Vidsoft Technologies' Employee Issues: A Case Study

University of Queensland ORGANISATIONAL BEHAVIOUR Course Code: MGTS 1601 Employee Resistance to Change Student Name: Yuanli Zhang (Phil) Student Number: 43401163 Course Tutor: Marissa Edwards Yuanli Zhang 43401163 Table of Content Introduction ------------------------------------------------------------------------ 2 Description of Problem ----------------------------------------------------------- 2 Propose Intervention ---------------------------------------------------------------4 Conclusion -------------------------------------------------------------------------- 7 1|Page Organisation Behaviour; MGTS 1601; Individual Essay; Employee resistance to change Yuanli Zhang 43401163 Contemporary business dynamics are pressuring

In regards to the business itself, the steady decline in profits indicates that there is a problem. Their recent lack of ability to meet product release deadlines and their slow movement into cloud computing technologies is hurting their image as the “top player” in the market. Structurally, there are serious issues with how decisions are made within Celeritas. Boyer’s attitude about being the only one who makes big decisions is really hurting the company. He says that he listens to his SVPs, but in reality, he still does what he thinks is best, even if it doesn’t align with the SVP’s ideas. There needs to be more input and team decision making in order for things to run smoother. By Boyer

In my opinion, one of the main conflicts existing in the company is caused by the lack of communication and the human resource management. In order for the development of the company, Mr. Heubel should promote participation, open process to produce commitment, maintain a balance between human needs and formal roles , develop relationships and keep people involved. He should also strengthen the communications and exchange information, needs, and feelings for involvement. Greta should also communicate with his father and brother effectively to solve the conflict and helped to create a free environment for cooperation and communication.

“This case focuses on a change program and selection of an enterprise software vendor. The decision of which partner to choose to help the company change the way it purchased raised fundamental tensions within the company”.

Another lawsuit filed in 2009 against Arthur T. caused Rafaela Evans to switch her allegiance from Arthur T. to Arthur S after the lawsuit was settled in June 2013. The allegiance shift caused a personal rift between Evans and Arthur T. and Evan’s vote switched the balance between the two cousins. When the time came for the board of directors to elect executives in 2014, Arthur T. was voted out. Although Rafaela Evans did not have the power on her own to fire Arthur T., this example of interpersonal conflict exemplifies how relationships between individuals can affect the grand scheme of organizations.

Jeff’s immediate reaction and desire of reassigning Tyler to his new project indicates that not all employees have bought in to or have a functional understanding of the organisation’s matrix

The setting of this case study was the Texas Plant. The Texas Plant produced excellent quality goods, but it was not competitive because of its slower speed of product changeovers, higher costs, and environment of “bureaucratic status quo” (Pryor et al., 2011, p. 111). In addition, the plant’s union leaders, management, and employees lacked positive, working relationships. Corporate leaders hired a new, aggressive vice president, David, to transform the plant by empowering employees and establishing continuous improvement processes (Pryor et al., 2011). David, in turn, bypassed the plant’s Human Resources (HR) and hiring director, Harvey, and hired Paula

The old crew began to hate the new supervisors. The supervisor’s attitude towards the employees were close monitoring, giving orders, and yelling. This caused stress and frustrations among employees, reducing their job performance. The supervisors made changes from the previous year that resulted in job satisfaction. The supervisors decided when to eat, how they wanted to do the job, and always drove the truck. They didn’t allow employees to talk to each other or to the customers on the job. This negatively affected customer service and customer relations.

“This case focuses on a change program and selection of an enterprise software vendor. The decision of which partner to choose to help the company change the way it purchased raised fundamental tensions within the company”.

The third and main thing I have noticed in this scenario is that communication problem between team members in the organization. I observe that communication between team members appears to be strained at times and communication with the other teams within the organization is not as good as it should be. This could happen due to the changes and many other factors. Changes to the personnel of an established team are often challenging to a team as it goes through a new period of storming. This team is mixed with new and experienced members. So there is likely to be some awkwardness between members as new member begins to assert them and challenge the shape or purpose of the team. This could end up with frustration and personality conflict. I would take this thing in prior list to resolve the issue because it could be worst if it’s not been solved in the earliest manner. As I mentioned earlier I would take some steps which includes:

Using the transformational theory would have prevented the bad feelings towards each other. It is not one person’s responsibility to try to resolve a conflict (Chinn, 2008). If transformational theory were used in the described situation, the problem would have been addressed much earlier. Management would have called for a meeting where everybody would have had a chance to voice their problem according to the transformational steps and theory described below.

Supervisors are aware of the existing and changing forms of technology where they need to have the “know how”, understand the process, and the way things are done at their company. Another role a supervisor plays is that of the comprehension of legal

Employment relation is one of the vital and critical parts of HRM. For making an effective and healthy relationship between employers and employees, it is important to understand the perception of employment relations along with its importance in an organisation (Wang & Chen, 2005). Thus, if an organisation fails to understand its significance of employment relations and unable to manager employer and employee relationship efficiently, this might lead to impact on the organisation power and will deter its strength and profitability. According to Singh (2011), employee relations is basically a study of regulations, agreements and rules through which employees are accomplished with collective and individual group, importance imposed to individual

Bolognese, A. (2002). Employee Resistance to Organizational Change. Retrieved December 2, 2006 from Internet, http://www.newfoundations.com/OrgTheory/

To successfully achieve her goal of a more profitable company Helen must rely on the support of the workforce. As resistance to change is common human behavior the