Effect of Kristas Suggestion on Maintenance Crew and How It Affects AWF - Case Study Example

Name: Tutor: Title: Effect of Krista’s Suggestion on Maintenance Crew and How It Affects AWF Institution: Date: Introduction Implementation of change or new idea is very essential in any organization. New ideas or changes are normally introduced so as to either change the mode of operation or enhance development in an organization (Burke, 2010). Even though new ideas or changes are normally introduced with good motive, many employees do always find it hard to welcome them. They normally feel insecure, stressed and anxious regarding the changes or new ideas, thus affecting their productivity, commitment and satisfaction in an organization (Cummings & Worley, 2008). There are several cases that illustrate the effects of new ideas or changes on employees. This paper therefore seeks to evaluate the effect of new idea on employees and group dynamics by analyzing Amazing World of Fun Case. Case synopsis Amazing World of Fun is a park that is situated in the north end of Florida Keys. It was established in 1976 as a traditional amusement park by Martha Pinter and Augustus. Amazing World of Fun (AWF) grew steadily over years and in 1988 it acquired exotic animals from Miami zoo so as to expand its development. Work at Amazing World of Fun is mainly controlled by management board, which incorporated six individuals. The management board consists of non-executive chair of the board, two vice presidents, Finance director, Estates director and personnel director. The board members head crucial departments in Amazing World of Fun. The three main departments are commercial, Estates and Wildlife and Conservation. These departments have for the past years worked independently and peacefully until July 2000 when a new idea was introduced by Krista Katz. Her idea faced great opposition from two executives, Eric and Amy and senior scientist, Dr. Clark Hopper. Krista’s Suggestion Krista Katz, an ambitious and optimistic New Yorker, had an idea of making Wetland a profitable venture within two years. She was after making attractive animals do cute things, such as Alligator wrestling. This, according to her, was to attract more visitors, who were to be charged for the show, thus making the wetland zone profitable. Even though Krista had little experience in matters pertaining animals, she is highly experienced at managing visitor attractions. It is because of this good management skill that made George Pinter to bring her in the organization and promised to double her salary if she could turn Wetland Wilderness into a profitable business unit. She therefore started by suggesting for introduction of performing animals in the wetland wilderness. Effect of Krista’s Suggestion on Maintenance Crew Maintenance crew in Amazing World of Fun has a great responsibility. It is believed that the organization, that is Amazing world of Fun, cannot operate without this crew. Maintenance crew is accountable for park upkeep, safety of rides and attractions, improvement of building structures and animal localities. Therefore, if they are reorganized according to Krista’s suggestion, their role in the organization will greatly change. Maintenance crew will no longer be responsible for the overall running of the organization, but rather will be responsible for particular department. It is also evident from the case that if Maintenance crew is reorganized according to Krista’s suggestion, its commitment and job responsibility will change. New ideas in an organization can make employees to either commit themselves more or less on organization’s activities. The ideas can also make employees to either change or improve their responsibility at work place (Shani, & Pasmore, 2011). Employees in the maintenance crew will find themselves concentrating more on commercializing the park, Wetland Wilderness in particular, rather than their old duties. Reorganizing the maintenance crew according to Krista’s suggestion will demoralize the crew. Employees in the maintenance crew, if made to work according to Krista’s suggestion, will not feel better. They will feel like their effort, integrity and confidence are being undermined. Relationships between management personnel and employees are normally created primarily on trust (Lister, 2011). Therefore, if the management introduces new ideas that undermines employees trust, will weaken the relationships at work, thus making employees produce substandard work (Helms & Dye, 2008). In Amazing World of Fun, Krista’s suggestion of commercializing Wetland Wilderness will affect maintenance crew moral. It is quite clear from the case that maintenance crew headed by Amy Rockbridge, is not happy with Krista’s idea. They feel like Krista’s idea is not applicable to them. Therefore, if employees in this group are reorganized to be inline with Krista’s suggestion, they will not execute their work as required, thus reducing the company’s performance. How reorganization of maintenance crew will affect group dynamics within AWF Group dynamics is a term referring to the relationship between individuals that work together in a group (Levi, 2010). It can be experienced in various settings, such as business settings, volunteer settings, classroom settings and social settings (Nazzaro & Strazzabosco, 2009). In Amazing World of Fun, group dynamics refers to the relationship between cast crew, hospitality crew, maintenance crew, head of departments and executives. Werner & DeSimone (2011) argue that introduction of new ideas in an organization do always affect the prevailing group dynamics. Therefore, if maintenance crew is reorganized in line with Krista’s suggestion, the relationships that prevail within the organization will be greatly affected. Amy Rockbridge, estates director, and senior scientist, Dr. Clark Hopper are not pleased with Krista’s suggestion. If these individuals are forced to work according to Krista’s idea, they will work with hatred in them. This will weaken their relationship with Krista and other people who support Krista. Poor relationship will not only prevail among the employees but also among the executives. George, who supports Krista’s suggestion or idea, will find himself relating closely to Krista and other employees and executives who support Krista’s suggestion. Eric on the other hand will relate poorly with executives and employees who embrace Krista’s suggestion. Therefore, reorganization of maintenance crew to work according to Krista’s suggestion will weaken group dynamics within AWF. Conclusion To conclude, it is clear from the case analysis that reorganization of maintenance crew to work in line with Krista’s suggestion will affect the crew. Reorganization will change the role of maintenance crew in an organization. They will no longer be responsible for the overall running of the organization, but rather will be responsible for particular department. Reorganization will also affect maintenance crew commitment at work. Maintenance crew members can be demoralized if they are reorganized according to Krista’s suggestion. It is also clear from the case analysis that reorganization of maintenance crew to work according to Krista’s suggestion will weaken group dynamics within AWF. The relationship among employees in the organization will be weakened. References Burke, W., 2010, Organization Change: Theory and Practice. New York: SAGE. Cummings, G., & Worley, C., 2008, Organization Development & Change. New York: Cengage Learning. Gorse, C., & Sanderson, M., 2007, Exploring group work dynamics. Retrieved on 22 April 21, 2012 from < http://www.leedsmet.ac.uk/teaching/vsite/teachers/gorse_sanderson.pdf>. Helms, J., & Dye, K., 2008, Understanding Organizational Change. New York: Taylor & Francis. Levi, D., 2010, Group Dynamics for Teams. New York: SAGE. Lister, J., 2011, What Are the Causes of Employee Demoralization? Retrieved on 22 April, 2012 from < http://www.ehow.com/info_12090185_causes-employee-demoralization.html>. Nazzaro, A., & Strazzabosco, J, 2009, Group Dynamics and Team Building. Retrieved on 22 April, 2012 from . Shani, A., & Pasmore, W., 2011, WoodmanResearch in Organizational Change and Development, Volume 19. New York: Emerald Group Publishing. Werner, M., & DeSimone, R., 2011, Human Resource Development. New York: Cengage Learning. Read More