| Organizational Change Chart |
| | | | Select one for each category | | | | | Notes (suggested action for improvement) |
| Vision: (Write the Vision of the organization. Rate the employee knowledge of the organizational Vision [1 - no knowledge, 5 - know it well].)
| | | 1 | 2 | 3 | 4 | 5 | FedEx Ground - Being a dynamic and progressive courier services firm that leverages of technology and impact the lives of all people. |
| Mission: (Write the mission of the organization. Rate the employee knowledge of the organizational Mission [1 - no knowledge, 5 - know it well].)
| | | 1 | 2 | 3 | 4 | 5 | FedEx Corporation will produce superior financial returns for its shareowners by providing high value-added logistics, transportation and related business services through focused operating companies. Customer requirements will be met in the highest quality manner appropriate to each market segment served. |
| Purpose: (Write the purposeof the organization. Rate the employee knowledge of the organizational Purpose [1 - no knowledge, 5 - know it well].)
| | | 1 | 2 | 3 | 4 | 5 | FedEx Ground provides low-cost, day-certain service to any business address in the U.S. and Canada, as well as residential delivery to 100% of U.S. residences through its FedEx Home Delivery® Service. |
| Values: (List the values of the organization. Rate the employee knowledge of the organizational Values [1 - no knowledge, 5 - know it well].)
| | | 1 | 2 | 3 | 4 | 5 | FedEx core values comprise “flexibility, honesty, and value for money.” They are the principles that influence the achievements of its goals and objectives. |
| Diversity: (List the types of the diversity observed in the organization. Rate the overall diversity of the organization [ 1- no diverse at all, 5 - highly diverse].) | | | 1 | 2 | 3 | 4 | 5 | Our company was founded on a people-first philosophy, and respect for everyone has always been an everyday business practice. Our diverse workforce, supplier base and supporting culture all enable FedEx to better serve customers and compete in the global marketplace. |
| Inclusion: (Rate the overall involvement of the diverse groups in all the decision making and process for change [ 1- no involvement at all, 5 - highly involved])
| | | 1 | 2 | 3 | 4 | 5 | Investing in our people and our diversity programs makes us stronger, and our workforce and leadership have been recognized consistently among top brands for diversity and inclusion. |
| Goal: (write the goal set for organizational change. Rate the overall goal acomplishment [ 1 failed to meet the goal, 5 - sucesfully met the goal] )
| | | 1 | 2 | 3 | 4 | 5 | FedEx Corporation provides strategic leadership and consolidated financial reporting for the FedEx family of companies, managing a broad portfolio of transportation, e-commerce and business services. FedEx Corporation has clearly outlined goals and strategies for the future. |
| Strategy: (list the strategies followed to implement the organizational change. Rate the overall effectiveness of these strategies [ 1 - very poor strategies, 5 very successful strategies] )
| | | 1 | 2 | 3 | 4 | 5 | The FedEx strategy to compete collectively, operate collaboratively and innovate digitally provides a competitive advantage for our company. Our broad portfolio of services allows us to meet the needs of our customers, most of whom use services from two or more of our operating companies. |
| Communication: (list the communication means used in the organization to communicate organization change and change progress. Rate the overall communication effectiveness in the organization [ 1 - very poor communication, 5 very successful communication] )
| | | 1 | 2 | 3 | 4 | 5 | FedEx offers a variety of tools to enhance your communication effectiveness. Take advantage of toolkits, emails, videos, memos and other resources available to you. When you make communications a priority, you ensure your team members are informed, collaborative and successful. |
| Considering the above goal for organizational change and the existing organizational culture,
rate Kotter's 8-Steps to Change, on a scale of 1 (did not observe) to 5 (highley observed) during the implemented procces |
| Kotter's 8-Steps to Change | | | Select one for each Step | | | | | Notes (suggested action for improving the process) |
| 1 | Step One | Create Urgency | 1 | 2 | 3 | 4 | 5 | It appears that not enough urgency of action has taken place so far. |
| 2 | Step Two | Form a Powerful Coalition | 1 | 2 | 3 | 4 | 5 | FedEx is a lareg and powerful brand that is constantly expanding into new markets and technologies. |
| 3 | Step Three | Create a Vision for Change | 1 | 2 | 3 | 4 | 5 | Currently the vision from my point of view is more geared towards investors and not enough in the direction of employess or consumers. |
| 4 | Step Four | Communicate the Vision | 1 | 2 | 3 | 4 | 5 | Communication at FedEx is fairly stong in my opinion. There are countles emails and seminars about emerging topics of change culture and inclusion. |
| 5 | Step Five | Remove Obstacles | 1 | 2 | 3 | 4 | 5 | Removing obstacles is one of the more difficult ratings on this scale. From a field view our processess and procedure are antiquated and hard to get management to change. |
| 6 | Step Six | Create Short-Term Wins | 1 | 2 | 3 | 4 | 5 | FedEx is very good at creating and sucessfully completing short-term goals. Every year we hit higher and higher marks in all aspects of the business and it is only a matter of time before the larger goal is completed. |
| 7 | Step Seven | Build on the Change | 1 | 2 | 3 | 4 | 5 | In order to build on change the change has to begin to take place. It can take a while for corporate level initiative to trickle down to the field offices making things harder to process. |
| 8 | Step Eight | Anchor the Changes in Corporate in Corporate Culture | 1 | 2 | 3 | 4 | 5 | Once change has begun in culture or guidelines it seems to be very ground in all that we do afterwards. We have recurring training and opportunites to bear our grievences on processes regularlty. |
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LDR535v3_OrganizationalChangeChart.xlsx
