Managing Organizational Change Describe How

Managing Organizational Change

Describe how the turnaround team may have used Gerard and Teurf's transformation skills to overcome the frustration of employees.

Relying on interactive communication within the context of the Gerard and Teurf's frameworks and transformation skills creates greater knowledge sharing, greater levels of transparency and authenticity, and the creation of trust. After what Tyco had been through with the massive amount of graft and corruption, the need for conversations and honest communication had never been greater. In addition to these attributes of a more effective approach to communicating with employees, the turnaround team had to give them a chance to own their jobs again. The need for dialogue to allow employees a voice in the future direction of the company is crucial for rebuilding a strong foundation of trust for any organization to continue growing (Gerard, Teurfs, 1997).

Tyco used vignettes to communicate changes in ethical behavior. Write a vignette that could be used by Tyco to assist in overcoming the cultural change barriers that companies like Tyco faced. What international issues might need to be taken into account in writing these vignettes?

Tyco was very American in its organizational culture and approach to completing acquisitions, and wasn't much for Corporate Social Responsibility (CSR) programs. To successfully sell into India it is common knowledge that CSR programs must be part of the launch plans submitted to the government of that nation before they will grant approval to operate there. Tyco needs to show an appreciation for the cultural differences between nations and could include the Hofstede Model of Cultural Dimensions into their planning for Indian market expansion, making it clear they were attempting to enrich the country while also gaining a skilled and very low cost labor force. The Hofstede Model of Cultural Dimensions serve as a compass for the development of effective CSR programs globally because it sensitizes and creates awareness of the most critical aspects of anew cultures for companies accustomed to working in their own (Hofstede, McCrae, 2004). Tyco needs to become the champions of CSR using the Hofstede Model to repair their reputation.

Using Ford and Ford's four types of change conversations, describe how Tyco would go through the process of communicating change to its staff.

The four types of change conversation include initiative, understanding, performance and closure (Ford, Ford, 2008). Tyco needs to accentuate understanding and closure to get past the many unethical decisions made and their unfortunate consequences and the best strategy to do this is through open conversation and understanding. The second phase needs to concentrate on initiative and performance to restart the business of Tyco and make it profitable again.

Imagine that you were CEO of Tyco when the former CEO was still on trial for fraud. You are trying to rebuild the company's corporate reputation. Write a script for your address to the shareholders after 18 months in the position. Pay attention to the appropriate use of metaphors in your change conversation to this group.

Transformation is difficult but critical for any business to attain growth and realize its full potential over the long-term. Over the last eighteen months our company has been through a crucible that has tested the trust and value we deliver as a business with our suppliers, customers, employees and shareholders. The goal is to rebuild a solid foundation of trust based on complete accountability. My appointment of a Chief Ethics Officer who is also a member of the board of directors, and the budget of $10M to create the necessary oversight systems and processes will go far to making Tyco transparent and worthy of trust again. Our direction going forward is clear, it is to serve our customers, create a positive environment for our employees where they can excel and fulfill their potential, and deliver profitability to shareholders. We must do well by doing good, and embrace authenticity and transparency.