Implications of Change
"The driving force of culture change is the marketplace. Its urgencies represent the only compelling rationale for organizational change" (D'Aprix & Tyler, 2006, p.23). In order to determine if CrysTel is ready to handle constant change, two surveys were handed out by a consultant to analyze each department, determine where issues exist and training is necessary, and overall which departments are the strongest and the weakest. The first survey was an employee satisfaction survey that was used to quantify satisfaction with work related issues such as communication, training, working conditions, benefits, supervision, and teamwork. Using the data collected by surveying the departments at CrysTel and completing an analysis, a determination was made indicating which two departments required further attention and improvement efforts. Before change efforts can be put into place, existing issues within the departments must be resolved in order to decrease the level of resistance and the risk of failure implementing continuous change. The following table illustrates the results of the consultant's employee satisfaction survey and illustrates the 9 criteria the survey was based on.
Table 1 -... [continues]
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