The Plan for Growth and Stability of The Organization - Essay Example

The Plan for Growth and Stability of The Organization Introduction Change is at the heart of our existence. There is the need to face change. Every business has the challenge if it wants to succeed. There is change in the marketplace. The change of the past has made it possible for the creation of the present organization. The organization has gone through changes... it will have to make changes in the future as well. Economics The UK operates on the general western model. This is referred to as capitalism or the free enterprise system. In this system of business is the basic reality. The business must earn income. If it does not it will die and another business will form instead. The approach allows for creativity. In turn it leads to the efficient use of resources. This is necessary because there is not an endless supply of resources. In addition resources have a cost component. The business as a separate unit is a function of society. The business uses resources. The intent it is to use the resources economically. This is sometimes called the management of scarce resources. Bricotex Ltd The organization is well established in the economy. The organization has to face a reality. The reality has three components. They are unfreezing, changing and refreezing. The unfreezing has occurred. The organization has realized that the business world is different. This is evident by the engaging of MBA activity. This requires considering new leadership. Julius the leader holds an MBA. There is no indication that such a qualified person has been here before. This is a major step forward. It must have come with great anxiety. The anxiety has been hard on the top decision makers. They would of necessity have to be willing to give up control. This is true even if it is only a nominal act. The membership below will be aware of the wind of change whether real or apparent. This reality has obviously created some trauma or pain to the people who work in the organization. The pain will be in differing degrees. The degrees are affected by such factors as the ability to leave the organization. The decision to leave has to do with ones ability to do better if the leaving decision is made. In most cases people would want to stay. They would like life to be better. This trauma and healing aspect is very real. It maybe denied. Julius must pay attention to this reality. Julius must realize it also will impact his seniors. Changing is the aspect as to what needs to be done. There will be concepts. There is the plan as to the implementation of the concepts. There will be the measurement of the impact ahead of time. This should be a conditioning process. It is necessary to put in the required amount of time necessary. Refreezing will occur when the plans are in place. The people will come to accept the changes. It will be necessary to evaluate the effectiveness of those changes. In addition it will be necessary to evaluate and make changes within those set parameters. Many changes have happened over the years. There are the internal changes that took place within the organization. Changes like new equip acquisition. This was necessary because among other things the use of different materials. And then the satisfying of changing markets. Also changing designs and prices for the products produced. On the external side there have been many changes. There are changes in the make up of the work force. No doubt an immigrant population has had an impact. The political environment has changed. An example is the entry of the UK into the European Union. This is a major shift when one remembers that in the past the UK was part of the British Commonwealth. . Then later it became part of the Commonwealth of Nations. Another major impact is the devolution process in the system of government. Communication Julius will have to recognize he will be dealing with the existing personnel. He has to communicate the need for the members to be committed to a new grouping. This means that there must be a high level of trust established at the beginning. If there is no trust the work will be a lifeless document. There will be frustration on all the participants. There will be an increased sense of anxiety for some time in the future. The grouping is called a team. The challenge is bigger than if he was developing an existing team. There will be new concepts to be learned. In addition there must be commitment to the new team concept. This new arrangement will result in the desire to work across the traditional lines to achieve the organization goals. The goals become bigger than any one person. Roles will change. It will be necessary to have possibly new people in some cases. Where ever possible there must be retraining. The retraining may be formal or informal. The important thing is that the training be appropriate and timely (Karolinska Institutet 2009). Team theory The three stages should be implemented. First is forming. There should be the opportunity to build some reasonable form of friendship. This will go a long way in building trust. In addition it will be possible to see how members work individually and how they share activities in achieving goals. Another important observation is how they will function under pressure. This is the most important aspect after friendship building. Next is the storming within the group. This is the most difficult phase. Here the approach will succeed or it will fail. The goal here is to develop leadership. There may be an official leader. In addition it will be necessary to recognize the true leader in the group. Such a person naturally emerges. The group must be willing to communicate ideas freely. In addition, the ideal should be attacked to expose any weaknesses. There should be a clear picture as to what the goal is. It should be to the solving of a real problem. The problem should be solved efficiently and effectively. Every effort must be made to deal with the ideas and the problems. There should never be an attack on a person. The personal attacks have no place in the process. This rule must be enforced vigorously. Norming is the last phase. This is the area of real possibilities. Trust will be evident here. Motivation will be strong. It will be helpful to seek to foster these traits and to also encourage creativity... There is a sense of confidence here as members tackle the challenges of the organization. There should be support when errors are made. Every effort must be made to never go back into the storming phase. There is that strong possibility in the early stages of norming. This is due to the natural uncertainty of the operational environment. Julius can offer special help here as a sort of ombudsman. He has the knowledge and should be the best person to supervise the supervisors. In addition he can provide overall guidance to the organization in the implementation. This is critical because there will be of necessity the changing of the longstanding culture. Human Bonding This concept goes beyond mere liking. It is the result of close interpersonal relationships. It is a mutual interactive process. This is achieved by people spending time together. The time must be spent for a specific goal. It is a type of chemistry which results in a loyalty one for the other. This is required to build trust result includes an element of trust. Motivation These are the forces both external and internal. These forces may promote enthusiasm. They may also promote resistance. It is necessary to consider these forces and their impact on the individual. They will determine the effectiveness of the organization as a whole as it seeks to achieve its goals. There is the role of leadership impact. The leadership must seek to direct and maintain the appropriate behavior with in the group (Ohio State University 2008). In addition the leadership must seek to do the same between the different groups. This way the organization becomes effective in achieving the desired goals. There are many different approaches to the leadership. There is the two factor theory. This was developed by Herzberg. The approach recognizes tow separate realities in the life f the worker. There is satisfaction and dissatisfaction. They have different sources and must be addressed differently. The two are present at all times so it is important to recognize them. One factor is called the motivator. In this case there must be a feeling of personal growth. The work must be challenging to that person. In addition there must be recognition for amount other things taking responsibility. The other factor along with this is the hygiene. In this case it will be job security and status. It includes salary and benefits. The presence of these things will give satisfaction. A benefit can be for health services (Executive Summaries 2008). The two conditions recognized will lead to worker retention. The two factors are equally important. The hygiene factor will provide a worker. The worker will give the minimum effort. The worker is convinces that this level of effort is reasonable for what is provided. The other factor present provides the motivated worker. The motivated worker believes he is getting what he deserves. More importantly the motivated worker believes there is an opportunity to get more by being more productive. This creates a synergistic relationship for the worker and the organization. There is mutual benefit. Both personal and organizational goals are achieved or the environment is created for the achievement of such goals. Maslow hierarchy of needs has been grouped from the lower to the highest. This approach shows the lower needs must be satisfied first. The lower ones have to do with the physical and the higher end deals with the psychological. An example of the higher psychological is that of self esteem. The lower needs need to be satisfied. If they are not satisfied the worker will regress to it from time to time. Once these needs are satisfied the worker pays attention to the higher needs. The thought process is to satisfy the deficiency needs over time. Julius MBA It is important to know how much time he has already served. It is interesting to not how he paid for the education. One needs t consider how much the company paid for his education. This should be compared to if he got the education with out their contribution. A bigger issue is if he got the education without their knowledge. It is possible that his performance in the organization to date ha been acceptability or higher. In addition it must be considered if they believe that he can be an asset to the company. It should be considered if the top management is willing to promote him immediately. Another question is if he has already been promoted. His input at this point has to be established as to if the company is truly committed to the change. Julius will have opportunities on graduation. No mention was made as to if they will pay him for this analysis work. There is the delicate area of recognizing that the work provided at the employers request and with the employers resources is not is now the property of the employer. This is a risk that has to be taken. The employment here is just one. The company and Julius must have a mutual trust and respect for the project to go beyond the recommendation stage. However he should proceed in good faith. Conclusions This is an existing business. Julius must be able to work with what exists. Another technique witch could be a great help her is that of Management by Objectives. (MBO). This was developed by Drucker. It gives the organization the opportunity to quickly evaluate performance without the risk of too much disruption in attaining goals. This approach empowers the employees. Such goes along way in creating security and confidence. Leadership can help establish clear roles and responsibilities. It is possible to help the workers to understand the objectives and provide the environment to achieve the organizational and personal goals. This is achieved by motivation using the process of goal setting which leads to satisfaction and commitment. The worker is involved in the problems solving. This leads to harmonious relations within the enterprise. This is especially true when there is frequent interaction between supervisor and intermediates. .The goals are clear for all involved. This can be remembered by the acrostic SMART. It reminds the participants of being specific. Then the goals must be measurable. The gals are achievable. If the goal is not achievable there will be no commitment to achieve it. This is a key principle for commitment. No one will consider a goal that is at the outset impossible. This is true whether the thinking is the result of reality or just the imagination of the individual. It is therefore important to get the consensus. The last thing the leadership wants it to have performance that is doomed to failure at the start. And finally, goals must be relevant. Finally they must be time bound. The fact that they are time bound forces the organization to look to the future. .Recommendation It has been decided to disregard marketing results. Also left out would be financing and production. The presentation will be limited to leadership and management. The emphasis is on human resources. This seems to be the focus of the management. It is a reasonable limit considering the business is large. Eight hundred workers are enough to provide a big enough pool to work with... it may be necessary to hire from outside. If it is necessary, it should be minimal. . The company has at least a reasonable commitment to change. He is already an employee and has earned some trust with the top management. He must have some trust with his peers. In addition he must have some credibility with his juniors. The most important part is to have the support of the top. He can develop the trust of his peers and his juniors as time goes by. It should be understood that there will be significant changes in the culture of the organization (Parry, K. 2003), He should first develop the plan with emphasis on the top management. It should be shown that the organization would be better off communication-wise if the workers were all in the same location. That is at the factory. The main emphasis should be on personnel development. There should be first the initial consideration of giving up the London office. The high cost of rent or ownership is in the major city. It maybe better used for the consolidation at the factory location. Airlines like ValuJet have shown that it is possible to use computers and the telephone to reach the customer. This has been done very effectively already. It should be just a matter of implementation. Traveling sales persons is also a possibility. There should be retraining within the existing organization. This should be undertaken before any plans are implemented. Such action will increase the feeling of security for the workers. . References EXECUTIVE SUMMARIES. (2008, 2008 2nd Quarter). Benefits Quarterly Retrieved August 28, 2009, from Academic Search Premier database. Karolinska Institutet (2009, January 22). Healthcare Leadership Programs Give Results . ScienceDaily. Retrieved August 28, 2009, from http://www.sciencedaily.com­ /releases/2009/01/090122080937.htm Ohio State University (2008, October 10). Narcissistic People Most Likely To Emerge As Leaders. ScienceDaily. Retrieved August 28, 2009, from http://www.sciencedaily.com­ /releases/2008/10/081007155100.htm Parry, K. (2003, August 2). The impact of organisational leadership culture on a discretionary behaviour within organisations. Australian Journal of Psychology, 55, 140-141. Retrieved August 28, 2009, from Academic Search Premier database. Read More