Bushra Mubeen-Change Management Midterm

MID TERM PAPER
NAME : BUSHRA MUBEEN

EMAIL ID: [email protected]
SITUATION # 1
In light of the provided data in the case study, Ceteris Paribus, following are my
understandings and deductions.
Looking at our first major change where we are changing the structure by re-
engineering it from multi-divisional to cross-functional team, the employee might feel
overwhelmed or over burdened by work as they are entering a stage of change plus the
fear of unknown might make their job a little difficult in the new working methods.
While in the second change where we are moving the company from “centralized
decision making” to “decentralized decision making”, this is a good thing but it’s all too
soon.
Making decisions bare responsibility, which most employees don’t prefer. Sometime
there are decisions that need to be made on immediate basis, it carries high rewards as
well as high risk. The employee might not be able to keep up with its productivity under
the responsibility of the decentralized decision making.
Some decision might feel like a ticking time-bomb to the employee, waiting for its
outcomes. Under such pressure efficiency might be decreased.
.
Weak co-ordination within the team members might also become the cause to late
decisions.
Plus applying the quality management for improved quality in productions, in certain
situations it might take a lot of time to make the right decision.
Solutions
 These problems can easily be eliminated if proper training is to be provided to
the employee in timely manner.Regarding,
 Decision making (mainly).
 Quality and controls.
 Cost saving.
Plus social events for the teams of the product should be held by the HR for better
socializing and improving co-ordination and understanding with in the teams.
 Monetary benefits keeps the employee motivated the most, maybe a little
increase plus a small bonus might keep the employee more motivated in
achieving the organizational goal.
 Holidays and a little flexible working time (target based) might help the
employees too loses up and accept the change rather than resisting it.
 An internal competition between the product teams which will be evaluated in
terms of sales, revenue and innovation should be held, here incentives and
bonus will be provided to winners.
EVERY SUCCESSFUL CHANGE IS THAT WHICH COMES FROM WITH IN, WE SHOULD
MAKE OUR EMPLOYEES FEEL THAT THE CHANGE CAME FROM WITHIN THEM NOT
THAT WE ENFORCED IT UPON THEM.
SITUATION #2
Identification of a problem
There are 3 problems
Poor management:- the first problem is that the management of organization is poor in
managing the due to which the original policies is replaced by the norms of slacking off and
supervisor who should take responsibility for achieving productivity are hiding themselves from
this matter because of pressure of their managers.so that they don’t have to take any steps to
solve the problem and which reflects poor management of organization
More casual attitude:- employees attitude towards work responsibilities is too much causal and
non serious because employees are always sitting infront of clock rather than spending time in
their work places
Shared Responsibility “-the slacking off problem basically present the in effectiveness of
supervisory. The problem was to replace the do nothing norms which was established in the
organization which can be replaced by the norm of shared responsibilities to maintain the
efficiency of work throughout day.
Change methodology/strategy
The following strategies can be implement in order to change supervisor and employees behavior
For the implementation of new norms the supervisor should become more active in the area of work
and monitor employee’s performance. Where immediate supervisor observe any employee is getting
social with another employee in an unproductive way the supervisor can ask employee to go back to the
work and supervisor will write the name of the employee in record in order to monitor employee
performance.
If the employee will continue their socializing activity in same way supervisor will continue an interview
with employee and try to make them understand seriousness of the work and after the proper
concuncling of supervisor still employee continue his/her slacking off activities a letter of the disciplinary
action will be issued to the employee. If still the behavior of employee still not altered then
management will take disciplinary action by removing or dismissing the employees.
Implementation

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MID TERM PAPER

NAME : BUSHRA MUBEEN

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