Organizational Changes, Management And The President Of The Company

1. Highly Skilled Managers The operation of the company will run smoothly. The performance of the company will improve and would lead the company to be successful.

Implementing change in an organization is complicated. It is important that a manager understands their role and responsibilities for which could very well be the success or failure of an organization. A manager should know how to handle staff resistance, and the areas that require change. There are processes that help management with assisting their staff members with adjusting to change and concentrate on the areas of importance. This process includes planning, assessment, implementation, and evaluation. The difference between a failed organization and a successful manager is when the manager has the ability to implement change with little disruption to

As for the People, it should be determined whether the organization has the right skills and talents for the change to be supported and for the organization to achieve its strategic goal.  For example, if the strategic goal is to increase revenue through increased sales then the company sales people should be given sufficient training about the company’s own and acquired products as this will enable the sales staff to more easily sell the company’s products.

For this reason, leaders are culpable for the perceptions of any potential alteration efforts. They should endorse the change as an occasion for employees to enhance their skills and offer guidance after implementation (Nelissen & van Sale, 2009). Not to mention if every meeting begins with communicating the vision of the company, it can advance ownership and pride that will lead to success.

For a company to be successful in the long term today, they must be diverse. The company needs to be able to adapt to changes. The need for these changes can present themselves from many angles. Some would include changes in the economy, marketing, or even a change in the target audience. A company has to look at more than just the four levels of management. Organizations must look at how internal and external factors can affect the four levels of management, and adjust accordingly for these changes to be successful in today 's world.

Today’s workforce is not what it was years ago. Times have changed. Management has shifted and leaders are scrambling to find new and innovative ways to maintain their success. In a successful organization, employees and management share the same goals, communicate effectively and adapt to change. Creating a successful organization can be difficult. However, it can be done through the use of effective leaders, goals, strong communication and a balance between departments. While trying to maintain a successful organization requires a lot of work, it is almost inevitable that establishments will fail and issues will arise.

Change is inevitable but is not accepted by most people. Implementing change can be a daunting task because it can be embraced in a positive way or negative way. As a leader, it is hard to determine whether the change will help improve production or slow down work processes. In our text, it list several ways to implement change that can make the transition an easier process. Jick recommends his list of Ten Commandments. The first, is to analyze the organization and its need for change. This obviosuly is the first step in implementing change. I feel that when changes are necessary communication needs to come form the top down. When things are communicated openly thier is less tension among employees and supervisors. Second create a shared vision

The primary purpose of this paper is to perform an analysis on my organization and identify a problem that the organization is experiencing. To accomplish this task, a brief background of the organization, will first be provided. This will serve to establish a solid foundation for context. Then, the problem will be discussed in detail; to include the nature, as well as any applicable theories that will not only lend support to the paper, but also add additional value. After the issue is laid out, an analysis will be conducted on the nature of the problem. Again, this will help to frame the problem in a context that is easy to identify with. Lastly, a solution will be recommended that would be fit the needs of the organization via it’s members, in order to adequately address the problem.

Starting with top management since the CEO will not be involved in solving minor issues in the company. For employees that are also in Al’s position, these changes will give them more authority and control over their decisions since they will have more confidence when contributing with their opinions and points of view. This solution will give the organization the opportunity to become more united. Even though each business unit is separated by functions and have different responsibilities, they will be consolidated under a single vision and similar objectives that will make it easier for them to be

2. In what ways can Six Sigma bring about types of change that improve an organization’s competitive advantage?

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

Time is very important, so there is continuous pressure to deliver both regular contract orders and special orders on time.

In addition the organization should involve the employees in the change effort, reward constructive behaviors, stress the urgency of change, create relentless discomfort with the status quo, and create a learning organization.

One of the important initiatives taken by the top management was to translate the company’s philosophy to specific task requirements for managers at all levels. Throughout the internal restructuring process it was ensured that the organization was not distracted from the market place. Important issues were delegated to teams consisting of front-line managers. The company also had a unique philosophy of resolving of problems wherein the problem, if escalated to the higher level manager, was pushed back to the team to resolve and to reach to a conclusion. This process enabled and enhanced the problem solving capabilities of the managers.

Organizational Management, the procedure which takes account of planning, organizing, leading and controlling the practices and efforts of the members and resources which are aligned with a particular organizational structure in order to get the hold of pre-defined organizational motives, leads to Organizational Development (OD) by employing several diagnostic models for OD within the undertaken organizational structure. The core agenda to be discussed in this analytical piece of writing is to analyze the impacts of strategic OD on comprehensive management and affirmed development of the companies. It can be evidently stated that all decisions, no matter how big or small they are, no matter they are needed to be made on specific occasions or on every day basis, and are for any particular organizational sector or are supposed to be effective for the entire firm, its managerial staff is required to be competent enough to frequently solve certain problems and consistently carry out and execute decisions that are for the betterment of the company (Hoover, 2008).