| 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].)
“to become the world's most trusted company, designing smart vehicles for a smart world.” | | | 1 | 2 | 3 | 4 | 5 | The employees of Ford have quite a good understanding of the company's vision. However, there is always room for improvement to ensure that the compay meets fully its goals and objectives and to do this, the organization should eduacate them more on the aims of the vision. |
| Mission: (Write the mission of the organization. Rate the employee knowledge of the organizational Mission [1 - no knowledge, 5 - know it well].)
“to make people's lives better by making mobility accessible and affordable.” | | | 1 | 2 | 3 | 4 | 5 | Ford employees have a very good understanding of the mission and no much action is needed. |
| Purpose: (Write the purposeof the organization. Rate the employee knowledge of the organizational Purpose [1 - no knowledge, 5 - know it well].)
"The purpose of the of the organization is to improve the transportaion of people and make it easy for them to move around"
| | | 1 | 2 | 3 | 4 | 5 | the employees have quite a good knowledge of the organization's purpose and this should be maintained. |
| Values: (List the values of the organization. Rate the employee knowledge of the organizational Values [1 - no knowledge, 5 - know it well].)
"Acting with integrity, following their purpose, maintaining transparency and integrity"
| | | 1 | 2 | 3 | 4 | 5 | the employees have a good knowledge of the values of the firm though more training is necessary is necessary to alin them more with the values. |
| 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].)'Diversity types are based on gender,ethnicity, expertise and experience,race, age and religion | | | 1 | 2 | 3 | 4 | 5 | The company is very diverse. The trend should continue |
| 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])
"The diverse groups are mostly included in decision making and process of change" | | | 1 | 2 | 3 | 4 | 5 | The different groups in the organization are included in decision making and change process. Steps should be taken to ensure that all are involved. |
| Goal: (write the goal set for organizational change. Rate the overall goal acomplishment [ 1 failed to meet the goal, 5 - sucesfully met the goal] )
"The goal set for organizational change is to streamline operations" | | | 1 | 2 | 3 | 4 | 5 | The organization has considerably met the goals of the change though it should dedicate more effort to meeting the change. |
| 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] ) "Establishing goals, anticipating obstacles, developing a pln, implementing the plan, making the change, monitoring and evaluating the change"
| | | 1 | 2 | 3 | 4 | 5 | The company's strategies have been succesful but they should also incorporate ways of dissolving resistance and involving all stakeholders. |
| 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] ) "letters, meetings, memos print, television, telephone, word of mouth, and the Internet"
| | | 1 | 2 | 3 | 4 | 5 | The company's communication has been very succesful |
| 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 | In achieving the gaoal, the leaders created urgency that promoted the uptake of the change. |
| 2 | Step Two | Form a Powerful Coalition | 1 | 2 | 3 | 4 | 5 | The management of the company managed to create a good formation coalition with employees and other stakeholders. This should be mainatined. |
| 3 | Step Three | Create a Vision for Change | 1 | 2 | 3 | 4 | 5 | The firm managedf to create a clear vision as to why it was implementing the change. This should continue. |
| 4 | Step Four | Communicate the Vision | 1 | 2 | 3 | 4 | 5 | the communication of the vision was done well and this helped to pass the informatio across on what should be done. |
| 5 | Step Five | Remove Obstacles | 1 | 2 | 3 | 4 | 5 | Any change is bound to face restrictions and therefore the firm should ensure that it implements strategies that help in removing the obstacles. |
| 6 | Step Six | Create Short-Term Wins | 1 | 2 | 3 | 4 | 5 | To certain extent, the company should create short term wins and objectices that shold be used by the employees as morale boosters. |
| 7 | Step Seven | Build on the Change | 1 | 2 | 3 | t | 5 | Any change of an organization should be adopted if it depicts a clar and soft met procedure. For thid case, the compay has ben doing well |
| | Step Eight | Anchor the Changes in Corporate in Corporate Culture | 1 | 2 | 3 | 4 | 5 | The practices of the firm and its use and concern have been well taken care of. |
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Organizationalchangechart.xlsx
