Pressures for Change (graded

Organizations change due to many different pressures. In your lecture for Week 1, as well as your
reading in Chapter 3, you are introduced to many of these pressures. Think about a time at work, at
school, or at home, when you have been subjected to similar pressures (this is “your" example). Did that
pressure make you change or “dig in your heels” and refuse to change? What does that say about
pressures for change? Does it always lead to change?

Provide your example in your first post, and if you can, explain how the theories on “pressures for
change” help explain why you were or weren’t actually pressured to change in your example. Please also
discuss your classmates’ examples with them. In follow-up posts, talk about how these pressures did or
didn’t cause a company to change, to their benefit or detriment.

Your instructor will come in with additional questions and thoughts based on your comments and the
pressures for change, and during the week, your main focus will be on “why companies change.” Enjoy
the discussions!

Class, as you contemplate your responses to the questions, please select one and explain thoroughly rather than responding to all three at onc


Dr. Dale

Welcome Joshua Collier 7/12/2012 8:51:14 PM
to Week 1

One thing that I hate about my organization is that it is constantly undergoing change; so much so that it feels like it is
undergoing an identity crisis. Often these changes are the result of some new boss wanting to get a promotion or a new
contractor being assigned to maintain a system, but the flood of bad ideas never seems to stop. Occasionally we get
new ideas or programs that are a serious improvement, but the organization resists them because of all of the bad
experiences. Working for a branch of the government we do not have the luxury of refusing change, but I can assure
you that in these instances we sure can drag our feet on a new project or system if the folks at the operational level do
not support the change.

A few years ago a new system was pushed on us. Other maintenance organizations had been using this system since
its inception in the early 1990s, but our type of maintenance unit was using a separate system unique to our type of
maintenance. We drug our feet until the last possible day. The only upside was that the contractor made some much
needed changes to the program to accommodate some unique needs of our unit. In my business the only source of
pressure is referent or legitimate power. This form of power is both very effective at getting change accomplished and
very ineffective at getting change supported.

Welcome to Clara Ofori-Mante 7/11/2012 10:20:13 PM
Week 1

Currently, my division of the company i work is going through a changing phase, it has been going on
for the past 3 months and its in transition. Initially when the employees were told about the changes
that were going to happen, it was met with resistance because they felt it would be much work having
to change how things are being done. Later it was explained that training programs had been

small tweaks continue in an effort to continuously improve and with that comes constant change. when the said objectives are being met. When the change was put in place there were a lot of technical glitches that had not been figured out and many of the advisors . This is an example of Formal coercive pressures which is mentioned in our text. This created a serious problem because the new individual was normally not assigned these duties until after the previous person had move to a new position. Bottom line. what their responsibilities were.organized to train each associate. Naturally there was some skepticism felt by me and my coworkers. i do not see how that can fail. especially by employees who have been with the company for a number of years because there was an uncertainty on how some of the new processes would actually work. but the responsibility for training new individuals used to fall to the person they were replacing. Once properly trained it is fairly simple to use. At work one of the systems we use is very user UN- friendly. When I came on board. Some folks decided they wanted to pursue other avenues and left the company but as a whole there was a good buy-in from everyone. RE: Welcome Joshua Collier 7/14/2012 9:18:25 PM to Week 1 I have seen new programs. The presentation of how the changes were going to affect us was not done very well and left us with more questions than answers. that was received rather well and has gone on really well because now all the associates are ready to implement the change coming up. RE: Welcome to Antoinette Watson 7/11/2012 6:57:25 PM Week 1 Recently there was a system change at my work. in some cases. If the main reason/ objective of the project is not tailored to the training them off course it would fail but if is is. there was some resistance. They feel they have been equipped with the necessary tools to be able to deal with this change. it is just a bad idea. By developing a training program for our training tracking software and my section taking over the responsibility of training 100% of the unit monitors (about 30 people) we have almost eliminated errors. the government had just official mandated a new regulatory world for for-profit educational institutes and with that came some changes in how things were done as well as how employees were measured and. They were changing the way that we were supposed to collect documents from students. RE: Welcome Clara Ofori-Mante 7/14/2012 10:55:45 PM to Week 1 That's all true but I believe that the failure or success of training and implementation of a project or program is all dependent on the objectives of the project ans why it was carried out in the first place. However. Today. our company values stay the same and as long as we can be adaptable there will be less resistance. RE: Welcome to Brian Dunnicliffe 7/11/2012 12:23:39 PM Week 1 One of the changes I have experienced in my current position has to do with re-organizing our business model to match government mandates. In my line of work as a training developer I really feel that training for the new software should really be considered part of the SDLC (Systems Development Life Cycle). Although this change was clear and consistent. sink or swim is never a management style. Much training and support was provided and over time most everyone adapted any changes and are doing just fine. live or die by the training that is provided at the time they are implemented. mostly new computer systems.

instead backlog was increasing. we didn't rehire a position. employees. including the management. In terms of contractors. so our council would like to get to the point were we become less dependant on local aid. working for the City we have been cutting the budget for the last couple of years. judges. and claimants. Due to the budget cut. During that time the pressure was affecting everyone. I don’t know the exact amount of hearing monitors that were let go but we have 164 offices nationwide and each office on the average used to employ 7-15 hearing monitors. and let go some employees. The State of MN has been cutting our local aid for the last couple of years. Having these people let go. At the time I was the Vice President for International Brotherhood of Electrical Workers (IBEW 1413). we had to sit at the table and negotiate with the company on the agreement before it could be voted on.were having a hard time of explaining to their students how the program worked. required us to take over their positions. nowadays. RE: Welcome Julie Beth 7/9/2012 8:30:16 PM to Week 1 I can relate with you Lucy. The was a lto of backlash against theses changes. hearing monitors were hired and worked for years as an outside of the agency’s employees but within the budget cut. in order to hire or promote one person within government. Most government agencies budget had been drastically cut within last few years. Being such a small city the big items to cut would be public safety. in the last couple of years there has been wage freeze. it turned out that the agency was not saving any money. RE: Welcome to Michael Rohde 7/9/2012 6:55:10 AM Week 1 As far as organizational change is concerned one particular situation stands out to me as a good example of dealing with change. Union Officers don’t have the privilege to look at the short side of the argument. Long story short all we asked for was . and we pay more for our health insurance. especially when it is a bad change such as budget cuts. RE: Welcome to Lucy Zubek 7/8/2012 2:03:50 AM Week 1 Most people fear change in their workplaces. Then they would have to decide since we don't have the man power to accomplish everything then we would cut services to our citizens. and the major change was going to switch the department to four crews and work 12 hour shifts as opposed to 8’s. The managment talked with the techinical team and there were able to get us job aids that allowed us to beter explain how the system worked and everything eventually calmed down the change was accepted. Before everything was organized and everyone was trained. So far the citizens haven't felt the cut backs of the state and local governments but the employees have. three people have to either retire or quit while the same amount of work has to be done. the office I work at (SSA-Office of Disability Adjudication and Review). which not only affects government employees but also contractors employed by the government. therefore since May all hearing monitors are back. several months ago they all lost their jobs. Obviously no one can be in two places at the same time. There was a lot of push form the members to allow this change to be implemented for the obviously reasons. The added benefit to the 12’s is that you work 48hrs one week and 36 hrs the next with every other weekend off aligned with the short week. The key was that the managment listened to our concerns and helped us through it.

We also asked that holiday pay be 12 hrs for the crews working only and that 8hr overtime rules be applied during maintenance and refueling outages. but used multiple wires to accomplish the task. most major changes do come from a need. Yes. from being the new kid on the block to being an industry leader. Dale RE: Welcome Lucy Zubek 7/9/2012 1:33:21 PM to Week 1 In my opinion. By the time they were testing the product. Turns out the public didn't mind the extra wiring. The company could never get a good enough deal for the "last mile" connection (owned by AT&T) and decided to quit work on the project by 2001. As a union officer I didn’t back the change because 1 the company could have negotiated on any of the items requested instead of refusing all. In regards to having everyone buy into the change. As you review their thoughts. we want to minimize the pain and resistance. Its important to note that working twelve’s greatly reduces overtime which greatly affects pensions in the long run pensions are calculated by total money made not hours worked. should reduce the number of significant issues/roadblocks during change implementation.Vacation and Personal time to be day for a day which means where we would normally get 8 hrs of vacation to coincide with and 8 hour work day we would get 12. but there are others that come from a "want". I strongly believe that in order for an organization to grow it must change – from smaller to larger. from simpler to more complex. RE: Welcome Carl Henning 7/11/2012 7:31:16 PM to Week 1 An organizational change that was done for the right reasons was the decision by Sprint to cut their ION (Integrated On- demand Network) initiative. Now where it gets tricky is that I took an official stance in not backing the agreement which is what we told the members in our meetings if voted down the company (may) renegotiate now even though I was a VP and that was the unions official stance I as a member get a vote and being 27 at the time pensions didn’t mean as much to me as every other weekend off with my family. There will be always somebody who is not willing to accept the change. Important point on the "planning/changing phase:" quality time spent on the planning/changing phase. but sometimes that cannot be done. It is not necessarily a need if company wants to expend. Starting the project without a firm deal on renting the last mile was a terrible decision. We just have to figure out who are the key pieces for this change to be effective and successful. including project communication-plan. They began work on it in 1998 and spent billions on getting the technology working in a test market. . but killing the project was a good move as costs associated would have just escalated for a product the public was only somewhat interested in. It can be a want. can anyone address if changes in your organization are done for the right reasons? How do you know what are the right reasons? Dr. they already had competition from other companies who also bundled those services. Organizations that do not change do not last. Brief description of ION for those who might not know: What they were doing was introducing a one cable for all your telecommunications needs technology for the household. RE: Welcome Instructor Prondzinski 7/9/2012 12:32:06 PM to Week 1 Lucy and Mike open our discussion for the week regarding environmental pressures that drive an organization toward change. I find that impossible.

However. sometimes I think change can be created on too much theory and not enough evidence and that's where the risk comes into play in my opinion. that was a good idea for them to end the project due to the fact that it was not generating business but instead they were losing money. . the issues were from the competition and getting to a strong market position with the new technology would have been difficult to say the least. The results for the changes taking place prove that the right changes were done for the right reasons. Since the change took to long to process they had already lost potential customers because of the competition. RE: Welcome Brian Dunnicliffe 7/12/2012 12:40:43 PM to Week 1 I feel like sometimes my organization creates change for the right reasons and sometimes I am more suspect on if there is a good reason. To me. change is created for the right reasons if: It is necessary to comply with rules/regulations/policy etc It is necessary to remain profitable in a new market dynamic It makes the customer experience easier and/or better It is neccessary to remain competitive It is to streamline processes (through technology for example) If a best practice has been proven which creates positive results and can help the organization Those are a few reasons which came to mind first and I am sure there are many others which would justify change. RE: Welcome Jesus Pintado 7/12/2012 9:29:29 PM to Week 1 At Verizon Wireless. In this case. Not to mention that other companies had already usurped them by going around the technological improvement. RE: Welcome 7/14/2012 9:32:19 PM to Week Carl Henning 1 It's a common difficulty of "bleeding edge" companies like Sprint. From an internal perspective. The emphasis is to be first to market. I think that might be true for just about every organization. change is inevitable with the rapid growth in cell phones and tablets. Most of the changes that take place at Verizon are for profits and being a for profit company is usually for the right reasons. RE: Welcome Courtney Chairez 7/14/2012 2:23:27 PM to Week 1 Good post. change has been good and for the right reasons. Most people have alot of wires running from one area anyway and probably have adjusted to it quite easy. but if there are issues with the new technology then the competition catches up. These changes are to generate growth and revenue which are the right reasons for employees and offer customers more options.

and Brian make some excellent points regarding are changes done for the right reason. However. RE: Welcome Instructor Prondzinski 7/13/2012 7:13:33 AM to Week 1 Lucy. they will certainly fail. change has always been around the corner. Other thoughts? Dr. My employer sees a need to improve a process and they plan a way to act on it accordingly so that they can implement change based on employee and customer feedback. looking up an order. In their place we were required to develop a one-to-many approach in the form of an online bulletin board that would answer customers questions. We didn’t/ don’t have time to place customers on hold and ask for help. This includes top management. However unlike any other department customer has the unique challenge of having to know how to navigate the system correctly the first time. Whether it is an order they are placing. At one of the companies I worked for we had to lay off some of our support people. Dale RE: Welcome Lucas Shepard 7/14/2012 12:53:05 PM to Week 1 For the most part changes in my organization are done for the right reasons. Remember changes must be tied to the vision and mission statement. there are many times that my company will make decisions to change without consulting employees and without providing a clear explanation as to why the change is being made in the first place. In my organization we seem to go in circles. Jesus. I can also add that everyone must adhere to the vision and mission statement in order for them to be effective. If they are not. or whatever the issue maybe. We make a change to the change and end up back where we started. and the company as a whole. we had to get it right. Change David Schupner 7/9/2012 3:35:47 PM Pressures Having worked in the technology industry. checking their pricing. In both cases my company used: 1) Downsizing pressure to realize savings 2) Technological pressure to do more with less. Pressures of Charlie Kazarian 7/9/2012 5:46:35 PM change Work was the last major pressure I had and it falls under Technological Pressure. Because of this the change implementation rarely goes well. customers. I made sure I went with the change because ultimately it . Carl. We just got a new global system in April and working in customer service you work with the customers live. I know when change is done for the right reasons because the change being implemented is done so only after taking feedback from employees and customers and is done to benefit employees. These decisions are typically not well accepted by employees.

people lose jobs and jobs get restructured and new one may appear. Having a vision and communicating it with the employees is important for a successful change. workers face both here or while working in a foreign country? Dr. In order to prepare for this change good companies are careful in planning and managing change. consider the fact that most of us are part of the international workforce to some extent. I think that pressure is a great catalyst for change but it truly matters what is at stake for change to successful or not. The book also points out that managers can shape rather than control and the change may open alternative images of what change means to the my job if I refused. However there were individuals who decided to retire early and others who found jobs at other companies or other departments. the majority of changes that most of us are likely to see involve massive changes to a computer system that was use daily to accomplish our jobs. RE: Pressures Joshua Collier 7/15/2012 7:59:46 PM of change I too have enjoyed getting to know numerous new systems. In a tie in to another post I made. I am wondering how much training was provided with the new system? I know that software changes are not the focus of this class. According to the book managing organizational change takes on multiple perspectives and approaches Figure 1. What are some of the change pressures that U. Was very scary for everyone. but with IT being such a huge part of any industry these days. Dale RE: pressure Lucy Zubek 7/11/2012 1:06:34 AM for change .S. pressure Jacqueline Vargas 7/9/2012 11:44:32 PM for change When companies decide to change or restructure it is a scary time for a department or entire company of employees. Charlie. I am very curious as to how to make these changes more efficient. and easier on the folks who are expected to use my products. I know that when we changed from Western Career College to Carrington College Ca. RE: pressure Instructor Prondzinski 7/10/2012 12:32:11 PM for change David. As you review their thoughts. and is required to use numerous data systems.1 A road Map of the Book shows images of how managers change and influence how we do and what we pay attention to. As someone who develops training systems. and Jacqueline provide their thoughts regarding the environmental pressures that drive an organization toward change.

2008. Up to 84 percent of U. which is the most crucial part. but a risk assessment and a contingency or response plan in place will provide a proactive rather than reactive response. No matter what change it takes place. Than the workers don't feel comfortable with the changes and or how its being managed the start to push back and reject changes which could result in the 84% successful rate. managers are pressured to adapt change within last few decades due to globalization. McGraw-Hill Learning Solutions. The pressure mainly comes from the shareholders who are often threating companies by removing their investments in it or by replacing senior management if the management resists pursuing with change. 2nd Edition. RE: pressure Charlie Kazarian 7/11/2012 6:36:56 PM for change I think the major pressure that American workers face is the worry of their jobs being out sourced. Not all changes can be foreseen. usually the process is brought down from the corporate level and little or no training has been initiated for informational or educational purposes. <vbk:0077587448#outline(3)>.S. They are worried that they will lose their jobs because the company they work for wants to cut cost on employment by farming it to another/ cheaper company. As far as working in a foreign country at least in a war zone. RE: pressure Lucy Zubek 7/10/2012 5:26:57 PM for change The change pressures that U. According to our book “Managers are faced with a paradox. The manager or supervisor level doesn't have the drive or knowledge to correct or answer the workers questions. Therefore stakeholders and employees should be inform of any change company is about to implement. contractors worry about being killed. firms are involved in a major organizational change. Clearly. although many are deemed not successful”. I would say a few things for them to . Managing Organizational Change.S. at the same time. as well as employees so communication is vital. Change involves risk and uncertainty. so risk management is necessary to mitigate adverse impacts. They are told to change their organizations or risk them perishing. For the workers that are working in a foreign country that are not in a war zone. Whether it be by a stray bullet or and IED. they are told that their organizations are at risk of perishing because of the disruptive impact of change. (Ian Palmer 49) Ian Palmer. RE: pressure Michael Rohde 7/11/2012 6:25:12 AM for change As far as my experiences indicates the breakdown in organizational change comes during implementation. it always affects internal and external stakeholders. workers face both here or while working in a foreign country is the cultural change which indeed could be challenging and hard to adapt.

so people wouldn't buy a car that doesn't go. outside or within the company. and we were going through the process of conver get and access records without the help of the record department staff. The companies have to know what is the acceptable values and behaviors of different cultures to have successful busines meant "no go". and trends are some of the driving forces of organizational changes. or conform to the changes. RE: Pressure to change Rae Davis Unfortunately a change such as the one you have written about sometimes cost the lost of jobs. They are faced with many new challenges that they must learn to overcome if t Pressure to change Lisa Dixon I do remember a time when our company was undergoing change. As technology advances. but ultimately. RE: pressure for change Julie Beth I think some of the change pressures that US workers face both here or working in a foreign country is the diversity of the people we work wit geographical ares. Companies are looking for every way to s and making the company more process efficient and cost efficient. and for that reason many people resists the c Expectations. RE: pressure for change Lucas Shepard The change pressures that U. The second thing is how their local economy has changed and the adjustments.worry about. it made our jobs easier. In a foreign these U. As technology changes. I know I have been told countles most people would usually look for another job. technology. So. so does trends and e Rae Davis RE: Pressure to change Ikaika Genegabus This is very true Rae. I did put up some resistance to the change. I know some people like to resist change. . or abroad. I know that when I was faced with the change. The first is that if and when they decide to go back their to their native land will there be a job for them to come back to. workers face here are the need to change how they communicate based on the increasing diversity of the wo learning to adapt to a more diverse workplace. our jobs are becoming more and more automated. This is one of the reasons that I am now back in school.S. workers face pressures to adapt to a new country which involves a new regardless of whether they are working in the U. I did come to realize t down to one. And lastly how will do in the foreign economy.S. I work in health records.S.

I too feel it is best to just go with change and don't put up resistance. cussed at for something that I had no c I have been with this new job now for a week and so far like the atmosphere and the fact that they do not micromanage (another reason I left RE: pressure to change Julie Beth Over the last couple of years I would say with the recession and the down sizing of companies. has forced people to down size their homes b make different choices and make changes to adjust their lives to make it manageable to live. and Julie provide some additional thoughts regarding environmental pressures. Dale RE: pressure to change Lisa Dixon Circuit City is one company that comes to mind when I think of companies that did not respond to change in their environment. Great example in regards to Circuit City not responding to the pressures of change. One of the changes they made was the benefits and the holidays. Tina.. I got tired of being yelled at. Can you recall what their response was to decreasing sa Dr. working in thei Fifith Third Processing. and the name was changed to Vantiv. Soon after this Circui . The job I left was with a credit card company. RE: Pressure to change Jacqueline Vargas Lisa. I the self check out because I think it takes jobs away from people.. pressure to change Tina Hoskie I just recently went thru a change in jobs and in moving from one city to another. What happens if the leaders of an organization do environmental pressures to change? Dr. RE: pressure to change Instructor Prondzinski Lisa. RE: pressure to change Instructor Prondzinski Lisa. I hate to sound so narrow minded but although I am all for change sometim but sometimes we can decide not to change as in my decision not to use the self check out. They did not and do not care if merchants are satisfied or not. and again jobs may be lost but most of the time it is out of our control. Walmart came response to external pressure. Before the m externally. Dale RE: pressure to change David Schupner CEO Schoonover blamed labor costs for employees as the culprit to declining sales and terminated compensated employees were less experienced people hired at a lower wage.

They refused to embrace the internet and the chan website user friendly and promoting the idea of ebooks by marketing their e-reader/ tablet the nook. As a company you have to be on top of a customer's wants and be able to shift your business to their need . They did this as a way to increase thei purchases at their stores and which also led to customer complaints.shtml RE: pressure to change Michael Rohde You make a good point I think that the same can be said for when on line shopping was out selling brick and mortar stores before companies still shop online unless what I need is an emergency or its grocery shopping. The changes may not be large changes but ch what they are receiving currently. not only did they lose top quality staff. This also helped them compete against A respond to the pressure to change the way they do business and the went out of business because of it. they laid off more of their employees and jus compensation to the company’s CEO. Their policy was that all of their product w would be after Christmas and after the Summer season. As a result. This seemed to help the sales and the company has continued to stay in business and continues to offer more specials RE: pressure to change Lucy Zubek Circuit City’s response was to lay off 3.400 of its best paid and most knowledgeable workers. which led to poor customer service. RE: pressure to change Ant A change that I remember going through when I worked at Crate and Barrel was when the company was struggling with their image and wher having a special on all bedding products or on all pots and pans like many of their competitors had. About a year later. They started slowly by offeri some furniture items.wsws. they w http://www. RE: pressure to change Antoinette W This reminds me of what happened to Borders bookstore when they went out of It just easier to use amazon with two day shipping then to stand RE: pressure to change Charlie Kazarian Adding on to what Lisa is saying. When I was working as a sales associate I would constantly hear customer asking a Eventually the company realized that if they wanted to stay in business they would have to make some changes. companies have to realize that business changes every day.

RE: pressure to change Courtney Diggins One example that comes to mind is Facebook. do you think they achieved the desired outcome after the change? Pressure for change Courtney Diggins Last year in July the medical spa that I was working for said that they were closing the location that I was fine for me. but from what I know. your arguement is that of many employees who have been through some organizational changes or restructuring where at the end the a think the new focus of the company is. RE: pressure to change Rae Davis Tina. convenience of rec'ing..99/mth for unlimited movies and you get the first month free.. I just went to the website and it is only $7. the cost and ease to cancell membership with netflix. There are so many other social networks out now and instead of stay true tainted its allure. Blackberry is could not keep up with the changing technology and is on the brink of being bought by another company or jus RE: pressure to change Jacqueline Vargas Julie. I did end up finding a job within a month and wor chaos. The store in out area closed because they were moving onlin Could be good for business for blockbuster if the transition works well the the change is properly maintained nd implemented. If the leaders of an organization does not respond to external pres iphone products. they would mail the movies to your house and you send them back when done returned by a certain time. or would be charged for another day. the commute was going to be shorter and not as much traffic (living in DC at the tim finding a new job as I didn't want to be out of a job. wow! w So with the ease of ordering. It was and is difficult for blockbust RE: pressure to change Michael Rohde I believe blockbuster is in the process of integrating an online service like netflix. Oh my bad. so with the few things I do know. . RE: pressure to change Tina Hoskie I have never rented movies from netflix. the pressures that seemed to have affected unlimited movies. I don't think that the people in charge are really understanding that their not making it better than all the RE: pressure to change Jesus Pintado Professor and class these are great examples of environmental pressures. you are so right because of the recession it seems as if everyone is down sizing and companies are forcing people to retire and paying less b leaders and managers will still have a hard time managing companies..

I went from a not for profit agency to a for profit agency. Luke. Mostly I have to agree upon the change because it is the orders from above management and then wo RE: Pressure for change Julie Beth If managers don't accommodate the external pressures eventually the companies will end up closing or downsizing tremendously. but I am embracing it because it is allowing me to take on many RE: pressures for change Greg King Working in food service before I know exactly what this means. Recently the company has decid of our work environment. After being in a dead end job for 10 years I felt the pressure of not ever getting industries. Pressure for change Sadaf Durrani I work at the Sewer District in their IT department. Knowing w they had a couple of major forced retirements to get rid of employees. We are faced with pressure for change most of the time and it is mainly due to the new imp and precision to the work and service. pressures for change Lucas Shepard I work for a chemical company that has dealt primarily with cleaning and sanitation products for many years. Dale RE: pressures for change David Schupner David Hurst from Forbes makes the argument that creating change in both GM and Chrysler is syste . now y pressures for change Jesus Pintado I recall when I had to make the decision to go back to school. A organizations? Dr. Sadaf. they also rented out a lot of their space in their building to other compa looking toward the future. At first you were just concerned with OSHA laws and abiding by them. The pressure of bills mounting and being unable to enjoy simple things in RE: pressures for change Instructor Prondzinski Modified:7/12/2012 8:06 AM Courtney. and Jesus provide their thoughts regarding the environmental pressures that drive the organization toward change. This pressure was a little uncomfortable for at first.

pdf Pressure to Change Rae Davis I have been subjected to many organizational changes throughout my work life. the company begins to focus on quantitative approac RE: pressures for change Lisa Dixon I would say once a company has undergone change. As a result. Some chang Pressures for change Ikaika Genegabus I feel that change is always happening. I have more room. To recover requires a systematic renewal.sdsu. it enabled customers. it then would want to stabilize itself in the market again.resistant to change. This entailed forming allianc new production metrics. When you are kn RE: pressures for change Lucy Zubek The organizational changes undergone by GM and Chrysler have saved the companies from the possibility of a bankruptcy and enab In Chrysler. but not all changes are bad either. per say. and assembly line workers to provide their input on the car designs. Does the change always happen? No. Some of the changes I did resist. GM was able to regain its status and position in the ot have to move with the tides. otherwise the corporation will slowly what the purpose or vision is for the company. http://edweb. However. wh company’s core objectives. a change in their organizational culture led to overhead cost savings amounting to millions of dollars. to resist chan As I have mentioned earlier. A company would also want to had gained any market power within their industries. that’s the culture of the military. especially in the military. suppliers. RE: pressures for change Courtney Diggins Lisa makes a great point by saying a company would want to first stabilize and once again stabilize itself back into a market. increased stock pr of people. Chrysler worked with H In GM. As far as the civilian side of my career. In addition. that is. I do remember when I was working within an organization when it felt like everything was c . which prevented expensive last-minute changes to the initial plans. not all changes are good. mechanics. a cultural change was also implemented where GM changed from a laboratory that primarily provided support to its existing methods for addressing the environmental challenges brought about by the changes in the marketplace.

RE: Pressures for Change Yadean Sum Many larger corporations do this. The pres . all that matters is that you got paid for what you did. At least that's how I look at it. In some companies. In my person always learnt. RE: My Response Yadean Sum This somewhat goes back to the theory of needs. Not only was I sworn in by the state to service. and st informed my employer that this was not going to work and that I needed to focus more on my primary job and that it was in the best interest o RE: Change for the better Carl Henning This reminds me of a new policy change that seems to be coming to the forefront of several companies in the U. stay alive. One particular time I was trying to staff a position in o searching for candidates and I wanted to see it through until someone was hired.employees were being let go and to top it off. Our main moto is stay alert. its the only thing that changes and people understand to live with. Change is needed to keep people happy. RE: My Response Clara Ofori-Mante Change is the only constant thing in life. I would be working seven d twelve hour shifts at my first job my employer at the second job wanted me to come in and work a eight hour shift then leave there and go to m which is a very dangerous environment. we were in the middle of a full upgrade of our customer interaction system. This kind of action can be seen as an attempt to maximize profits by eliminating employee costs during non customer intense times. safety. To go to work and execute the exact same proces Pressures for Change Greg King As a recruiter I am normally effected by the changes of the operations of my company. the in using this policy to help with a newer initiative of having employees available as needed for their customer bases. I work for a satellite imaging company known as DigitalGlobe here in Colorado and our EQS Automation Enginee performance. Change for the better Courtney Chairez I was working two jobs recently I would work my primary job first and on my days off I would work my second job. There were about My Response Yadean Sum Like I said in my other post..S. We were doing well so many people had objected to this change as the majority did not feel the need to change but it was ultim more opportunities and helps me grow. I've seen teams that have been working for months on end meeting strict deadlines and at the end of the da thrown away.

Dale RE: Week 1 Summary Brian Dunnicliffe I like the point you made about using a SWOT analysis as a tool evaluate the environment. Weaknesses. examine demonstrate how “models” are used in Change Management for diagnosing an organization’s need for change. and international. in order to regain control of the Star earlier pressure for change can be a good thing. In this thread we addressed TCO A: Given that progressive and successful companies require their employees to embrace change. The internal environment consists of conditions and forces within the organization. It only takes one rumor to go ruin a business. Some examples of the task environment are co political/legal. One way of evaluating the environment is to use the SWOT analysis. Wow!! that is a lot of toys. Week 1 Summary Instructor Prondzinski Class. I will have to dig deeper to find out. Dr. James Kirk. Regards. people want and expect toys to be safe for their children.But it cannot do anything but hurt moral within the company as the employees are being treated as nothing more than equipment at the store. We looked at the internal and external environment of the organization. non salaried wor The external environment is composed of the task environment and the general environment. That does not do to minimize the problem they had with the recalled toys. socio-cultural. I look forward to our continuing discussions in Week 2. etc). another job. but your story reminds me of the most recent star trek movie. especially in the welfare of others. I find it to be a very useful tool an Reputation and Credibility Pressures Tina Hoskie Reputation. To this end we discussed the forces that pressure organizations. this can be a very big issue for many businesses. RE: Reputation and Credibility Lucy Zubek . Trying to build a good reputation Mattel and how 10 million toys as a result. RE: Change for the better Greg King I may be a nerd for saying this. The manager attempts to leverage the organizational strengths to take As always the threads will be open until midnight Mountain Time Sunday evening. Opportunities and Threats that are considered in the SWOT analysis. Some examples are core competencies. My company has us do a SWOT analysis each y terms of the Strengths.

Pressures Tina. however more RE: Reputation and Credibility Pressures Ikaika Genegabus Tina. its hard for an organization to keep their reputation up. We tend to recommend places/items to others upon our satisfaction. however. Reputation is very big. I could not agree with you more. There are different sites. the bad reviews could cause potential customers to try a different place. and should b * Times are displayed in (GMT-07:00) Mountain Time (US & Canada) . this is absolutely true. Reputation as you stated. it can be a very big issue as it “can make you or break you” by both is free and at the same time much more precise. such as AngiesList. needs to be changed. Now days.