We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.
Nobody downloaded yet

Diagnosing a Need for Organizational Change - Case Study Example

Comments (0) Cite this document
Summary
Diagnosing a need for Organizational Change. Name: Instructor: Task: Date: Diagnosing a need for Organizational Change. In any organization or body, the aspect of research into any mishap or catastrophe is a matter that needs to be given enough priority. In the course of operations, organizations tend to be faced with challenges that either require their attention or affects them should they not look into it sufficiently (Carnall, 2007)…
Download full paperFile format: .doc, available for editing
Polish This Essay91.7% of users find it useful
Diagnosing a Need for Organizational Change
Read TextPreview

Extract of sample
"Diagnosing a Need for Organizational Change"

Download file to see previous pages In this regard, the disaster that befell the shuttle Challenger provided a strong focal point from which organization within bodies could be viewed. The Challenger broke into pieces moments after takeoff on January 28 1986. Prior to this culmination of events, there had been revealing signs that were overlooked by the bodies in authority. A commission was formed to look into the matter and it filed its report after carrying out its research. In light of the above, NASA made most of the recommended changes brought forth by the commission that was looking into the Challenger disaster. Despite this, the occurrence of the Columbia accident on February 1, 2003 opened a new chapter into the effectiveness of the recommendations, and most importantly, shed some light on the issue of organizational culture that tends to undermine the effectiveness of organizations. Organizational culture is the aspect or custom of workers of an organization tending to carry out their activities in a way that may not be fully recommended, but in their organization, it is the norm (Carnall, 2007). While trying to counter this, models have been set up to ensure the best productivity of organizations. Such is the Burke-Litwin model for organizational change. It aims at bringing change to an organization through the creation of connections between performance and the factors within or without the organization, which has an effect over the performance (Burke, 2010). The model relies upon a framework through which the analysis of both internal or organizational factors and external or environmental factors can be linked together to ensure superb performance of an organization. It links both theoretical aspects and practical ideas to result in the best performance (Burke, 2010). This is done in twelve dimensions each of which caters for a particular aspect of the organization. Therefore, the Columbia Accident Investigation Board report and recommendations as put under the Burke-Litwin model would give a better view as follows: 1. External Environment. Following the Columbia disaster, CAIB realized that a number of external factors also indirectly resulted in the catastrophe. Such included such aspects as performance pressures from the public that tended to rush the organization into action hastily. Moreover, the budgetary allocations for the agency proved to be insufficient following shifting national priorities. 2. Mission and Strategy. Furthermore, CAIB analyzed NASA’s mission, and in comparison to the strategy employed to achieve that mission, the two were found not to tally. Moreover, the employees’ perspective was not in tandem with that of the top management (James, 2007). 3. Leadership. CAIB’s report found the leadership of NASA solely to blame for the disaster. It stated that the leadership lacked open-mindedness and could have acted quickly upon realizing that the space ship was damaged. However, this was not done hence exposing the laxity of leadership at NASA (James, 2007). 4. Organizational Culture. The report found out that NASA had come to adopt a culture through which matters were casually schemed through thereby leading to loopholes that provided avenues for such disasters. The foam responsible for the disaster had ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“Diagnosing a Need for Organizational Change Case Study”, n.d.)
Diagnosing a Need for Organizational Change Case Study. Retrieved from https://studentshare.org/management/1461657-diagnosing-a-need-for-organizational-change
(Diagnosing a Need for Organizational Change Case Study)
Diagnosing a Need for Organizational Change Case Study. https://studentshare.org/management/1461657-diagnosing-a-need-for-organizational-change.
“Diagnosing a Need for Organizational Change Case Study”, n.d. https://studentshare.org/management/1461657-diagnosing-a-need-for-organizational-change.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document
CHECK THESE SAMPLES - THEY ALSO FIT YOUR TOPIC
Organisational change at WA Police Communications
This paper analyzes organizations as complex entities that are made complex by the many factors in the organizational life that make their operations unpredictable. The role of leadership in any organization is to determine the right manner to frame the operations in the organization so that they can fit into the competitive world.
13 Pages(3250 words)Case Study
Nursing Case Study
After reading the overall case, it is quite clear that the organizational level and the individual level are showing satisfactory performances. The overall outlook of the organization is pretty much decent and the organization is successfully achieving its goals.
6 Pages(1500 words)Case Study
Organizational Change: Peppercorn Dining
The first step of the model i.e. “unfreezing” can be applied to the case by surveying the attitudes or the behaviors of all workings staffs of Peppercorn Dining. In order to make Peppercorn Dining a better place to work for, the phase of “unfreezing” would assist the staffs to identify the need for change.
7 Pages(1750 words)Case Study
Managing Organizational Change
The above citation is serves to illustrate what we are trying to achieve in this report. That is, to implement radical change, to persuade people it's now time to stop using bottled water, as it is believed the benefits are minimal. The same situation illustrated above is happening in Honk Kong with regard to the bottled water situation.
8 Pages(2000 words)Case Study
Strategic Organizational Culture Change Management
One best business practice which the leaders in Six Sigma organizations follow is select Six Sigma projects in such a way that the company's most important business change strategies is also implemented. Actually Six Sigma culture change will take place only when the management centers on the customer, shortcomings, business motives, and programs for constant progress.
1 Pages(250 words)Case Study
The New Payroll Clerk (Case study in Instructions)
Key data processing is type of company that will best be described as disorganized and has a dictatorial leadership. As evidenced from the orientation of new employees, the culture and the structure in KDP. There is lack of coordination and harmonious relationship in the organization as quoted in the ‘that the secretary was to tell Irene the true story’ about the company. It is an organization characterized by importance of rules and negligence of values of the employees, customers and the management.
2 Pages(500 words)Case Study
Diagnosing an Organizational Conflict
They authors employed a number of approaches in examining the causes of the four-month labor conflicts and the entire negotiation and resolution process. In this organizational conflict diagnosis of the Kraft food company between the worker’s Union and Management.The epitome of the conflict is after the influenza virus infection.
3 Pages(750 words)Essay
Guiding Organizational Change ( organizational behaviour)
ieve that “digitalization” and “computerization” will lead to the break of fundamental values of the company, as personal contribution via “hand-addressing mailings to arts patrons” will be lost. Also, all employees demonstrate cognitive type of resistance to change,
1 Pages(250 words)Case Study
Organizational Behaviour
However, the training induction process does not meet the specific requirements of its clients. Thus, in most cases this leads to the premature termination of various projects. The premature termination of projects leads to employees being made redundant. This is
2 Pages(500 words)Case Study
A paper about change management and organizational leadership- situation and how to deal with it using a style of leadership- collegue sample included
nable vision for the future, engaging other individuals, not necessarily ones subjects, into the vision through motivation and inspiration, sticking to the vision while adjusting action plans according to prevailing circumstances, as well as creating an efficient team with whom
11 Pages(2750 words)Case Study
Let us find you another Case Study on topic Diagnosing a Need for Organizational Change for FREE!
Contact us:
+16312120006
Contact Us Now
FREE Mobile Apps:
  • About StudentShare
  • Testimonials
  • FAQ
  • Blog
  • Free Essays
  • New Essays
  • Essays
  • The Newest Essay Topics
  • Index samples by all dates
Join us:
Contact Us