Reflective Report
These are various stages which show that organisational culture change is long term process which can creates various stages.
During that part of time, manager must use various roles in shaping up its culture which will help to change inn culture (Bjorkman and Xiucheng, 2008).
Unlike politics , organsiational culture change also require is game of power and politics. Organsiational politics is one of the major form of dominating the workplace and its culture via interpersonal relations.
As Bonache and Fernandez (2008) opine, organisational culture change is dependent upon innovation, risk, and the outcome of the orientations. People orientation, team orientation, and stability are some of the major characteristics.
Organisation culture is more dependent upon the employees perceiving a culture, understand whether they are interested or not.
On the other hand, job satisfactions are other major criteria which can be measured to understand the employees feel about the organization and its existing culture (Black and Gregersen, 2007).
In the same form, organizational politics and power played vital roles in understanding the dominant culture of organizations. Apart from that, organization culture influences the attitude of its members.
As per the given case study, Shawn Napster has changed the form of the music industry, which was initially sold via DVD and/or CD.
Shawn Napster changed the form of the music supply chain, which challenged the current structure and worked against the changing needs of the consumers. The rising number of intermediaries, which added to the cost of the music, shows that music companies are inefficient (Armstrong, 2012).
Shawn Napster invented a new form of music that can be downloaded directly from the internet, which has led to a bright revolution in the industry. This helps to eliminate various intermediaries that have created high prices for music (Arthur, 2012).
Most music companies and their intermediaries have threatened to dominate the labels. P2P music-swapping technologies such as Fanning’s Napster are among the greatest intentions.
With the help of change management model of organizational culture has made possible to change the form for music industry , Napsters users could access more than 500,000 to 8000,000 tracks of music (Holbach, 2009). P2P swapping the songs has created problems for the CD manufactures, music shops, and transportations cost.
Reflections of the application’s key concepts on personal experiences
While I was buying the music CD during 2005, I have never thought of the swapping the song via P2P with my friends which only possible with the help of the Swan Fanning’s Napster.
While working in the retail store called Aldi after college, after a few days, the company changed its transitional culture policies to innovate the quality of the service and bring a club card, which will increase the brand value of the company (Ingham, 2012).
Introducing new policies has scared lots of the old employees and senior employees of job security. However, I was totally surprised by the Aldi move, which actually intended to give training and development to the senior employees in order to enhance their skills.
The company has been verifying patients and using transformation leadership, which is an amazing way to handle people (Innes et al. 2010). I was pretty much shocked to find out that most newcomers are not even afraid of job security, and the senior most employees are complaining too much because of their orthodox use of the same way of handling their jobs.
The company uses an E-feedback system and a dummy persona of the working culture, which has helped me and my colleagues change the sales peach, which is to pull the customer, not push the customer (Bhatnagar and Sharma, 2007).
Review of the lean model
TPS or lean clearly reduces manpower work, which is why human development stands in the centre of using low labour and higher technology. TPS brings consistency in quality improvement and consistency in production (Bonache and Fernandez, 2008).
Lean helps to change the business culture. One of the major critical success factors for TPS is communicating the vision, motivating, and overcoming the barriers to change in the working culture. It also helps build learning organisations and manage innovations (Garavan et al. 2008).
Lean concepts and theory is very much associated with the facts that, lean changes the organisational culture of performing task. Its philosophy is to get better with days papas by and it creates better goal for non value activities which decrease in the efficiency of the team work.
Some of the major principles of lean techniques include teamwork, communications, resource use, and consistency in improvement (Bruch and Walter, 2008). Lean techniques help employees pioneer in their jobs, which helps them analyse product defects and eliminate waste.
Reviewing of the concepts and models
As given in the case study of the merger of HMRC (Her Majesty Customs and Excise) and Inland Revenue (IR). While merging, the joint organisation has recruited more than 80,000 employees.
HMRC has announced using lean techniques to strengthen its focus on the taxpayer. To achieve that, more than 2.7 billion was spent in 2007-2011 (Gov.uk, 2014).
However, lean techniques are very much used in the manufacturing unit. Therefore, they cannot be used within most organizations (Harter et al. 2006).
Most recently most of the organization used lean techniques to form a team and continuously giving the same form which will help the employees to continuous improvement in the same job. Employees are now able to do the same job in shorter time than previously (Casey, 2007).
On the other hand, it can create a monotonous atmosphere within the working culture of HMRC, as most employees are bored and looking for another opportunity that can give them different forms of work and help them develop their knowledge (Bruch and Walter, 2008).
One of the major focuses of implementing lean techniques is to reform the service delivery process and implement the appropriate techniques for managing the infrastructure. Finally to bring the change behvaiour of staff during the change must be made as per the new approach.
Reflections of applications of the concepts of lean models on personal experiences
From the above study, I came across the various forms of the lean techniques which not only limited to the manufacturing unit.
I have come across cases where lean has helped maintain senior management engagement and staff attitude through more coordination (Cabrera et al. 2009). Lean also results in an increase in quality at every stage of the working routines, which also helps to reduce errors.
I think one major reason our group assignment was successful during college was the use of the lean methodology. It seems that every chapter we read in the textbook mentioned something about the conflicts within the organisation’s culture.
I have used lean techniques to mitigate the risk of the group assignment (Ingham, 2012). Our group had four members, so we distributed the work according to the group’s specialisation, which has helped us achieve the A—just because that, we wind up in a group where there are fewer conflicts and more gelling of personalities (Holbach, 2009).
As a group, we stand by each other and spend more time together, which develops the roles and form of conclusions. I saw myself as an evaluator or critic, which made my work more error-free and ensured that it was as good as it could be (Arthur, 2012).
This attitude has los helped us to makes our decision making more of problems solving rather than complaining about each other.
With continuous improvement in studies and group assignments, we were second in the class during all semesters (Fombrun et al. 2008). Lean methodology not only helps to generate cohesiveness but also enhances working capacity.
I was surprised by my capacity to understand the particular chapter well. This has made my research deeper about my job, which ultimately keeps my subject of choice more exciting and moving (Black and Gregersen, 2007).
When it comes to our group, I don’t assume that we all believe in one leader; rather, we maintain our leadership in different ways.
National Trust Case Study Managing/leading change Communication Stress and emotions Communication Stress emotions
Review of the key concepts Transactional model of stress handling during the change
Transactional model for change helps to manage the stress during the time of change management. Apart from that, it also helps to create tow way communication process which will helps to highlight the process of the coping with change (Casey, 2007). There are 3 major steps in this process also known as :
Primary appraisal: In this stage, reasons are identified that will help to evaluate the significance of employees’ situations (Harter et al. 2006).
While conducting change within the business environment, a certain way must be used to represent the change threats, which will help identify the risks and opportunities the change poses.
Secondary Appraisal: Once the reason for the change is identified, make many things that will help implement the change within the business environment.
Apart from that, gap analysis will be done, and the ability to navigate change will help create a proper way of looking at the stressor and the person’s coping resources (Hbswk.hbs.edu, 2014).
Coping efforts: At this stage, the primary and secondary appraisal systems must be implemented using the actual strategies. Coping with change is one of the most conflict-arising problems within the organization (Cabrera et al. 2009).
Problem management helps to direct the changing stress fluctuations. Apart from that, strategies are required to cope with the process of inducing positive emotions, which helps to create a proper way of focusing on the change that is going to be made (Fombrun et al. 2008).
Review of the applications of concepts in National Trust: A changing Focus
National trust is one of the largest NGO of UK with more than 350 historic properties. It has more than 5800 employees. One of the major objectives of the organisations is to conserve the environment and the historic monuments (Albrecht, 2010).
The trust is looking to change its middle-class form of working. Therefore, the trust is looking to position them in a way that could sweep society. Apart from that, the team is also looking to change its existing culture by avoiding connoisseurs (Nationaltrust.org.uk, 2014).
Therefore, in order to do so, the company is looking to bring change by using a Transactional model of stress handling. While conducting the programme of stress handling of technical staff is going to be changed the focus of the organizations (Harter et al. 2006).
At the primary stage, change is identified because the function of management is very poor and middle class. Apart from that, at the secondary stage, coping with change is required, which will help to again ensure the corporate goal and vision of the company (Gov.uk, 2014).
At this stage, all specialised workers, such as archeologists, painters, and the property manager, will have to understand the need for change (Harter et al. 2006).
Finally change is be conducted via using actual strategy which would fit in the scheme of things. For this the strategy actual way such as tow way communication process and Stress management must be required (Black and Gregersen, 2007).
Conclusions
The above study found that the transaction method of stress handling helps the company understand the reason for choosing the change and its opportunities and threats in the future.
Apart from that, the national trust has been using change within its management structure, for which lots of technical specialised people are needed to revive their form of work. The company is looking to bring higher change, which also helps to eradicate its middle-class way of acting on things.
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