Telnex technological change - Essay Example

Both of them bring with themselves a lot of professional and managerial experience but are new to the working of Telnex. We observe that though the Board members, and the staff to some extent, are committal to changes proposed by John Eton and David Harrow, there is a passive simmering resistance to change. Since both the project managers are new entrants, an impression seems to have gone down in the lower management and that John Eton and David Harrow are solely responsible for thrusting an era of change, displacement, increasing work burden, curtailing of freedom and loss of jobs at Telnex.

The need for corporate change and a makeover is not figment of imagination of the Board, Genfirst or David and John. It is an urgency brought in by changing market forces that have global ramifications. The workforce needs to be apprised of the fact that change is necessary if Telnex has to survive, the new era competition and becoming continuously responsive to market needs. Rather than taking the onus of change on themselves both the managers need to make the change, a part of the company work culture.

Telnex has to cut cost, become technology savvy, increase product range, deliver better customer support and service, and more value for money if it has to survive the onslaught of new players in the market. Telnex Ltd is a consumer durable manufacturing company trying to mould itself to changing market needs. The very hiring of Genfirst—a consultancy company speaks of the need to change being felt by the management. If Genfirst has identified two areas of diversification, the pros and cons of the idea should be weighed together by internal committees and subcommittees of the organization.

David Harrow and John Eton the project managers should chair these committees. Decisions taken by committees should be put before Board for approval. Conflict resolution between