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In this third and final module titled 'Impacting Quality' you are tasked with the implementation of your chosen initiatives. It is in this moment that you must now create movement in the scenario. Your task is to engage with your lived organisational experience, the organisational realities that you expect to encounter in creating opportunities for change, and the knowledge, tools and skills you have acquired studying this unit. Answer the following question:
Organisations are socially constructed entities. Describe the dark-side of the organisational culture issues at play in this scenario and set out how you would go about implementing a different reality.
The objective of this module is to critically discuss the cultural and communication issues that are pertaining in HOPE (Healthy Oxygen Promotional Education) commission. There is a number of issues related to communication and culture that have been identified in the organization. The problems are basically evolving among CEO Alex Coles and employees of the organization. The reason for anger among employees is the appointment of consultant Frank Rodgers, who is the friend of the CEO. Thus, employees are of the opinion that the culture of Nepotism is prevailing in the organization. Due to this culture, communication among employees and the CEO is getting affected. As described in the scenario that in the meeting being held by the CEO, no employee has communicated with the CEO. Everyone except for the CEO was silent during the meeting and that was the way all the employees were showing their anger against the culture that is prevailing in the organization. Thus, so many issues are there in the organization to be taken into consideration. In light of this scenario in the lived organization, there is a need to bring a change. The change would be the only strategy that would help HOPE (Healthy Oxygen Promotional Education) commission to deal with these complexities related to communication and the culture (ARMENAKIS, A. A., & Bedeian, A. G., 2010). The focus of this module is on designing and shaping new culture in the organization. There are several concepts that would be utilized during the course of action. These concepts are playing with the possibility, playful membership, fun at work, humoring the pain, examining the toxic, abuse at work, macro-level manifestation, meso-level manifestation, micro-level manifestation, communication scholarship, and interventions at micro-level, meso-level and macro-level. Along with these aspects, there are several change strategies such as open and upfront communication, facilitation of change process, educational foundation and support and participation and involvement would be discussed. The relevance of OCTAPACE culture would also be discussed for HOPE (Healthy Oxygen Promotional Education) (ASHFORD, S. J., 2011). Thus all the factors that impact the quality would be examined and new implementation policies would be brought in the notice of every employee in the organization.
Critically evaluate opportunities for change communication
The culture of the lived organization suggests that there are several problems in communication among the key stakeholders of the organization. The case about HOPE (Healthy Oxygen Promotional Education) depicts so many instances of communication among CEO Alex Coles and his friend Frank Rogers who is being hired recently as a consultant. The problem with this appointment is that employees are calling it as nepotism. Employees suggest that Frank is ignorant towards his job and he thinks that the problem of air pollution has never affected him. On the other hand, employees are doing their best to deal with the problem and they are doing their jobs very honestly. The scenario here is very complicated; CEO has nothing to do with the honesty and efforts of the employees, the consultant Frank is also showing an attitude that is very careless towards the job and the employees are observing everything silently. No employee is saying anything against it because they are afraid that they might lose their job. Thus, the most significant problem here is with the attitude of the employees. If the employees would not communicate properly then these things would persist. The opportunity for change would only work if the employees will establish a proper channel of communication and will tell everything to the management about whatever they are observing in the organization. The only opportunity to change is the attitude of the employees. There are some faults lying on the side of CEO Alex Cole because he is only considered with KPIs (key performance indicators). There have been instances when some employees tried to bring about changes in the process by bringing innovative ideas in front of the CEO and consultant but that was rejected right away. These instances have started preventing employees from working with zeal. There were some chances of changes but that was also prevented (AULT, R., Walton, R., & Childers, M., 2011). Every employee including Jane, Debra, etc is worried about the quality and the process that the consultant is delivering in the organization. They can really observe that the consultant is only concerned with the money that he is getting from the job and everything else is just a matter of formality for him. The CEO has announced that he is adopting open door policy and anyone can come anytime with their concerns. But this policy could not work. Every employee thought that it is a real mess. The employees did not want to reveal their real thought about the CEO and the consultant. Thus, all the opportunities that could bring the change are slashed. The reason is CEO, consultant as well as employees.
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