Assignment No. 09 Change Management in an Organisation Submitted to: G Malik Submitted by: M U Nawazish Submission Date: 09th June 2010 Course: PGD Strategic Business Management Subject: Leadership and Change Management 1 | Page Leadership & Change Mngmt By M U Nawazish
This document is posted to help you gain knowledge. Please leave a comment to let me know what you think about it! Share it to your friends and learn new things together.
Transcript
Assignment No. 09
Change Management in an Organisation
Submitted to: G Malik
Submitted by: M U Nawazish
Submission Date: 09th June 2010
Course: PGD Strategic Business Management
Subject: Leadership and Change Management
1 | P a g e L e a d e r s h i p & C h a n g e M n g m t B y M U N a w a z i s h
Table of Contents
PARTICULARS PAGE NO.
INTRODUCTION 04
COMPANY’S HISTORY 06
WHAT IS CHANGE MANAGEMENT 08
Types of Change Management 09
WHAT CHANGE REQUIRED 10
Forcefield Analysis 10
MAJOR CHANGES IN GE 11
Merger & Acquisition 12
Restructuring 16
Reconfiguring the Business Portfolio 18
Changing the Structure 19
Changing Management System & Processes 20
Corporate Initiatives 20
The Boundary-less Organization 21
Globalization 21
Six Sigma 21
WHY CHANGE REQUIRED IN AN ORGANIZATION 22
2 | P a g e L e a d e r s h i p & C h a n g e M n g m t B y M U N a w a z i s h
NEED AND FORCES FOR CHANGES IN GE 23
Controlling Bureaucracy 23
Lack of Sharing Information 23
Winning Competitive Advantage 23
For Expanding the Business 24
Advancement of Technology 24
HOW TO MANAGE CHANGE 24
Styles of Managing Change 25
Roles in Managing Change 26
ROLE OF LEADERSHIP IN GE 27
GE as an Executive Farm Club 28
Key Lessons for Developing Leadership 28
WHY DO PEOPLE RESIST CHANGE 29
Barriers that Occurs during the Change in GE 30
HOW TO AVOID RESISTANCE TO CHANGE 32
CONCLUSION 33
REFERENCES 34
3 | P a g e L e a d e r s h i p & C h a n g e M n g m t B y M U N a w a z i s h
INTRODUCTION
The history of General Electric Company is a significant part of the history
of technology in the United States. General Electric (GE) has evolved from
Thomas Edison's home laboratory into one of the largest companies in the
world, following the evolution of electrical technology from the simplest
early applications into the high-tech wizardry of the early 21st century. The
company has also evolved into a conglomerate, with an increasing shift
from technology to services, and with 11 main operating units: GE
Advanced Materials, a specialist in high-performance engineered
thermoplastics, silicon-based products, and fused quartz and ceramics
used in a wide variety of industries; GE Consumer & Industrial, which is
one of the world's leading appliance manufacturers, stands as a
preeminent global maker of lighting products for consumer, commercial,
and industrial customers, and also provides integrated industrial
equipment, systems, and services; GE Energy, one of the largest
technology suppliers to the energy industry; http://en.wikipedia.org/wiki/General_Electric
GE Equipment Services, which offers leases, loans, and other services to
medium and large businesses around the world to help them manage their
business equipment; GE Healthcare, a world leader in medical diagnostic
and interventional imaging technology and services; GE Infrastructure,
which is involved in high-technology protective and productivity solutions in
such areas as water purification, facility safety, plant automation, and
automatic environmental controls; GE Transportation, the largest producer
4 | P a g e L e a d e r s h i p & C h a n g e M n g m t B y M U N a w a z i s h
We can define change management in the following categories:
(Strategy into Action Page No. 506)
Adaptation:
Adaptation is change which can be accommodated within the current paradigm and occur incrementally. It is the most common form of change in the organisations.
Reconstruction:
Reconstruction is the type of change which may be rapid and could involve a good deal of upheaval in an organisation, but which does not fundamentally change the paradigm. It could be a turnaround situation where there is need for major structural changes or major cost-cutting programme to deal with a decline in financial performance or difficult or changing market conditions.
Evolution:
9 | P a g e L e a d e r s h i p & C h a n g e M n g m t B y M U N a w a z i s h
Evolution is the change in strategy which requires paradigm change, but over time. It may be that managers anticipate the need for transformational change, perhaps through the sort of analytical technique. They may then be in a position of planned evolutionary change, with time in which to achieve it. Another way in which evolution can be explained is by conceiving of organisation as ‘learning system’, continually adjusting their strategies as their environment changes.
Revolution:
Revolution is a change which requires rapid and major strategic and paradigm change. This could be in circumstance where the strategy has been so bounded by the existing paradigm and established ways of doing things in the organisation that, even when environmental or competitive pressures might require fundamental change, the organisation has failed to respond. This might have occurred in many years and resulted in circumstances where pressures for change are extreme –for example, a take over threatens the continued existence of a firm.
It is therefore helpful to have a view that what type of change is required.
What Change is Required???
First of all this fact is very important that what change is required in the organisation, what problems need to be tackled what kind of things enforcing the change and what factors are apposing the change process.
Forcefield Analysis:
Forcefield analysis is a technique that used in the organisations to know what are the forces in favour of change and forces blocking the change process.
10 | P a g e L e a d e r s h i p & C h a n g e M n g m t B y M U N a w a z i s h
“A Forcefield Analysis provides an initial view of Change problems that need to be tackled, by identifying Forces for and against
Change”.
When we apply Forcefield analysis on any organisation it allows following questions to be asked:
What aspects of the current situation might aid change in the desired direction and how might these be reinforced?
What aspects of the current situation would block such change, how can these be overcome?
What needs to be introduced or developed to aid change?
MAJOR CHANGES IN GENERAL ELECTRIC
GE's economic problems were mirrored by its managerial reshuffling. When
John F. (Jack) Welch, Jr., became chairman and CEO in 1981, General
Electric entered a period of radical change. Over the next several years,
GE bought 338 businesses and product lines for $11.1 billion and sold 232
for $5.9 billion. But Welch's first order of business was to return much of the
control of the company to the periphery. Although he decentralized
management, he retained predecessor Reginald Jones's system of
classifying divisions according to their performance. His goal was to make
GE number one or two in every field of operation.
One branch of GE's operations that came into its own during this period
was the General Electric Credit Corporation, founded in 1943. Between
1979 and 1984, its assets doubled, to $16 billion, primarily because of
11 | P a g e L e a d e r s h i p & C h a n g e M n g m t B y M U N a w a z i s h
expansion into such markets as the leasing and selling of heavy industrial
goods, inventories, real estate, and insurance. In addition, the leasing
operations provided the parent company with tax shelters from accelerated
depreciation on equipment developed by GE and then leased by the credit
This is the next step after the implementation of change that how to manage/ maintain this change.
Here we can see different styles of managing change and different roles in change management that who is responsible for what job.
Styles of Managing Change:
Whoever is the position of managing change needs to consider the style of management they adopt. Different styles are likely to be more of less appropriate according to the organisational context. Detail of these styles is as follow:
Styles Means/Context Benefits ProblemsCircumstances of Effectiveness
Education & Communication
group Briefings assume internalisation of strategic logic and management
overcoming lack of (or miss)information
Time consuming Direction or progress may be unclear Incremental change
or long time horizontal
transformational changecollaboration/
Participation
involvement in setting the strategy agenda and/ or resolving strategic issues by taskforces or groups
increasing ownership of a decision or process May improve quality of decision
Time Consuming Solutions/ outcomes within existing paradigm
Intervention
change agent retain co-ordination/control: delegates elements of change
process is guided/controlled but involvement takes place
Risk of perceived manipulation
incremental of non-crises transformational change
Direction use of authority to set direction and means of change
clarity and speed risk of lack of acceptance and ill-conceived strategy
Transformational change
Coercion/ Edict
Explicit use of power through edict
may be successful in crises or state of confusion
Least successful unless crises
Crises, rapid transformational change or change in established autocratic cultures
25 | P a g e L e a d e r s h i p & C h a n g e M n g m t B y M U N a w a z i s h
Chapter 10 Managing Strategic Change page 516
Roles in Managing Change:
When it comes to considering strategic change, there is too often an over-emphasis on individuals at the top of an organisation. It is useful to think of change agency more broadly. A change agent is the individual or group that helps effect strategic change in an organisation.
Let’s have a look on different roles of change agent in an organisation:
There are three types of roles in a change management system:
i. Strategic Leadership
ii. Middle Managers
iii. Outsiders
Strategic Leadership: The management of change is, however, often directly linked to the role of a strategic leader. A leader is not necessarily someone at the top of an organisation, but rather someone who is in a position to have influence. They are often categorised in two ways:
Charismatic Leaders, who are mainly concerned with building a vision for the organisation and energising people to achieve it, and are therefore usually associated with managing change.
Instrumental or Transactional Leaders, who focus more on designing systems and controlling the organisation’s activities, and are more likely to be associated with improving the current situation.
Middle Managers: A top-down approach to managing strategy and strategic change sees middle managers as implementers of strategy. Their
26 | P a g e L e a d e r s h i p & C h a n g e M n g m t B y M U N a w a z i s h
role is to put into effect the directly established by top management by making sure that resources are allocated and controlled appropriately, monitoring performance and behaviour of staff and, where necessary, explaining the strategy to those reporting to them.
Outsiders: whilst existing managers have important roles to play, ‘outsiders’ are importance in the change process. Outsiders may take different forms.
A new Chief Executive from outside the organisation may be introduced into a business to enhance the capability for change. This is especially so in turnaround situation.
The introduction or arrival of new management from outside the organisation can also increase the diversity of ideas, views and assumptions which can help break down cultural barriers to change; and they may help increase the experience of and capability for change.
Consultants are often used in change processes. This may be to help formulate the strategy of to plan the change process. However consultants are increasingly used as facilitators of change processes.
It should also be remembered that there are likely to be key influencers of change external to an organisation within its stakeholder network. Government, investors, customers, suppliers and business analysts all have the potential to act as change agents on organisations.
ROLE OF LEADERSHIP IN GE
Welch has a very specific vision of the ideal leader. Unlike the “command
and control style” of autocratic leadership, Welch’s leadership ideal
encompasses a wide range of qualities closely associated with a learning
organization. Early on, Welch looked for customer-focused leaders who
27 | P a g e L e a d e r s h i p & C h a n g e M n g m t B y M U N a w a z i s h
had “head,” “heart, “and “guts.” Later he spoke of a leader’s ability to
embrace change, think globally, and deliver results. He also articulated
ideal leaders as those who had the “Four E’s”: Energy Energizer (can
excite others), Edge (competitive types who moved quickly), and Execution
(delivered in the form of results).
GE as an executive farm club
GE’s ability to nurture managerial talent, the company became a “farm club” for
executives. Over the years, many of Welch’s key managers became CEO of other
Fortune 500 companies. Examples include Larry Bossidy, who became head of
AlliedSignal, Robert Nardelli, who became CEO of The Home Depot, and James
McNerney, who took the top spot at 3M. (Nardelli and McNerney left GE within
weeks of learning that they would not succeed Welch as GE CEO.)
Key lessons for developing leadership
1. Nurture only those leaders who share the company’s vision:
Welch said that one of the more difficult decisions was to fire Type C’s,
those managers who made their numbers but did not subscribe to the
company’s values.
2. Look for leaders who harness the power of change: Welch embraced
change, never afraid of staring reality in the face. Look for leaders who will
see things as they are, those unafraid of making the really difficult
decisions.
3. Look for the “Four E’s”: Welch sought out managers who were strong
on all four traits.
28 | P a g e L e a d e r s h i p & C h a n g e M n g m t B y M U N a w a z i s h
4. Search out confident managers: Welch believed that “instilling
confidence” was one of his key tasks. He also felt that genuine confidence
was a rare trait, and a quality he sought out in GE managers.
5. Look for managers who put customers first: Customers and
customer focus became a more prominent part of the company’s values. In
the most recent version of GE’s values (the version in place in Welch’s final
year at GE), one-third of the statements involved the customer
A. Generally people resist change due to inertia, timing, surprise and peer pressure.
B. Change specific reason for resistance: Resistance may arise from the very nature of a proposed change. It may arise from what people perceive as the personal consequences of the change.
a) Self-interest: most people care less about the organization’s best interest than they do about their own interests.
29 | P a g e L e a d e r s h i p & C h a n g e M n g m t B y M U N a w a z i s h
b) Misunderstanding: even when management proposes a change that may benefit everyone, people may resist because they do not fully understand its purpose.
c) Different assessment: employees receive different and usually less information than management receives.
BARRIERS THAT OCCURS DURING THE CHANGE IN GE
Anything that hampered performance or open communication was to be
torn down. Welch’s initiatives were designed to erase the barriers that
proliferate in large organizations: horizontal barriers, vertical barriers, and
external barriers. Welch urged employees to “blow up” bureaucracy and
knock down every boundary. Much of what he did in the 1980s, from delay
ring to Work-Out, was explicitly designed to remove debilitating barriers.
Welch was fiercely committed to removing any speed bump that slowed the
company down. His strategy of boundarylessness was specifically
designed to remove the boundaries that separated GE workers from new
ideas, customers, and each other. He despised turf battles and other “silo
like” behaviours that kept GE mired in the past. Even in his final year as
CEO, Welch spoke of the importance of “blowing up” every boundary that
keeps individuals and organizations from reaching their full potential.
Organizations which have a balanced and harmonious combination of will,
focus and capability seems to fare best when faced with surprise and rapid
change. As an analogy, top players of golf, baseball or cricket seem toper
form even better after clearly focusing and carefully establishing a mental
“centre” The skills and capability to play the sport well are obvious
30 | P a g e L e a d e r s h i p & C h a n g e M n g m t B y M U N a w a z i s h
prerequisites. Some examples of imbalances which lead to learning
disabilities and barriers to proactive change are the following:
• Excessive will, drive and ambition can lead to dangerously distorted
perceptions of reality, or “blind spots”, and behaviour which may ultimately
destroy organizational capability. Kidder-Peabody is a major Wall Street
investment bank owned by General Electric. Driven by a culture
encouraging market leadership and aggressive deal-making, as well as
personal ambition, a top trader in Government bonds developed a $340
million fraudulent scheme of phantom trades. GE has had to make large
charges against 1994 income as a result. Top level embarrassment and
damage to Kidder-Peabody’s reputation are intangible but serious costs in
a business where trust is a vital success factor.
• The tremendous resources and capabilities of US steel-makers,
automobile companies and even IBM, may have led to a complacency and
lack of focus in those companies at critical turning-points in the markets. By
contrast, the lack of capabilities and degree of stress in many down-sized
and restructured corporations of the 1990s may endanger their ability to
develop market focus and morale.
• Some organizations and individual leaders, notably in the public sector,
may have an extremely good focus and sense of what needs to be done.
However, political constraints and the insecurities resulting from funding
cutbacks and adverse publicity may destroy their capability to act, and
prevent effective organizational learning needed for change. Learning
disabilities and barriers to change are well described by Senge, Argyris and
others. In many cases, learning disabilities and barriers to change are
either synonymous or very closely related. For instance, excessive
organizational stress may compromise individual personal mastery, and
31 | P a g e L e a d e r s h i p & C h a n g e M n g m t B y M U N a w a z i s h
systems-thinking may be discouraged by a lack of skills and resources for
training.
How to Avoid Resistance to Change???
There are several approaches to avoid resistance to change like:
A. Education and communication: Management should communicate not only the nature of the change but its logic.
B. Negotiation & rewards: rewards such as bonuses, wages, salaries and perks can be examined and restructured to reinforce the direction of the change.
C. Participation & involvement: it is important to listen to people who are affected by the change. They should be involved in the change’s design and implementation.
D. Facilitation & support: management should provide the support needed for the change to be effective. It should also facilitate the change by providing the training and resources that people need to carry out the change.
32 | P a g e L e a d e r s h i p & C h a n g e M n g m t B y M U N a w a z i s h
Conclusion
Jack Welch’s attitude towards management boils down to a few very simple
ideas: breaking down hierarchies, ensuring free information flows
throughout the organization, and encouraging people to talk, listen and be
open to new ideas. When he first became a GE vice president at the age of
36, he “stalked out on the plant floor, or picked up the telephone to deal
directly with anyone at any level when a problem came up”18 and that is
the organization Jack Welch has attempted to build in terms of
communication. Welch succeeded in transforming a complacent behemoth
into an energized company ready to face world competition. By flattening
the organization and by removing unnecessary layers of bureaucracy, he
liberated employees and empowered them to make decisions and effect
their jobs, as well as the company as a whole. At the same time, he relied
on stretch goals and the slope of satisfaction (as previously discussed) to
further push the company to new levels of achievement. An additional
sense of empowerment was relayed through various communication,
training and motivation mediums, such as the “Work-Out”, “the Pit”, “the
Corporate Executive Council” and other special project teams. Foremost he
underlined his words with accompanying actions and an exemplary
33 | P a g e L e a d e r s h i p & C h a n g e M n g m t B y M U N a w a z i s h
attitude, avoiding the well known saying that words by themselves are
empty. Through the use of 360- degree review processes, appropriate
bonus schemes and structural organizational changes, Welch created and
opened communication channels at GE, allowing for unprecedented
networking, teamwork, and openness to take place at GE. All of these
factors combined to form a motivating force for the employees of GE. This
motivation in turn has lead to a decade of outstanding performance by Jack
Welch and General Electric Corporation.
References:
Harvard Business Review, June 2010, http://hbr.org/