Case study regarding to organisational effectivness theories

Regarding to organisational effectivness theories - Case Study Example Built in 1891, the company had high potential in the past. However, despite the numerous subsidiaries and an enormously large work force, the company failed to maintain a good performance level. In the 1990s, the company lost around $2.2 billion although a lot of focus had been on the improvement of performance. There are a number of reasons that are responsible for the failure of the company. The first and foremost reason for the dwindling for the progress of Philips was the fact that there had always been the problem of the relative distribution of power between the national organizations and the product divisions of the company. The product divisions were responsible for the manufacturing and the Research & Development sector while the national organizations were to monitor the day to day business of the company in different countries. Technically, the product divisions should have been given more importance, as they focused on and acted globally; though the same did not hold valid when it came to the real scenario. Since the company originally was from Netherlands, most of the managers of the company were Dutch. The Board of members belonging to a particular region posed a risk to the working of the national organizations. The national organizations were basically designed to work autonomously so that the needs of different countries, being different from each other, could be served. At times, the purpose of providing of autonomy was not really fulfilled. Yet the national organizations were still more important than the product divisions. There were attempts that had been made to give more power and credit to the product divisions, which acted universally, rather than the national organizations, which differed across countries. However there was little that changed the situation. Along with structural issues that the company was facing, there were environmental issues too. The increased

Managing Organizational Change Research Paper Example | Topics and Well Written Essays - 1000 words

Managing Organizational Change - Research Paper Example o be answerable to each other on the same tier as well as to the owners and stakeholders of the organizations who have invested within them for so long. Perhaps it would be a good exercise to bring in the change smoothly. This shall make the entire process an easy one and put the crux of the exercise safely within the grasps of the people who are ready to undertake such a change for their own good. This change element within the domains of the organization could be handled if there are proper mechanisms in place and which look to provide the remedy for the quandaries that employees find themselves engulfed in every now and then. It is important that these employees know what they need to do in order to remain satisfied with their jobs. This will make them feel secure with the jobs that they have got and not try to hop on every opportunity that they can get. An organizational change setting that does not bring in a sense of optimism within the workplace realms is indeed a classic case of failure (Douglas, 2009). This is because organizational change has to happen smoothly and without any hindrances whatsoever. It makes the task pretty easier if things are handled in a proactive manner rather than something else. Also the organizational change should be such that the employees are told about the change beforehand because no employee appreciates the idea of changing every now and then. It has been a fact that change is a constant factor that takes place almost everywhere but since it is something that is seen as undesirable, it takes sheer resistance on the part of the employees regularly. In order to make sure that the organizational change is successful, it is imperative that this change is backed up with improving the morale of the employees because this will ensure... This report stresses that the impacts of resources that are available within an organization are severely significant nonetheless. This is because they have to find out the basics related with the organizational change and how this change is going to showcase better employee morale and more dedication at the end of the day. It would also mean that the employees remain satisfied with what they are receiving in terms of the resources and how contented they are in knowing the fact that their resources are being well-equipped nonetheless. The resources’ discussion is always an important one because it tells the employees beforehand how significant they are for the sake of the organization and what measures need to be taken to make sure that they become important with the passage of time. This indeed is a symbiotic relationship which should always be encouraged and supported across the board, at all levels. This article makes a conclusion that it is necessary to comprehend how sound an organizational change strategy would work for the sake of the organization under question. If this is proper and within the frameworks as has been suggested and decided upon, then this will mean serious success for the employees who are working at different levels as well as the employers who seek retention of their employees and better usability of the available resources at their disposal. One must understand that these are serious attributes that come attached with the morale discussions of the employees and should always be treated as such.