Case studies of managing change in Organisations

Case studies of managing lurch in Organisations world proletariat 1The requirements from designate 1 ar to identify trey institutions which birth recently channelised the way they run their production line, the research must include the nature of the organization and its localise in the current economy, what variegates they bring in the last louvre years and what ar the outcomes of the intensify.Objectives of Task 1 following(a) ar the main objectives of Task 1Investigate a research in 3 organizations which down recently underg unmatched converts in the way the run their business.What is the nature of these organizations and their current economic climate?What changes they brought into their governing body.What are the outcomes of those changes both positive and negativeProduce a report to draw the conclusion of the base of study of these three make-ups that how changes effects organization in todays economy. ternion organisations I pay off chosenI have chosen th e following three organisations for task 1 of the Unit two Managing trans curriculumt in faceIslamic International medical checkup College Trust (IIMCT)Paktel GSM (Zong)Smart Cars1. Islamic International Medical College Trust (IIMCT)Islamic International Medical College Trust (IIMCT) was established in 1998 to provide medical education. Initially they start with a medical college at Islamabad Pakistan they acquire a prominent building at the central positioning of the city. The trust demonstrateer is a retired army general, and a leading cardiologist known worldwide. After two years in 2000 IIMCT opened an Engineering College by the recognize of Islamic International Engineering College (IIEC) and an institute for the education of computing and information engineering science by the signalize of Riphah Institute of Informatics, all these colleges continued their workaday activities as individual bodies reporting to trust headquarter the affiliation of these institutions wa s with county well-known universities like Hamdard University and University of Engineering and Technology Taxila Pakistan.Changes in IIMCTLater on the trouble of IIMCT feel the consume of their own degree awarding body, and this was the horizontal surface when they decide to go for major change or organizational change. They applied to federal g everyplacenment for the licence of university and have the approval in 2005 by completing all the requirements of having a university licence, and this lead IIMCT to the foundation of Riphah International University.Now Riphah International University has opposite departments and faculties, Islamic International Medical College is now known as faculty of medical sciences of Riphah International University (RIU), IIEC is engineering faculty and RII is Faculty of Computing of RIU.The IIMCT continue its activities under the brand name firearm Riphah International University is the degree awarding body now.Recently they have launched diff erent courses in coaction with University of Bedfordshire UK, and Royal Medical College London. Riphah International University has now 12 faculties with three campuses and three teaching hospitals. Govt of Pakistan have issued them FM radio station and Tele day-dream licence to the university for educational purposes. RIU have now opened its campus at Dubai in collaboration with Dubai state government.Outcomes of ChangeFrom above stated details its quite clear that the changes that IIMCT brought into their organization had a very positive impact likeThey now have their own degree awarding bodyThey became eligible to get educational grants for Govt set out sum upd the tour of faculties / institutes and as well the number of studentsGovt of Pakistan offers them two govt hospitals and now they are using those as teaching hospitals for their medical students.Get approval to open overseas campuses.Able to work in collaboration with UK leading educational institutions.Have their own FM radio channel and soon will have a TV channel.Get good cheat placement for their graduates.2. Paktel GSM (Zong)Paktel the pioneer in the telecom industry in Pakistan, start their operation in the mid 90s. Firstly they provide just ASM function but after the evaluation of GSM technology they also start GSM dish ups. As they were having no contenders in the telecom market, so they were completely dominating the market, a few years after their first competitor came into telecom market an Egyptian comp roughly(prenominal) by the name of Orascom Telcom, and the brand name of Mobilink, later on Pakistan telecom also started GSM services by the name of Ufone. The entry of both these companies brought very rocky results for Paktel and most of their customers started using services of some other(a) companies because of good persona and services, the management of Paktel tried so much to expect their place in the market and for that they offer so many attractive packages but was a hard luck for them and the company goes into completely background when a nonher(prenominal) two companies, Telenor from Norway and Warid Telecom from gulf came into Pakistani market.Changes in Paktel GSMAfter having too much competitors with very good business background and latest technologies it was very hard for Paktel to stay in the current scenario, so the management of the company decide to franchise the company and to sell more than 50 % of the company to the China brisk Company, which is the universe leading telecom company.When China Mobile Company became the owner they bring a vast amount of changes in their technology, management, and the way they operate. They changed the brand name from Paktel to Zong, change the company logo, marketing strategy, introduce very attractive packages for customers, and start providing network services in very remote areas of Pakistan, and now they have on third position in having more customers after Mobilink and Ufone.Outcomes of Cha ngeFollowing are the impact of change that Paktel management bring into their organization i.e. from Paktel to ZongIncrease in the number of their customersNow they have updated and latest technologyHave now management team with tons of experience.Introduce very good and unique ideas and strategies for marketing, and have attracted a big number of customer to use their productIncrease the revenue of the companyHave earn a good name in the telecom sector by providing good services3. Star CarsThe company is a British company founded in 1994 by a British psyche Ernie Andreson at Oxford UK. The mission of the company is to provide cars on hiring with good services. By the end of 1999 the company business was amazing and StarCars were having 5 centres at different cities of join Kingdom. And at the end of 2004 the StarCars expanded its business up to 17 centres all over the UK. But as their business increases they were facing paradoxs in carrying out the day-to-day activities. Follow ing is the list of main problems that became the base for change in near future for StarCars.There was talk problems, the round members in other centres often found it sticky to sort out wage queries with Oxford. Also when a centre had a problem, such as customer dispute it was fractious to settle because no one seems to have authority at franchise centre, it was the only the founder of the company who make the finiss and was often unavailable.Because of the distance involved, the mobile mechanic found it difficult to maintain cars all over the country. The mechanics were overworked, and the condition of the cars goes wrong by having no proper attention.The accountability of each centre was a major problem for the head office.Because of the geographical distance between centres the supplys feels isolated, there was often a lack of leadership and some staff became demotivated and staffs turn over also risen.Change in StarCarsThe management of the company decide to organise the company geographically, they divide the company into seven geographical locations and appoint one manager for each field and delegate a lot more responsibilities and power to that individual. The regional manager was assign the responsibility to make daily visits to all the centres in the region, recruit staff and attend a management meeting with the owner and board of directors every two weeks.They also outsource all car maintenance to another business and allow managers to buy cars for their region based on regional demand, but they must have to provide proper justification for that. They start training programs for mangers and other staff members, and also a good incentive packages.Outcomes of ChangeFollowing are the main outcomes of change in StarCars assistant the company to maintain their accounts substantiallyImprove the way they operate, and increase in their businessIt became easy for the management to look after the business at all location by consulting the regional man ger.Have a very improved organization mental synthesis and good communication among all the regional centres.Conclusion (Report)From Naeem UllahTo Board of DirectorsSubject involve of change in organizations in todays economyDate 02-03-2010In the current era changes effects the organizations the following waysChange in organisation tolerate the baseline of the organizationChanges bring alterations or change in the strategy of the organizationCan effect the culture and measurement of the organisationCan bring increase or decrease to the profit of the organisation if it is a profit organisation.Change they way they develop, market their product or servicesCan reduce or increase the management hierarchiesIntroduction Task 2This task is near the study of the bureaucratic organisations which are well established and large organisations. Many of these organisations have re assessed their strategies and positions. In this task the requirement is to select two bureaucratic organisation s and evaluate their strength and weaknesses, the efficiency through and through which these organisations works, the impact of bureaucratic organisations on their environment and how these organisations react to change.Objectives of TaskFollowing are the objectives of this taskIdentify two bureaucratic organisationsEvaluate their strengths and weaknessesImpact of bureaucracy on their environmentHow these organisations react to changeProduce a report to evaluate these organisationsReportFrom Naeem Khan (Managing Consultant)To Managing DirectorDate 29 Mar. 10Subject Investigation on two bureaucratic OrganisationsTwo Bureaucratic OrganisationsTo complete this task I have identified the following two bureaucratic organisations.British Telecom (BT)Pakistan Telecommunication Company exceptional (PTCL)1. British TelecomBritish Telecom (BT) is the worlds oldest communications company, with a direct line of descent from the first commercial telecommunications undertaking in the world.The Electric telecommunicate Company incorporated in 1846, was the first anywhere to exploit leading edge telegraphy technology and introduce electrical communications to an astonished world. indoors ten years an internationalnetwork had been developed, making communications possible within minutes and hours instead of days and weeks. The consequences for every aspect of society were prominent and profound.British Telecom fork ups global telecommunication services in more than 170 countries worldwide Participates in London and New York Stock Exchange and is listed in the FTSE 100 Index. Provides most British fixed-line telephones with local loop and trunk network connections, and telephone exchanges. It operates more than 28 million UK telephone lines.Efficiency through which BT is workAs British Telecom is one of the worlds most popular telecom company, they have very experienced and hot staff, equipped with latest tools and technology. They provide services in all sector of telec om, from telephonic conversation to fast internet broadband, Ethernet facility, realistic Private Network VPN, Wireless Local Loops WLL and so many other products and services.The current assets of BT are more than 49.34 billion pounds, and have more than 28 million customers in UK, the total sales of BT in 2009 was about 21,7235, which show the grandeur of BT in telecom industry in the country and also its values in producing good revenue for the countrys economy.British Telecom has about 18 competitors in the market but they have the advantage of having much more customers and a very rich history in the telecom sector of United Kingdom.Impact of Bureaucratic Environment on BTAs British Telecom is a very big organisation having thousands of employees and dealing with such a big number of customers, they are having a very good organisational structure using the bureaucratic approach to implement their policies. In BT they use the traditional form of bureaucracy, the law, policy an d regulations are normally created by the top management or board of executives and then a series of steps Is taken for the execution in which the superiors pass their subordinates what to do and how to do, and evaluate their performance and then report to his higher authorities.How BT React to ChangeAs BT is a bureaucratic organisation and its a very long and difficult play to introduce new change to their organisation. They follow a very systematic way to cup up with changes. To bring change into the organisation the decision is taken by the higher authorities and instruction execution is made on the ground in a series of steps instructed by the top level management.Pakistan Telecommunication Company Limited (PTCL)Pakistan Telecommunication Company Limited is Pakistan l largest converged services carrierprovide basic telephonic services to data and internet, ikon and audio conferencing throughout the country.The vision of PTCL is To be the leading Information and Communication Technology Service Provider in the region by achieving customer rejoicing and maximizing shareholders value. While the mission of the company is to achieve their vision by having An organizational environment that fosters professionalism, motivation and quality , An environment that is cost effective and quality conscious, Services that are based on the most optimum technology, Quality and Time conscious customer service, Sustained growth in earnings and profitability. tally to financial report of PTCL published in June 2009 the net income of PTCL is 9.1 billionPakistani Rupees. By nature PTCL is a bureaucratic organisation from its start, In 1995, Pakistan Telecommunication (Reorganization) economy formed the basis for PTCL monopoly over basic telephony in the country. And in 1996 PTCL was listed in all the stock exchanges of the country.Efficiency through which PTCL is workingPTCL is the largest telecom service provider in Pakistan and also part of the consortium of submarine c ommunications cables network. They provide best communication services to their customers at their door step. PTCL have about 2000 telephone exchange round the country providing largest fixed line network, GSM, CDMA and Wireless Local Loop (WLL).Impact of Bureaucratic Environment on PTCLImpact of bureaucratic type of management is same on PTCL as like other bureaucratic organisation, they are very systematic and structured in bringing any change into their organisation and the way they are working. As in telecom sector in Pakistan PTCL is having the monopoly but in 2003 the post-monopoly era came withPakistans Liberalization in Telecommunication. On the Government level, a comprehensive liberalization policy for telecoms sector is was offered. Which bring the concept of privatizing the public sector organisations and PTCL was one among those.How PTCL React to ChangeAs PTCL is a bureaucratic organisation but it has very strong labour union and employee union which is very influential within and outside organisation. When in 2005 the govt of Pakistan decide to denationalize the company and sell about 26 % of its share to a gulf based company Etisalat there was country wide protest and strike by PTCL workers. They even disrupted Phone lines of some big Government institutions like Punjab University Lahore and many lines of public sector were also blocked.And a very tense role was created when the technicians of PTCL refuses the repair of undersea optical fibre line to Singapore, at last military forces take over the control of all offices and make a winner transition of the run.ConclusionBureaucratic organisations are very systematic and well structuredThey work efficiently in big organisational structuresTo bring change in organisation is very lengthy and time consuming process, it also takes more efforts as compared to other types of organisations.The bureaucratic organisation management may face saviour problems in bringing change in organisation.Introduct ion to Task 3In todays world most organisations use the concept of Fordism to have more advantages over the competitors they requisite to respond to the situations quickly and efficiently by providing good products and services to their customers. To have competitive advantages organisations needs to adapt to newer and better methods of organisational management. In this task the instruction is on how organisation can work more effectively by using alternative forms of organisational development except that they are using.Objectives of Task 3Following are the main objectives of this taskDefinition of the concept of Fordism and its importanceImportance of Fordism in modern managementComparison of two organisations between alternative forms of organisational development.FordismManufacturingdoctrine thataimstoachievehigherproductivityby standardizing theoutput, using conveyorassembly lines, and breaking theworkinto small de-skilledtasks. Whereas Taylorism(on which Fordism is based) s eeksmachineandworker efficiency, Fordism seeks to combine them as oneunit, and emphasizes minimization ofcostsinstead ofmaximizationof profit., the concept of Fordism was introduced by USautomobilepioneer Henry Ford (1863-1947).Fordism was a method used in general in the automotive industry it improved productivity, but it was also a amaze of economic expansion and technological progress based on the stool production the manufacture of standardized products in huge volumes using special purpose machinery and unskilled labor. This principle could be applied to any kind of manufacturing process and for a time it was. Major success stemmed from three major principlesThe Standardization of the productThe use of Special-purpose tools and/or equipment via the assembly lineThe Elimination of skilled labor in direct production, while simultaneously paying the worker higher wages.Fordism is a production process that standardized the production for a pull down price and for a larger produ ction. The factories were built on places where labor or raw materials for the product were available. The companies were in this way dependent of the place they were built. Besides that the city was dependent of the companies, because they served employment.Important of Fordism in modern managementBy using the concept of Fordism in modern management organizations can benefits from it in various ways, some of them are stated belowFordism helps in modern management to do jobs quicker and cheaper both Fordism and Scientific Management share common themes yet also display some significant differences. They both encourage looking at the fastest way work can be completed and impose austere guidelines upon employees and their job descriptions. This has led to a great deal of dissatisfaction among employees in production lines with alienation and monotony of workers that encouraged a high turnover of employees at organizations that oblige these techniques. Henry Ford developed much of hi s conceptions upon Taylors ideas of scientific management. These theories imply that contemporary organizations and their managers should take into consideration the ideas of employees to avoid division. Managers today often see workers as multi-skilled and more involved in the process of production via teamwork, the reintegration of manual and mental labor, and the empowerment of production workers. Todays mass production has seen technology wiping out many of the jobs once held by these employees. There is a movement towards a more flexible workplace in the wave of this new technology away from strict guidelines imposed upon workers and their job descriptions, they are now encouraged to learn about other areas of the workplace. Fordism and scientific management have greatly influenced our workplace today and their theories will continue to be built upon for years to come.Comparison of BT and PTCL in light of above discussionBoth these companies are public sector organization with big revenue contemporaries each year and thousands of employees providing telecom services to their customers throughout their respective countries.Following is the comparison between these two organizations on the basis of their growth, processes, expansions, procedures and they way they introduce changes into their organization.PTCLBTPTCL has lunched WLL (prepaid postpaid) through this customer can connect where landline scarce.Provide high speed broadband, telephony services and TV on a single wireProvide their customers the facility of smart TVAccording to Annual report 2009 the net income of PTCL is 9.1 billionPakistani RupeesHave about 2000 telephone exchangePracticing bureaucratic in their organization.Having current assets of 49.34 billion poundsHave 28 million customers in UKThey are competing with about 18 competitors in the marketProviding products and services like internet broadband, Ethernet facility, Virtual Private Network VPN, Wireless Local Loops WLL and so many other products and services.According to the annual report of 2009 the total revenue generated by BT was about 21,7235Is a bureaucratic organization from start and still practicing bureaucracy to bring change within the organization.ConclusionFordism is the concept which helps organizations in the development of theStandardization of the productHelp organizations in developing goods and services in as assembly lineFordism helps organizations in modern management to produce good services to their customers.Introduction to Task 4This task it is assumed that one of the organisation hired me and they require from me to come up with a clearer idea of the available models for change and come up with a presentation to the management of the describing the various models available for the organisation during the exchange from shop environment to internet sales, and advise the management which model to use, which is the best, and appropriate for the organisation.Pakistan Tele communication Co mpany Limited has hired me and they demands from me to produce the following work.Objectives of Task 4Following are the main objectives of the task 4Describe various models for organisationDescribe the appropriate model for change from shop environment to internet saleWhat is organisation change modelWhen organisation tends to bring change into their organisational structure and operation they need to follow certain procedure which minimise the cost of change, it means that they should follow a certain steps of pre defined procedure. So change model is a set of pre defined procedure to ensure the secure change within organisation.Organisation change model in organisational development from the spatial relation of change in from top level management changes to the operational level changes.Available Change Models for PTCLFollowing are the available models of change for PTCLDynamic conservatismDynamic conservatism model is focused on the increasing need due to increasing change of p ace for the change process. This model was produced by Schon. The endeavor of this process model is to make the change process in organizations more flexible and dynamic.Kubler-Ross ModelKubler-Ross Model is also known as five stages of grief. It describes five discrete stages, she describes how people deal with grief and tragedy. Five stages of Kubler-Ross areDenial I feel fine This cant be happening, not to meAnger How can this happen to me?Bargaining I will do anything for a few more yearsDepression I am going to die what is the point?Acceptance it is going to be okayDynamic ConservatismThis model was described by Schon. He explores that inherent nature of the organizations can be cautious and protect them from constant change. Schon recognizes the increasing need due to the increasing change of pace for this process to become far more flexible.ADKARADKAR is a goal-oriented change management model that allows change management team to focus their activities on specific business results. ADKAR is a useful framework for change management teams in supplying and execution of their work.AwarenessDesireKnowledgeAbilityReinforcementAppropriate Model for PTCLBringing change in organization is very tough and knotty problem, the management of the organization need to have deep look different aspects of the current position and the position of organization after change. Advising a change model to organization is a difficult job to do, because of the different factors involvement in the change process. So I will suggest PTCL to go for the two change models parallel from above defined models.Individual Change ModelDynamic ConversionI suggest these two models because of the very speedy changes in organization of PTCL and the way they perform their operations. So these two models will help PTCL to have a successful transition from their present state to where they want in future.Introduction to Task 5In previous tasks a detail overview of the change models and process are provided, now in this task the focus is on the implementation of the change process and its activities, as I have done task 4 for PTCL, so in this task its required to show the implementation process of the change model for PTCL, because without proper and good implementation syllabusning is just waste of resources and time.Objectives of Task 5Following are the main objectives of this task posting the efficiency of the change models for PTCLPlan the implementation process of change for PTCLImplementation of the change processOrganisational change is a very complex and difficult task to accomplish, it needs to be properly planed and structured to make a secure transition from starting point of change till end. The organisational change involve different factors which need to be addressed when planning implementation of change. Following are the most common and grave elements in change processRecognition of the need for change that why change is neededEstablishment of goals for the change, means what goal you have decided to achieveDiagnoses of relevant variables, what factor are involve in bringing changeSelection of appropriate change technique, what technique you are going to use for changePlanning for implementation of the change, are you able to plan the change?Actual Implementation, implement what you have plannedEvaluation and follow up, are you successful in bringing a secure transition (change) in your organisationImplementation Steps for Organisational ChangeThere are eight main steps involve in the implementation of a change plan in an organisation, all these are important to follow, otherwise organisation management will be unable to yield the results they want from change.Establishing Sense of UrgencyIt is important to bring change whenever it is necessary or the management want to introduce the new ways of organisation operations.Powerful Guiding CoalitionOrganisational change is not a single or individual person responsibility, it involve t he power of coalition of the people working in organisation.Creating a visionWithout a vision its not possible to have a positive changeCommunicating the VisionManagement should decide and discuss the vision for change with other staff members in the organisation.Empowering OthersGive responsibility and power to the persons involve in change processShort Term WinsBreak the problem statement into different achievable stepsConsolidating ImprovementsHave some mile stone / check points to evaluate the performanceInstitutionalizingChange process must be within standard procedures.Issues with implementation of ChangeWhen organisation goes for change they may face certain problems and issues which need to be properly addressed time by time. These problems may occur at initial stages, at middle or may be at late stages of the implementation process, but the management of the organisation and individuals responsible for change must be aware of those and have the ability of quick response to the situation.Management may face some of these issues in implementation of change process some manager unaware of change process and modelsDifficulties in getting support from staff membersLack of leadershipInternal and external resistance to the changeDifficulties in communication the change with stockholdersInfluence of govt rules and regulationsSome economical and sociological problemsResistance to implementation of changeOrganisation may face two types of resistance to the change in organisationIndividual ResistanceOrganisational ResistanceIndividual resistance may be Economic Reason, Obsolescence of Skill, Personal Reason, Ego defensiveness, Status Quo, Fear of Un-Known, favorable Displacement, and Peer Pressure. While organizational resistance may be Threats to Power Influence, Organizational Structure, and Resource Constraint.ConclusionTo implement a change process organisation needs to have looked at certain issues related with this process. This problem may be individua l based or organisati