Analysis Of Buck And Pulleyn Strategic Change Management Management Essay

Analysis Of Buck And Pulleyn Strategic Change Management Management Essay Leadership and Organizational philosophy is one of the most strategic organizational assets which provide means to devise an efficient strategy for gaining a sustainable competitive advantage in the marketplace. We identified in our training presentation that organizations needed change to survive in the marketplace due to change in customer needs, competitors strategies and change in political, economic, social and technological conditions surrounding the organizations. Organizations need to undergo a strategic change process in which the stakeholders and employees of the organization play the most crucial role. In this paper, assuming the role of a consultant to a business advice organization, the material of Buck and Pulleyn which is an American advertising agency has been selected for discussion. This case was written by Professor Louis B. Barnes in 1995 and it is one of the most prominent examples of strategic change management that how this organization has to undergone change. The discussion about the organization revolves around the following important points and it provides important insights about the strategic change management. Develop systems to involve stakeholders in the planning of change and develop a change management strategy with stakeholders. Evaluate the systems used to involve stakeholders in the planning of change. Explain what systems and processes would need to be/have been developed to ensure involvement of the stakeholders in the change, and justify choice. Create a strategy for managing resistance to change. Review the effectiveness of management actions to overcome any identified instances of resistance Describe the most important features in the successful implementation of organizational change, drawing upon at least two organizational models Plan to implement a model for change and develop appropriate measures to monitor progress. The case was published by Harvard Business School in 1995 for class discussion. (The case study can be accessed online at: http://gwu-emse-211.wikispaces.com/file/view/Buck++Pulleyn.pdf) Summary of the Analysis of Buck and Pulleyn Strategic Change Management This case focuses on the issues faced by Buck Pulleyn which includes restructuring of the organization, employees motivation and stationing of Creative Director, Robert Massimilian, as the president because of the conflicting feedback from different stakeholders. For Analysis, I have applied and reviewed Lewins Three-Step Change Model in this case. Firstly, in Unfreezing, Chris came up with a new structure which was formed by the consensus of all the employees and stakeholders. The resulting structure was less formalized and highly decentralized. In the Moving phase, the new structure was enriched with greater employees and stakeholders involvement and it consisted of external and internal teams to manage the strategic change process. The basic focus of change in organizations structure was to anticipate the dynamic environment with changing needs/wants of customers and clients (The most important asset for any organization). The issue of conflict between cost and quality, issues re garding expertise database and concerns related to compensation according to the new system structure were also addressed. Review compensation group had to deal with a couple of issues such as the process, merits, implementation and criteria for the compensation plans. Now the organization is facing the problem to re-freeze the change process at an optimal point and this is the main problem for the case. After analyzing the case, I would like to make some recommendations which are: Buck and Pulleyn need some visionary leadership to anticipate change with greater employee consensus and involvement. The compensation plan by team needs some more compliance and focus. The Roberts management practices should be reviewed. There is a need for making sure that the organizational values and philosophy should be compatible with the new organizational structure because these values and philosophy are the building blocks of leadership and a sustainable competitive advantage. (Barnes, 1995) Problem Statement: The Buck and Pulleyn needs major organizational structure changes due to changing environmental context and needs/wants of consumers and clients by keeping productive human resources enriched with motivation and enforcement of organizational philosophy and vision. The organization is looking to refreeze the change process at an optimal point Analysis: The basic problems faced by this organization were poor leadership, inefficient decision making and cultural resistance. At the start, when the need for change in organizational structure realized by Chris, the efforts failed because of old cultural norms of organization and lack of confidence on the top management by the employees and stakeholders; a factor which had lowered the motivation level and increased the reluctance to change among the employees and shareholders. I have arrived to this conclusion by applying, a well-known approach for managing change that requires organizations to go through three separate processes. It is called Lewins Three-Step Change Model. The three steps are unfreezing, movement, and refreezing. First step unfreezing was done by understanding the need for organizational change due to change in environmental context and customer needs. In the 2nd step discussions were held with all the stakeholders to change the existing style of leadership and strategy but employees showed some resistance for organizational change. During this step, employees were a little uncomfortable, and there was a need for some strategies to encourage them for participating in decision making process in order to engage employees in decision making about the new system. Finally during refreezing, some issues arose due to poor leadership techniques, inefficient decision making methods and lack of confidence on the top management by the employees. (Barnes, 1995) First of all, I would like to analyze the case with Lewins Three-Step Change Model to understand the change process and then I would generate some arguments to get understanding of issues to arrive at a conclusion of the case study with some recommendations. It is advised that the reader of this paper must read the case study originally published by Harvard business school. (Barnes, 1995) Lewis Three Step Change Model: Unfreezing: The initial stages related to the restructuring of the organization were met with some problems, including the negative reaction of the employees when the first memo for the restructuring of the organization was sent. The employees were engaged in selective perception and believed that their feedback or participation in the new structure of the hierarchy would be insignificant, despite the continuous effort of the top management to involve them in the structural reforms through various procedures including group discussions. Stakeholders were involved in the strategic change management process by group discussions and training sessions to discuss the change in environment and to implement a strategy for gaining a sustainable competitive advantage in the marketplace. The approach to change was good and being in the place of Chris Pulleyn, I would not like to change differently from Chris because the approach used by Chris opened the way for stakeholders involvement to increase their m otivation and to change their selective perception. Unfortunately, this effort to engage stakeholders was not very successful due to confusions among the stakeholders about the strategic change management. My argument supports this approach because despite this approach did not succeed but it provided some edge or initiative for change or in other words it worked as a slipping point to bring a change in the organization. All the remaining process of change in The Buck and Pulleyn started from this initiative. Therefore, the change management strategy was defined in such a way that different tools and systems were developed to involve all the stakeholders in the change management process such as training sessions, group discussion and seminars across the organization as has been mentioned in the case. (Barnes, 1995) Moving: The failure of the first memo was followed by the introduction of group discussions for all the employees a factor which resulted in a relatively more positive increase in the response of the employees/stakeholders and motivated participation in the strategic change process, but still it did not meet the required objectives. The restructuring task force process resulted in formation of controlled command groups on intra-departmental basis, and as noted from the performance and the orientation of the external and the internal teams, especially the red team, it seems that the five-stage model had been adopted in the group development model. Problem solving teams both internal/external (red, green and blue) had been formed and the team leaders were selected by the team members themselves, thus increasing the cohesiveness amongst the teams and increasing the possibility of positive effect of performance expectations. Membership in the three external and three internal teams had been est ablished. Each team was developing and clarifying its responsibilities and new working relationships, with the Red Team far ahead of the others. Most Red Team members had previous experience in one of Buck and Pulleyn earlier multifunctional teams. The Blue and Green teams were still in their early stages of formation. The Transition Task Force was also under way, had a mission statement, and planned to dissolve itself after a three-month work span. Robert Massimilian had agreed to spearhead the cost/quality initiative and another staff member was in the process of establishing an expertise database of internal resources for the coaching/consulting problem. The approach was successful because it motivated employees/stakeholders to take part in the change process and increase in response rate of employees is a clear indicator of this success. (Barnes, 1995) Refreezing We need to do something about this! The time constraints in the decision making process had been relaxed to some extend by Chris so as to ensure optimal decision making. The process of rational decision making would have been used to get a better and much quicker solution. The organization is attempting to anticipate and refreeze the change process but still some concerns from the employees and stakeholders side exist. Moreover, some more brain-storming is required to refreeze the process as the new system is not fully mature (as mentioned in the original case study). For example, Domains for teams are being defined and teams are still developing their working relationships and therefore the process is actually in progress. Red teams may have some experience but the blue teams and great teams are in early days of their formation. Cost-quality constraints are being considered and new staff is being developed for expertise database etc. The current structure is different from organizations previous structure and there ar e some contradictions which are confusing the company in efficient decision making and leadership. For example, now the compensations are to be paid on team performance basis while in the past compensations were paid on individual basis. In simple words, similar problems like the controversy between the old individual based performance values and new team based performance values are creating problems and a proper solution is required before re-freezing the change process. Some other problems like the issue of Creative Director need some immediate solution to complete the refreeze process. My point here is to explain that the organization is unable to re-freeze the change which it has implemented because of some problems and an immediate solution is required to address these problems before re-freezing the change process. Therefore, it is the basic problem faced by the organization in this case. (Barnes, 1995) Argumentation The focus of the various teams in Buck Pulleyn was on customer retention and satisfaction, and this could be attained through highly motivated and highly satisfied teams. Also, smooth coordination and cohesiveness would be needed among the various team members. Scarce resources should be efficiently allocated amongst the teams to result in optimal performance through the formation of a comprehensive database for resource detection and an effective compensation policy to go along with both these factors. The factors highlighted by the Restructuring Task Force were related to the compensation and bonus of the employees, as well as job promotions and possible career expansions. Compensation plans would have a positive effect on the motivation and the productivity of the employees if they would be tied to both the team and the individual performance, with periodic reviews of the team members for allowing better performance. (Barnes, 1995) Looking at the team effectiveness model, the teams had all the four components of Context, composition, work design and process and were moving to the path of success. Better teams would be made, with the passage of time, by providing training to the employees. (Barnes, 1995) The organization had come out of the conflict process successfully. The conflict related to cost and quality was good for higher efficiency of the organization because the employees would have focus on using the optimal production procedures for the maximum output. Looking at the issue faced by Chris regarding the nomination of Robert as the president, we can see that there was a conflict only in the opinions of the employees. (Barnes, 1995) If we see the above events which happened in the last then these events clearly support my conclusion given at the start of the discussion. For example, there are clear evidences of poor leadership techniques, inefficient decision making methods and lack of confidence on the top management by the employees. We can consider the start of this change process when employees declined the change process indirectly. Then at the moving phase, some conflicts arose. Finally at the case of Richard, some contradiction occurred. All the employees needed a unified line of command with motivation and leadership for strategic change management. This supported my point which I described in the presentation that leadership and organizational philosophy is the most significant and strategic asset of an organization and it is crucial for employees to understand the organizational philosophy to efficiently take part in the strategic change management process. (Barnes, 1995) Recommendations: Based on all our analysis, I would make the following recommendations for Chris in order to solve various issues: Ensure that the company has string leadership, with a strong support from the employees. The compensation plan, dealing with all the issues highlighted in the report given by the Restructuring Task Force, is needed to be considered in the light of the new system. The organization has a very strong culture and employees are reluctant to change. This should be kept in mind before establishing any further change policies. The company will now have a decentralized decision making and a horizontal hierarchy, in which the reliance will be on the decisions made by the team leaders rather than the top management. They will be in direct contact with the customers and therefore, they are the most valuable asset for the company if it needs to prosper. Therefore, I would like to recommend that for the external teams, motivated and customer friendly employees should be hired. Moreover, the teams should also be given training to strengthen the team dynamics. As a result, in the long run, they will generate very positive outcomes for the company. The methods used for the compensation plans should be efficient and employee oriented like peer surveys, etc. The final decision should rest with the compensation team, while the bonuses should be given on both team and individual performance basis. The career paths and possible promotions should be made clear in the new structure by the top management to increase the motivation level of employees and to hire the best talent for internal and external teams. Any policies which are radical, or are providing a deviation from the general norms or practices, need to be carried out with caution and precision. This is because as was seen in the restructuring process, the organization wasnt very supportive of the change in the structure of the organization. Any change or major decision needs to be carried out with precision and in accordance with the possible reaction of the employees. It would be better for the organization to have the confidence of the employees or the team leaders before and during the implementation process and decision making of policies. All the changes made should be tested empirically that whether these changes are compatible with organizational structure or not. Because organization philosophy and vision are the building blocks of organizations structure, a proper brain-storming and activity mapping should be done to check the feasibility of change process. This is because organizational vision and philosophy are transferred from leadership and supports the activity systems of organizations. Any change away for these constraints will cause is poor leadership with organizational collapse. Conclusion If we clearly analyze the above the case of Buck and Pulleyn, then it is obvious that every strategy to undergo a strategic change management was efficient but the only problem faced was lack of leadership and organizational philosophy in strategic change management. The same recommendations were given in the training slides other than the report. The organizational philosophy and leadership the most the strategic assets to undergo and manage the strategic change management process in organizations. The organization must enforce organizational and leadership philosophy to align the personal goals of employees with organizational goals to accomplish its goals and objectives with an effective and efficient strategy.

How to Study for an Exam Process Essay Essay

A cumulative exam, or final is a test given to students at the end of a course of study. Studying for a final cumulative exam can be both a stressful and scary time. Most high schools, colleges, and universities have final exams at the end of a particular academic term, semester, or more traditionally at the end of a complete course. These tests can be worth high percentages of your grade and can determine how well you do in a class. There are many steps to being able to take these tests well but they begin long before the studying for the test actually begins. To be successful on a final exam but ultimately in a class the first thing you must do is attend class. It is important you attend class so that you don’t miss out on anything important. The class time you spend listening to your instructor is one of the most essential ways of retaining information on the subject you’re going over. I’m not saying you must attend every single class in a semester but try your hardest to. If for some reason you do miss class, the next step you would follow is to be sure to get anything you’ve missed from a classmate. I never have an issue when it comes to getting information off classmates because you’ll find that everyone needs a friend in a class one day. The next thing you must do is take good notes. I use a variety of methods when I’m taking notes. I color-code things and use different ways of pointing out information such as stars, bullets, and arrows. These different things are a useful way to indicate different types of information. It makes it easier to pick out key points when you’re studying for your final. The next thing you do is keep up with your homework. In high school you typically get your homework the day before it is due so it is a lot easier to make sure you keep everything up to date. As a college student you receive a syllabus at the beginning of the semester that lists all assignments, tests, and readings for the class. I list all of these things in a planner and keep that planner with me at all times. You must keep up with everything on time because if you get behind you will fall further and further behind until you can’t catch up anymore. This could lead to doing poorly in your classes. You must continue with these steps for months leading into the end of the semester. Then, once it gets close to the final exam there are many things you must do. There are things you have to specifically do the week before, the night before, and then the morning of. If you follow certain steps then you’re surely to do just fine. First, a week or so before your exam compile all your materials in one place. I use a small binder of folder just so it’s easily carried around for studying. I go back through old notebooks and folders and collect any article that contains information I will need for the exam, all homework, handouts, quizzes, and tests. Get your syllabus and make sure you have notes covering everything you’ve done in the semester. Final exams contain information from the entire class so it is very important you collect everything. The next thing you must do is re-read all the information you have collected. As you read gather important points, make flashcards, study guides, and other study materials that could be of use to you. While making study guides it is often helpful to use different means of labeling things like arrows, stars, and color-coding things. Afterward, you must spend a large amount of time studying your material using many different methods. Personally I use practice tests, highlight, and re-take notes. Using many ways allows you to make sure you know the material and are not just memorizing it in a certain order. Be sure to spend extra time on any material you feel will either be a large part of the test or anything you are still unsure about. There are many steps to follow the night of the exam as well. First, get rid of all your distractions. Turn your phone on silent, log out of everything and put yourself in a non-distracting environment. The next step is to not spend too much time studying material you already know. Review and spend the majority of your time on things you are still unsure of. Your last step the night before your exam is simply, get some sleep. Your brain will be completely useless if you are exhausted so the smartest thing to do is to study early on, avoid the all-nighters, and get some rest. Finally, you must take your exam. Do not rush. Take your time on every question. If you do not know the answer to a  question do not panic, simply breathe and give it your best effort. After you have answered everything go back over your exam and make sure you have at least attempted every question. Make sure to check your answers and if any seem wrong change them. Then, turn your exam in and continue on your way. It is important to know how to study for and act the day of a final because every type of student goes through it. Whether you are in high school, college, or graduate school all scholars must be able to do well on these tests. Finals can determine how well you do in your classes and can ultimately determine parts of your future. You must receive good grades to be able to continue on an education path and obtain a good career. If you follow the steps I have provided for you then you are surely to do just fine.

Introducing Essay Topics with Islam

Introducing Essay Topics with Islam Key Pieces of Essay Topics with Islam The essay isn't the simplest task to master. One of the absolute most important tasks, before you begin writing an essay on religion, is choosing the most appropriate sort of paper. This isn't an instance of the work generated by our Essay Writing Service. A few crucial things to do to remember when writing your essay. Always think deeply about how to make a superior essay structure it's a significant part academic writing. To get started writing your assignment you would want to encounter an interesting and promising topic. To compose an outstanding essay, it's vital to use specific academic language. It's also advisable to constantly work to boost your writing style and create your essay attractive to read and simple to navigate. I think that there is one large difference between them and this distinction is a result of the particular behaviors that are the section of religious system. There's a restriction on using female sex appeal to entice men to purchase products. As Chinese folks have long-term orientation while Australian have short-term orientation and thus Mary need to make the things accordingly. On the opposite hand Australians believe in short-term approach and therefore believes in getting quick outcomes. Whispered Essay Topics with Islam Secrets It's the aspect that focuse s in the methods where the society addresses the unknown future. Islamic culture is extremely conservative. It's the dimension that addresses how the individuals in the society aren't equal. The next dimension is all about individualism. All About Essay Topics with Islam Religion is something which is held dear to the heart of several people and to mix and mingle them doesn't enable you to truly believe in one. Additional Buddhism believes this to accomplish ultimate peace, there's a demand of a man or woman to invariably chew over. Islam is open for all that is the reason why it's spreading rapidly around the world. He plays a huge role in the world today. Al-Haram is something which is unlawful or prohibited. If you still don't understand what essay topics to write about, have a look at this thought-provoking list there are lots of suggestions to consider and choose. This recipe is easily doubled and tastes equally as good reheated the following day. Your opinion matters and it's the trick to success to state it in the appropriate way, therefore, you ought not forget that any uncaring word or strong rhetorics can hurt someone's feelings! Naturally, you won't always have a true situation to discuss for each topic sometimes you need to borrow ideas from different people or simply apply your imagination. It's also a great idea to opt for a challenging topic that permits you to showcase your suggestions and support your beliefs or opinion about the topic issue. You might think that interesting essay titles do all of the work, allowing you to add obvious examples and share ordinary ideas. Finding the Best Essay Topics with Islam Native Arabs have bans and limitations on particular mass cultural pursuits. The Druze are famous for their belligerence and independence. Today, an increasing amount of Arabs live like they're in the West. Many incidents aren't reported in Pakistan. Providing information regarding the price of the i tem is undesirable. Among the exceptional benefits of MYOB is it can be customized according to the need of Qantas. There is an assortment of players on the market who can customize the ERP or accounting software dependent on the organizational needs. The most demanding visitors can come across entertainments and products to their taste and relish the high degree of service and incredible infrastructure of the principal cities and resorts. Top Essay Topics with Islam Choices The 3 religions are usually called Abrahamic religions. They are different in many ways. They believe in the existence of other supreme beings. They have different beliefs concerning Jesus.

Ir Iran Bomb And Cia Admits Article - 917 Words

On book: Persepolis Iran bomb and CIA admits article. Thesis: Iran, because of these events, is in worse condition because of the cultural revolution, poisoned from within, and is the victim of the actions of the western powers. 1st: Iran continues to worsen after the cultural revolution, despite the changes that follow. 2nd: It is being poisoned from the inside by the new leadership. 3rd : Iran to an extent is the victim of the actions of western powers. Intro: 1st paragraph: Iran continues to worsen after the cultural revolution, despite the changes that follow. (perspolis) When the people of a country seeks independence from a corrupt regime, they should take care that they too don’t end up replacing the regime they were fighting to escape. The country of Iran suffers this fate multiple times. The first example of this is when the reza shah removed the prime minister. The shah had originally come to power with the support of the people, proclaiming a republic for all, and alongside a prime minster, Mossadegh. However, not before long the shah removed the prime minister and attempted to become an authoritative monarch. The significance of this is that the shah had been given to the support of the people when he had come into power by overthrowing the previous emperor, only to betray the people he stood for by becoming an imposing monarch. By the time of Persepolis , the people have had enough of his crimes against them and wan t the shah gone. The second