Sign Up Now
Get instant access to over 1 million+ study documents
OR
Already registered? click here to login
By creating your account, you agree to our terms of service, privacy policy and student honor code.
The programs would also prepare employees for the changes that are about to be implemented. They would help in increasing on the job satisfaction and reducing reticence to change.
2. Changes in the organizational culture - NASA would make it clear that they encourage open communication. They should ask all staff members to report any operational or safety shortages. The previous overconfident image would be shattered and the organization would recognize the new realities and adapt to them 3. They should request new funds - their endeavors would take place at both the U.S. Government, as well in for-profit organizations. The federal institution has to recognize the current limitations of NASA and the endangered safety of the American astronauts and their endeavors and grant the institution new funds. Then, NASA officials should also address the business community for sponsorships. Given the fear of a damaged reputation, NASA could ask their sponsors to sign confidentiality contracts and not disclose the sponsorship to tertiary parties.
4. Organizational restructuring - this is by far the most complex and challenging task for the NASA officials. It should be implemented gradually and with the assistance of specialized outside consultancy.
6. Concluding Remarks
The Columbia Space Shuttle disintegrated 16 minutes after reentering...
The failure of the shuttle was investigated by the CAIB and the findings of the board were eye opening - the technical mistakes were rotted in the poorly implemented organizational behavior. The failure of Columbia had been due to insufficient trainings of the seven astronauts, poor communications within the institution, insufficient funds, a far too complex organizational structure or an overconfident culture.
As the case points out, it wasn't' just a single managerial error that led to the disaster, but a combination of several such mistakes. As a consequence then, the solution to the current challenges is a combined implementation of several strategic approaches, including changes in the organizational structure, the offering of training programs, the contracting of additional funds or the changes in the organizational culture.
The ultimate recommendation is for NASA to accept that the world is evolving at a rapid pace and that they must learn how to adapt to the new realities of the contemporaneous society. If they fail to do this, they will eventually lose their edge and more disasters will follow.
Reference:
Integrative Case: The Columbia Space Shuttle Disaster - Organizational Behavior as a Matter of Life and Death, pp. 488-497
Reference:
Integrative Case: The Columbia Space Shuttle Disaster - Organizational Behavior as a Matter of Life and Death, pp. 488-497
Organizational Behavior John Watson Company Overview Dynatronics Corporation (formerly Dynatronics Laser Corporation) was started in 1979 with the initial intent of developing laser technology for use in medical procedures. Unable to acquire the necessary FDA approval required to market the technology the company turned to other areas within the medical rehabilitation market. Seeing an opening in the market for ultrasound electrotherapy technology the company soon found a distribution channel that could support the
In this context, the learning curves followed by the collective of entrepreneurs place that collective of entrepreneurs within the still larger setting of the global marketplace. Taylor and Asheim refer to an economic geography that is more than merely a map of where economic activities take place (Taylor & Asheim, 2001, p. 315). A modern learning organization integrates itself on virtually every conceivable level. Much as its individual members make
Space Shuttle Challenger disaster took place on January 28, 1986 as the Space Shuttle Challenger blew up into pieces just 73 seconds after its launch. The destruction blew the shuttle into flames and dust causing the death of all seven crew members. Even though the crash was a sad moment in the history of NASA and United States Space programs, it is still being studied merely to figure out
Space Shuttle Columbia Disaster: What Happened and Lessons The Space Shuttle Columbia (Columbia) disaster occurred on the 1st of February, 2003. On its return journey from space following its 28th mission, Columbia disintegrated after re-entering the earth's atmosphere, killing the entire crew.[footnoteRef:1] Whereas technical failures were responsible for the disasters, investigations have extensively faulted deficiencies in NASA's organisational culture, especially in terms of organisational structure, communication, and decision making processes.[footnoteRef:2],[footnoteRef:3] This
According to Bales, 1999, the concept behind SYMLOG is that "every act of behavior takes place in a larger context, that it is a part of an interactive field of influences." Further, "the approach assumes that one needs to understand the larger context -- person, interpersonal, group, and external situation -- in order to understand the patterns of behavior and to influence them successfully." With SYMLOG, measurement procedures are
Personal and Organizational Ethics and Values between for-Profit and Not-For-Profit Organizations For-profit and not-for-profit companies often operate very differently from one another. Here this will be shown with a comparison between the American Red Cross (a not-for-profit company) and the Coca-Cola Company (a for-profit company). The background of each one of them will be addressed, and they proposed solutions and recommendations will be discussed. Each company has its problems, whether