Organizational Behaviour
Q1.Using the Assessment tools we have discussed in unit 6, (McKinsey 7-S framework, Balanced Scorecard, SWOT Analysis etc) provide a complete assessment of the company you are currently working for. If you were CEO what would you change and why - provide your recommendation with a Before and After Organizational chart. - If you are not working at this time - use a past employer.
Ans 1.
Table of Content * Introduction
* Discussion * Complete assessment of the company I work for – M. Muhammad Shafi & Co. * What would I change as the CEO and why * Organizational Charts, Before and After. * Bibliography
Introduction
Change is very important for any organization because, without change, an organization would most likely lose its competitive edge and fail to meet the needs of its customers in this fast changing day and age.
Companies have a love - hate relationship when dealing with change. Some embrace it upfront while others try and hide it under the carpets. But it is the one thing that is constant and which can ensure sustainability and growth for an organization.
Successful change comes around only with the right amount of communication across the organization. This is a critical success factor because if the employees don’t understand the ideas and reasons behind the change and the many impacts it is going to have on the organization, they wouldn’t plan and work for it and thus, the change effort will fail.
Change is always difficult to handle and that is the perception anyone can have because it brings you out of your comfort zone. A change adoption with no resistance does indicate the system which has been prevailing was really not doing well.
Resistance to change is as old as humanity itself. While it is true that change is inevitable, our denial of the essential impermanence of things, processes, and people, coupled with our attachment to these same things, processes and people is a constant source of human
Ans 1.
Table of Content * Introduction
* Discussion * Complete assessment of the company I work for – M. Muhammad Shafi & Co. * What would I change as the CEO and why * Organizational Charts, Before and After. * Bibliography
Introduction
Change is very important for any organization because, without change, an organization would most likely lose its competitive edge and fail to meet the needs of its customers in this fast changing day and age.
Companies have a love - hate relationship when dealing with change. Some embrace it upfront while others try and hide it under the carpets. But it is the one thing that is constant and which can ensure sustainability and growth for an organization.
Successful change comes around only with the right amount of communication across the organization. This is a critical success factor because if the employees don’t understand the ideas and reasons behind the change and the many impacts it is going to have on the organization, they wouldn’t plan and work for it and thus, the change effort will fail.
Change is always difficult to handle and that is the perception anyone can have because it brings you out of your comfort zone. A change adoption with no resistance does indicate the system which has been prevailing was really not doing well.
Resistance to change is as old as humanity itself. While it is true that change is inevitable, our denial of the essential impermanence of things, processes, and people, coupled with our attachment to these same things, processes and people is a constant source of human
Bibliography: * Organizational Structures, Wikipedia, the free encyclopedia. http://en.wikipedia.org/wiki/Organizational_structure [accessed 12 October 2012]. * SWOT analysis, Wikipedia, the free encyclopedia. http://en.wikipedia.org/wiki/SWOT_analysis [accessed 12 October 2012]. * Ronald A.Heifetz and Donald L. Laurie; The Work of Leadership r0111k, Best of HBR, Harvard Business Review. 1997. * Prof. James G. Clawson; A Leader Guide to Why People Behave the Way They Do. Darden Business Publishing, 2001. * Michael Goold and Andrew Campbell; Do You Have a Well-Designed Organization?; r0203k, Tool Kit – Harvard Business Review. March 2002. * Jeanie Daniel Duck; Managing Change - The Art of Balancing, OnPoint 5416; Harvard Business Review. November–December 1993 * John P. Kotter ; Leading Change: Why Transformation Efforts Fail; Product no. 4231, Harvard Business Review .January–February 2000 * Eric Abrahamson; Change Without Pain; R00401, Harvard Business Review. July –August 2000