UNIT 6.2 ASSIGNMENT - FINAL PAPER PART 4

Running head: FORD 1

FORD 2

Unit 4.2 Assignment - Final Paper, Part 3

CeTreiva Whitmore Lockett

HRM335 – Organizational Behavior

Professor Dan Tegolini

February 8, 2020

Unit 4.2 Assignment - Final Paper, Part 3 Outline

· Introduction

· Introduction of the Ford Company and the Continuous Quality Improvement (CQI) approach that is to be used to implement a major organizational change. Under the section, reasons as to why the approach was selected as the most preferred as per the situation at Ford Company.

· Thesis statement

· Goals

· Improving designing, manufacturing and supply process gradually

· Improved employees effectiveness and efficiency

· Improved work environment, policies, and organizational culture

· Reducing waste and errors leading to reduced cost of production

· Higher quality end results and customer service

· Increased sales

· Increased market share

· Goals measurement strategy

· Performance appraisal

· Previous season’s sale comparison with the current season

· Comments and feedbacks from clients and general public which will be obtained through research initiatives and company online platforms

· Overall company growth analysis results

· Previous production cost comparison with current changed production process cost

· Views from employees and experts

· Program implementation

· Laying out the specifics for instance the vision and mission of the program

· Communicating the change program to the management team and making a clear presentation

· In collaboration with the management team, communicating the change program to all employees and granting them time to think about the change program, focusing on important aspects of the program for instance its purpose, goals and mission, and expected benefits

· Engaging employees to get to know their opinions, feelings, and attitude about the program

· Addressing any concerns

· Implementing the program gradually and taking employees through necessary training that can help them gain the skills needed to adapt to the needed changes

· Constantly reviewing the progress achieved in the program and appreciating the efforts being made for the purpose of maintaining focus and keeping employees motivated

· Company structure

· Current structure to remain since every department has specific responsibilities to play. Moreover, the changes to be implemented by every department in a manner that will improve the roles that they play.

· Gaining employees buy-in

· Employee’s contribution towards making the program successful more than anticipated welcomed at all stages of the cycle.

· Company to set aside ample finances for over-time payment and rewarding employees going the extra mile to ensure that the program is a success.

· Leadership/management role

· Decision-making

· Financing the program

· Making sure all department managers embrace the program and that they positively influence employees in their respective departments

· Handling conflicts

· Communicating progress clearly and effective

· Adequately compensating employees

· Updating shareholders about the program, goals, and milestones attained

· Organizational culture implication

· The program is likely to cause alterations in organizational culture