Q1.Using the Assessment tools we have discussed in unit 6, (McKinsey 7-S framework, Balanced Scorecard, SWOT Analysis etc) provide a complete assessment of the company you are currently working for. If you were CEO what would you change and why - provide your recommendation with a Before and After Organizational chart. - If you are not working at this time - use a past employer.
Table of Content
* Complete assessment of the company I work for – M. Muhammad Shafi & Co. * What would I change as the CEO and why
* Organizational Charts, Before and After.
Change is very important for any organization because, without change, an organization would most likely lose its competitive edge and fail to meet the needs of its customers in this fast changing day and age. Companies have a love - hate relationship when dealing with change. Some embrace it upfront while others try and hide it under the carpets. But it is the one thing that is constant and which can ensure sustainability and growth for an organization. Successful change comes around only with the right amount of communication across the organization. This is a critical success factor because if the employees don’t understand the ideas and reasons behind the change and the many impacts it is going to have on the organization, they wouldn’t plan and work for it and thus, the change effort will fail. Change is always difficult to handle and that is the perception anyone can have because it brings you out of your comfort zone. A change adoption with no resistance does indicate the system which has been prevailing was really not doing well. Resistance to change is as old as humanity itself. While it is true that change is inevitable, our denial of the essential impermanence of things, processes, and people, coupled with our attachment to these same things, processes and people is a constant source of human suffering. Change is certainly inevitable, but it can be beneficial, or it can be deleterious. Often the degree of "goodness" or "badness" of any given change depends upon one's perspective - these terms are relative. I believe that people within a company are more willing to embrace or accept change when it is presented to them at a macro level, but resistance increases as the change is drilled down to more micro levels.
Assessment of the Company
M. Muhammad Shafi & Co.
SWOT analysis is a method of assessing the Strengths, Weaknesses, Opportunities and Threats in a project. The idea is to identify the main internal and external factors that are important in achieving the goal. * Internal factors – The strengths and weaknesses internal to the organization. * External factors – The opportunities and threats presented by the external environment to the organization.
SWOT analysis, Wikipedia, the free encyclopaedia. http://en.wikipedia.org/wiki/SWOT_analysis [accessed 12 October 2012]. The SWOT analysis provides information that is helpful in matching the organizations resources and capabilities to the competitive environment in which it operates.
M. Muhammad Shafi & Co ____________________________________________________________________________________________________________
(This particular example is for a new business opportunity. Many criteria can apply to more than one quadrant. Identify criteria appropriate to your own SWOT situation.)
* Work on only on a single raw material (soft lambskin for clothing) * Job authorities and responsibilities are vague
* Deliveries are only 55-60% on time
* Percentage of rejects from production is considerably high * Absence of ‘strong’ sales team
* Nature of business is too exhausting with respect to cash flows. * High cost structure
* Expert in producing soft lambskin leather for quality garments * Strong...
Bibliography: * Organizational Structures, Wikipedia, the free encyclopedia. http://en.wikipedia.org/wiki/Organizational_structure [accessed 12 October 2012].
* SWOT analysis, Wikipedia, the free encyclopedia. http://en.wikipedia.org/wiki/SWOT_analysis [accessed 12 October 2012].
* Ronald A.Heifetz and Donald L. Laurie; The Work of Leadership r0111k, Best of HBR, Harvard Business Review. 1997.
* Prof. James G. Clawson; A Leader Guide to Why People Behave the Way They Do. Darden Business Publishing, 2001.
* Michael Goold and Andrew Campbell; Do You Have a Well-Designed Organization?; r0203k, Tool Kit – Harvard Business Review. March 2002.
* Jeanie Daniel Duck; Managing Change - The Art of Balancing, OnPoint 5416; Harvard Business Review. November–December 1993
* John P. Kotter ; Leading Change: Why Transformation Efforts Fail; Product no. 4231, Harvard Business Review .January–February 2000
* Eric Abrahamson; Change Without Pain; R00401, Harvard Business Review. July –August 2000
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