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Pegasus road to success recovery
- 1. PEGASUS ROAD TO SUCCESS RECOVERY PHASE 4 INDIVIDUAL PROJECT 2 MANAGING ORGANIZATIONAL CHANGE AND DEVELOPMENT HRMT655-16011-01A PEGASUS ROAD TO SUCCESS RECOVERY COLORADO TECHNICAL UNIVERSITY PROFESSOR EILLEN DOMERCHIE ERYNN D. SELLERS FEBRUARY 8, 2016
- 2. PEGASUS ROAD TO SUCCESS RECOVERY • STARTING OPTIONS FOR REORGANIZATIONAL CHANGE A) MEETING WITH THE BOARD OF DIRECTORS B) MEETING WITH THE EXECUTIVE STAFF C) MANDATORY TOWN HALL MEETING D) INTRODUCE TIMELINE AND THE CHANGES TO BE MADE
- 3. PEGASUS ROAD TO SUCCESS RECOVERY • DISMANTLING THE HIERARCHY OF THE CHAIN OF COMMAND A) EMPOWERING THE EMPLOYEES B) GET RID OF MICRO MANAGING C) REVIEW AND REPOSITIONING OF THE LEADERSHIP
- 4. PEGASUS ROAD TO SUCCESS RECOVERY • STRUCTURING AN FASTER AND MORE APPROPRIATE COMMUNICATION A) TRANSPARENCY B) INTERNAL COMMUNICATION 1) INTRANET 2) INTERNET 3) MEMORANDUMS 4) FACE TO FACE C) EXTERNAL COMMUNICATION WITH THE PUBLIC 1) SOCIAL MEDIA
- 5. PEGASUS ROAD TO SUCCESS RECOVERY • THE INTRODUCTION OF THE NEW DIRECTION OF THE COMPANY A) MISSION STATEMENT B) VISION STATEMENT C) PHILOSOPHY STATEMENT D) ORGANIZATION CULTURE
- 6. PEGASUS ROAD TO SUCCESS RECOVERY • EMPLOYEE FOCUSED ORGANIZATION A) TRAINING DEVELOPMENT B) EDUCATIONAL REIMBURSEMENT C) WELLNESS PROGRAM D) BETTER DISCRETIONAL BENEFITS PACKAGE E) EMPLOYEE ADVANCEMENT F) CELEBRATING THE EMPLOYEES MILESTONES OF THEIR LIVES
- 7. PEGASUS ROAD TO SUCCESS RECOVERY • REBUILDING THE BODY OF PEGASUS A) COMPANY RETREAT B) BUILDING TRUST BETWEEN COWORKERS AND THE LEADERSHIP C) BUILDING TRUST BETWEEN THE LEADERSHIP AND EXECUTIVES D) RECOGNIZING THE DIVERSITY IN THE ORGANIZATION AND CELEBRATING IT
- 8. PEGASUS ROAD TO SUCCESS RECOVERY REFERENCES ROOT, N. G. III. (2016, FEBRUARY 1) STEPS TO MANAGE TRANSITION FROM OLD ORGANIZATION STRUCTURE TO NEW ONE. HOUSTON CHRONICLE. RETRIEVED FROM HTTPS://WWW.CHRON.COM STARK, P.B. (2010, MARCH 19). EIGHT TIPS TO HELP MANAGERS AND EMPLOYEES WITH ORGANIZATIONAL CHANGE: GUIDING EMPLOYEES THROUGH CHANGE. [WEB BLOG]. RETRIEVED FROM HTTP://WWW.PETERSTARK.COM RHODES. J. (2014, OCTOBER 13). ON METHODS: WHAT’S THE DIFFERENCE BETWEEN QUALITATIVE AND QUANTITATIVE APPROACHES? RETRIEVED FROM HTTPS://WWW.CHRONICLE.UMMBMENTORING.ORG TURNER, A.N. (1982). CONSULTING IS MORE THAN GIVING ADVICE. RETRIEVED FROM HTTPS://HBR.ORG
Editor's Notes
- Pegasus has been in a turmoil within inside its four walls of the organization and now it has spilled over into its customer service area. Which in turn has caused for discontent with its customers and the employees who work for this organization. It has been requested that my team and I come in to perform an organizational change including form the mission statement all the way down to the parking lot. My team and I have come up with a plan that will recover the Pegasus organization and have it rise from the dust like the once known phoenix to take its rightful place back to the number spot in the business world. Being the leader in the industry for innovation and staying on the cutting edge of technology. The first thing that has been to be done is the change the hierarchy and by changing the hierarchy we are going to temporarily dismantle the change of command. The purpose in doing this is to change the way information travels up and down the chain of command. It does not make sense for an employee to have to send a question up the command about an everyday situation that they can best answer themselves. Just for the reason alone the executives or department heads are looking a procedures and a lot of time what is a procedural process will not work or resolve the problem. So in cases like these taking out seeking an answer from leadership for something that can be handled on the front lines by an employee takes out the micro-managing. Changing the hierarchy does also involve removing some of leadership in the position they are in now and placing them in a different area that they are more suited for and experienced in. This where step on comes in and that is defining the new rules of each position from top all the way down to the bottom. Some positions will be drastically changed while others may not have any changes to them yet some others may have more work add to them. According to Carter McNamara “effective transitions requires several kinds of managers” ( Root, 2016). There has to be a manager who will initiate the change then a manager who will get the employees to buy in for the positives of the change. There also has to be a manager who will work to the coordinate the change and a manager who will take the company across the finish the line with the transition (Root, 2016). Now each one of these managers would work with one of my staff to the areas stated. After this process has been assigned to a consultant and management team the next thing for everyone on the transition team to come together and ask five specific direct questions. 1) Which solutions have been approached in previous projects and what was the outcome? 2) What was the unapproached process does the organization have in mind? 3) What are the areas of the client’s business that is not working well or not at all? 5) What are the steps that they want to take to have a win/win acceptance of the answers through the whole organization. Upon answering these questions then the transition team will know what direction to move in. This is known as identifying the needs of the organization and what is going to work best for them. This is where the consultant and the manager who are in charge of doing the transition and having one accept the buy. Has the responsibility of painting the picture of to the organization using the research from past changes that the company has had and the outcome of them. As well as what are going to be the benefits of the new transitional change and how it will restore Pegasus to the its rightful place. While the major change is going to be the company is more employee based and invested in the employees. Because they are the ones who make customers happy and bring them in also. (Root, 2016). Once the picture of the new Pegasus has been painted and the buy has been bought and adopted by the organization. Here is where the plan is laid out and this should be done in a power point presentation as well as typed out in black and white. So everyone will know where the beginning, middle, and end of the plan is for all key players. (Stark, 2014). In order for the transition to be successful there has to be input from the people within the company. (Stark, 2014). The input can done be done through qualitative and quantitative research. Using these processes, it will open up areas that have been looked at and not looked into as well. It will also help point out things where the leadership has succeeded with employees as well as failed them in areas. It will also point out things that can improve relations with their customer base as well as grow their customer base. It will also define the ways for the organization to invest in their employees and make them the important factor along with changing the company culture (Rhodes, 2014). In finalizing the plans there should be careful consideration of all the ideas that have been presented. Even if they sound like bad ideas those can be taken and put a spin on them to turn them into something positive. This were a detailed from a – z sealed and locked into place and then is presented to the board of directors and then the company once approved. In the will include the resources that are going to be used and the obstacles that will be faced with resolutions to the obstacles even it is the company and the employees having to be separated from each other. Also, it will show the short, long term goals and the milestones to be celebrated when they have been achieved (Root, 2016).
- As stated at the opening temporary dismantling the hierarchy will is the first step in the process. This will eliminate delays in waiting for responses to questions that can be answered by employees that need resolved right then. Also, it gives a chance to rebuild the proper hierarchy and chain of command so communication is transparent with no interference. This will also show where the break downs in communications occur and with whom as well as where so it can be corrected. In dismantling the hierarchy this is where leadership and rebuilding it can take place. There would be organization sponsored leadership training that each leader and executive would be required to take from team building to fostering a positive company culture. Then from there restructuring would start from eliminating positions that have no purpose and that is a waste of money. Once restructured then the new hierarchy would be put back into place which would include a liaison position that would be between the board of directors and the organization leaders. There would also be continuous independent review board that would review the success of the leadership and how effect they are in the company.
- The next intervention that would occur would be the communication throughout the whole the organization. This is vital for everyone to have a clear understanding that there would be no trickle down of information. All communication would be transparent and open for everyone to see this can only be done by having a communication department. Who would specifically communicate all actions and business within along without side the company that will affect the way things are done. In that the communications would be done through the company intranet, internet for social media, memorandum, letters and face to face meeting. In that there would be things that would be defined in three categories which would be classified, confidential and strictly organizational classified.
- The third step intervention would be introducing the new mission, vision and philosophy statement. That would take effect immediately and the way business to be done by having the employees of the mindset of what is the type of service they want to receive if they are the customer coming to the organization? This would be the center of all three statement and it is the responsibility for each and every employee to show that in the work that they do daily along with in helping the customer. In this there would be some redesigning of job descriptions and responsibilities that would entail a higher pay. Then for the jobs where job descriptions and responsibilities have decreased there would not be a pay cut. However, there would be the opportunity for the employee to cross train into another position.
- Intervention step 4 is the focus on the organization being employee focused. In the past Pegasus has been all customer focused placing pressure on the employee to gain and retain customers with no appreciation of any kind. Along with no room for advancement if there was an opportunity because they were not looking at the talent they have nor allowing for training. Instead they would always go to an outside source that was not with the mindset of the company or being employee focused however more dollar driven. So in this step there would be employee focused training and development for the ones who would like to advance. Also, there would be in place things as a wellness program, better discretionary benefits, more diversity in the work place and sensitivity for areas needed. There would also be opportunities for celebrating the milestones in the employee’s life like the work anniversary, their advancement in the company, employee spotlight of the month and education reimbursement. There would be guidelines that would be set for the employees to meet but that the guidelines would be attainable for them to reach if they are interested.
- The 5 fifth intervention step would be the rebuilding of the body of Pegasus by a having a companywide retreat. This would be the rebuilding exercises of trust between coworkers and leadership as well as the executives of the company. This is where it would be stressed and shown that the company is more focused on its employees and the that when a company is focused on its employees then they can be a customer based company that will succeed. Because it is the employees who represent the organization to the public. And if the employee is not happy then it makes the company look bad which causes the organization to be in the shape as well as place they are in. So in the rebuilding the body of Pegasus it must be made clear that the organization of people who are diverse in culture, work history, life experience and education. But at the same time are interlocked with each other in the same goals in life, and work because of this they are family. In that there is no one more important within the company and this is what will build and bring Pegasus back to the fore front of the industry. Placing it as the leader in the corporate world and making the it rises from the dust as the strong and innovative phoenix company that is has been and will be again.