CASE BACKGROUND
The RTAs procedure was to just require the exec level management and the consultants in the strategy making process without including the middle and lower level management. The methodology of the business shows its higher level assurance in its top level management and it would like none of them other those to try the decisions that happen to be very important to the company and all of its employees (Heathfield). A couple of both positive and the negative aspects of such a technique. Taking this change management plan positively, the company wants do not want any kind of concern arising during its procedure for changing the organizational management to save its time, energy and the concentration which really is a good decision in itself but if we consider the negative part of the strategy, the business will not have that support from its lower and the middle position employees which is very essential to be able to have success in achieving the focuses on of changing the business and in the worse circumstance they even may fail to accept it at all.
ISSUES INVOLVED
The concept of organizational change is a wide process aiming at obtaining some overall goals and aims as opposed to the smaller change. This consists of the top changes like the change in objective, restructuring the operations, changes in the systems, re-engineering, major collaborations, etc. (Basic Framework for Organizational Change) Such changes may be thought to be the changes that re-orientate the whole fundamentals in which the organization works. These changes will be the ones which impacts the being and the corporate lives of each and everyone in the business.
THEORETICAL UNPINNING OF THE PROBLEMS INVOLVED
In order to accomplish certain organizational and group goals, the involvement of those very elements in the organization that are incredibly close to these setting up of goals along with those who find themselves going to be highly affected with that is very important. It can never be expected the one hundred percent support from any employee to aid the changes made in his work or way of work who was simply not mixed up in process of decision that may have an extended lasting impact on his work. For such changes to succeed the involvement of these individuals whose working will get highly effected is very essential. Though it is quite admissible that through the changes, especially the ones that have an effect on the whole organization, the participation of each and every individual is not possible but it would be highly deserving to try the engagement of the individuals as much as possible from the lower as well as the center management.
ANALYSIS AND RECOMMENDATIONS
The changes in such a strategy is quite possible with an application that in a way requires these lower and the middle level management too, but not impacting on the positive interest of the company that it was used by doing so. The changes can be explained as follows:
If the role of the middle management as a whole cannot affect the entire decision of the change, at least the participation of each and every employee in taking the important decisions which involves their own work or the work of their individual device or group.
During the change management process, the recommendation for the changes can be taken from the middle management by means of study or the obtain the distribution of the changes to the executive management or the consultants can be taken. This might not only help the top level management to make the changes but would also entail all the employees in the organization. The suggestions which are found effective enough can be called for the discourse in the convention center and in this way the middle position managers having the substantially effective and the useful ideas can have an opportunity to make a huge contribution in the change management process.
CONCLUSIONS
With the certain engagement of the middle or the lower level management in the decisions related to the change management the huge amount of support and the self-confidence from the employees will be proved for such decisions by the exec level management and also with these advised changes along the way of the change management, Al Ammeri can get his ideas considered and when found possible by the consultants and the executives he can get those included.
Organizational Situation 2: How come Cultural change so hard?
CASE BACKGROUND
Fatima Al Hebsi is a student of a Get good at Level at BHMeU and her willpower is change course management. In her first interview, she was offered the work as the Organizational Change Expert for an old and more developed energy company. The company is expected to make major organizational changes and today it concerns Fatima how hard it might be to change the major components of the culture being implemented in the business over a long period.
ISSUES INVOLVED
Organizational culture is the set of the guiding tools and the ideology that guides and the interpretations and the activities in any group. It describes the many attitudes, beliefs, just how of doing the work, psychologies, experiences, etc distributed commonly by all the employees in the organization. It is basically the ways and the principles followed by each and everyone in the business whether straight or indirectly related to it. The organizational culture of any company is highly dependent after the goals and the aims of the it and the correct kinds of the benchmarks followed for the needs to achieve those. Actually, they are the norms which lays down the guidelines or the targets that prescribes the kind of tendencies is expected from its employees which controls the patterns of the users of the organization towards one another.
THEORETICAL UNPINNINGS OF THE PROBLEMS INVOLVED
The consensus about the idea of organizational culture is bit difficult to understand theoretically, as they are quite all natural, historical involving the various anthropological and socially constructed ideas which are also quite definitely difficult to change. Changing the organizational culture is one of the toughest process in the organizational change as this element of the organization was developed over an extended time period by the connection and the confidence of its members in the organization. The current company culture complements the comfort and the design of its employees especially its executive level professionals which ultimately shows the prevailing management style in which the employees are well settled and used to for the reason that working environment.
ANALYSIS AND RECOMMENDATION
First of all, the need of initiating the change in the organizational culture is itself a huge decision which requires some extremely reason or group of reasons. These reasons need to be of the category of significant lack of sales or customers, fear of bankruptcy, or loosing the millions of dollars in the market, etc and then for that too blaming the organizational culture itself requires a harsh quest. But after spotting the organizational culture as the explanation for these troubles and there is a need to improve the culture the process require a deep understanding and determination along with certain tools and knowledge.
Doing the change itself is not quite enough and also the changes aren't that easy. Before changing its culture the business must understand its current culture and the ideals, what sort of things are going on in the organization. Once the organization has grasped its current culture, the consultant needs to know very well what changes or alterations may be asked to guide the business to the success along with taking in to the consideration the physical condition of its employees, stake holders, companions and others. This should indicate the future objective and the eyesight in the future and exactly what will be the major steps for doing that and path to be folled. This needs high degree of the near future predictions in line with the current scenario. The next step which could be the toughest step is to encourage its employees to improve their behavior according to certain requirements and the needs of the modified organizational culture.
CONCLUSION
The change management and especially the changes in the prevailing organizational culture may although be considered a tough job to be achieved in the light of fact that these civilizations have been developed on the very long time and it might be difficult for each and every element of the organization to get adapted for these changes. But for a good and efficient specialist, he/she must understand the very origins and the heart and soul of these civilizations, to get started from these ends to obtain the solutions of the issues involved.
Organizational Situation Scenario:3 How will you change a complacent organization?
CASE BACKGROUD
Ahmed Al Shammsi is the CEO of a well established corporation Trans-Tech Alternatives which is the market leader in developing the avionics components for the commercial airlines. Even though the business is doing extremely well in today's situation but the CEO is foreseeing the future problems that is bound to occur in the organization for which the acute changes in the management is required in the business. Now, CEO is finding another issue about how to convince the most notable managers going for a few of major changes in the organization.
ISSUES INVOLVED
The current time of fast commercial and business growth, more competition and the necessity of more creativity has become the extreme important tool for obtaining the success and making balance for the reason that success. The change needs to be taken as the main capacity for any business operating in todays time without that your organization could not simply wish to receive the success and get adapted to a changing world. Minus the effective and reliable changes required from time to time, the organization is bound to become outdated some day and eventually pass away out.
THEORITICAL UNPINNING OF THIS ISSUES
Every group gets formed based on some ideas and the improvements. They have a unique vision with some of these dedicated and dedicated people who have fresh attitude up to perform these very things. Not only the top level management but the organization as a whole have to kept alongside one another while making such decisions which as big as the changes in the manner they will work, the motive for which they are working and mission they can be acting night and day for the well being of the business. The settled and the complacent group like the Trans-Tech Travel must have started with a brand new idea by which they grew into a market leader and reached a certain level of excellence. However the flexibility is the thing which is required by this corporation to keep as the marketplace leader in the foreseeable future.
ANALYSIS AND RECOMMENDATIONS
It is quite possible that the most notable level managers have become quite matured with enough level of resistance to the changes but this might end up being the reason anticipated to which the company may land to a senility method where the efficiency of the business slows and could even stop leading to the ultimate downfall and then expire out. Keeping ourselves instead of Ahmed Al Shamsi, the owner has to influence its managers even though they are the market leaders, they are doing well enough in achieving its aims and goals, there excellent performance has been based on their organizational strategies and cultures however the change is the law of characteristics which can be applied here as well. They will have to see not only the leads coming out for the longer term but also the even future which would help them to keep up its leadership so long as possible (Ideas of Determination). They will have to keep in mind that they truly became the first choice by replacing someone and it would not be impossible that various other innovation may take them next to the leader.
CONCLUSION
Based on the research of the complacent company of Trans-Tech Corporation, the very best level professionals should look onward for looking for a few changes predicated on some enjoyable and new idea through which the business may continue its strong and fine border to keep as a company with solid eye-sight, strong vision with clear objectives for not only the wellness of itself or the professional level management but the organization all together.
