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i have attached a word file with detailed instructions for this assignment. This is the last part of a 3 part assignment and needs to be done over the Disney company. i will attach the first 2 assignments so you can go off of them.
this assignment is due tomorrow by noon, (12:00 PST)
Purpose of Assignment
The business environment is continuously evolving with the integration of new management trends developed to create opportunity and respond to challenges. Innovation often challenges the status quo of organizations and change agents in an organization must become entrepreneurs to meet those challenges.
You have been tasked to communicate to the VP of Human Resources about the need to prepare current staff for a more diverse workforce as a result of opening a new office in Miami, FL. This geographical area is known for its cultural, religious, and ethnic diversity in comparison to the company’s office in Topeka, KS.
Assignment Steps
Create a 2,100-word report analyzing the relationship between these concepts or topics:
· Analyze the role of innovation in executing change strategies.
· Assess managing diversity in the workplace.
· Examine how technology facilitates the implementation of change in today’s workforce.
· Explain how the workforce in the company will benefit from welcoming an inclusive and more diverse group of coworkers.
· Explain the benefits and the opportunity that a more diverse workforce will create.
· Include at least five peer-reviewed references.
Format your assignment consistent with APA guidelines.
Click the Assignment Files tab to submit your assignment.
Purpose of Assignment
The business environment is continuously evolving with the integration of new management trends
developed to create opportunity and respond to challenges. Innovation often challenges the status
quo of organizations and change agents in an organization must
become
entrepreneurs
to meet
those challenges.
You have been tasked to communicate to the VP of Human Resources about the need to prepare
current staff for a more diverse workforce as a result of opening a new office in Miami, FL. This
geographical area i
s known for its cultural, religious, and ethnic diversity in comparison to the
company’s office in Topeka, KS.
Assignment Steps
Create
a 2,100
–
word report analyzing the relationship between these concepts or topics:
·
Analy
ze the role of innovation in executing change strategies.
·
Assess managing diversity in the workplace.
·
Examine how technology facilitates the implementation of change in today’s workforce.
·
Explain how the workforce in the company will benefit from welcoming
an inclusive and
more diverse group of coworkers.
·
Explain the benefits and the opportunity that a more diverse workforce will create.
·
Include at least five peer
–
reviewed references.
Format
your assignment consistent with APA guidelines.
Click
the Assignme
nt Files tab to submit your assignment.
Purpose of Assignment
The business environment is continuously evolving with the integration of new management trends
developed to create opportunity and respond to challenges. Innovation often challenges the status
quo of organizations and change agents in an organization must become entrepreneurs to meet
those challenges.
You have been tasked to communicate to the VP of Human Resources about the need to prepare
current staff for a more diverse workforce as a result of opening a new office in Miami, FL. This
geographical area is known for its cultural, religious, and ethnic diversity in comparison to the
company’s office in Topeka, KS.
Assignment Steps
Create a 2,100-word report analyzing the relationship between these concepts or topics:
Analyze the role of innovation in executing change strategies.
Assess managing diversity in the workplace.
Examine how technology facilitates the implementation of change in today’s workforce.
Explain how the workforce in the company will benefit from welcoming an inclusive and
more diverse group of coworkers.
Explain the benefits and the opportunity that a more diverse workforce will create.
Include at least five peer-reviewed references.
Format your assignment consistent with APA guidelines.
Click the Assignment Files tab to submit your assignment.
Running head: IMPETUS FOR CHANGE 1
IMPETUS FOR CHANGE 4
Communication and Change Concept at Disney Land Company
Jared Linscombe
MGT/426
November 29, 2017
Martin Pay
Communication and Change Concept at Disney Land Company
Many companies are now putting more weight on teaching the element of change in their organizational structure. Organizational change yields numerous benefits to organizations, for instance, the companies can be responsive to the dynamism that is exhibited in their working environments. However, despite the benefits that are reaped by embracing organizational change, research shows that most organizations are unable to incorporate this concept successfully. Many of the changes introduced in firms fail to perform their intended purposes (Gilley, 2009). The study also indicates that slightly more than half of these failure incidences are attributed to poorly managed communication mechanisms (Aiken et al. 2010). Effective communication gives all the stakeholders the required persuasions in need of implementing any change. Therefore, communication has been fronted as a vital tool that can be used in implementing organizational change. The Walt Disney Company is a globe-leading institution that is specialized in the provision of entertainment and information services. The company operates on a vast empire of providing entertainment services in all over the world. It has several distinct business segments in areas of theme parks, film studios, television networks among others. Given the diverse needs of the audience in different parts of the world, the company has been in the forefront of ensuring that the necessary changes are integrated whenever the need arises (Pelermo, 2014). Having an extensive insight into the company’s organization structure, leadership, communication framework, and operations the paper will detail on the concept of change as manifested in the business.
Type of Change
Firstly, with the view of enhancing the effectiveness of the company’s management and operations, The Walt Disney Company introduced some changes in its organizational framework. The significant change experienced was an increase in the market coverage or the internationalization of the company’s entertainment services. The company faced an array of challenges in introducing this change in its operations and the scope of work. Initially, the firm only specialized in servicing its Films which are dominated by the American culture within the United States local markets. But the later, the administrative change which was dubbed ‘Disneyfication’ come to play. It was aimed at ensuring that the company was able to reach the international market. However, to oversee the success of this move, the company developed a modest system of ensuring that every stakeholder got a stake in implementing ‘Disneyfication.’ The success of any change can be visible when the workforce of a company embraces that choice or change (Pelermo, 2014).
How the Change was Communicated
Since the organization’s workforce plays a vital role in implementing any change introduced in the firm, an appropriate communication system should be used to start the switch itself and also how the change will be applied. Disney Company also has a modest mode of communicating with its employees and other stakeholders concerning the proposed changes. The company used the concept of organizational culture communication principle structure and written communication. The corporate culture entails the common belief held by individuals with stakes in those respective organizations. In the model, the company ensures that all its employees are conversant with the purpose and the goal of the Firm. The company explains their values, for instance; optimism, innovations, quality among others, to formulate a unified vision in the workforce. Also, in the recruitment of new employees in the organization, centralized teams of individuals with the knowledge of the companies’ needs and also the changes inform the new entrants of the company’s changes. These groups use the face-to-face communication medium to pass their information on the vision and the mission of the company (Pelermo, 2014). Secondly, written communication is mostly applied to the current existing employees of the company. Although, face-to-face and written are communications approaches are used in communicating changes, Gilley (2015), argues that enhancing an organizational culture has lasting effects on the employees or the stakeholders.
Leaders Involved in the Communication
Several leaders were involved in communicating the change to the company’s stakeholders. Since the discussion was made from improving the organization’s operations, the message emanated from the top leadership of the management to the juniors who were to implement the change. The then CEO namely Steve Jobs and the entire Board of Directors were involved in the communication process (Pelermo, 2014). However, the regional heads of various business units were involved in ensuring that employees in those groups also received the information as the communication was meant to be all-inclusive. Most of the views of the employees and the general stakeholders considered before implementing the change. Also, the concept of listening and speaking is evidenced by the trainees and trainers when new employees are being inducted into the workforce.
Change Model
Disney Company conceptualized the concept of change based on the globalization model. Models guide the managers on how they will implement a change. The model entails the goals and desires of a multinational entity in reaching out the entire diverse market. Globalization is also concerned with the growth aspect of the company and the global capital reign as well. Disney Company changed from serving only the American market to serving the global international entertainment market needs (Gilley, 2009). The company established some of its branches at Tokyo, Paris, and Hong Kong. As the globalization change continues to thrive in the company structure, the firm is currently working on Hawaii and Shanghai branches. When organizations are formulating this model, they face various challenges due to the difference in cultures among different nations (Gilley, 2009). For instance, in the filming industry, Disney Company encountered multiple problems in implementing the change as some countries prohibit viewing of some movies. The banned films supposedly undermine the culture and the norm of those countries.
In conclusion, change element in an organization is essential. It affects the overall behavior of the key players in the team. The success or failure of such change is mainly determined by how the change is communicated to the concerned individuals. Therefore, the company’s willing to apply the change in their structural framework should select the appropriate means of communicating such changes. Face-to-face and other modes of communication are essential tools. But to ensure that there is a lasting effect of the change in the mindset of the involved parties, sustainable means of communication should be used. Disney Company has a modest means of communicating and sustaining the change as well. Enforcing organizational culture in the communication framework complements the other methods of communications such as face-to-face and the writing communications.
References
Gilley, J. W. (2009). Organizational Change: Motivation, Communication, and Leadership Effectiveness. Performance Improvement Quarterly, 21, 75-87. doi: 10.1002/piq
Keller, S., & Aiken, C. (2000). The inconvenient truth about change management. McKinsey Quarterly. Retrieved November 26, 2017, from
http://www.mckinsey.com/app_media/reports/financial_services/the_inconvenient_truth_about_change_management
Pelermo, L. (2014, July 16). The Disneyfication of the World: A Grobalisation Perspective. Journal of Organisational Transformation & Social Change, 91-107.
Running head:
CSR BRIEF
1
2
CSR BRIEF
CSR Brief
Jared Linscombe
MGT/426
December 6, 2017
Martin Pay
CSR Brief
Organizations can be responsible for the things that will affect the organization either internally or externally. Corporate Social Responsibility is a processed evaluation that initially aids the companies analyze and understand their responsibility to the society, customers, the surrounding as well as the staff of the organization. Walt Disney Company has grown to be the world largest entertainment and Information Company. In this “CSR Brief” summary, I will summarize Walt Disney Company culture. I will also display characteristics that have given Walt Disney Company the ability to be a learning organization as well as explain how Walt Disney Culture and learning organizational abilities support from a change initiative.
Review & Research
Culture is defined as the way people do things around here. It provides direction, whether intentional or in reality, on the things that should be done, how we should do them and as to why they are done that way. Culture pervades every firm, and it has the power to either sustain or wipe out even the most vital change strategies.
In the aftermath of the latest encounter regarding our organizational process, it was discovered that our organization was in fact utilizing the “Process” change model was it successful? In some ways I can say yes, and in others it was a communicational disaster. I can also truthfully state that having our delegation removed proved to be a lesson in not only humility but in Strategic Change, and once the decision was made the effects were swiftly and without recourse (Serrat, 2017).
Now that there are three other selected delegating agencies that will thoroughly review our departments’ decisions in the above three areas (personnel, contracting, technology). I then realized in that moment, our culture had changed.
My Company’s Ability as a Learning Organization
One may ask how you deal with such a drastic change. Was there a design model during this shift? And because we are all aware that creating a culture consist of various mindsets and attitude and behaviors (Serrat, 2017).
This change became not only a Power Culture but a Role Culture as well. Power cultures are known to be demanding of its leaders and its people within the organization. And the implementation of the Role Culture forced a non-existent collaboration among upper management and its leaders. And by doing so it did not allow a “processing time for staff and employees to process.
Did this Decision Support or Detract from a Change Initiative?
According to O’Connor (2017), “Firms need to change their structure in order for them to be able to accommodate internal expansions as well as have a chance to adjust and adapt to external factors,” I feel that this decision did indeed detract, meaning that everyone became so consumed with the “Power aspect” there was no clear though on the ethics role, regarding their decision and due to much negative press and not being able to “bounce back.” It was recently announced there will be an Organizational Separation, meaning to keep the integrity of its core values they will keep the original name as they break off various departments and units and a new name will be given the remaining departments that will only “assist” in its processes to ensure continued success.
It is important for organizations that are situated at a certain culture to change it to be friendly so that it can meet their needs. It is also important that all the involved parties in the firm be given some roles to play in ensuring that successful change takes place. “So as to attain sustainable and valuable change, those who endorse and take on particular techniques to leadership and change must provide greater ethical clarity…” (O’Connor 2012).
Conclusion
Organizational culture has an important function when it comes to deciding on either changing the organization’s initiative or leaving them the way they are so as to achieve the organizational goals. Having the knowledge about culture, it is mostly important as it helps us to understand what drives change as well as the skills required to attain the objectives of the organization. Understanding the culture also helps us implement change successfully.
Now it is also known that without proper notice, or proper process a major change can cause many negative reactions (O’Connor, 2017). How as a leader do you prepare a smooth and positive “transition” when it comes to cultural or organizational change? And what if in its change it causes more harm than good? At the long last, organizational culture is portrayed in the firm’s policies, values, beliefs, philosophies, ways of leadership and the organization’s attitude as well as the team member’s behaviors.
References
Jacoby, V. L., Subak, L., & Waetjen, L. E. (2016). The FDA and the vaginal mesh controversy—further impetus to change the 510 (k) pathway for medical device approval. JAMA internal medicine, 176(2), 277-278.
O’Connor, P. J., Jimmieson, N. L., & White, K. M. (2017). Too Busy to Change: High Job Demands Reduce the Beneficial Effects of Information and Participation on Employee Support. Journal of Business and Psychology, 1-15.
Serrat, O. (2017). A primer on organizational learning. In Knowledge Solutions (pp. 359-365). Springer Singapore.
