Agenda for Management Programme: Motorola
Table of Contents
Executive Summary
Introduction
Prescription for Change
Vision for Renewed Organization
Direction and Scope of Change
Speed of Change
Proposed Action
Leveraging Change
Renewing Systems and Structure
Tailoring Culture
Stories
Rituals and Routines
Symbols
Organizational Structure
Control Systems
Power Structure
Overcoming Resistance
Communication Method
Leadership of Change
Conclusion
Bibliography
Appendices
Appendix A: The Cultural Web
Executive Summary
Motorola is already considered as one of the most important and successful companies in the world, not only in the industry of computer and mobile technologies but also in the entire business field. This is due to their focus in connecting to the employees. On the other hand, due to the different impacts of different changes and development in the global industry, there are different internal and external aspects that must undergo in different changes in order to make sure that the company will be able to maintain its position in the market and maintain its sound relationship with its current and possible customers. It can be done by improving the internal communication channel and structure that will help to improve the entire innovation process of the organization. The said change can be done by changing some aspects of organization’s culture, values, structure as well as management.
Furthermore good relationship and connection with the employees during the change process is very important in order to maintain the productivity level of the company. This can be done by focusing on the different management and leadership style, as well as communication method that will help the employees to understand the reason behind the change and how it can positively and negatively impact the individual and organizational performance.
Introduction
Due to the different aspects and events in the global industry and global market, change is considered as a must and inevitable in any organization or company in order to make sure that each and every aspect of the organization can cope with the different impact of the said changes. In addition to that, it is also important because it can affect the entire communication and relationship process of the organization to the different stakeholders, primarily the customers, shareholders as well as the suppliers that are considered as an important aspect in the value chain.
Prescription for Change
Vision for Renewed Organization
Objectives and values are two of the most important factors of the organization. This is due to the fact that it can affect the overall performance of each and every performance of the employees, thus affecting the entire performance of the company. That is the reason why it is important to match the objectives and values of the organization to the domain or the field or area of the company, in order to come up with the different strategies that will meet the demand of each and every stakeholder in the given industry.
That is why it is important for the company to focus on the innovation process of the organization that is related to the different aspects of the organization, primarily the human resource that is connected with the HR management, structure as well as communication process.
Direction and Scope of Change
The scope of change focuses on the different aspects of the organization that is connected with its relationship with the human resource. It will focus on the entire process of human resource management, from the time of selection up to the time of promotion. This will also focus on the different ways of communication that will help to improve the relationship of the organization with the organization.
In addition to that, it will also focus on the different aspect of the structure that will help to improve the relationship of the organization to the employees, which is considered as the most important source of motivation for the employees, thus motivation is considered as one of the most important aspect of human resource and change management.
Speed of Change
The speed of change is also an important aspect in the overall change management due to the fact that it can affect the entire reaction and acceptance of the employees towards the change proposal or implementation of the organization. Due to the fact that the organization is huge, and it has different headquarters in different part of the globe, thus there are huge population of population, the incremental program will not be appropriate due to the fact that the said change speed will take some time. Furthermore the change scope and direction will not be supported by the incremental programs.
Transformational programmes will be used in order to change the process of communication inside the organization, together with the different policies, rules and regulations that are connected or related with the entire human resource of the organization.
The said speed will start first, by renewing the overall business structure of the organization in order to make it suitable or appropriate to the different standards and policies that will be changed in the human resource. By doing this, the structure will be able to relate to the policy change that will make it easier for the employees and staffs to cope.
Proposed Action
Leveraging Change
Figure 1 Force Field Analysis
Figure 1 shows the force field analysis of Motorola in improving its communication channel and structure towards the employees. It uses the pros and cons of the decision. In terms of the advantage, the said action will be important due to the increasing global competition, changing demands of the customers as well as the employees. All of the said aspects are important due to the fact that it all tackles on the innovation of Motorola that can be improved not only because of the application of new and improve manufacturing technologies but also by improving the communication channel between the employees from different managerial level. This is due to the fact that communication is considered as one of the most important aspect in the process of innovation.
On the other hand, there are also some disadvantages that must be considered. One of this is the unfamiliarity of the employees towards the new policy. But the said disadvantage can be solved by setting different meetings and seminars that will educate the employees regarding the new policy. Furthermore different notice can also be disseminated in order to give the employees a guideline.
The cost of the said change will also be important, this is due to the fact that new technologies and systems must be used and upgraded. This will lead to the lost of staff because of the cost that will be spending, and there are different departments that will no longer be needed due to the improvement of the communication system.
Base on the said pros and cons, it can be seen that the change can be considered as feasible due to the fact that it can help the overall production and innovation process of the company.
Renewing Systems and Structure
Employees are being motivated intrinsically and extrinsically. Intrinsic motivation is considered as crucial when tacit knowledge in and between teams must be transferred. Furthermore the organizational form enables the said different kinds of motivation and it has the different capacities to generate as well as transfer tacit knowledge (Osterloh & Frey 2000,p. 539).
This also refers on the different issues regarding the overall structure of the organization, from the management and leadership style that can affect the flow of information inside the organization up to the different entities that are involved in the said change.
Decentralized organizational form can be used in some aspect of the organization such as the process of marketing and customer relationship due to the fact that different countries have different needs and demands due to different traditions and culture. On the other hand, in terms of communication process in the innovation aspect of the organization, it will be important to have a centralized connection or communication channel, where in it will be controlled by the mother country of the company. This can help to focus on the different ideas of different individuals and groups from different countries that will help the entire company to create new and improved product that can be offered to the customers.
Tailoring Culture
Culture is often the focus of the attention during the period of change, this is due to the fact that cultural issues can be responsible for low morale, absenteeism as well as high staff turnover that can affect the overall productivity of the organization. That is why the corporate culture can have a vital impact on the working environment and output of the organization (See Appendix A) (Mind Tools 2008b).
Stories
Motorola is well known as having a good relationship with its employees by implementing rules and regulations that will maintain respect for each other inside the organization. Furthermore, the organization is also known in its obligation towards different social issues, and its employees are considered as part of the said effort. Above all, the compensation and other package are one of the reasons why there are people that want to join the Motorola team.
Rituals and Routines
The company is always organizing different fun get-togethers, sports events, community-development programs and other that make sure that each and every employee will have a regular, interactive as well as entertaining sessions. Furthermore, there are also different invigorating sessions for the body and soul like yoga, meditation, health camp that will impact the demanding lifestyles of the employees. In addition to that, each and every employee is also doing different social projects in order to help the community (Motorola Worldwide 2008).
Symbols
Motorolian is the term that is use in order to describe the employees of Motorola. This is important due to the fact that it create a personalized impact towards the employees.
Organizational Structure
Hierarchical organization structure is the one that is existing in the organization, it shows that each and every entity, except for one is subordinate to a single other entity. This is due to the fact that Motorola is considered as huge organization. As a result, formal lines of authorities are present in every level of management.
Control Systems
Motorola had been able to control both the cost and quality of its production. But it is focusing more on the quality due to the growing competition as well as demand of the customers in the global market. On the other hand, at the part of the human resource, those employees that have done well at work are given different appraisals, not only in terms of cash, while those who did not, were given warning.
Power Structure
The head management is the one that is controlling the cost and different models that are related in the decision-making process of the organization. Motorola focuses on giving the customers new and high-quality products in order to create a good connection to the customers that will result to customers’ loyalty.
The said cultural web of Motorola shows that it focuses on both the satisfaction of the customers and the employees. That is why it will be important to consider in constructing new policies and changes.
Overcoming Resistance
Distrust and resistance to change is expressed whenever changes are being introduces too rapidly or without sufficient consideration of their social implications, in simple terms, whenever the workers are being asked to adjust themselves to a new methods or even system, it appeals to them that the management of their organization is depriving their customary social significance (Dawson 2003, p. 29). That is the reason why it is important to consider the different factors or activities that can help to prevent the negative impact of resistance of the employees towards change.
Communication Method
During a change, communication is considered as one of the most crucial and vital aspect, due to the fact that during that time, the employees and other entities that are affected by the change are considered as vulnerable. During the said time, it will be important to let the employees know regarding the different aspects of the change, particularly the reason behind it and the advantages of the change.
Group meetings and presentation are recommended due to the fact that it can give an opportunity for feedback as well as interaction between the management and the employees. This can be done in forum as well as small group meetings.
It will also be important to have a one-on-one coaching sessions and discussions that will enable to address different individual concerns and points regarding the resistance of the employees (Prosci 2008).
By doing the said communication activities, the employees will be able to know the reasons behind the change and inform them regarding the advantage of the actions, that will help to lessen their fears.
Leadership of Change
Like communication, leadership and management approach and style can affect the reaction of the employees towards the change. That is why it will be important to use the appropriate style in a given condition.
Democratic leadership will be used. This will be done by listening on the different sides and ideas of the different groups of employees, but in the end the final decision is still on the hand of the upper management. This is applicable due to the fact that the decision is need to be made with the require specialization of different skills. This is due to the fact that it will not only cater on the demand of the human resource but will also focus on the aspect of technology in terms of application or development of the communication and information technology.
On the other hand, this type of management will also be helpful in the process of educating and making the employee understand more the reason behind the change as well as its impact on their individual and group position in the company.
Both the leadership of change and communication method can help the organization to improve their overall relationship with the employees during the process of change. This is due to the fact that resistance and fears of the employees can be prevented by proper communication that will make the employees knowledgeable regarding the different important aspects of the change and how it can help the organization, and eventually them. Also, it is also important because the employee will feel that the company is giving them importance, and this feeling will help to motivate them and then improve their productivity and understanding towards the action of the company.
Conclusion
Innovation, together with the aid of globalization, can create an outstanding strategy for Motorola, in different aspects such as marketing and human resource. On the other hand, due to the demand for innovation and globalization, the communication channel inside and outside the organization is being affected by different aspect and it must undergo different changes. It is also important to focus on the needs of the employees due to the fact that they are the most important resource of the organization because the human resource is the one that produce the finish product or service of the company. Different misunderstanding can lead to resistance and resistance can lead to low productivity and dishonesty that will affect the overall performance of the company in the global arena.
That is why it is important for Motorola to focus on communication in order to make sure that all of the information and data that can be helpful in developing new product will be properly disseminated in different headquarters in different part of the globe.
Bibliography
Communication Best Practices 2008, Prosci, viewed October 15, 2008, < http://www.change-management.com/tutorial-bp-2007-communication.htm>
Dawson, P 2003, Understanding Organizational Change: The Contemporary Experience of People at Work, SAGE
Force Field Analysis 2008, Mind Tools, viewed October 15, 2008, <http://www.mindtools.com/pages/article/newTED_06.htm>
The Cultural Web 2008, The Cultural Web,
Miraglia, J 1994, ‘An Evolutionary Approach t Revolutionary Change’, Human Resource Planning, vol. 19, no. 2
Motorola Worldwide 2008, Motorola, viewed October 15, 2008, <http://www.motorola.com/content.jsp?globalObjectId=8258-11277>
Osterloh, M & Frey, B 2000, ‘Motivation, Knowledge Transfer, and Organizational Form’, Organization Science, vol. 11, no. 5, pp. 538 – 550
Appendices
Appendix A: The Cultural Web
Source: (Mind Tools 2008b)
Credit:ivythesis.typepad.com
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