Synergetic Solutions Case Study

Superior Essays
Register to read the introduction… Internal forces of change are: nature of the workforce, technology, and social trends. Synergetic Solutions task; remake the organization from a computer trader to a networking design firm. The first internal force of change is the nature of the workforce. The workforce must have the necessary skill sets to make this change. If they do not, the organization must either retrain the workforce or hire the necessary people to make the change as efficient as possible. The internal technology of the organization at Synergetic Solutions must also change from the computer trading company to the network design company. Capital expenditures will need to occur, maybe mass retraining, and certification may need to occur. Social forces may also take place. Society has new ways to communicate, lifestyles once hidden are in the open, and smooth group movement toward the goal is never …show more content…
They had five identifiable resistances to change. The first was the breaking of the habits. The employees were very resistant to changing their job functions and routines. They also had economic fears. They wondered what would happen to them if they did not make the change. Maybe they could not do their new jobs. Their jobs were easier the way they were. They also had a fear of the unknown. The fear of the unknown is commonplace for people starting new jobs. The employees were not new at Synergetic Solutions but their jobs would have new descriptions. Synergetic also had two organizational resistances to change; group inertia and threat to expertise. The group resisted the change. They did not understand the new team dynamic in place. The employees wanted the status quo to remain the same. The threat to expertise came from two areas. The first was the existing employees were not trained for their new jobs. The second was that existing employees were to be supplanted with new employees who had the required skill …show more content…
The consultant recommended a course of unfreezing the frozen structures at Synergetic. The unfreezing process was smooth because they established a sense of urgency by compelling a reason for the change needed. This process led to the forming of groups that led the change. These accomplished two things: created a new vision and familiarized the employees with working in groups. The change agent also developed plans to improve communications. Other employees were empowered to act on the vision and remove barriers. This was able to get everyone involved. The change agent also recommended a system of rewards and incentives for the new teams. Employees were rewarded for short-term wins and how quickly they overcame problems and found solutions. The groups were constantly suggesting improvements and reassessing changes. This led them to new heights in communications. The employees made adjustments when necessary. The new team environment at Synergetic Solutions knew the relationship of their behavior and the success of their

Related Documents

  • Improved Essays

    EGT1 Task 2

    • 731 Words
    • 3 Pages

    Part 1 A benefit is the desired result of a project that was created to meet a particular operational need. The whole point of benefits management is to make sure that your project provides clear benefits – as opposed to simply making sure the project is completed within specific time and resource limitations. In order to achieve the expectations, the project manager have to keep checking on the matters such as “Why does the organisation not know what benefits will be delivered and how to measure them?” “Have these costs been estimated?” “Has management approved the budget variance?”…

    • 731 Words
    • 3 Pages
    Improved Essays
  • Improved Essays

    Boundaries Boundaries or the idea of boundaries helps to distinguish between organizational systems and their environments. Boundaries-the boarders or limits of the system-help to protect or buffer the organization’s transformation process from external disruptors (Cummings, Thomas G and Worley, Christopher G, 2015). There are no boundaries in place within the organization. Usually membership and new members’ classes serve as a buffer to the outside distractions but the recent lack of new members has all but removed the boundary.…

    • 1008 Words
    • 4 Pages
    Improved Essays
  • Improved Essays

    Case Analysis of Health Information Services After reading and analyzing the case study by Elizabeth Layman, titled “Job Redesign for Expanded HIM Functions” I will talk about how the principals of goal setting are applied in this case, how the principals of job enrichment are applied in this case and what the outcomes of job enrichment are. Lastly I will be discussing the impact of job enrichment on motivation and communication in the HIS departments. There have been many changes in the Health Information Services (HIS) Departments, such as electronic health records and the health care delivery system. All of these changes have caused employees of that department to work harder.…

    • 826 Words
    • 4 Pages
    Improved Essays
  • Improved Essays

    The organizational metaphor that best describe Newport News Shipbuilding is the flex and transformation metaphor. The organization is affected and changed because of the environment, whether internal or external. Though there may be change that occurs, the organization is able to self-organize, change, and self-renew to align with its original identity (Morgan, 2009). According to Morgan (2009), with change there is chaos because change naturally emerges out of chaos. As part of the changes that occur the organization is to transform as a result.…

    • 322 Words
    • 2 Pages
    Improved Essays
  • Improved Essays

    1. Name of employer 2. Name of employee 3. Salary 4. Duty and Responsibilities 1.…

    • 1423 Words
    • 6 Pages
    Improved Essays
  • Improved Essays

    The company decided to place employees in small groups to help redesign and streamline key business process. This fits in with the quote from Sam Walton, “Outstanding leaders go out of their way to boost the self-esteem of their personnel. If people believe in themselves, it's amazing what they can accomplish” (http://www.inspirationalquotes4u.com/waltonquotes/index.html). By going through this exercise it was evident there were significant barriers to progress exist. However, the top priority of these teams was to figure out what the customer wanted which would provide insight into how to bring growth to the…

    • 543 Words
    • 3 Pages
    Improved Essays
  • Decent Essays

    As humans we do not like change. Even innovators have certain processes and activities that they cling to. In many cases stability is part of survival. Managing Resistance to Change by Ken Hultman, address resistance to change, what that resistance is characterized by, and how to avoid resistance to change. From this selection I learned about the different types of resistance.…

    • 464 Words
    • 2 Pages
    Decent Essays
  • Improved Essays

    If a few key strategies are implemented, the pain of changing will decrease significantly. A few ways to combat the resistance to changer are: 1) communicate with the employees 2) involve everyone in the plan 3) reward constructive behavior 4) ease slowly in the change 5) bring a new leader into a position where resistance continues to be an…

    • 1019 Words
    • 4 Pages
    Improved Essays
  • Improved Essays

    Another successful leadership practice of Martin Gunner is monthly town-hall style all-staff meetings. With employees often on travel on overseas project work and having two office locations, they use Google Hangout to connect and see one another. Gunner shares his vision for the organization and updates everyone on major things that are happening within each division. His goal is to let those employees working on vastly different programs to feel connected to what is happening in other areas of the organization. For example, he is able to let the employees working on medical programs for corporate citizenship know what is going on with the orphan programs the organization also supports and promotes.…

    • 661 Words
    • 3 Pages
    Improved Essays
  • Improved Essays

    Introduction What is change? Webster’s defines change as to become different or to make someone or something different. People change what they do less because they are given analysis that shifts their thinking than because they are shown a truth that influences their feelings (Kotter and Cohen, introduction). The Heart of Change incorporates an eight step by step process to implement effective change in the workplace to make them more successful.…

    • 626 Words
    • 3 Pages
    Improved Essays
  • Improved Essays

    Unit VIII: CASE STUDY Kristie Long Waldorf University CASE STUDY While working in an organization there are numerous of strategies implemented to make a team more proficient. There are 3 key strategies that are utilized in such settings, coaching, facilitation, and organization design.…

    • 835 Words
    • 4 Pages
    Improved Essays
  • Improved Essays

    Chrysler

    • 1098 Words
    • 5 Pages

    Chrysler’s observable artifacts are under new constructions. The Chief Executive Officer (CEO) Mr. Sergio Marchionne is changing the atmosphere of the company. No longer will the company be identified with huge discounts and methods which assisted the company into bankruptcy. He is reorganizing the culture of the company.…

    • 1098 Words
    • 5 Pages
    Improved Essays
  • Improved Essays

    Bob Nardelli joined the Home Depot team in 2000, when it was already successful. However, he also joined during a time when the company had grown so rapidly so quickly that changes needed to be made. While he created his own change model, had he known about Kotter and Cohen’s 8-step change model, he may have met fewer challenges (Kotter & Cohen, 2002). When Nardelli first arrived at Home Depot, he was deemed an outsider of a close-knit organization. Nonetheless, the board had made the decision that he was the best person for the task at hand.…

    • 866 Words
    • 4 Pages
    Improved Essays
  • Improved Essays

    Notably, a successful change initiative depends on how employees understand such change. Change of any kind will always encounter some challenge. To attain successful change, change initiators in the within an organisation should understand the change implications, not solely to the organisation but to the concerned employees as well. Seemingly, when the choice of initiating change is made, initiators will be required to state the vision for such practice. Unless such visions are shared with concerned subordinates, it is unlikely that they will accept the practice totally.…

    • 1041 Words
    • 5 Pages
    Improved Essays
  • Superior Essays

    The non-involvement of the workers in the first step could have caused the witnessed resistance to the change. The organization succeeded in setting up a guiding coalition of six employees to compose the change team. The employees were responsible for developing and implementing additional ideas to the enforced change in the organization. The guiding coalition ensured a minimum mass member support to the change; the number should grow progressively to avoid being overtaken by the opposition that could in turn stop the change.…

    • 1161 Words
    • 5 Pages
    Superior Essays