Able Corporation's Strategy - Essay Example

On the other hand, it should implement new technology for the main product line. For an “ill patient”, high spirit and motivation are the main driven forces which help to recover. The case study shows that “as a result of years of declining sales and layoffs, a culture of pessimism and failure exists”. The belief system approach will help increase mutual understanding between managers and employees, encouraged and improved two-way communication, and resulted in better working relationships.

Improved organizational culture and morale will help sales and branch managers to ease stress and tension at work and convert troubled relationships into more productive ones. At a time when employee morale and job satisfaction would be expected to increase, and employees be expected to feel better about their organization than they did before the change took place and more confident in the abilities of their managers to lead them. The new communication patterns should be designed to measure overall levels of job satisfaction also showed major gains.

Just as the negative emotions associated poor organizational performance can often go undetected and unaddressed, the motivation and performance problems that cause them frequently remain hidden and unresolved. This strategy is chosen because without good morale and positive atmosphere Able Corporation will not be able to implement new processes and technology, introduce new methods of management and production. Declining sales also triggered intense feelings of anxiety and inadequacy. To achieve greater efficiencies, new methods and procedures have to be developed to replace established work practices, but this meant that some people have to learn their job all over again or master an entirely new position (Armstrong 2001).

The main problem is that most employees lack clear expectations. Previous management, tended to issue broad-brush directives regarding organizational change, without going into detail about how they should be carried out. Some of subordinates saw this as a lack of clear expectations. Improved corporate morale and culture will improve teamwork significantly, not just up and down the chain of command, but horizontally as well. And because managers and their direct reports are beginning to understand each other better, conflicts, both real and potential, are able to be resolved at lower levels, before they become entrenched (Chase, Jacobs 2003).

This is not to say that every motivation and performance problem can be solved quickly and easily. Some solutions that employees propose may not be available to managers, especially during times of change. If an employee is dissatisfied with his job because his workload has suddenly increased, a manager can hire additional help (when budgets permit) or eliminate certain requirements may provide an easy solution. The proposed strategy will help to prepare employees to the second step and reduce their resistance to change (Armstrong 2001).

The second strategy is a technological change. When morale and spirit of an "ill patient" is high, it is possible to 'make the first step'. This strategy is crucial because "plants are so old and have been so badly maintained that some investment must be made in them just in order to remain in business at all". Organizational actions should be involved in the change of a particular technology which takes place simultaneously in multiple environments. In the same spirit, experimentation as a problem-solving activity can take place across organizational units or even across organizational boundaries.

This suggests that experimentation, as organizational action, has a double meaning in the development of technology. In addition to viewing technological cha