Change Management Plan Paper Case Study Example | Topics and Well Written Essays - 3000 words

Change Management Plan Paper - Case Study Example Technology and innovative approaches to business are the main priorities of this company. In order to remain competitive and sustain its strong market position, CrysTel needs effective change models and leadership styles to support current improvements and innovations. At the heart of the Management of Change as a subject is a series of claims about what causes change and what are the solutions for managing this change effectively. The claims of those who know what these solutions are can be simply and directly put, but are sometimes more general than they are specific about the definitions on which these claims rely (Eneroth and Larsson 5). Organizational objectives devolving into departmental goals and then finally embodied in individual key tasks that assumes hierarchy and a systematic world governed by targeted work for individuals who contribute to departmental targets. These departments work together to support the organizational objectives. Following Grant et al (2002) 'Effective change management is not just about the "hard" structural aspects of organizations, but also requires actions based on an in-depth appreciation of their cultural and human aspects' (238). In CrysTel, Marketing and Sales departments suffer from low productivity and absenteeism, poor communication and lack of employee mentoring. Low motivation results in low productivity and high errors rates, poor morale and organizational culture. The difference lies in the active encouragement, which facilitates frankness about suspicions, attitudes and expectancies - not all of them positive. Beliefs that managers do not care are not exceptional in the organization. Opinions about stress and workloads having increased and the belief that terms and conditions are applied inconsistently are the beginnings of an agenda change that managers will need to address (Segriovanni and Glickman 98). CrysTel's Marketing and Sales Departments need a strong leadership, effective conflict resolution and negotiation techniques. Goal orientation is measured as priority ratings on the organization's growth, yield, societal value, independence, and prestige. To assess values, managers are asked to identify the values in the corporate mission statement that they believe are brought into practice. If the department lacks communication and unity, it fails to perform effectively. The focal points of the organizational change are strategy and human resource management. The new strategy, labeled "vision," should be aimed to bring together expertise and improve the exchange of knowledge and expertise. This will imply new working processes and a new organizational structure. Key players in the vision process are the general management, the management of the departments and the appointed manager. During the ensuing change process, every staff member should be involved in the definition of the c ore values and purposes (Wright and Kitay 271). The change can be defined as a change in core values and culture of the department. The new emphasis will be translated into desired new behavior. A central theme will be on positive and supportive atmosphere, mutual support and conflict management. Furthermore, as the organizational

Working at McDonald's Essay Example | Topics and Well Written Essays - 750 words

Working at McDonald's - Essay Example The apparent reasons that were disclosed by the author included affecting academic performance in a negative manner; apparently imparting skills that are not sufficiently applicable in future endeavors; and reportedly skew the values that are supposed to focus on adherence to ethical, moral and legal standards. Evidently, Etzioni indicated that the nature of the jobs provided in these kinds of establishments is highly uneducational. For one, the tasks and responsibilities were routinary, highly automated, structured, and leaves little grounds for instilling the teen-agers skills to develop creativity and innovativeness in the work setting. Another set of reasons contended by Etzioni that contributes to McDonald’s being bad for one’s kids are that these jobs provide few opportunities for career promotions or for the development of marketable skills, and more importantly, take greater amounts of time that compromise academic attendance and performance. Likewise, without a mple adult supervision, no governance and strategic guidance is provided to teenagers working in McDonald’s; and the apparent remuneration enables these teenagers to gain access to temporary fads and short-term pleasures that do not focus on the development of long-range planning on being financially mature and responsible citizens. Part 2: Critical Response Etzioni’s points of discussion and arguments were effective in terms of the ability of the author in relaying the message in a clear and concise manner. For instance, the subject or thesis statement was revealed at the first line where it was indicated that â€Å"McDonald’s is bad for your kids†¦ (particularly) to the jobs teen-agers undertake† (Etzioni 283). Then, succeeding statements provided the needed support for this main point. To support this main argument, for instance, Etzioni provided the following reasons to justify that McDonald’s is bad for kids in terms of providing employme nt at this particular fast food chain: (1) these jobs were asserted to â€Å"undermine school attendance and involvement, impart few skills that would be useful in later life, and simultaneously skew the values of teen-agers† (Etzioni par. 3); (2) these jobs are highly uneducational; (3) the hours and working days were reported to be too long; (4) supervisory techniques impart wrong lessons in terms of compliance that was described as blind obedience, as well as shared alienation with the boss (Etzioni par. 14), and inappropriate and insufficient (where teens were reported to supervise peer teens); (5) inconsistency in administrative or supervisory governance (too tight or too loose); and (6) pay apparently spent on â€Å"flimsy punk clothes, trinkets, and whatever else is the latest fast-moving teen craze† (Etzioni par. 18). Another reason why one strongly believes that Etzioni presented effective arguments to support his main point is that the author used and cited p revious studies to validate statements that were presented. There were two studies noted and cited as needed: the 1984 study apparently made by Ivan Charper and Bryan Shore Frazer which supposedly relied on responses made by teen-agers from the questionnaires that were designed; and the 1980 study conducted by A.V. Harrell and P.W. Wirtz that aimed to determine the unemployment rate of those who were previously employed at fast food chains as compared to those who stayed in school. In addition, some statistics and figures were cited to support other arguments. The assertion that teen-agers render long days and hours working at fast-food chains cited the Charper and Frazer study which disclosed that more than 30 hours per week were rendered by a third of the employees or approximately 33%; 20%