10 peer responses due in 12 hours
combs
ResponsesforMGT.docxRespond to at least four of your classmates’ posts
JEREMY’S POST:
Think of an organizational change that you experienced. Describe how you were impacted by the change.
An example of an organizational change that I experienced was transitioning from an Aircraft Maintenance Unit to a Fighter Squadron. I am a production superintendent and I manage all scheduled and unscheduled repairs, inspection, modification, and troubleshooting on a fleet of aircraft by directing specialized repair technicians, equipment, and spare parts consumption. My job is ultimately to provide safe, reliable aircraft to meet the flying mission requirements of the aircrew. Traditionally, aircraft maintenance has been a separate organization from the aircrew because our two operations are vast and complex. Recently, the Air Force decided to create an experimental unit that combines the maintenance personnel with the aircrew, and created a unique organizational structure to accommodate the transition.
I was impacted by this change because my organizational structure became significantly flatter and key decision makers within the organization were now aircrew rather than maintenance officers. The aircrew brought a dynamic operational decision making capability to maintenance that allowed new processes to emerge and significantly decreased the time required to implement changes. The drawback to the new structure was the loss of maintenance management experience that occurred when maintenance officers were removed from the organization.
What could the leadership have done to make the transition more successful? Cite one or more change models to support your assertion.
One thing the leadership could have done to make the transition more successful would have been to establish clearer lines of responsibility and authority for each of the new leadership and management positions within the new organization’s structure. Many of the previously established processes no longer worked due to confusion about who was responsible for what and at what level decisions were allowed to be made. Senior and Fleming’s (2006) Capacity for Change model lists the degree to which organizations are willing to grant people authority and support them in their actions as key to that organizations capacity to change (Weiss, 2016). Because my organization did not effectively grant authority nor support key decision maker’s actions, our capacity for change was limited.
Reference
Weiss, J. W. (2016). Organizational change (2nd ed.). Retrieved from https://content.ashford.edu/
NORMA’S POST:
Think of an organizational change that you experienced. Describe how you were impacted by the change.
An example of an organization changed was when I came of the Pre-K classroom to become a full-time director. When we moved into a larger facility and licensed for 63 children. Our DCFS rep Karen, told the owner that we hire full time director or Norma comes out of the classroom, and becomes the director. At the other building we were licensed for 45, with that I was able to be teacher/ director. With that being said, I came out of the classroom, because I know how the owner expectations and not to change the systems in the office. And she would always tell me I’m a phone call away. She was the director at the other location. Being a full-time director has many responsibilities from parents, children and mainly the staff. And attending director meeting, and learning ISBE paperwork, learning how to do the billing at the end of the months. The biggest component is dealing with the Child Care Resource and Referral with papers work, and making sure that parents turn everything in. I would call and ask her for help, or I would call her and let her know when I made a mistake. She than would assist me on how to fix it and would say that’s an easy fix.
What could the leadership have done to make the transition more successful? Cite one or more change models to support your assertion.
One of the most important things the leaders could have done is given me that one on one training, instead of me jumping in and learning it myself. For example, I had the owner as a teacher giving me guidance on how to become a better teacher, I wish I could have had that as a director. As stated in the text sustaining major organizational change- ensuring that planned changes ensure- does not involve” one- shot” or quick fix solution embedding change in organizations requires continuous top-down, bottom-up leadership and process improvement- including supportive and innovative actions throughout the enterprise ( /Weiss, 2016).
Reference:
Weiss, J. W. (2016). Organizational change (2nd ed.). Retrieved from https://content.ashford.edu/
JOHNNY’S POST:
Identify factors that can cause change initiatives to fail and the five pillars that can cause them to succeed.
While people may have a good reason for change it does not always succeed. There are many causes that can make change initiatives fail. As stated by Weiss, 2016, “Just as important, the people involved in and affected by the change must not be excluded. Failing to communicate with and involve professionals and employees who are affected by such changes often creates opposition and resistance.” (Ch 4.1, Para 3). I believe this is the main reason change initiatives fail. By not including all the employees a company runs the risk of losing support. Other reasons for failure include short-term fix approach and failure to sustain change.
Opposite of failure is success. According to the text, 2016, “five principal components that are integral to any successful company: leadership, strategy, culture, structure, and systems.” (Ch 4.3, Para 2). If a company has a solid base consisting of these five pillars than they are more like to have success with organizational change.
Highlight an organization that failed to adapt and evaluate which of these factors and pillars were demonstrated by this organization.
An organization that failed to adapt is Blockbuster. The company had become very successful before movie streaming became available. The company was even approached by Netflix at an early stage to join forces. A huge mistake made by Blockbuster. If they had better leadership and strategy the company could of avoided bankruptcy and almost certainly be a multibillion dollar company.
Reference:
Weiss, J. W. (2016). Organizational change (2nd ed.). Retrieved from https://content.ashford.edu/
JERMIKAL’S POST:
The company I choose for this week’s discussion is Motorola. The organizations first major success was with car radios, progressing to two-way radios that eventually led Motorola to build and sell the first mobile phone in the world. If I remember correctly, I want to say my parents first real cell phone was a Motorola. Back when everyone had flip phones. Motorola dominated the industry back in 2003, when it introduced the trendy Razr, the mobile phone with the highest revenue ever. But they did not concentrate on devices that can manage email and other details, which caused them to lose ground to competitors such as Research in Motion, Apple, LG and Samsung. Motorola was so heavily defeated that its cell phone business became a chronic money-loser and this year the company announced intentions to split it off into a separate company, leaving the Motorola center to concentrate on networking equipment and a few other sectors. The company suffered from failure to recognize the need for change. Which at first glance I think who can blame them, when they started off so successfully. But then that is why competition exist. References: Weiss, J.W. (2016). Organizational Change (2nd ed.). San Diego, CA: Bridgepoint Education, Inc.
Newman, R. (2010). 10 Great Companies That Lost Their Edge
EXAMPLE OF RESPONSE:
Hello Aziza,
I think Sears is one of many examples of brick and mortar department stores that struggled to remain relevant in today's buy anything online market. The whole transition is interesting to me. I believe that many people will eventually go back to brick and mortar shopping with certain items because they enjoy being able to pick up and hold an item before they buy it. For example, buying clothing online is difficult because people want to try on the clothing to make sure it fits and looks good on them before they buy it. Companies like stitch fix are trying to address this concern by mailing clothing items back and forth with customers. While innovative, I don't think this business strategy will overtake the brick and mortar shopping experience due to convenience and the instant gratification of purchasing clothing that you know fits.
