Figgie International
Figgie International
Wong Sai Chung
Student Number: 3173485
Case Study
GSBD6120 – Managing Organisational Change
Due: 20th August 2012
Lecturer and Course Coordinator: John Nolan
Table of Contents
1. Executive Summary…………………………………………………………………………………………….3
2. Introduction…………………………………………………………………………………………………….....4
3. Leadership style of Harry Figgie, The Founder……………………………………………………..4
4. Leadership style of Dr. Figgie, the Successor………………………………………………………..5
5. The failure of the transformational change………………………………………………………….6
6. Recommendations………………………………………………………………………………………………8
7. References…………………………………………………………………………………………………………..9
1. Executive Summary
This case study examined Figgie International’s failure of transformational change. The key issues are the leadership style of the Founder, Harry Figgie and the Successor, Dr. Figgie. The decision of Dr. Figgie to hire management consultants caused eventual downfall of Figgie International. Thousand jobs of employees, millions of dollars invested by shareholders and long-term relationships with customers were lost. The conflict of interest of the management consultants chasing after enormous fees greatly overwhelmed the results of the actual work done carried out by the consultants and employees of Figgie International. Qualification and experience of consultants, specific scopes of work and objectives, cost benefit analysis of consultancy services, control of the transformational change by the organization managers, creation of powerful enough guiding coalition within organization and good communication of vision were among the lessons that could be learnt in this case study.
2. Introduction
Harry Figgie created Figgie International, an Ohio manufacturing conglomerate, in December 1963 and publicly listed in 1965. Figgie International climbed to number 286 on the Fortune 500 worth year-end revenues of $1.31 billion and $63 million
Wong Sai Chung
Student Number: 3173485
Case Study
GSBD6120 – Managing Organisational Change
Due: 20th August 2012
Lecturer and Course Coordinator: John Nolan
Table of Contents
1. Executive Summary…………………………………………………………………………………………….3
2. Introduction…………………………………………………………………………………………………….....4
3. Leadership style of Harry Figgie, The Founder……………………………………………………..4
4. Leadership style of Dr. Figgie, the Successor………………………………………………………..5
5. The failure of the transformational change………………………………………………………….6
6. Recommendations………………………………………………………………………………………………8
7. References…………………………………………………………………………………………………………..9
1. Executive Summary
This case study examined Figgie International’s failure of transformational change. The key issues are the leadership style of the Founder, Harry Figgie and the Successor, Dr. Figgie. The decision of Dr. Figgie to hire management consultants caused eventual downfall of Figgie International. Thousand jobs of employees, millions of dollars invested by shareholders and long-term relationships with customers were lost. The conflict of interest of the management consultants chasing after enormous fees greatly overwhelmed the results of the actual work done carried out by the consultants and employees of Figgie International. Qualification and experience of consultants, specific scopes of work and objectives, cost benefit analysis of consultancy services, control of the transformational change by the organization managers, creation of powerful enough guiding coalition within organization and good communication of vision were among the lessons that could be learnt in this case study.
2. Introduction
Harry Figgie created Figgie International, an Ohio manufacturing conglomerate, in December 1963 and publicly listed in 1965. Figgie International climbed to number 286 on the Fortune 500 worth year-end revenues of $1.31 billion and $63 million
References: Blake, R.R. and McCanse, A.A. (1991) Leadership Dilemmas: Grid Solutions, Houston, TX: Gulf Publishing. Kotter, P. (January 2007), Harvard Business Review. Robbins, S.P. and Coulter, M. (2005) Management (8th edn), Englewood Cliffs, NJ: Prentice-Hall. Russo Hudson Enneagram Type Indicator RHETI, version 2.5. Senior, B. & Swailes, S. (2010) Organizational Change (4th edn), Prentice-Hall.