Conflicts in Management Objectives
The change that is being undertaken by the organizations in their structure and functioning has helped in the improvements in the market. The major aspects of the change are being undertaken by the organizations when the urgency for bringing forth the change is felt by the organization. The process of the change is undertaken through the management of the resources of the company.
The discussion aims at understanding the key issues that are faced by GMCT (Green Mountain Cellular Telephone) for the change that is planned by the company for bringing in improvements in the functioning of the organization. The purpose of the discussion is to understand the key issues that are being faced by the organization relating to the psychology of change, organisational culture and structure, power and politics and various resistances to change
The change that is planned by the organization has helped in understanding the various aspects of the improvements in the organization. However, there are resistances and issues to the change while implementing the same on the current organization structure.
The conflict in the psychology of undertaking the change is evident through the contradictions in the mindset of the managers of the company. There are conflicts in the objectives of the change that is being undertaken by the organization. For example, the conflict in the ideas of Peterson and his boss Hardy has affected the smooth functioning of the organization based on the change. Hardy wants to market the product to the subscribers in the license area, whereas Peterson wants to implement the skimming the cream pricing strategy for maximizing the revenue for their business (Carter et al. 2013). This conflict in the ideas and the objectives between the management hampers the free functioning of the organization due to contradictions of the common goal. On the other hand, the hierarchy plays a major part in the organization, which has resulted to preferences within the management and the workforce based on experience and functioning. It has affected the decision making of the organization resulting to low productivity. It has affected the change that is organized by the company.
The organizational culture and the structure again play a major role in determining the transition that is undertaken by the organization. The transition that is planned by the company is based on the proper functioning of the workforce, which is again affected by the ambiguous reporting system of the organization (Quick et al. 2013). A clear instance of the unclear reporting system can be stated from the experience that Eric Peterson gathered while working in the organization. The day, in which he was appointed, the president asked him to report directly to the president. However, the next day he was made to report to Hardy, who was the director of Budget and plans of the organization in addition to his responsibility of monitoring over the operations of the organization. The unclear reporting system of the organization has affected the proper functioning of the workforce.
Organizational Culture
The management of the organization could have used Schramm’s model of communication, which would have enhanced the communication and the reporting system of the enterprise (Refer to Appendice 1). The model helps in the clear determination of the sender and the receiver of the message. For an example, the application of the model in the structure and the functioning of IBM have helped in determining the change (Clampitt 2012). It has facilitated in undertaking the determining of the needs of the employees, which has helped in the decision making of the organization as per the needs of the market.
The concerned company, GMCT, has also faced an issue based on the lack of experienced personnel in the hierarchy. The power and politics of the organization has affected the initiative of the managers for the development in the functioning of the organization in the market (Cummings and Worley 2014). It has affected the organization based on the decision of the change and the understanding of the implementation of the change in the structure of the organization. Peterson has observed that the contradiction of the decisions has affected the proper functioning of the workforce due to the delays in the decision taking and the sudden shifts of the decisions. It has affected the progression of the same in the market. The proper functioning of the organization is based on the proper decision making model of the organization. The company’s management should have undertaken the Rational Decision Making model which would have helped the organization in analyzing the needs of the organization and the resource capabilities of the same before taking any decision (Refer to Appendice 2). An application of such a model is evident in the fast progress made by Adidas (Byrnes 2013). The growing concern of the organization for the change depended on the necessity of the change and the measurement of the capabilities of the organization to undertake the transition (Shin, Taylor and Seo 2012).
The delays by the subcontractors have affected the smooth functioning of the organization in the market. In certain cases, the subcontractors have delayed their construction activity of the cellular towers. It has affected the change that is being planned by the organization for delivering the promised services to the clients in order to enhance their goodwill in the market (Kaufman 2017). The delays in the functioning of the organization have affected the change initiative that is being planned by Eric. The delays in the managerial functions have affected the idea of the change and its implementation in the market structure.
Power and Politics
The organization also faces the resistance of the employees towards the change that is being planned by the organization due to lower remuneration of the employees. The delay in the functioning of the workforce is based on the lower motivation and the working environment. It has affected the proper functioning of the company in the market (Cameron and Green 2015). The application of the Herzberg’s Two-Factor Theory of Motivation will be helping the organization in understanding the needs of the employees (Refer to Appendice 3). The determination of the hygiene and the motivational factors of the theory will be helping the organization in undertaking the proper management of the human resource. Alternatively, the company must undertake steps for negotiating with the employees for integrating the workforce for the smooth functioning. The application of the Herzberg’s Two-Factor Theory of Motivation and its effects is evident through the progression made by Mars, Inc (Ghazi, Shahzada and Khan 2013). It has helped in undertaking the proper change management as per the requirements of the organization.
Conclusion
Therefore, the issues that are faced by the company are determined through the productivity of the organization and the resistances that are being faced by the management of the same while implementing the change in the systems and the structure. The company lacks the proper decision making power due to the lack of experience of the management personnel in the hierarchy. On the other hand, the sudden shift of the decision that is undertaken by the management has affected the change that is being planned by the organization for implementation in the structure. The smooth functioning of the workforce again helps the organization in keeping up with the commitments that are being made by the organization to its consumers. The delay in the services of the workforce and the subcontractors has thereby affected the goodwill of the organization in the market. The reporting system of the organization and the communication that is being undertaken by the same has also affected the smooth functioning and the change that is being planned by the management. The power and the politics of the organization have also affected the transition. The hierarchy of control and the clash of the objectives of the managers have affected the smooth functioning of the workforce, which has resulted to the degrading productivity of the organization in the market. The major aspects of the change as was proposed by the management of the organization was resisted by the workforce and the other activities that are undertaken by the organization. Therefore, the company must take steps in resolving the issues that they are facing while undertaking the change in order to bring in improvements in the systems and the functioning of the organization in the market.
References
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Carter, M.Z., Armenakis, A.A., Feild, H.S. and Mossholder, K.W., 2013. Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change. Journal of Organizational Behavior, 34(7), pp.942-958.
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Quick, J.C., Wright, T.A., Adkins, J.A., Nelson, D.L. and Quick, J.D., 2013. Preventive stress management in organizations. American Psychological Association.
Shin, J., Taylor, M.S. and Seo, M.G., 2012. Resources for change: The relationships of organizational inducements and psychological resilience to employees’ attitudes and behaviors toward organizational change. Academy of Management journal, 55(3), pp.727-748.
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