Organizational Change Traditional To Transformed Essay

1571 words - 6 pages

"Leadership is not an out-of-reach thing that looms 'up there,' something done by the people in absolute power. It's the everyday thing that people do. It's taking the initiative", states Don McAdams, Director of Member Development and Training (Johnsonville Sausage, 2006, p. 1). Changing from a traditional organization to a transformed organization affects the company's diverse workforce and the stakeholders. Management and workers must develop additional skills to accommodate the changes as well as support systems to assure that the changes are successfully implemented.Despite differences in size, industry, and nationality of many transformed organizations, four common themes exist that differentiate the process and shape organizational transformations. The common themes are redefining the business and focusing on the customer, teaming and supporting nonhierarchical structures, leadership and shared values, and a change in languages. These four themes occur in some form in many transformed organizations.Johnsonville Foods, a Wisconsin sausage manufacturer, is an example of a company that has changed from a traditional organizational model to a transformed organizational model. In the mid-to-late 1990s, Johnsonville Foods recognized that to become a national player, the company had to change the concept of the word boss (PI Worldwide, 2006). Some may believe the real boss of Johnsonville Sausage is the owner, Ralph Stayer, or the managers and supervisors. Johnsonville realized that the real boss is the customer. This empowerment is defined as "not the right to do as we please, but to be pleased to do what is right for our customers" (Lancourt & Savage, n.d., ¶10). Ralph Stayer realized that when everyone relied upon him for decision-making, he was creating a roadblock to growth (PI Worldwide, 2006).At Johnsonville Foods, the company calls the employees "members". The members belong to three team groups, which consist of product performance teams, customer focus teams, and performance service teams. The team unit decides on the sharing of performance bonuses. These decisions reward members for being team players (Lancourt & Savage, n.d.).Ralph Stayer of Johnsonville Foods also had to focus on the question of leadership. To make the company a national player, Stayer realized that he, not the employees, was the source of the problem by keeping people dependent upon him for leadership and decisions. He compared the situation to a buffalo herd. The herd follows the lead buffalo anywhere, even over a cliff. The opposite occurs with a flock of geese. Each goose is responsible for getting to the flock's destination. When the lead goose gets exhausted, another goose advances to the front, guaranteeing a rapid and unbroken tempo. To help Johnsonville Foods transform from a herd of buffalo to geese, Stayer discontinued delegating orders and empowered the organizational members with the customer relationships functions (Lancourt & Savage,...

Find Another Essay On Organizational Change- Traditional to Transformed

How to Implement Organizational Change? Essay

1396 words - 6 pages How to Implement Organizational Change?"Between 50 and 70% or organizational change efforts fail" Hammer & Champy - Reengineering the corporation.In light of this statement from the "inventors" of reengineering it is not surprising that the concept is being met with a certain amount of apathy and disdain these days.Having practiced in this area for more than a decade now, it is becoming increasingly clear that organizations are very capable

Resistance to Organizational Change in Business

2685 words - 11 pages /revolutionary, discontinuous change: • First-order, incremental change, which may include modifications in systems, processes, or structures; however, it does not involve basic change in strategy, core values, or corporate identity. First-order changes preserve and develop the organization: they are changes created, almost contradictory, to sustain organizational continuity and order. • Second-order

Failing to React to External Factors Requiring Organizational Change.

862 words - 3 pages In his article "The Failure of Strategy: It's all in the Execution" (Beaudan, 2001), Eric Beaudan highlights the failure of organizations to effectively implement organizational change strategies when adapting to changing market conditions. Beaudan postulates that companies typically create effective strategies. Far more regularly, though, companies fail to implement these strategies or allow their strategies to evolve. Beaudan outlines three

Critically analyze the role of senior managers as barriers to organizational change and explore how this can be addressed

2948 words - 12 pages transition, traditional "business as usual" performance targets need to be used but any dip in performance should always be foreseen and mitigated - and should be transparent all the way down the line. Communication has been identified as a vital factor in attaining organizational change linking "what gets said and what gets done" (Kitchen and Daly, 2002, p. 46). What becomes important is to identify the clear communication of the aims, direction and

Consider and discuss the following statement: "In any organizational change it is inevitable that there will be 'winners' and 'losers'; conflict between individuals and groups is only to be expected."

2957 words - 12 pages ' in any organizational change, conflict between individuals and groups is only to be expected? To answer this question, firstly this essay will talk about some key concepts and theories that relate to organizational change, it will help us to understand this question deeply, and easier to start the discussion in the future; after that, I will try to find out who will be winners or losers and discuss how to identify the wining and lose in change

Identity Culture and Organization

1987 words - 8 pages needs, by giving employees a sense of identity and direction along with an effective method which stable the interaction. From above, this can be identified that the ‘interaction’ is the key terms which shared by such definitions. Yet, will the organizational culture, especially the ‘interaction’, change its pattern by other factors? Indeed, not only the organization itself but its culture also had been transformed in this business world from

Micro-Organizational Behavior

2548 words - 10 pages . Furthermore, once you are a member of this prestigious organization, you are flooded with constant reminders of traditional roles within the organization. Consequently, decision making as associated with micro-organizational behavior can be looked at as the Rational Decision-Making Model. According to Stephen Robbins, "the rational planning model is the process of realizing a problem, establishing and evaluating planning criteria, creating

NASA's Incompetence: The Challenger and Columbia Shuttle Disasters

1538 words - 6 pages actions resulting in the same defunct organizational culture that contributed to the Challenger tragedy (CAIB, 2003). Sustaining organizational change requires a fundamental shift in employees’ thinking and attitudes so that changes are eventually no longer perceived as changes, but become the norm and processes are transformed in support of the change process (Buchanan, Fitzgerald, Ketley, Gollop, Jones, Lamont et al., 2005). Organization’s must

Evolution of Formal Organizations

1629 words - 7 pages evolve and researched material on the trends in formal organizations.Formal organizations have been steadily evolving over the past century. A significant change in the structure of formal organizations has transformed the traditional value system of organizations into a more modern organizational system. With the integration of modern flexible organizational structureformal organizations have become more profitable, employees earn higher wages and

Evolution of Formal Organizations Paper

1644 words - 7 pages formal and informal organizations, trends in formal organizations; characteristics needed for formal organizations to evolve and researched material on the trends in formal organizations.Formal organizations have been steadily evolving over the past century. A significant change in the structure of formal organizations has transformed the traditional value system of organizations into a more modern organizational system. With the integration of

Compare and Contrast Brick-and-Mortar Versus Virtual Organizations

1793 words - 7 pages historically been unavailable to traditional brick-and-mortar organizations. Rapidly changing markets have created volatile rivalries for competitive market-shares inspiring organizations to scramble to create rapid organizational changes in order to remain competitive meeting stakeholder preferences, as well as forecasting market trends and demands in an international marketplace. Both virtual and brick-and-mortar organizations must utilize complex

Similar Essays

Combating Resistance To Organizational Change Essay

1376 words - 6 pages Combating Resistance to Organizational Change By any objective measure, the amount of important, frequently distressing, change in organizations has grown enormously over the last two decades (Kotter, 1996). Jeffrey M. Hiatt, CEO of Prosci Inc., (as cited by Gibson, Ivancevich, Donnelly & Konopaske, 2009, p. 481) explained, “thirty years ago, a foturne 100 probably had one or two enterprisewide change intitiatives goiong on; today that number

How To Implement Organizational Change Essay

966 words - 4 pages pressures and long term organizational change frequently create a dichotomy. It has been apparent that change efforts did not succeed because the demands of the present became too overwhelming to allow the necessary focus on the long term.The result is that when people are confronted with the opportunity of changing their organization, the most immediate reaction is "If it works don't fix it." The main problem is that they can't see that it is

Combatting Resistance To Organizational Change Essay

1537 words - 6 pages Effective organizational change requires an alteration in patterns of employee behavior (Spector, 2010). There are many reasons why stakeholders can be resistant to change including but not limited to; misunderstanding, self-interest, inability to adapt and disagreement with the change. It is management’s job to understand this resistance and effectively combat it. There are several tools that can be used to combat resistance to

Managing Resistance To Organizational Change Essay

1962 words - 8 pages with personal ethics (Palmer et al., 2009). In addition, the selected approaches comprise a full range of interventions for shaping or controlling behaviors according to situational contexts. Communication and dialogue interventions facilitate the open, continuous sharing of information and ideas concerning the change initiative across and between organizational levels and with external stakeholders (Kotter & Schlesinger, 2008). These