Organizational Transformation

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MBA 520: Organization Transformation
Critical Analysis of Leadership Solutions Paper

Organization transformation is not an easy task, and will take finesse, and people skill to be successful. The organization structure, and its relationship to culture will need to be understood to develop a action plan that will fit the current, and future organizational culture. Once the culture has been dissected and analyzed, its important to know who the key players are, in other words, those who have the power, and authority to make decisions will be the most instrumental to the success of organization transformation. During the change process it’s necessary that one possesses a certain skill set, or techniques to help deal with resistance once discovered. Communication, the art of negotiation, and people skills are the best tools one can possess when dealing with resistance to change. Once those attributes are exhibited, techniques will need to be implemented based on the leadership style of the organization, for example, authoritative versus participative. Organizational culture is a set of understandings, or meanings shared by a group of people that are largely tacit among members and are closely relevant and distinctive to the particular group which are also passed on to new members (Allaire, 2007) The observable level of organizational structure at Affiliated Computer Services (ACS) consists of the behavioral patterns, and outward manifestations of the organizational structure. Our organization culture is created, and maintained largely by leadership, they are responsible for articulating for core values and norms of the organization. The use of artifacts is instrumental, and should be consistent throughout the organization, and reinforced by leadership. We have a logo that specific to ACS that help other outside the organization to distinguish out organization from other organizations. Everything from the correspondence used, coffee cups, email insignias...
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