Organizational change and development case studies


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Because Apple beat Nokia to market with its iPhone, the latter company missed its opportunity to lead the smartphone revolution. Understanding this all too well — Nokia has reinvented itself time and again in its plus-year history — the Finland-based company hired a new CEO to take the reins. Like it has done so many times over the years how else does a company founded in become the worldwide leader in mobile devices in the s? Currently, the company is building network and mapping technologies, among other initiatives. This caused Coca-Cola to reevaluate its offerings. Eventually, the company decided to concoct a new, sweeter soda.

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They called it simply New Coke. Quickly, management decided to pull New Coke and replace it with the older, established formula. Lo and behold, Coca-Cola Classic was born, and Coke maintained its market dominance. In fact, the beverage king sells more than brands to customers in over countries. In other words, Coca-Cola has consistently strived to diversify its product portfolio and expand into new markets. By and large, Coke has succeeded in these efforts. On the other hand, American car manufacturers like Ford and General Motors were crushing it.

Understanding that something major had to be done in order to keep pace with their Western rivals, Taiichi Ohno, an engineer at Toyota , convinced his managers to implement the just-in-time approach to manufacturing. Instead of having to order and store an insane amount of heavy equipment and machinery, Ohno thought it made a whole lot more sense to receive supplies the moment they were ready to be used.

About 15 percent, however, found it too difficult to accept the responsibility or work without direct supervision and chose to go elsewhere. It was regrettable that approximately half were excellent performers with the old system but were unable to adjust to the changes.

The role transition is perceived as a more difficult adjustment for first-level supervisors, since they need to unlearn the way they have been working for more than 15 or 20 years. Moreover, there was no role model for a ''resource'' in Indeed, the concept of autonomous teams met with skepticism when it was presented to the supervisors.

They perceived the safest assignment would be as plant superintendent, working with the rotating shifts. At the end of , no shift supervision was required and, in contrast to the expectations of many, progress was accelerated as former first-level supervisors assumed resource roles that evolved into STRs. To assist the former supervisors in making the paradigm change, new learning was emphasized. A manager of change was named. However, too much change could result in confusion, excessive mistakes, and lack of coordination.

IBIS recognized the need for procedures and controls and continued with some parts of the hierarchy such that both the teams and the resources could request support as well as give direction. There is also interdependence within levels to promote interpersonal relationships between the functional roles.

Information and resource sharing, along with mutual support, are emphasized. The teams connect with the core process, supported by resources and managers. As skills and knowledge develop, all boundaries shift and become broader. A third organizational type—an adhocracy—illustrates an organization's readiness to accept boundary adjustments to facilitate innovation and change.

The effort goes into implementing change and not dealing with organizational resistance to overcome inertia. In contrast to most firms, IBIS perceives each individual as the center of the network, connected with information technology and capable of continuous organization transformation. Organization always lags what is required today because it was organized to accomplish yesterday's tasks. The shorter the time lag, the more effective the business. To achieve high performance, organizations have continuous self-destruction and reconstruction.

IBIS must also master the paradox of dealing with conflicting organizational types: hierarchy and adhocracy, teams and individuals.

Management of organisational changes in a case of de-institutionalisation.

These concepts are more fully developed by Davis and Quinn If teams are overemphasized, a country club atmosphere can prevail. However, a lack of information sharing by individuals results in duplication of costly learning experiences. It also deprives the team of essential information. On the other hand, individual performance and contribution are important and are recognized by the significant work and administrative responsibilities each team member has as both a ray and a key decision maker in the manufacturing process.

As the role of the supervisory technical resources evolved, they were initially reluctant to intervene, feeling much more comfortable with coordinating, observing, coaching, facilitating, and training. Managing the paradox, between intervention and resumption of what could be perceived as role reversion to the old paradigm, was a delicate balance.

IBIS's success is attributed to positive results being achieved as we moved toward self-regulation, which more than offset the unusual incidents. Most of the outside resources employed for IBIS organizational development and assistance in making the paradigm shift dealt with people rather than technology. Early in a Dale Carnegie course was offered to everyone in the plant. Eighty percent of the people completed the six weeks of training offered outside of regular work hours. The level of self-confidence of all participants improved, and communication abilities were enhanced.

The Impact of Leaders and Managers Across and Within Different Countries

IBIS was off to an excellent start. About 10 percent of the people were also enrolled in the full week course off-site. Concurrently, Rational Problem Solving courses were provided to all employees. Recognizing that rapid change contributes to stress, IBIS established a stress-management and wellness program. The physiological psychologist who assisted in the schedule resolution was retained for the first three years. During the psychologist's weeklong visits, generally once every four or five months, small group sessions were scheduled for everyone in the plant. The causes of stress were discussed, along with stress management techniques, exercise, and proper nutrition.

Time was made available for individual counseling. A survey at the end of three years showed that one-third of the plant community made some adjustments as a result of the program. Another third said they made a significant change in their life-styles. The remaining third stated they were better informed but had made no change. All believed the program results were mutually beneficial in accelerating the change process, recognizing that stress was present, and providing the tools to manage it.

Another practice that had to be encouraged was asking for help. In the past, asking questions was often viewed as an inability to comprehend "what everybody else already knows.

Because it is essential for IBIS's success that everyone be comfortable in asking for help, Interaction, a course offered by Development Dimensions, Inc. DDI , was provided to everyone. An individual was trained off-site by DDI to become a facilitator and six in-house facilitators were selected and trained. Next, plantwide courses were scheduled using a combination of videotapes, exercises, and open discussion over a three-month period.

The videotapes and other materials were unusual in the way they avoided reference to the traditional relationship between supervisors and subordinates. In addition to encouraging people to ask for help, the training reinforced two other principles: having respect for others and having empathy for the person in the other position. The program also helped to establish a common language. The timing was important. The need for this course was well recognized and appreciated as another tool in facilitating the organizational change.

The baseline study identified potential advantages of installing a PC network to improve information flow and using manu-. The study also recommended a centralized control station for better integration of plant operations. The PC network was installed in and has been continuously expanded. The centralized control was designed in and implemented in All plans have met or exceeded expectations Horton, ; Jansen, ; Nisenfeld, ; Weber and Nisenfeld, Design and implementation of the PC network was accomplished using computer science students from the local university.

An elementary approach allowed rapid results. After several iterations with the users on the plant floor and in the control room, laboratory, and other areas throughout the plant, current operating results were available. The performance measurements facilitated the communication that was essential for cost improvements.


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More than 50 PCs are now used on applications ranging from simple document retrieval to expert systems that support operator decision making. In a cross-functional team was charged with selecting generic software to replace the "paper mill" used for production tracking. At the same time, the team was to identify opportunities to redesign the work to enable people to better use the technology.

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Members included representatives from customer service, order entry, accounting, accounts payable, accounts receivable, purchasing. After a cursory screening, two vendors provided software for a week-long evaluation by the potential users. A selection was made, and the next nine months were required for more complete training, configurations, and start-up.

The results met or exceeded all objectives.


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organizational change and development case studies Organizational change and development case studies
organizational change and development case studies Organizational change and development case studies
organizational change and development case studies Organizational change and development case studies
organizational change and development case studies Organizational change and development case studies
organizational change and development case studies Organizational change and development case studies
organizational change and development case studies Organizational change and development case studies
organizational change and development case studies Organizational change and development case studies
organizational change and development case studies Organizational change and development case studies

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