Preview

Corning Incorporated : the Growth and Strategy Council

Good Essays
Open Document
Open Document
906 Words
Grammar
Grammar
Plagiarism
Plagiarism
Writing
Writing
Score
Score
Corning Incorporated : the Growth and Strategy Council
CORNING INCORPORATED: THE GROWTH AND STRATEGY COUNCIL

Company Background :

Corning Glass Works was founded in 1851 by Amory Houghton, in Somerville, Massachusetts. The company was known as Corning Glass Works until 1989, when it changed its name to Corning Incorporated. Corning Incorporated is an American manufacturer of glass, ceramics, and related materials, primarily for industrial and scientific applications. In 1998 Corning divested itself of its consumer lines of Corning Ware and Corelle tableware and Pyrex cookware.
As of 2008 Corning had four business segments: Display Technologies, Environmental Technologies, Life Sciences, and Telecommunication. Innovation was the core of corning’s Identity, because coning is a science based company, Innovation is the engine for the company.

Fact 1 : The Formed of Growth and Strategy Council
Corning has formed the Growth and Strategy Council (GSC) in 2001 the core group member are CEO, COO, CTO, heads of research, development and engineering and the head of HR. The role of GSC is varied from making decisions about pacing and investment, advising businesses on pricing strategy etc. The GSC is about establishing best practices and getting all innovation programs to the same level of rigor.

Lesson learned 1: GSC as Change Agent Management.
Corning needs to maintain their performance in a long term condition. It needs strategy and great people who involved and have willingness to improve the performance for sustainability.
The individual or group that undertakes the task of initiating and managing change in an organization is known as a change agent and that what’s corning did when fomed GSC. In many innovative-driven companies, managers and employees alike are being trained to develop the needed skills to oversee change (Tschirky, 2011).

My experience
I am working at bank bjb which the ownership is 100 % by the government of west java province and Banten province. By 2010 the company had
Continue Reading
View Writing Issues

You May Also Find These Documents Helpful

  • Better Essays

    Implementing Change
    • 1501 Words
    • 7 Pages

    Implementing Change

    To implement successful changes, the manager must undertake an active role in the change process. When implementing a change to an organization, managers must act as a catalyst to ensure the modification process runs smoothly for one phase to another until the modifications become permanent. The managers responsible for the implementation must demonstrate interpersonal skills, motivate employees, be flexible, confident, and possess the ability to develop ideas. It is crucial for those in a managerial position to possess these characteristics. Although managers are not often the precipitator of change, he or she is responsible for leading the change throughout the organization (Ratini, 2011).…

    • 1501 Words
    • 7 Pages
    Better Essays
    Read More
  • Better Essays

    Implementing Change
    • 1293 Words
    • 5 Pages

    Implementing Change

    The manager’s role and responsibility in implementing changes within their assigned department consists of coordination that will ensure change will be successfully implemented. Managers must appropriately lead employees with a certain leadership style that will encourage employee engagement and adapt to changes. The role a manager takes in any company when implementing change has to be aware of the three distinct categories that could be changed. First there is change in people; this is how people relate to each other and how implementing a change would affect how the organization functions more effectively. To do this the manager must relay to the staff why the change is necessary to the organization. When taking the steps in implementing change, managers must represent themselves as change representatives. Acting as change…

    • 1293 Words
    • 5 Pages
    Better Essays
    Read More
  • Good Essays

    Corning Inc.: Bringing Rigor to Early-Stage Opportunity Identification
    • 687 Words
    • 3 Pages

    Corning Inc.: Bringing Rigor to Early-Stage Opportunity Identification

    2. How is the early market recognition initiative related to Corning’s longstanding commitment to R&D road mapping?…

    • 687 Words
    • 3 Pages
    Good Essays
    Read More
  • Good Essays

    Change Model
    • 555 Words
    • 3 Pages

    Change Model

    Implementing planned organizational change is partly a science, partly an art. It has also become part of a desired skill set—and mindset—needed by most companies, regardless of industry, size, and geographic location. While experience is important in this endeavor, knowing and using classic and contemporary wisdom from models, roadmaps, and frameworks is necessary. CEOs and practicing managers hire coaches and consultants who specialize in change management to help diagnose, plan, and implement individual, group, and organizational changes in their organizations. This chapter introduces the art and knowledge of implementing change.…

    • 555 Words
    • 3 Pages
    Good Essays
    Read More
  • Good Essays

    What are the key arguments for and against managing resistance to change?
    • 702 Words
    • 3 Pages

    What are the key arguments for and against managing resistance to change?

    The phrase ‘change management’ has been defined as “the process of continually renewing an organization’s direction, structure, and capabilities to serve the ever-changing needs of external and internal customers” (Todnem, 2005, p. 369 cited Moran and Brightman, 2001, p. 111). Generally, organizational change can be initiated by managers or come into existence through external pressure or implemented as a result of specific changes in policy and procedures. In brief, organizational change is an effort made by management to have members of the organization to think, behave and perform in a different way (Yılmaz and Kılıçoğlu, 2013 cited Kreitner and Kinicki, 2010).…

    • 702 Words
    • 3 Pages
    Good Essays
    Read More
  • Better Essays

    Hca 250 Assignment: Change and Innovation Paper
    • 1084 Words
    • 5 Pages

    Hca 250 Assignment: Change and Innovation Paper

    In companies there are factors that create a need for change. Some changes are motivated from external forces, such as competition or updating technology. Other changes are motivated by internal forces, such as employee attitudes, new equipment, and redesigning of jobs. When implementing changes the person who implements those changes are called a change agent. A change agent can be a manager or a non-manager. Mangers make smaller, less drastic changes and are more cautious about the outcome. Non-managers tend to make larger, more drastic changes because they do not have to deal with the repercussion of the change (Robbins, DeCenzo, & Coulter, 2011).…

    • 1084 Words
    • 5 Pages
    Better Essays
    Read More
  • Powerful Essays

    Change Initiative
    • 1267 Words
    • 6 Pages

    Change Initiative

    Organizational change is a necessary outcome when considering various scenarios contributing to the resulting vision. Perplexing as it may seem, change initiatives don’t always result in positive outcomes. In fact, many never succeed. As a change agent, one should always have formulated a vision of what change will “look” like for the organization. One would be hard pressed to paint a landscape without having a vision of what the landscape should resemble. Yet, resistance to change usually becomes a significant factor contributing to an initiative’s failure. It is likely an implicit expectation to prepare for the advent of resistance and it consequences. A change agent’s tool box should contain a number of strategies which will support the process of change. Defining and re-defining the end result as well as the change process itself is a useful exercise in that clarity eventually overcomes obscure, poorly orchestrated attempts at invoking change. This paper will propose a change initiative designed for LC- an organization referenced previously in part I of a continuing anthology of LC’s attempts at facing change. Resistance to change will be examined within the context of how certain attributes of any successful change process operate to support or derail attempts at managing a successful change initiative.…

    • 1267 Words
    • 6 Pages
    Powerful Essays
    Read More
  • Powerful Essays

    A Comparative Analysis of Business Models Utilized in the Heart of Change by Cohen and Kotter, to Organizational and Behavioral Management
    • 2549 Words
    • 11 Pages

    A Comparative Analysis of Business Models Utilized in the Heart of Change by Cohen and Kotter, to Organizational and Behavioral Management

    What is change? Change is ironically one of the very few consistencies in life. Yet we regard change as an aberration or a brief disruption, in a paradoxically ever so changing world. It is not a mystery then that the sum of all stress can be attributed to change, e.g., changes at work, changes in finances, changes in the family structure, etc. In light of this, John Kotter and David Cohen (2002) have published a book The Heart of Change which illustrates a step by step a process to implement effective change in the work place that minimizes those disruptions or aberrations. In the following analysis this writer will compare the eight steps for successful large scale change in an organization outlined in the book, The Heart of Change, with those discussed in the scientifically validated text Organizational Behavior and Management, by Ivancevich, Konopaske, and Matteson, (2011). As The Heart of Change presents their method of organizational change in eight stages, the comparative text discusses the undertaking of change through the perspective of slightly different methods starting on page 528. Both books are typically synonymous regarding the concepts of change in an organization; this analysis will dissect these differences and similarities, and prove both are valid resources.…

    • 2549 Words
    • 11 Pages
    Powerful Essays
    Read More
  • Good Essays

    Change Agents
    • 754 Words
    • 2 Pages

    Change Agents

    According to (Tandon, 2002), a change agent needs many personal characteristics in order to be successful. The role model of an outstanding change agent is embodied by James Shaw, who is described as young, ambitious, idealistic, demanding, enthusiastic, creative, intelligent, educated, persistent, strong-minded, as well as naïve, inexperienced, critical and unrealistic. He seems to have it all. And what his skills portfolio is missing, he compensates by building a powerful team around him. By recruiting former AIESEC members he acquires additional qualities such as impassioned speech, visionary skills, networking and communication skills.…

    • 754 Words
    • 2 Pages
    Good Essays
    Read More
  • Best Essays

    John Kotter
    • 4522 Words
    • 19 Pages

    John Kotter

    In any change effort, managing the change process is clearly important. However, competent management is required to keep change efforts on track. But for most organzations, the much bigger challenge is leading change (Leban & Stone, 2008)…

    • 4522 Words
    • 19 Pages
    Best Essays
    Read More
  • Powerful Essays

    Corning Glass Work Case Study
    • 3428 Words
    • 14 Pages

    Corning Glass Work Case Study

    The Corning Glass Company many product developments throughout the 1950s, 1960s, and 1970s. During that time they always had been a leader in the arena of glass and ceramic products. Corning Glass Company focused on commercial products until the 1960s when it entered the consumer market. One of Corning’s exceptional technologies in this market was Z-Glass. After several successful years of producing Z-Glass at the Harrisburg plant, yield output began a steady decline in July 1977.…

    • 3428 Words
    • 14 Pages
    Powerful Essays
    Read More
  • Powerful Essays

    Caluwe
    • 5535 Words
    • 23 Pages

    Caluwe

    In Chapter 3 we discussed paradigms concerning change: What exactly does the concept of change mean to an individual (which color?), and is this meaning experienced consciously or subconsciously? In Chapter 4 we looked at a method for change: Which main elements seem to be constant irrespective of how people view change? What does a road map for change processes look like? In this chapter we will delve yet a little deeper: What exactly do you, as a change agent, do in each specific phase of a change process? How do you steer through the four phases from idea to outcome? This chapter probably offers the change agent in the field the most practical advice. During external and in-house courses in change management we have noticed that most change agents wrestle with the question of how to structure each phase (Figure 5.1). How do you find answers to questions such as the following: • What exactly is the problem? How do I uncover that? Why are things the way…

    • 5535 Words
    • 23 Pages
    Powerful Essays
    Read More
  • Powerful Essays

    U010A1 Final Paper
    • 3116 Words
    • 13 Pages

    U010A1 Final Paper

    Change management entails thoughtful planning, sensitive implementation and involvement of the people affected by the change. Since managing change in organizations requires adhering to personal as well as the organizational needs of the people involved in the change, it should be holistic, achievable and measurable. Utilizing these principles of change will require reevaluating how we propose change management strategies as it relates to business decisions and processes. If you force change on people, problems will arise and resistance to change processes will build (businessballs.com).…

    • 3116 Words
    • 13 Pages
    Powerful Essays
    Read More
  • Better Essays

    modified heart of change
    • 2583 Words
    • 8 Pages

    modified heart of change

    The ability to change and adapt is extremely important for any organization to reach its full potential. Influencing people to change is more dependent on showing them a truth that influences their feelings, rather than shifting their thinking (Kotter & Cohen, 2002, p. 1). If leaders can change the behavior of members of an organization, the successful large-scale change they are seeking will more likely be realized. According to Kotter and Cohen, in order to achieve successful large-stage change, there are first eight stages that must be followed. These steps are: increasing urgency, building the guiding team, getting the vision right, communicate for buy-in, empower action, create short-term wins, don 't let up, and making change stick (Kotter & Cohen, 2002, p. 6). While organizational change does not necessary require each of these steps to occur, or in the exact specified order, they provide a basic pattern for leaders to use to influence behavior and create change (Kotter & Cohen, 2002, p.7).…

    • 2583 Words
    • 8 Pages
    Better Essays
    Read More
  • Good Essays

    Change Agents
    • 1489 Words
    • 6 Pages

    Change Agents

    Change is vital in every organization to survive and to keep up with the ever-changing technology and environment. They include globalisation, clashing cultures and diversity, changing technology, challenging economies, the need to be more efficient, innovative and responsive to customer demands, corporate social responsibilities, and aging and growing population (Thompson, 2009). In order to survive, organizations are required to constantly change so that it remains competitive with the changing environment Organization development is different from organizational change. It is primarily concerned with change that is goaled towards transferring the knowledge, skills and expertise needed to achieve goals and solve problems. The intention is to improve the organization in terms of problem solving, quality of work life, etc and moving the organization to a better direction or position in order to have better performance, lower turnover and higher job satisfaction in employees. Organizational change whereas, is more broad in perspective and can refer to any changes in the organization from change in organizational structure to technical or managerial innovations Organizational targets for planned change include changes in strategy, objectives, technology, culture, structure, processes, management etc. These change activities in the organization are managed, facilitate and implement by change agents. There will be a discussion on why organizations enlist the help of change agents and the skills and competencies that they need to possess. There are various advantages and disadvantages for an organization in using internal and external change agents in the change processes. Lastly, few recommendations are people who bring or introduce planned change. The change agent can be manager or non-manager, employees of an organization or a consultant hired from outside (Pathak, 2010).…

    • 1489 Words
    • 6 Pages
    Good Essays
    Read More

Related Topics