A-Discuss the need for change for the company in the scenario using either the systems contingency model or the organizational life cycle model
The need for change emerges in the company to integrate with the modern business trends in the modern business environment. The stages in the organizational life cycle are start-up, growth, maturity, revival, and decline deriving the insights from the provided scenario, the company is in the growth stage, as it is growing internationally and dealing with almost 500 employees. In this growth stage, there is a need for change with the perspective of both, the employees and the organization. For Instance, there is a need to develop a culture, which can provide the employee a pertinent platform to conduct the creative an innovative work. Ultimately, when conducting the international business or expansion, the cultural integration can be met through the employee training to integrate with the technology and participate in the organizational decisions in an effective and lucrative manner. The company has grown rapidly over the past decade, from generating $1 million in sales to $100 million. Now, this is the best chance to enhance the visibility of employee training, engagement, and technology integration to maintain the employee diversity and innovation to meet the needs of the customers.
B-Describe the differences between a learning organization and a traditional organization
Traditional organizations do not prefer to change if things are working for them. Conversely, the learning organizations seek the change time to avoid the disruptions. Traditionally, the company conducts the innovation and creativity only through the research and development. On the contrary, in the learning organization, everyone takes part in innovation and creativity. The management controls everyone in the company in traditional organizations. Comparatively, the management enables everyone in the learning organization. The main fear in the traditional firm is making the mistakes. On the other hand, the main fear in learning firm is lacking the adaptation or learning from the mistakes.
1-Identify which stage of Woolner’s 5-stage model the company is currently in
This manufacturing company is in the developing stage of the Woolner’s 5-stage model, as the intentions are towards making the changes for both, short and long run along with prominent sustainability.
a-Explain why the company is currently in the identified stage of Woolner’s 5-stage model
The company is in the developing stage because major changes are to be made. In the development process, the company identifies the different issues at the workplace and in service operations such as employee training, inventory and many others. Despite having the expansion, lack of investment in the training and technology can lead the company towards backward. As mentioned in this case, the investment in training and technology is intended to make the major improvements in both, the employee and operational performance. Therefore, the company is currently in the developing stage of Woolner’s 5-stage model
2-Explain how the company from the scenario would use Senge’s5 disciplines to become a learning organization
The five disciplines of the Senge are shared vision, mental model, personal mastery, team learning and system thinking. The company would use shared vision through developing the top-down approach to sharing the ideas and information. The company can take the time to create a new vision to make the changes for creative outputs. The mental model can be used through analyzing the employees at the workplace. In the training process, the company can create the values, beliefs, and mindsets of the employee let them think big and different now. The company can enhance the personal mastery through sustaining the relations with the employees and prepare them for making the decisions. The company can delegate, form behavior and interact to learn and initiate creativity. Through training, the company can initiate the team building activities to maintain the diversity and share the different skills, experiences, and expertise. To become a learning organization, independent team environment is good for creative idea generation and pertinent employee behavior. In the last, the technological change in the inventory needs to be addressed. For Instance, the management can use the system thinking for identifying the issues in supply chain, inventory, and production. Thinking is a learning process, which may result in the technological change to gain the rapidness and efficiency in the company.
C-Identify the type of change and the rate of change to take the company from a traditional organization to a learning organization using Balogun and Hope-Hailey’s model
Concerning the Balogun and Hope-Hailey’s model, the company contains the reconstructed type of change. Obviously, the reconstruction is needed due to the changing business conditions and competitive business environment.
1-Explain why the type of change and rate of change would be appropriate for the company in the scenario using Balogun and Hope-Hailey’s model. `
The reconstruction seems pertinent because it can help to realign in the way the company operates. New skills of the employees and new technology are the several initiatives, which can help the company, depict the major changes. It is appropriate for the company, as reconstructing can assist in meeting the modern business needs. Process improvements due to the rapid technological change such as software system of inventory are a form of reconstruction of the process, as a traditional process is not going to work in the modern business era.
D-Discuss how four steps of the action research model could be applied to the change process (Traditional organization to learning organization) for the company in the scenario.
Plan, act, observe and reflect are the four major steps of the action research, and these can be applied successfully. Concerning the scenario, the management plans the change through employee training and technology change in the inventory. It is a time to identify the issues in technology and an impaired processing of inventory management, production, and confusion among the employees due to lack of information. The action starts with the implementation; a change process is quite visible. The firm observes the employee traits, workplace environment, and overall productivity to learn different aspect. Through reflection, the management understands the impact of antiquated software and other technology and draws a difference to learn more in future.
E-Recommend two innovation strategies that management could use to transition the company in the scenario from a traditional organization to a learning organization.
The innovative strategy of the company is conducting the research and development in each quarter to derive the modern trends and come up with the things, which are undone by the company and the competitors. Based on the customer needs and wants, the strategy is to modify or develop the innovative products, which meets the modern needs. Second, with the perspective of operations of the company, the technology integration with the passage of the time is the more appropriate innovative strategy. Through the new technology, the products can contain the uniqueness and differentiation. Through developing the new technology, the company intends to develop new products for the customers. Of course, for better technology integration, the training is a major aspect of this strategy.
1-Explain how one recommended innovation strategy would be used by management in the company’s change process.
In the company change process, the technology integration is the best strategy that this company can use to manage, and sustain the change. The company intends to improve the process and employee performance to have some innovative outputs. The technology integration will be used through taking the expert consultancy, as this is better to choose the most appropriate technology for innovative outputs. There are some steps a to adopt this strategy. These steps are; initiation, research, plan, implement, and monitor. The change process takes time, and the strategy evolves in all these steps and in the implementation stage, the company gains the outcomes according to the expectation.
F-Discuss how four steps of Kotter’s 8-step model could be applied to the change process for the company in the scenario
Increase urgency, build the guiding team, develop the vision and empower actions is the four steps of Kotter’s 8-step model could be applied to the change process for the company in the scenario. In the first step, the management can highlight the possible threats and take an immediate action towards the change. The management can examine the opportunities in adopting the new technology and employee development. For Instance, the inventory management can be converted into the digital inventory to contain the rapid and efficient flow of goods. Building a good team refers acquiring the professional services to train the employees to shape the behavior and develop the skills to integrate with the technology. Obviously, the company can develop the mission, according to the needs of change. Interestingly, the manufacturing objective integrates with the redefined vision of the company to make the changes in employee and technology in the limelight. The management can empower the actions through engaging the employees. For Instance, in this change process, training regarding new information, inventory, and production technology to reshape the work process can be done through motivating the employees. The investment, training, and engagement empower the actions.
G-Explain how each of the five pillars of sustainable change could be applied to sustain the learning organization environment of the company in the scenario.
The five pillars of sustainable change are leadership, strategy, culture, structure, and systems. The management can play a role of leadership to lead the 500 employees after the growth or expansion. The s management and employee can collaborate and make the strategies and decisions, which may result in major change, innovation, and creativity. Obviously, through training and development employees and pertinent opportunities, the company can maintain a culture, which depicts the employee independence regarding the work and the credibility of the technology absorption. The structure is also triggered; a structure of this manufacturing concern can support the open communications. In the end, the inventory management, supply chain. Information technology, sales, and quality management need the technological change, and ultimately, in this growth situation, process improvements, innovations, and differentiated work emerge.
+447462439809