MGMT 335 : Organizational Change : Policy and Practice of the Manageme

Question: 

Week 2 Case study

Case 4.1: Mybank: A Case Study Of Organizational Change

1. With reference to the case study, outline the advantages and disadvantages of a bottom-up and top-down approach to change implementation.
2. How important is employee commitment to the successful management of change?


List the major reasons for employee resistance to change and suggest ways in which these ‘obstacles’ to change can best be tackled.
Discuss whether the Managing Director served as an ‘inhibitor’ or ‘facilitator’ of change and evaluate the effects that this may have had on the introduction of the various change initiatives.
Are Palmer and colleagues’ (2009: 270–97) six images (ideal types) of managing change useful for understanding the changes that happened in this case study? Explain your answer on the basis of the case material, the literature and your own experiences at work.

Week 3 Case study 

Case 6.2: Resistance to Threatened Identities: Unexpected Reactions to Orthodox Change

1. How important is the concept of resistance in helping us to understand the responses of the miners?
2. Outline the extent to which the stories that emerge act as a vehicle for individuals and groups to make sense and give sense to change.
3. Provide brief comments on why or why not stories and storytelling help us understand what is happening in the case of Glenrothes Colliery.
4. Explain why the miners generally viewed change as a threat to their sense of common identity (culture/occupational community).
5. Are there any general lessons that can be learnt from this case study on resistance and organizational change?

Answer: 

Week 2 Case study 

1)  Advantage of Bottom up approach

• Is used to determine the standard time required by a qualified worker to do a job.
• Improved planning and control of activities and to estimate future labour requirements and costs,
• To identify the most productive workers and help management better assign and organize workers to maximize output, reliable indices for labour performance.

Disadvantage

• To establish a hierarchy  little extra time and extra efforts are needed
• Need to motivate employee

Advantage of Top down approach

• Total proceedings of the work are under the control of responsible official (Manager).
• Quality will increase as the focus of higher officials is more.
• It is the policy and practice of the management which creates and nurtures quality conscious climate in the organization.

Disadvantage:

• As the single person is involved in the work the subordinate level employees  will not have a clarity of work allotted to them.

2)  Employee commitment is most important for the successful management of change because if the employee feels the work as his own he will keep all his efforts and the result will be 100%, but if he don’t feel like that the result will be less.

3) The reasons for resistance to change by employee is not getting the correct result for the effort which was kept by him or if he was not get appreciated for the work he has done the suggested ways to tackle these obstacles are by providing some benefits for their work and by encouraging them in such way that he keeps his more efforts to prove his efficiency.

4) Managing director serves as a facilitator of change because they will have more powers to implement methods to bring changes than the subordinate level employees, he can improve the quality by studying the working system thoroughly and he has to take some improvement decisions from his subordinate employees also to bring out a change.

5) Palmer and colleagues six images (ideal types) of managing change are  useful for understanding the changes that happened in this case study because these roles play a major role in change and they will help an organization a lot who plan to implement a change.

Week 3 Case study

1) Concept of resistance is important in helping us to understand the response of miners because some of the new changes introduced by the system may not be accepted by the employees due to their orthodox systems and also their historical, political and social beliefs to which the employees got habituated.

2) Stories acts a vehicles  to communicate with the next persons because no one believe in things without any evidence based proofs and they will help us as an example to explain the benefits of change and how the change will affect their lifestyle.

3) Story telling helps in some cases to make them understand for a change but in some cases it is not useful because some people who got habituated to one work culture cannot be easily adapted to a new change.

4) The miners generally viewed change as a threat to their sense of common identity because they have more belief in their historical, political and social contexts of their life and another reason for that is maybe they have more orthodox feelings.

5) The lesson that can be learnt from this case study is before implementing a change by a system it should thoroughly study the thinking and capabilities of employees to accept the change ,  otherwise those change will show some negative effects on the working environment of the employees which will result in the negative impact of the organisation.