Annotated Bibliography
CHANGE ANALYSIS 6
Change Analysis Week 6
David Trimble
Devry University
4/7/17
Change Analysis
Change as experts have it is the only constant thing. In a business perspective, change is important in the dynamic environment where technology is fast evolving. Change is referred to the act of bringing a shift in day to day activities within an organization (Linnenluecke & Griffiths, 2010). The change in an organization involves a shift in the way work is done, the way problems are solved as well as a shift in chain of command. More often than not change is done with the aim of improving customer satisfaction. Although it comes with some resistance, change plays an important role in creating a positive competitive edge for a company (Linnenluecke & Griffiths, 2010). All organizations strive to change with the objective of eventually achieving business excellence. The famous example of positive impacts of change is that in Google. As a company, Google has been committed to change consistent with providing quality innovations over the years with the aim of wowing its customers (Cummings & Worley, 2014).
A report by Song Jin-sik in a South Korean Newspaper, indicates Samsung’s intention to adopt a cultural change that affects the human resources management (Jin-Sik, 2016). Samsung made an announcement on 27th June last year that it intends to move a task and role-centered system so as to give it a more competitive edge globally. The change is mainly centered on breaking the hierarchical title within the organization’s management system (Jin-Sik, 2016) caused by the internal awareness of the existing culture within the company. The reporter points out that Samsung’s previous success in quantitative growth and crises management was achieved through the strong management and system. However, it has been lacking in employee creativeness and innovation due its rigid culture (Jin-Sik, 2016). An employee friendly environment has been found to be a catalyst to employee innovation (Cummings & Worley, 2014). Most businesses have adopted this strategy in order to realize profits and encourage company growth. Forming part of the changes recommended is the reporting and meeting cultures. The company intends to limit time wasted by only having meetings attended by only the relevant people where discussions will be done by free expression of thoughts and conclusively deriving on an agreement (Jin-Sik, 2016). The strategy of breaking down hierarchies fosters open and honest communication in which the team members provide solutions in a positive way and view feedback as an opportunity for meeting goals (Cummings & Worley, 2014).
The new culture breaks down the roles but encourages respect between the employees. Broken down roles and partnering employees on tasks ultimately build relationships, trust, and promotes fairness. It is because of the relaxed, personal and friendly environment that teams are able to cooperate and survive through the difficult times (Linnenluecke & Griffiths, 2010). The close-knit nature of the employees allows for creative thinking and innovation. Mr. Lee who is the Vice Chairman in Samsung conducted a debate on “Innovations for Global HR Policy” where he received numerous suggestions on changing the existing HR policy to suit company development. It is through this exercise that the “Start-up: Samsung Innovations” was declared in March 2016. Samsung intends to encourage employees to break from the long working hours just because their superiors were working late. The employees will be now allowed to take leave at any time of the year and will also be able to come to work wearing casual clothes like shorts to promote their own comfort. The friendly cultures at work just as the one that is intended by Samsung tend to attract certain traits from the people to foster productivity and excellence in organizations.
References
Cummings, T. G., & Worley, C. G. (2014). Organization development and change: Cengage learning.
Jin-Sik, S. (2016). Samsung's Organizational Culture to Change Like Google. The Kyungyang Shinmun. Retrieved from http://english.khan.co.kr/khan_art_view.html?code=710100&artid=201606281827007
Linnenluecke, M. K., & Griffiths, A. (2010). Corporate sustainability and organizational culture. Journal of world business, 45(4), 357-366.
Email communication: Change in dressing culture
Dear Managers and Supervisors,
It is difficult to institute policies that are new especially those that surround us every day. However, changes are a constant factor to ensure organizations keep up with the dynamic nature of the markets. For this reason, where we work, how we work, our working tools and most importantly how we chose to dress is crucial. Our social well-being is important and thus introducing a casual dress code at Samsung for a number of reasons.
As our professionalism and sales expands, all staff needs to be comfortable in their space to encourage creative thinking and innovations to match up the global market demands.
Employees have complained of the rigid dressing culture that does not even conform to the weather conditions.
Professional appearance does not necessarily mean rigidness in dressing.
Casual dress code provides a relaxed environment in which one can think and work effectively. Wearing shorts, loose fitting shirts, sports shoes, jewelry and jeans are some of the clothes this policy is advocating for.
You have the opportunity to look into this policy and provide feedback. Moreover, the feedback from the employees will equally be useful. The human Resources will circulate copies of the policy to everyone.
We really appreciate your help and support.
