Valley Wide Utilities Company experiences financial inadequacies emanating from the expansion of its facilities. Delgado, the President of the company, hired John Givens and Hilda Hirsh to hand out an extensive outline of management by objectives (MBO) performance standards, pinpointing major standards that control performance as well as separate goals not easily achieved. Management by objectives (MBO) is an approach employed by organizations to set goals and aims. In delineation, an MBO is a procedure whereby the superior and subservient managers of an organization mutually and cooperatively ascertain its common goals, outline every person's key areas of accountability in terms of outcomes expected, and utilize these measures as guiding principles for running the unit and appraising the involvement of every participant (Carmen, 2014). However, in the course of the past year, issues with performance management have been sprouting and discontent developing. The managers have been keen to point out that MBO standards are too tight and prejudiced, with some of the personnel threatening to leave. This report to the Chief Executive Officer (CEO) delineates the need for change together with recommendations to implement the change and development. Rationale and outline of the change and development at both the individual and organizational levels

Change management is an aspect that is vital for the success of a company. In this contemporary world, with constant advancements and progressions in technology, change is an aspect that cannot be avoided by organizations. Change management, restructuring, in addition to reorganization are all processes and practices that are denoted by the fact that they assess and weigh the fundamental structures with the key determination of changing such practices by way of directed and resounding interventions (Koper and Richter, 2014). There are several challenges being faced by Valley Wide Utilities Company that are associated with the issues of structure and implementation. In particular, these challenges take into account the lack of proper investigation, discussion and implementation and also in the performance management system of the company. In turn, this has instigated a lack of effectiveness within the organization. In this particular case, John as well as Hilda might not have the skills or competencies necessitated to evaluate and appraise and change performance levels of not only individuals, but also teams within the organization. It is imperative to point out that performance management is an essential and vital part of an organization (Hrebiniak, 2013). The capacity to efficaciously and effectively undertake the management of employee performances plays a key role in the achievement...

It is essential for employers or organizations as a whole to strategically integrate a system that will have the capacity to facilitate the engagement and development of their personnel as well as aid them in realizing goals and objectives that are in alignment with the strategic objectives of the organization in overall (De Waal, 2013).
In the same manner, another significant aspect to take into consideration is the substantial level of dissatisfaction emanating with complaints that the standards set are too tight and stringent as well as unfair, with the personnel threatening to leave the organization. This is largely caused by the fact that Hirsh was solely seeking to find out and point out any failures perceived under the cover of the management by objectives system. So what were the consequences? To begin with, this change within the organization had an adverse impact on not only individuals, but also the organization as a whole. Valley Wide Utilities Company altered its structure by increasing its level of performance on numerous items. However, the main issue is that the organization failed to set a specific goal or objective (Cummings and Worley, 2013). Once problems and issues of dissatisfaction started out, what the company ought to have done is to have dialogue and concession with personnel. It is imperative for the organization to understand that fundamentally, for change management to be effective, the employees have to be included and they have to have a level of satisfaction. It was important to sit down with managers and personnel to discuss how to implement performance change management and also determine what to undertake subsequent to that. However, the company failed to do so (Cummings and Worley, 2013).

Application of the theory and concepts to the area for change and development

Organizational change and development within any setting necessitates the application of concepts and theory that form the basis of any practice and implementation. For any organizational development program, a sequence of steps and phases are necessary and planned to ascertain that the organization moves in the direction of realization of goals. In particular, organizational development program largely depend on goal setting for the reason that goals provide not only a direction, but also a purpose. In accordance to the goal setting theory that is yielded and put forward by Edward Locke and Gary Latham, it is centered on the principle that actions of individuals are controlled by their mindful purposes and values (Miner, 2015). One of the key findings of this particular theory is that participation in goal setting increases and enhances the level of commitment and realization of goals and objectives. Secondly, having feedback as well as goals enhance the level of performance. This implies that the organization is able to alter any areas that are deemed ineffective or unfair by the personnel. Third of all, any variances and dissimilarities do not have a…