93d Signal Brigade: A Case Study

The men who served in the 82nd Engineer Combat Battalion during World War II may have thought they achieved very little but their accomplishments helped in winning the European Theatre of Operation. Their engineer tasks included but were not limited to, erecting bridges, emplacing minefields, creating and continuing to make road improvements to allow for freedom of movement for allied forces.

This paper looks into Synergic solutions Inc., a company that resells assembled computers. The Organizational simulation will look into the three theories of change management. Using the three theories, the paper will analyse any cross-cultural issues that come with change. The paper will look at three internal and external drivers that have propelled change in the organization. It will also look into any factors that the head will need to look at in order to ensure change in the organization. Resistance is one of the aftermaths of implementing change. The paper will look at what types of resistance that the head of the company might face and the way this resistance may be handled. This will in turn look into the leadership styles that may

The Tennessee Army National Guard was officially recognized in 1796 when Tennessee was admitted as the 16th state (Tennessee Blue Book, n.d.). Tennessee became known as the volunteer state because of the National Guard. In 1780, Colonel John Sevier sent out a request for 100 good men to fight with him and 200 men volunteered. President James Polk sent a nationwide call for 50,000 volunteers to fight with Mexico. Tennessee only had a quota for 2600 volunteers, but 26,000 men volunteered from Tennessee.

Imagine being locked up because of race and then given a chance to prove loyalty to the country. While, Pearl Harbor was a devastating event for America, this caused Japanese descendants in America to go through even tougher times. The 442nd Regimental Combat Team consisted of Japanese-Americans who were in concentration camps during this time. These men were then sent into war to help America. Enemy forces were located in Germany and Japan and in these lands were trapped U.S. combat teams in need. The 442nd Regimental Combat Team helped the United States win World War Two and proved their loyalty.

The 83d Chemical Mortal Battalion was a major asset During World War II. They consistently and effectively supported infantry divisions, armored divisions, and airborne divisions by delivering high explosive smoke munitions. They participated in over 5 campaigns while fighting on two separate continents to include amphibious and glider assaults. The unit activated on the 10th of June 1942 at Camp Gordon, GA, the 83d consisted of A, B, C, D Company as well as a Headquarters Company. At the end of their tour the 83d Chemical

The Air Force is a component of the United States Department of Defense with numerous responsibilities and combat capabilities. The broad scope of its military responsibilities has necessitated a moderately flexible organizational structure, and a wide range of educational and technical specialties. Obtaining the talent required to fill highly technical job openings has forced the military to recruit civilian workers, resulting in a highly diverse work force. Although diversity and flexibility provide the Air Force with significant advantages, these attributes also cause several problems when leaders attempt to implement change. Researchers from RAND Corporation suggest change management would be a less difficult issue if the Air Force

My organization is called Operation Salute. Operation Salute is an organization that helps homeless veterans and veterans with PTSD. I want to help the veterans because they do not get enough recognition for fighting for our country. In the US, 21 veterans commit suicide each day because of PTSD. 11% of homeless adults are veterans. 70% of veterans have substance abuse problems. I can help them by creating a care center for veterans who suffer from PTSD by giving them the care and rehabilitation they need. Veterans with PTSD can come to the care center and get the rehabilitation they need. If veterans do not want to come to the care center, trained nurses can come to their houses periodically and help them. The homeless veterans can come to this care center for shelter,

Today’s companies are challenged by frequent changes in market demands and consumers’ desires for new products and services. Companies which fail to adapt to these changing conditions often find themselves struggling to survive. This is the situation for the Texas Plant, as described in the case study by Pryor, Humphreys, and Taneja (2011). The Vice President, Human Resources Director, and Organizational Development Manager find themselves not only facing the struggles of transforming the Texas Plant, but also the difficulties of working together to achieve it. The following paper describes these difficulties and examines how the actions of the leaders impacted the change process. Recommendations to assist the plant’s leadership in moving forward will be offered.

Andy I enjoyed reading your post on centralization. I have never even thought of centralization in the military. I have always thought about it more in the business world of life not military. What is interesting to me in many of your post you have related the military to the business world reach has been very interesting for me to look a things differently than I had before this class. Thank you for expanding my horizon with this. In an article I found on healthcare supply chain being centralization was very interesting. This article shows that in healthcare systems going to a virtual centralization system that it will control cost and improve the service that can be provided. This is also a market advantage for the health system also.

The fact that 2nd battalion led by LTC Frost almost accomplished a mission designed for a division is remarkable. LTC Frost demonstrated all the principles of the warfighting function of mission command. As ADP 6-0 says, “commanders influence the situation and provide direction, guidance, and resources while synchronizing operations. They encourage subordinates to take bold action, and they accept prudent risk to create opportunity and to seize the initiative,” LTC Frost was able to emulate.

Week 3, the lecture on Managing Change describes organizational changes that occur when a company makes a shift from its current state to some preferred future state. Managing organizational change is the process of planning and implementing change in organizations in such a way as to decrease employee resistance and cost to the organization while concurrently expanding the effectiveness of the change effort. Today's business environment requires companies to undergo changes almost constantly if they are to remain competitive. Students of organizational change identify areas of change in order to analyze them. A manager trying to implement a change, no matter how small, should expect to encounter some resistance from within the organization.

Secondly, because change management is occurring on the regional level instead of the corporate level, there is differing technologies, processes, and management styles which leads to a growing sense of frustration. Due to lack of IT Governance framework the company was not able to:

Joseph Weiss (2012) tells us that “planned organizational change is a process that moves companies from a present state to a desired future state with the goal of enhancing their effectiveness.” Yet the process of changing can be painful and less than successful. This is the story of the USPFO for California and their poor managing of two simultaneous transformational changes to the organization: transitioning to the General Fund Enterprise Business System (GFEBS) and splitting and relocating the organization to two distant locales. The strategic plan was ill-fated and resulted in a leadership/employee estrangement and a silent organizational civil war. The USPFO for CA needs to focus on reestablishing trust and team building in order to become a functional organization again.

In developing an organization and preparing for the changes necessary a reliable change management plan is often required to overcome workplace resistance when employees are presented with a new way of doing things. Change management is a strategy designed to transition from the status quo to some new ideal way of doing business. CrysTel, a growing telecommunications company, finds itself in a very dynamic industry that along with frequent advances in technology will dictate that it adapt to rapid and persistent changes. Developing a successful change management plan for CrysTel will have distinct goals: optimize flexibility, promote innovation, and sustain change. Change management at CrysTel will involve identifying the strengths and weaknesses of departments within the

Change in such an organisation is complicated, as it is highly technical, and the focus in