Examples Of Organizational Change In The Film Tucker : The Man And His Dream

The challenges that leaders face while managing is known as leadership challenges. The leadership challenges portrayed in the film are as follows:

There are many factors that appeal to leaders why organizational change is needed in today’s business to stay competitive. Weiss (2016) noted “Factors such as technology and globalization have made the world far more interconnected” (p. 4). These factors can create more risks and opportunities for organizations to succeed or fail. Change management is inevitable, in order to successfully bring an organization into the twenty-first century, leaders must recognize this, develop plans and successfully execute them to remain relevant in today’s economy. This paper will provide an overview of Discount Tire Co. and diagnose the strength, weaknesses, opportunities and threats and present a plan using Kotter’s eight-step change process and

“The images, metaphors, or frames that we hold, both of managing and of change, influence our ideas of what we think managing change is all about” (Palmer, Dunford, & Akin, 2009). As people we all see through our own eyes, we call see a different perspective and have a different reaction to what is coming next. As human beings we react differently to situations. Situations of change are transitions that some are able to adapt to quickly while others have a hard time. Being the leader of that change can be difficult and helping make a change does not come easily or effectively. Keep and Newcomer (2008)

Leaders change systems, structures and policies that have not yet been confronted. They hire, promote and develop employees who can implement the vision for change. In addition, they revitalise the process with a new round of projects or change agents.(Cengage Learning AUS, 2015)

In his 1916 silent-film Intolerance, D.W. Griffith pioneered editing techniques that helped establish montage as a core component of film language. Griffith set out to unite four disparate storylines under the common theme of love’s eternal battle with intolerance. While Griffith believed this film achieved its goal, some of his contemporaries argued that Intolerance was a “magnificent failure” (Eisenstein, 241). Indeed, Eisenstein proposed that the unification Griffith sought to create was impossible because the juxtaposition of these stories did not create new meaning. Instead, Eisenstein wrote that the lack of conflict between shots prevented the synthesis of a higher meaning, or montage trope. While it is true that Intolerance generally does not accomplish montage trope, especially when referencing Walt Whitman’s Out of the Cradle Endlessly Rocking, where Griffith explicitly attempts it, there are examples of its implementation. Griffith does manage to achieve this higher meaning in the scene depicting a labor strike. Eisenstein’s claim that Griffith never incorporates montage tropes into his films is false as demonstrated by the social criticism in the juxtaposition of the striking mill workers and Mr. Jenkins.

The book The Heart of Change shows the practical side of the theories that are taught in the course textbook. It presents stories of successes and failures based in the application of concepts discussed in Organizational Behavior and Management and in class. Although we talked about several different concepts the ones that are evident in the examples in The Heart Of Change are the more progressive and individual centered approaches. The leadership characteristics that are important to successful change in an organization are those that are espoused in the transformational theory of management. It makes sense that ideals in line with the transformational management theory

After reviewing and researching the literature with respect to organizational changes, I have come to the conclusion that organizations have always changed. When everything in the world is changing, organization cannot remain islands. They must change to face new challenges. Bolman and Deal (2008) claim organizations have changed about as much as in past few decades as in the preceding century. Bolman and Deal (2008) claim means that the change organizations have experienced in the last decade are almost similar to those they experience in at the end of the twentieth century.

Henry, Jim. "Engineering a Comeback." n.d. Success.com. 10 1 2013 . Hochleutner, Mike. "Ford CEO, Alan Mulally, on remarkable turnaround: It took leadership, courage, and

Management and leadership are viewed as two different perspectives in the business environment. As described by Dr. Warren Bennis ‘Managers are people who do things right, while leaders are people who do the right thing’, this means that managers do things by the set rules and follow company policy, while leaders follow their own intuition, which may in turn be of more benefit to the company.

Individuals when faced with any major change will be inevitably resistant and will want to preserve the status quo, especially if they think their status or security within the organization is in danger (Bolognese, 2010). Folger and Skarlicki believe that organizational change produces skepticism in employees which make it problematic and possibly even impossible to contrive improvements within the organization (as cited in Bolognese, 2010) Therefore, management must understand, accept and make an effort to work with resistance, since it can undermine even the most well-conceived change efforts (Bolognese, 2010). Furthermore, Coetsee states for organizations to achieve the maximum benefits from change they must effectively create and

Many companies emphasize a culture of continuous improvement. While never being satisfied with the status quo can drive

There are different leadership styles; a particular leader that will be discussed is Alan Mulally a CEO of Ford Motor. Alan faced many challenges and he impacted

In this dynamic business environment, change is inevitable. Changes can be planned, or unintentional: depending on the driving forces behind. The major forces for change can be derived from the nature of the workforce, technology, economic shocks, competition, social trends, and world politics (Robbins & Judge, 2011). In this post the author will explain the Kotter’s eight –step approaches to managing organizational change and discuss how his company handles the planned changes in term of organization reconstruction.

The story is told from the point of view of a bright young man in search of a manager who could successfully lead and manage change. He wanted to work for and eventually become one, and so he spent many years traveling all over the world. He spoke with a wide variety of managers, but was rarely pleased with what he heard or saw. The “tough” managers ran profitable organizations at the expense of its workforce, and the opposite for those who he thought were “nice”. Just as he began to lose hope, the young man heard a story of a local manager whose employees enjoyed working with him and produced great results. To his surprise, the young man was able to schedule an immediate appointment.

The 1998 film Antz is an excellent depiction of the industrial and organizational work force. Being that the film is a Dream Works animation, it has a simple and attention grabbing plot that is given to the viewer through the perspective of a hero, and in this context an colony ant worker named Z (Darnell et al., 1998). This peculiar, open-minded ant portrayed several topics related to industrial organizational psychology such as leadership, occupational stress, and job satisfaction. In addition to the prevalent presence of industrial psychology that can be seen in the main character, other characters and details of the plot are representative of industrial psychology as well. Elements such as organizational commitment and employee selection are intriguingly exemplified through this moralistic story of ants (Darnell et al., 1998).