The final work MBA Start 13 Change Management

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Casey decision to the module number 13

The state unitary enterprise under the jurisdiction of one of the federal agencies related to the introduction of new and high technologies, was created in the mid-90s on the ruins of the Soviet military-industrial complex, and is a kind of scientific center with pilot production, with staff of 50 people.

All staff of the enterprise can be divided into two conditional category of employees:

• fearing certain changes - this category includes those professionals whose activity (they believed), can be considered unnecessary, and it would be better data services professionals to "give" to outsourcing;

• hungry for change - mainly specialists of new specialties, which clearly sees the possibility of increasing the competitiveness of enterprises, through the introduction of the QMS

In the structure of the company is, as auxiliary units, such as accounting, purchasing department, office of the chief engineer, and specialized laboratory technology departments.

For public contracts a precondition is the introduction of a certificate of quality management standards. Such a certificate the company has, in fact, but not implemented QMS, and the available documentation does not meet the standards. Parent organization for the time being blind eye to these inconsistencies due to old personal contacts management unitary enterprise.

The situation is exacerbated by the fact that the head of the organization, his deputies, the majority of Heads of far beyond 65, which makes it extremely difficult restructuring of the organization in line with the new realities.

How to overcome the resistance of personnel changes (introduction of QMS - bringing the documents in accordance with GOST-mi, a clear regulation of the behavior of employees in the administrative sphere of production and interaction of departments to each other)?

How to overcome stress and fear of change?

How to motivate employees to cooperate and loyalty?

Additional information

CAUTION If you need "something like that, but with pearl buttons" - write in a personal value is to harmonize your work.

The administration prefers not to take any measures to employees not adhering to labor discipline, considering that the specification of the interaction between departments, delegate their powers to an issue of responsibility for violations of the internal acts of the company and the current legislation, at the moment is not relevant and interferes with daily the organization´s work. Meanwhile, the structure in charge of the company is more and more sharply evinced dissatisfaction with the results.

During the regular inspection of the business related to the restructuring of the industry, representatives of the parent organization of all the above shortcomings have been identified in this connection, the question arose about the real state of compliance certification with the quality standards of the company. As a result, it was decided to give the deficiencies six months seconded to the problematic company relatively young manager in the rank of deputy director and entrust him with the authority to audit the QMS (another - independent auditing company) and, if necessary, the actual implementation of the QMS. But he was faced with a lack of loyalty on the part of as ordinary employees and department heads to the measures on which the future of the enterprise and frank sabotage.

Table of contents

Introduction. 1

Situation. The relevance of changes in the company. 2

Brief description of the problem. Identifying the causes of resistance. 3

Possible measures to address the problems. Answers to the questions of the case. 5

Conclusion 6

References 7



Growing competition in the countries with developed market economies has led to the development of control systems and quality improvement. There was a need for the collection and monitoring of specific indicators to assess the ability of companies to produce products, goods and services with specified quality characteristics. These characteristics should be confirmed by a certificate of conformity. Many companies that produce products (services) used in the reality of the quality system approved international standards.


In order to secure the success of the changes it would be appropriate to highlight, and maybe even declare on promising positions in new business processes employees approve the changes taking place.

And as companies´re the final stage of transformations should be the highlight of this stage to make a motivational aspect. Since in technical terms, the changes are moving systematically and generally correct, can not be said about the human factor.

Overcoming resistance to change in this situation is through the management of staff, his knowledge and perception of the situation, as well as the motivational aspect of the plan.


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