Ch 12 Wk 8 S - Essay Example

Exercise 12 Testing for a Balanced Set of Measures Measure Leading Lagging Internal External Cost Noncost Marketing new products X X X X 2. Changing Packaging X X X X 3. Going global X X X X 4. Diversifying X X X For marketing new products, the leading, internal, external and cost measures provide immediate and required outcome of the potential change. Market new products require internal resources and costs and also should be measured in terms of impact on external environment like buying preferences of customer and competitors’ response.

The same performance measures explain changes pertaining to packaging of products. A decision to go into the international markets and go global, the performance measures are lagging, internal, external and costs. Lagging measures are apparent because the impact on financial condition is not immediately eminent. The rest of the measures impact internal resources, the external response from customers and competitors of markets abroad, as well as the costs related to the globalization. Diversifications are measured through lagging, external and costs.

Some diversification decisions do not affect internal resources (manpower and materials) in the current organization especially if the organization opts to diversify through purchasing other businesses with products or services that are not compatible with the current one. Exercise 12.2: Managing Risk A range of actions that one believes are likely to enhance the prospect of a change process being successful are enumerated below. For each action, the effects/outcomes believed are more likely to occur if that action is not taken are identified.

Action Likely Effect of Inaction 1. Solicit participation of employees Resistance to change, frustration, anxiety 2. Establish the need for change Resistance to change; employees would opt for status quo 3. Communicate the benefits and Resistance to change; employees would not be potential outcome motivated to comply with proposed changes Exercise 12.3: Reflection on Your Experience of Change: Profile of Managers of Change Quality of "Handling" Action Very Good Good Neutral Poor Very Poor 1.

Solicit participation of employees X 2. Establish the need for change X 3. Communicate the benefits and potential outcome X Which are the actions that you have identified as most in need of attention (those you rated poor or very poor)? From one’s experience, managers, in general, have handled the proposed change process very well with only the solicitation of participation of employees being considered neutral. The reason for this is that depending on the proposed change, and the time frame for the change, management usually make the evaluation and the decision without enjoining the participation of the employees.

Exercise 12.4: Reflection on Your Experience of Change: Profile of Yourself Quality of "Handling" Action Very Good Good Neutral Poor Very Poor 1. Solicit participation of employees X 2. Establish the need for change X 3. Communicate the benefits and potential outcome X In my case, I think that it is crucial to enjoin the participation of subordinates in relaying any potential need for organizational change. Their inputs could prove to be useful in determining appropriate strategies for effective implementation.

Further, by informing and communicating the proposed change, resistance would be addressed and minimized. How do you differ, or are you similar? What does this mean for your organization? The difference is enjoining the participation of employees. Most managers would implement organizational change without including the employees’ inputs and insights on the change process. By including them, especially those who would be directly affected by any proposed change, there would be less resistance and the morale and performance would not be significantly diminished.