Organizational change can be defined as the overall procedure of changing their processes, strategies, procedures, culture or technologies in order to deal with the significant issues within the organizations and improve them. Green Mountain Cellular Telephone Company (GMCT) has been dealing with several issues that are related to their change initiatives. The general manager of the company brought in certain changes within the organizational culture, which are effective to a large extent. The primary issue of the organization was the problems that were associated with the organizational structure. GMCT is recommended to improve their structure by implementing cellular system within the turn on target.
The change initiatives at GMCT are highly effective as the organization framed flat organizational structure; rather than framing a matrix structure within the organization. The General Manager of GMCT, Erik Peterson can effectively employ his own concepts or ideas for enhancing the company’s services, without any hindrances from the upper hands. Previously, Eric was not getting adequate advice or guidance for resolving the issues. If the change initiatives are implemented, the organizational structure will become smooth and Peterson will be able to deal with the serious issues alone. Previously, it was seen that there was a conflicting relationship between different managerial levels, but if the structure becomes flat, this issue will get resolved in an effective manner.
The organization needs to improve their organizational culture and manage to bring in equality among all the employees. There will be a feel of fairness within the organizational culture and the employees will give their best performances and that too, in an efficient manner. Moreover, after the change initiatives get implemented, the organizational culture will improve to a large extent. It will lead to better performances towards the whole system operating systems. The management will also be able to overcome their change resistance power for enhancing the system operating devices within the cellular services.
The management can effectively understand the values of change towards organizational culture. It will also help the employees in completing their projects within the given deadline. Moreover, it may help Eric to employ the right construction companies for building the cellular towers. Adopting the organizational change initiatives will prove to be beneficial for GMCT Company and they can start providing services within their turn on target. However, Erik faced extreme issues, while implementing these change initiatives as the management had no relevant experiences regarding system operating services.
The GMCT Company will get highly benefitted if they apply these change initiatives, within their organizational culture. Firstly, the organization will be able to have a flat structure; rather than a matrix organizational structure. There will be no or few levels of middle management between the staff members and their executives. Flat organizational structure helps in elevating the level of responsibilities among the employees and moreover, it helps in removing the excess management layers within the organization. It improves coordination among the employees and communication speed. In addition to this, if the GMCT Company adopts flat organizational structure, it will encourage easier decision making procedures among the employees.
The flat organizational structure will enable the GMCT Company to overcome their change resistance to a huge extent and also, help in bringing in progress. There will be a feeling of fairness among the employees, which will lead to better performance level. Moreover, there will be two-way communication within the workplace, which has the power to resolve conflicts between the employees. The organization will be able to understand the value of change management and make their culture adaptive to those changes. Effective communication is the key factor to any company’s success. Therefore, it is important for the GMCT Company to implement such initiatives.
The company will also be able to eliminate the middle management’s salaries, which in turn will reduce the budget of the organizational costs or expenses. However, the general manager of the company faced extreme situations while implementing the changes within the organization. The organizational culture of the company was not that supportive to Eric that stopped him in many aspects. It can be said that in order to improve the organizational structure or culture, the management needs to understand the real value of change. Taking the strengths into consideration, GMCT Company can easily adopt the flat organizational structure for an effective workplace.
Along with strengths, come weaknesses. If the organization adopts a flat structure of management, it may face certain issues as the employees lack an organizational head, to whom they may report their daily working procedures. This may create some confusion among the employees and struggles of power may arise. Flat organizational structure produces a lot of generalists; instead of specialists. The employees may not have a clear job role or functionalities. In addition to this, flat structures of the organization tend to limit the long term growths of the companies and even, the management has the power to decide upon innovative opportunities.
Moreover, a large organization like GMCT Company may face some issues to adapt flat organizational structure, until and unless the company divides itself into smaller and more manageable units. In addition to this, the company needs to overcome their change resistance factor, in order to bring in progress within the system. The management of the company also does not understand the values of change, clearly. Therefore, it is important for them to understand the matter first, before taking steps. There is no such feeling of fairness among the employees, within the organization.
Peterson, being the General Manager of the GMCT Company has faced several issues while implementing the change initiatives within the organizational culture. He faced criticism from the upper managers, who does not even have the idea or experience in the operating systems. The company was not at all supportive towards Erik’s suggestions and opinions. He failed to recommend strategies, which could have improved their organizational structure and culture. The management did not support his decisions and instead fired him in the next few days. Therefore, it can be said that the management of the company is extremely ineffective in understanding the real values of organizational change.
In light of the outcome of Erik Peterson’s firing, it can be stated that the case could have been managed in a different way. The primary problem was associated with the change in organizational structure. Peterson was unable to get any support and advice as there was miscommunication and lack of efficiency. As there was a problem with reporting to a specific person and he missed the chance, there must be a smooth flow of communication, which forms the basis of a proper organizational structure. A proper organizational structure, which enables free flow of information, could have helped Peterson from being fired.
There was internal problem in the organization and Peterson became a victim of the same. The managers at different levels were involved in conflicts, Peterson and Hardy was involved in it. Therefore, reporting to Hardy became an issue and it might have been the reason for Peterson’s hiring. The situation could have been managed in an alternate way where the conflicts could be resolved by sitting and discussing the issues. In order to manage the change initiatives, I would have enabled two- way communication within GMCT so that the employees and managers had the freedom to open up to each other without hesitation.
Hardy was the manager to whom Peterson had to report, could not help him with any support or advice. This is because he was not an expert in system operation but still he was given the responsibility of managing Peterson. In that case, I would have never handled the matter to someone who lacked any kind of experience in system operation. This is because there are specific roles assigned for the suitable person and that is what makes a proper organizational structure. Peterson could have got necessary help during change initiatives if the organizational structure of GMCT was more enhanced and improved. If I was given the charge of managing change initiatives then I would have encouraged an ambiguous relation between Hardy and Peterson. It would be effective in focusing their aim strictly on change initiatives.
There was an issue faced in the pace of working on the cellular tower. Peterson discovered that the speed at which the sub-contractor was working, would never lead him to finish the work on time. Other issues were associated with the complaints from the neighborhood regarding cutting of trees and property. There was a commotion involved in the whole process. If I was in charge of supervising the process, then I would keep a fixed schedule for the sub- contractor within which the work needed to be finished. This is because when the work is done within a stipulated time, it is done more efficiently and workers do not get the scope of misusing time. About the complaints from the neighbors, I would have taken prior permission or I would lead the work in such a way that it did not involve any illegal cutting of trees or property.
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