MBA520r3ProblemSolution_Crystel

MBA520r3ProblemSolution_Crystel - Problem Solution:...

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Problem Solution: Intersect Investments 1 Running head: PROBLEM SOLUTION: CryTel Problem Solution: CrysTel University of Phoenix
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Problem Solution: Intersect Investments 2 Problem Solution: CrysTel This writer will discuss CrysTel, a telecommunication company which has realized the company needs to develop a corporate culture which will be more inducive to supporting constant change. The first topic reviewed will be the Implications of Organizational Change and associated impact on employee behavior. The next topic this writer will discuss is the proposed change model and the potential impact that human variables and resistance to change will have on the process. This writer will review CrysTel will address employee reaction to the change specifically resistance to the change. The third topic, Measures to Monitor Progress will discuss the proposed leadership style and strategies that CrysTel will implement. The last two topics, Continuing Success of a Change Process and Evaluate the Dynamics of Organizational Change, will discuss the management strategies needed to implement the ongoing change process as well as additional challenges facing CrysTel over the next ten years. The following section will include a review the current state of the company based data provided in the University of Phoenix. (2007). Building a Culture for Sustaining Change simulation. Implications of Organizational Change “CrysTel is a telecommunications company operating in Illinois, US. With an employee strength of 2,500 and an annual revenue of $200 million, CrysTel product profile includes data cable, wireless solution, and network development” (Simulation, 2007). The company is lead by CEO Morgan Trevannon with more then 25 years of telecommunication industry experience. Vice President of Technology Development Frederick Bruder who previous to joining the company was a software architect providing consultant services to the telecommunication industry. Vice President of Sales and Delivery T.J Smith is an expert in telecommunication sale and delivery. The Vice President of Marketing Makena Wamala has over seen the launch of
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Problem Solution: Intersect Investments 3 several of CrysTel more successful and innovative products. Vice President of Human Resources Department Mary Jo Moran is a 13 year CrysTel employee who manages a very proactive HR organization. Like all telecommunications companies CrysTel is experiencing change due to the evolving technologies, government intervention, consumer demands and a cross generational workforce. The reason that most changes in the workplace fail is not because the change does not provide positives for the organization, but rather because employees resist it. A successful change management plan demands that employees at every level of the organizational hierarchy be committed to the new way of doing things (Maurer, 2002). As stated by Schein (1996) “In most organizations, there are three different major occupational cultures that do no really
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MBA520r3ProblemSolution_Crystel - Problem Solution:...

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