One of the Change Stories Presented and Provide a Justification for Your Recommended Strategy.

For managing change a special strategy for Carly Fiorina would be that of a trainer. A trainer finds innovative ways to ensure changes are made. The trainer relies upon structure in the correct set of drills, values, and skills that are think to be the most excellent ones the members of organization will be capable to illustrate on proficiently in order to get desired organizational products (Aiken C & Keller S, 2009). As a navigator David Grossman could have used the role. David Grossman would have managed the company’s situation but he would have been attentive that the outcomes may have been frequently developing and could not be completely designed because of some different influences and manners. The job of manager is one of control, though the skill for the manager to execute control can be reduced by the forces of internal and external. This is a good and valuable change managing process of David Carp that he has used (Aiken C & Keller S, 2009). James Cantalupo mostly used the policy or strategy of interpreter. The role of interpreter is to provide workers suitable explanations as to why the specific change is taking place. Through storytelling a skilled and good interpreter will help the employees for see the big image. In change process storytelling allows workers to find out mistakes from past while for future success painting a picture (Aiken C & Keller S, 2009).

Conclusion

In organization changes are essential to allow the organization to meet the challenges and demands for the internal and external environment (Emily Denitto, 1998). The implementation of successful organizational change lies on the skills of leaders to identify the requirement for planned changes and the making of strategic planning to make sure that both the workforce and management integrate and communicate their endeavor or efforts regarding the reaching of the organizational main goals and encounter the demands of the vigorous environment of internal and external. Changes in organization allows to setup tactics and techniques to ensure the successful business of the organization.

References

Kotter, J.P. (2007). Leading Change: Why Transformation Efforts Fail. Harvard Business Review OnPoint (March-April) 1-10.

Gupta, S. (2001) Leading innovation change-the Kotter way. International Journal of Innovation Science 3: 141-149

Schermerhorn,, J.(2011) Organizational Behavior, 12th Edition. John Wiley & Sons.

Aiken C., Keller S. (2009) The irrational side of change management. The McKinsey Quarterly

Emily Denitto, “New Steps Bring Alvin Ailey into the Business of Art,” Crain’s New York Business, December 7, 1998, pp. 4, 33.

 

Benefit Of The Use Of The Internet Technology

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