task 829 - Must be Post graduate level, No plagiarism acceptable

Examine Resource Management Leadership Effectiveness

7

Genentech’s Environment Just Prior to the Change

Genentech is a biotechnology company located in San Francisco, California. The company mainly deals with the research, developing and manufacturing of medicine that will treat people with serious diseases and life-threatening conditions. These patients mostly suffer from metabolism and immunology defects in their bodies. There have been several corporate changes that have been launched since the company was acquired in 2009. Before the company was sold, the workforce cultural environment in the industry was not conducive. The working culture was very poor and there was a challenge when launching the products that they were producing (SimonStapleton.com. 2018). These challenges were affecting the company’s sales since its reputation had gone down and their customers no longer trusted their products

The company was also fragmented into many groups hence cooperation between the different departments had deteriorated and success in the company was not guaranteed. There was a big challenge in managing the workers who amounted to over 500 people. There was an urgent need for change in order to get positive results. The company was also incurring many losses since it was paying higher salaries to workers and the results of the work were very poor. The need for change was inevitable since the company was going down in terms of research work since there was no motivation, there was poor planning and the management had generally failed.

The problems experienced in the company led to the change of the management and the total takeover of the whole industry by the Roche Company in 2009. The new management was mandated to change the culture in which the company was working on; from the research work to the actual production of the medicine. The other task was to bring together all the departments and the workers together so that they would work as a team. The changes were needed in order for the company to be effective in its work and the only way that it was going to be successful in the world of medicine. The new owners had to get a good and reputable manager together with a good management team so that they would bring the company in working order and to perform as a unified team. There were many auditions done on all the participants so that the company would choose the best leaders for their company.

Change Imperatives

Generally, there was an urgent need for change in the company. The moods were very high and everyone anticipated seeing how the company would be performing after the changes had successfully taken place. When Jennifer Cook was appointed as the new manager for the company, everyone expected a lot from her since her reputation in the business and management world had been known for a long time. She was expected to bring the company in the right order so that it would regain its status as it had been known earlier. The new owners of the company rested their hopes on the new management team so that they would streamline the medical processes that take place in the company. Everyone was going to be accountable for the change including the owners and the workers. They had to set a new vision and mission for the company and also draft other goals that would push forward the company in the coming years (Tutorsglobe.com. 2018).

Jennifer Cook’s Leadership Philosophy

Jennifer Cook was a well-known and experienced leader in the field. She had successful and effective management experience from other company’s she worked at before; to include Genentech where she was a Department manager. Her prior knowledge of Genentech gave her the advantage of knowing the conditions of the workforce culture and the changes that were needed to turn it around. She was known to bring positive changes in the company since she started working there. Jennifer Cook knew that she had to influence the company’s working culture and by doing so she was quick to identify that what the company lacked in general was a strategic leader. Jennifer brought the workers and managers together so that they would work strategically and as a unified unit and as a result gain the trust of the workforce in her (Leadershipchallenge.com. 2018).

Methods Jennifer Cook Used to Facilitate Change

The new owners made the necessary changes that had to be done in the company. The reputation of the company had to be restored and the company chose the following methods that would be effective in bringing the cultural change in the company (Caseism. 2018):

· It hired a reputable leader for the whole company so that new effective administrative changes would be made.

· The company held general meetings to draft a new mission and vision for the whole organization and also to set new goals that would motivate the company to grow.

· It Replacements on the management team with committed and good team leaders that would help workers work as a unit.

· The company engaged every member of the organization in selecting the best senior leaders that would lead the whole organization in realizing its goals.

· Through hiring of more workers in all the working departments of the company so that the changes made would be effective in a short time.

· Through the establishment of effective communication and workforce engagement to maintain the people motivated and aware of the changes, decisions, and the overall goals and objectives.

How Was the Change Initiative Effective in Changing the Culture?

After the necessary changes were made in the company, changes started being experienced across the company. It was easy to bring all the workers together to work as a team since the workers themselves knew who Jennifer Cook was since she was known. They had high hopes that she was going to change the culture of the company and also to transform their lives since the working culture would change such that the workers would work as a unit. After she was appointed as the head of the company, the working environment changed since the workers felt motivated by her arrival (Alpern, D. 2018).

In the production part, she made sure that the goals that were set by the new owners were fulfilled during the time that she was going to be working there. She made sure that each department had a good team leader so that they would make sure that the production work was being done in order. She also made the necessary changes in the research department such that the researchers that were hired would do their work with the help of the latest technology in the market that involves the production of the medicine. She managed to do all the necessary changes in the company in order to restore the company’s reputation and build up the trust the patients had in their medicine and also to the other medical practitioners and the other companies that they had made contracts with. The company finances also went up since the sales were boosted with the arrival of the new management team.

Jennifer Cook’s Overall Leadership Effectiveness

Jennifer cook did an audit on the working culture of the whole company from the workers to the directors and supervisors. She wanted to observe how the workers were working to fulfill the goals set by the organization. She also wanted to have the mission and the vision of the company guiding the members in working to have the company grow and build its reputation. She had to offer her support so that the general performance of the company would improve. She also increased the workers in the company so that the changes made would be noticed and be effective. She engaged the whole organization from the people who started the company and the current owners so that they would be part of the process of choosing new senior leaders of the company.

Her effectiveness in the changes she made to the Genentech Company has been observed throughout the years that she has served the company. Through her leadership, she made sure that each department of the company was working in the right order. She did this by appointing new team leaders and supervisors in every department. Their work was to streamline the working process and to make sure that the workers were working as a unit. She also conducted a survey of all the workers so that she would evaluate their performance further. This would act as a tool that would give the general performance of the whole company. It would also help in making the necessary changes in every department. She has built a legacy of restoring the working culture of the company.

References

Alpern, D. (2018). 10 Principles of Leading Change Management. Strategy + Business. Available at: https://www.strategy-business.com/article/00255?gko=9d35b [Accessed 22 Apr. 2018].

Caseism. (2018). Genentech Immunology & Ophthalmology (GIO): Culture Change to Drive Business Results (A) Case Solution and Analysis, HBS Case Study Solution & Harvard Case Analysis. [online] Available at: https://caseism.com/genentech-immunology-ophthalmology-gio-culture-change-to-drive-business-results-a-2-61029 [Accessed 22 Apr. 2018].

Leadershipchallenge.com. (2018). For Leadership Development Professionals | The Leadership Challenge. [online] Available at: http://www.leadershipchallenge.com/hometest.htm [Accessed 22 Apr. 2018].

SimonStapleton.com. (2018). 7 Keys To Describe Your Achievements - Pro Style. [online] Available at: https://www.simonstapleton.com/wordpress/2009/08/10/7-keys-to-describe-your-achievements/ [Accessed 22 Apr. 2018].

Tutorsglobe.com. (2018). Solved: Discuss what the change imperatives were, Other Subject. [online] Available at: http://www.tutorsglobe.com/question/discuss-what-the-change-imperatives-were-51982023.aspx [Accessed 22 Apr. 2018].