One Way to Strategy Development - Essay Example

Topic: Outline of one way to strategy development The following outline of matters to consider provides a great deal of information and direction concerning any change effort. The completion and selection of various alternatives that have solid theoretical connection can provide you with a variety of developed strategies. Recognize that as you complete the outline the material that you enter will align on a differential basis with other entries elsewhere. Hence effectively you can have multiple strategies developed from this process. The important point to remember is that you want each of the factors to align as much as is possible according to the particular theory or model that you use in developing the particular strategy. For example, if you selected a theoretical approach that indicated that managers are capable of shaping their environment, then you would need to select interventions and other factors that are consistent with this approach. Assignment Question: Using the concepts suggested in 1. S_Reading 3.3_Death Valley 2. S_Reading 4.6_Part 1_Org Change 3. S_Reading 4.6_Part 2_Org Change 4. S.Reading 4.7_Exp Strategic Chg 5. Text Book: Waddell et al (2004) and other OD material, Applying following 18-point to the Case study: Changes at Little-Bit 18-point outline of one way to strategy development 1. Identify organizational problems including context specific changes at the: Macro level (big scale problems such as organizational level issues) The culture of the Little-bit reflects a commitment to quality outcomes, however, new people were hired the strong orientation of the people deteriorates. Costs associated with producing the product range are rising. Senior leaders in the organization contribute issue regarding erosion of product quality. Micro level (small scale problems such as group/individual level issues) Political agenda's and aspirations of Big-bi group leaders collide. Senior managers have made public announcements that has impact to the maintaining the standards and reputation of the company. Strong autocratic leaders who preferred to make important decisions unilaterally. 2. Identify what you believe are the causes. Make sure you deal with causes and not symptoms: Macro level (big scale - organizational level causes) Demand for Little-bit's product has been strong, however, quality decrease because of organizational culture. Little-bit's reputation is crumbling because of its managers' negative public statements. Fairly flat structure of Little-bit. Micro level (small scale - group/individual level causes) Members of the organization has their own agenda, the whole organization is not working for the company's vision and objectives. The leaders also divided, they decide individually. Too many members of the management, the functions and responsibilities overlap. 3. Identify which of the four systems are affected - e.g. Interpersonal, Techno-structural, Human processes, Strategic. Note: Using Text Book The most affected by change is the strategic system, because change is simply unavoidable in the business world. The advent of globalization and information technology taught organizations well that change is necessary. To become stagnant is to deprive the organization of its chances to survive in a harsh, unpredictable and rapidly changing business environment. 4. Identify which organizational metaphors (machines or political or organisms or flux and transformation ) are generally applied by members of the organization Note: Using concept stated in S_Reading 4.6 The members of Little-bit are applying the organizational metaphors such as organisms (it is important to maximize to fit between individual, team and organizational needs), cultures and political system (the company applies autocracy and there are coalitions between individuals that is more important than work teams). 5. Identify which new metaphors (machines or political or organisms or flux and transformation ) are most suitable for the new and changed organization Little-bit should apply the concept of "organizations as machines" because in this metaphor change must be driven and resistance can be managed. The company's objectives can be set at the beginning of the process and can give the direction. 6. Establish a cultural web for the organization and identify the primary and secondary targets. Note: Using concept stated in S_Reading 4.7 (page 43 - 48) Primary: Secondary: 7. Identify which meta-model of change is most appropriate. This should inform you about which models of change or change theories that are suited or fall within the particular meta-model of change as being the most suitable for guiding the organizational change. Be careful : Models of change that you selected must associated to organizational metaphor, please see page 96 in S_Reading 4.6 ) Note: Using concept stated in S_Reading 4.6 (page 96, 119) The Lewin's three Step model is more appropriate for Little-bit because Strategies are used to improve managing the workplace, and at the same time, to achieve an outstanding team working on the same goals. Since individuals with different characteristics create the team, one of the most effective strategies is managing workplace diversity. It is composed of theories and practices that help organizations reduce discrimination and enable employees with diverse characteristics and background to work together effectively 8. Identify which model or models of change for human response to change may be most suited to assist individuals in the organization to handle the change or transition Note: Using concept stated in S_Reading 3.2 The Little-bit should apply the consensus change models in reacting to the change in their organization because Individuals holding administrative positions must exhibit the ability to work collaboratively with the broader community, involve others integrally in arriving at decisions regarding the school, and demonstrate a thorough understanding of the instructional demands 9. Identify individuals who have the power to support or block the change - your strategy will need to address ways in which to harness the support where possible and minimize and blockages. The individuals that have the power to support change or block the change are the subordinates and the lower management. 10. Identify key individuals in the organization that will be affected positively or negatively by the change - your strategy for human response to change will be needed most for these individuals. The subordinates and the lower management will be affected positively in this model because they will have the chance to be consulted in any big decision that management will make. The individuals that will be affected negatively is the upper management because the power of deciding big changes for the company would not be absolute to them. 11. Identify the appropriate change path or paths (Evolution or Revolution or Adaptation or Reconstruction or combination of them) given the above information Note: Using concept stated in S_Reading 4.7 (Page 19-26) Adaptation is the most appropriate because it is a common knowledge that change cannot be resisted by people especially in an organization. The people inside the organization just need to study change, and learn how to implement and bend with it. Then just with the flow. 12. Identify the change start point (top-down, bottom-up, pockets of good practice or pilot sites). Note: Using concept stated in S_Reading 4.7 (Page 26-31) Little-bit must implement the top-down strategy. Because the leaders should start changing for the better and in the case of Little-bit, top-down technique is needed because the organization is full of politics and autocracy. Leaders should be a good model to subordinates and if they do this the rest will follow. 13. Identify the change management style(s) (Education and delegation or Collaboration or Participation or Direction or Coercion or combination of them) of the implementation e.g. highly collaborative or more directive. Note: Using concept stated in S_Reading 4.7 (Page 31-37) Little-bit should implement the education and delegation style, they should educate their employees that change is needed in an organization especially now that globalization is necessary in every industry. The leaders must converse with their employees regarding the change that will happen in the company and then task must be delegated in order to implement change. 14. Identify the change targets, i.e. the categories of interventions, in terms of people's attitudes and values, behaviors and outputs. Note: Using concept stated in S_Reading 4.7 (Page 38-42) 15. Identify the range of change levers and interventions to be deployed across the four subsystems, technical, political, cultural and interpersonal. Note: Using concept stated in S_Reading 4.7 (Page 42-46) I think little bit should also implement the cultural lever. Culture is controlled and it refers to the processes that unite the organization together. It must be consensual rather than conflictual. Idealism of organization culture reinforces the unifying strengths of fundamental goals and establishes a sense of common responsibility. Task culture or performance culture are the considered to be the opposite of role cultures. It maintains the strong sense of the basic mission of the organization and teamwork is the basis on which jobs are designed. 16. Identify support from the literature for your alternate interventions compatible with your models and theories of change Organisational change is part of and a result of struggles between contradictory forces, also change management practice is related with endeavouring to manage their competing demands. In order to understand why and how to change organisations, it is first necessary to understand their structures, management and behaviour. modern organisations passed by the guild structures and as organisations grew larger, skills become increasingly fragmented and specialised and positions become more functionally differentiated. It can be said that organisational change is one of the critical determinants in organisational success and failure 17. Identify the change roles and consider which individuals will take the responsibility for leading and implementing the change or individuals who can champion the change efforts at all levels of the change. Be mindful here of the individuals who have power to block or support the change. Note: Using concept stated in S_Reading 4.7 (Page 49-52) Little-bit should apply the change action team, The structural point of view focuses on designing an outline of roles and formal relationships that will achieve communal goals. Organizations distribute everyday jobs to participants and create rules, policies, measures, and hierarchical organizational charts to organize various actions. Organizations ought to continually amend their structures to become accustomed to the atmosphere shifts, technology changes, organizational grow, and leadership changes furthermore, structure is also a means to high-performing teams. Mindful awareness to structure and roles in teams will make the team much more successful. 18. Arrange the above information in sets. These sets should be aligned based on theoretical compatibility, i.e., if a theory suggests a particular way of doing it, then the intervention should be aligned with that particular theory. This should result in you identifying from your generated material a range of strategies from which to choose your preferred strategy and alternate strategies, should they be needed. . Change management is not the management of the change itself, but of the people involved in the change process . This is needed because resistance goes hand in hand with change. There are also many factors that trigger resistance and these should be pinpointed early by the management and find ways to prevent them. This paper will discuss the general fact about organizational change and change management. This includes exploring resistance to change or what is also known as the inertia that resists the change. The main aim of this essay is to give a general overview on the topic and to find ways on how resistance to change can be countered. Finally, you need to review your data/answer above and make sure that the particular parts hang together in a cohesive manner. The result is your strategy for change in the particular circumstance. Read More