With the rise of the internet, computers and mobile technology, so much has changed in the business world over the decades. And of course, it’s critical to implement the right devices and applications into your everyday operations, not just to boost productivity, but to keep up with – or stay ahead of – the competition.If…
Looking for a little more security in your digital life? If you’re a WhatsApp user, you’re in luck.The messaging service has just turned on two-step verification for all its billion-plus users. Once you activate the optional feature, anytime you (or anyone else) tries to verify your phone number, a six-digit passcode created by yourself must…
Every off-season, Popovich puts together a substantial list of books he intends to read during his downtime.
Case Study: Mount Cedar Technologies Inc.
Introduction to Mount Cedar Tech Inc
Mount Cedar Technologies, which began as an importer and distributor of computer accessories but later grew into an IT infrastructure integrator that specializes in hardware, software and security solutions, from an employee of 6 to 170 in 2006, is having an organizational behavior challenge. The company lacked an organization structure that can help improve on its operations’ effectiveness. Even though the decision making was highly decentralized, there was no cooperation among the managers therefore, each department were making independent decisions, without coordination or communication.
Mount Cedar Technologies Vision
In trying to analyze and provide suggestions that can improve or enhance Mount Cedar Technologies’ organizational challenge, we need to find out what the company’s vision is. According to Neil Kokemuller (2017), A mission and vison are standard and critical elements of a company’s organization strategy. Most established companies develop organizational vision statements which serves as foundational guides in the company’s objectives. The case study has not mentioned any mission or vision statement for the company, and this is an underlying factor in shaping an organizational culture. Where mission relates to goals and refers to the overriding purpose of the organization, Vision refers to the desired future state of the organization” (Johnson et al., 2011 p.8).
Hans Hinterhuber and Wolfgang Popp (1992, p.106) defines vision as “an orientation point that guides a company’s movement in a specific direction. If the vision is realistic and appeals both to the emotions and intelligence of employees, it can integrate and direct a company”.
Assessing the Leadership Style
Even though John Curtis, the CEO, has been instrumental to the growth of the business, his present leadership style had become problematic to many including the top management. He surprised people by showing uninvited to meetings and employees are expected to provide impromptu responses to unprepared questions thrown at them. Since Curtis has been perceived as being an issue, he cannot be recommended as a change leader. So, Mount Cedar Tech. need to restructure its organization, and what the company need is a distributed leadership which could be used to effect an organizational change. Research has also shown how change is driven by large number of organizational members, in an approach that is called “leadership constellations” (p. 17)
Creating an Organizational Structure that Promotes Creativity
The case study identified that the company lacked an organization structure that can help improve on its operations’ effectiveness. And one way to achieve this to create an organizational structure that promotes creativity. According to “Making Innovation Structures Work”, a McKinsey Global Survey results, Executive say their companies use multiple organizational approach to drive innovation and that the success of these efforts depends on integrated strategy.
While 86% say the structure of their separate functions positively influences outcomes, results however suggested that the most important factor of success is how creativity is integrated into corporate strategy. Therefore, some of the general characteristics of organizational innovation Mount Cedar Tech. can put in place to promote creativity, are
- Allowing everybody understand that they are capable of generating creative ideas
- Organizational culture that can smother creativity
- If any one comes up with a great idea, let them understand – ‘no need to tell, just show it’
Improving Mount Cedar Tech. using Communication and Employee Empowerment
At Mount Cedar Technologies, decision making was highly decentralized which resulted in the loss of possible gains to be obtained from cooperation among managers. Ideally, having a flat structure and decentralized decision making should make an organization work more efficiently, and allow it to react quickly to business situation, however, if there is no coordination or proper communication, there will be a resulting silo effect in which each department will make decisions by itself.
Research has shown that effective lateral and work group communication leads to an improvement in overall company performance. Here are a few ways organization communication can increase decision making effectiveness and a productive organizational behavior
- When information is not transferred correctly to the right people, there might be miscommunication as seen at Mount Cedar Tech. it is important to have a good communication system, so that everyone understands the goal and can work together towards it. E.g. to launch a new product on Facebook, new goals and tasks should be properly communicated to the employees
- Effective communication can also empower employees and improve productivity if they have more information, about specific tasks. Mount Cedar Tech employees where not empowered and were not encouraged to risk taking. In fact, department managers acknowledged that they were busy reacting to problems and customer issues, allowing them no time to coordinate or listen to their employees. This is because managers don’t have information about how to deal with specific tasks.
- Communication also creates healthy and productive cultures in an organization. If employees and managers have good working relationships with each other, the organizational behavior of the company improves.
- Effective organizational communication also increases accountability. When employees and managers are provided with clear instructions, they know what is expected from each of them. This will break silo effect in an organization, and managers can work together in tandem with the organization mission and vision.
Addressing Diversity and Minority
Christensen and Cornelissen (2011, pp. 402-3) argue that organizations have to work with many voices, with different views and ideas, so that communication can be ambiguous and inconsistent for this reason of accommodating diversity in an organization: “vague and equivocal language allows organizations to talk about themselves in ways that integrate a variety of members and stakeholders without alienating anyone”. This is key to Mount Cedar Tech. as it was also lagging in the advancement of women and minorities.
Organizational Motivation and Reward
Finally, it is important to keep employees motivated and rewarded. Mount Cedar Tech, experienced complaints from employees who did not feel equitable treated, which resulted in the loss of talented employees. According to Lipman (2013) here are 5 easy ways (which are self-explanatory) to motivate employees
- Align individual economic interests with company performance
- Take a genuine interest in the future path of an employee’s career
- Take a genuine interest in their work-life balance
- Do unto others as you would have done unto you
Mount Cedar Technologies Inc.
Designing A High-Performance Organization
California Miramar University
ORGANIZATIONAL DEVELOPMENT AND CHANGE
Palmer, I., Dunford, R., Buchanan, D.A. (2016). “Managing Organizational Change”: A Multiple Perspectives Approach. New York NY. McGraw-Hill Education
Neil Kokemuller (2017). “Importance of Mission Vision in Organizational Strategy” http://smallbusiness.chron.com/importance-mission-vision-organizational-strategy-16000.html
McKinsey & Company (September 2012). Making Innovation Structures work: Mckinsey Global Survey results. http://www.mckinsey.com/business-functions/strategy-and-corporate-finance/our-insights/making-innovation-structures-work-mckinsey-global-survey-results
Pavel Aramyan (Octoboer, 2015). 5 ways workplace communication effectiveness can increase productivity. http://explore.easyprojects.net/blog/5-ways-workplace-communication-effectiveness-can-increase-productivity
Victor Lipman (March, 2013). 5 Easy Ways to Motivate and and Demotivate Employees. Forbes. http://www.forbes.com/sites/victorlipman/2013/03/18/5-easy-ways-to-motivate-and-demotivate-employees/#344ce3e9682d
Business organizations are not protected from external environment threats, neither have they been able to successfully create an infallible system to guard against internal organizational pressures when the need for unintended Organizational Change arises.
Change managers, who are either the CEOs of a company or Project Managers are often part of the organizational process to help an organization do things differently or achieve a specific goal, and when external environment is the reason for change within an organization, they are on ground to identify these potential problems.
Here are a few Potential Threats from External Environment Influence that can force an organization to change its structure
- Economic or political factors that influences External environment cause for organization change are often the most complex issues to address, as it affects the entire socio-environment in which the organization exist.
The 2015 Nigerian economic collapse into a ‘forced recession’ as a result of the transition from One political party to another, is a strong indication why organization must be adaptable, as consumers tighten their belt during such crisis, causing a demand-supply flow issue. Companies that were ill-prepared have since closed-shop
- Competition with other business organizations are a common threat which any Change Manager can easily identify and should, somewhat, always be prepared for; For example, if the competition releases a range of new product; this can threaten market share and may result to hiring and firing
- Other external environment factors include Technology, which is a constant evolving threat and often shapes how an organization is restructured, in terms of using technology to deliver quality service or its effect on organization staffing – employee lay-offs, recruitment or job description change.
- And Globalization, which is a new entrant. This often related to business organization aspiration for global expansion and the need to capture new market.
In contrast, Organizations do often assume they have complete control over most internal environment factors that may effect change, because organization owns its people, culture, process and structure. However, one of its biggest pressure for change is Growth.
Organizations are expected to grow over the years as a sign of success (Dylan 2004). However, growth or lack of growth can both create some sort of complexity that pressures for change in an organization. And this change could lead to Organizational Restructuring (either employee down-sizing where growth is stalled or new recruitments, where its growing).
Introduction of a new CEO or a functional manager and internal power grabs and politics between stakeholder interests and decision makers are also internal environment pressures, that can call for change in organization
For instance, the introduction of a New CEO “can significantly impact business strategy and corporate culture”
In my opinion, since both external and internal environment factors are both influential to any organizational change process, the external factors are most impactful.
Most organizations are started out of the vision and goals of its sponsors and stakeholders, which often comes with a change process as contained in the organizational internal process, to address most expected threats that may arise.
However, the effect of external environment factors is highly unpredictable to an organization. For example, the political transition to President Mohammed Buhari in 2015, and his subsequent economic fumble have triggered a lot of instability across most business organizations in all sectors in Nigeria, forcing many businesses to close, downsize or restructure
Class Presentation by Adebola Oyinloye, Jan 2016
Organizational Development and Change Class
This is my opinion on MMM
MY GREATEST FEAR. …
That my circumstances will not, one day, change to erode or compromise either my Principle, Integrity or Belief.
Bae spoke to me about a scheme a few months back, and without listening for too long, I got the gist and swiftly killed her presentation.
I know those schemes – PONZI. But this one is called, MMM (click, to meet the OG)
Without realizing how much fire this movement has caught on, I got to the office today and heard many testimonies. But the two most striking ones…
1) This is the most TRANSPARENT PONZI Scheme ever – (How PONZI and Transparent happen to find its way into the same sentence is very confusing.)
As a matter of fact, it is disingenuous. For, the transparency outlook actually makes the scheme appear reliable and accommodating
2) Someone ‘they’ know somewhere just bought a car after his “Provide Help/Get Help…
View original post 969 more words
Child online protection starts at home
I thought to make my household a tech-savvy environment, with the intent to expose my kids, early in life, to technology use. I made it a point to buy them a tablet on their 5th birthdays – the older got separate ones while the younger, shares with a parent.
These days, children are known to always show this pure inquisitive interest toward any portable gadget within their reach, right from an early age, and I naturally do not want a situation where my kids mistakenly mess around with my working tools; or put simply – damage them.
So I bought my boy a tablet on his 5th recently. Many months after, this picture popped up on my spare phone – which doubles as a “guardian tablet” to my kids’ devices. LOL!
You can’t imagine what children do behind you. And oh yes! I have since learnt some…
View original post 879 more words