Organizational Change Chart - Select One For Each ✓ Solved

Sheet1 Organizational Change Chart Select one for each

Vision: The vision Samsung company looks forward to attain is developing software and technology programs that help people interact and engage productively. Rate the employee knowledge of the organizational Vision [1 - no knowledge, 5 - know it well].

Mission: Samsung's mission is to devote their human resources and technology to create superior products and services, thereby contributing to a better global society. Rate the employee knowledge of the organizational Mission [1 - no knowledge, 5 - know it well].

Purpose: The purpose is that Samsung has unveiled a raft of new software tools to help developers create apps specifically designed to meet customers needs, aiming to directly change its reputation by building trust with various stakeholders. Rate the employee knowledge of the organizational Purpose [1 - no knowledge, 5 - know it well].

Values: Samsung's values are their people, excellence, change, integrity, and co-prosperity. It is important that the company practices these values effectively to mitigate any negative cultural trends. Rate the employee knowledge of the organizational Values [1 - no knowledge, 5 - know it well].

Diversity: Samsung Electronics has a huge influence on national culture, especially in Korea and many other developing countries, shaping the company into a luxury brand. Rate the overall diversity of the organization [1 - no diverse at all, 5 - highly diverse].

Inclusion: Samsung's corporate culture aims to balance family and work while promoting diversity, employing people from various cultures and beliefs worldwide. Rate the overall involvement of diverse groups in decision-making [1 - no involvement at all, 5 - highly involved].

Goal: The goal is for Samsung to focus on designing new quality software systems that are environmentally friendly, believing they possess the innovation to ensure a better long-term future. Rate the overall goal accomplishment [1 - failed to meet the goal, 5 - successfully met the goal].

Strategy: Strategies for implementing organizational change involve committing talent and technology to achieve a common source for success. Rate the overall effectiveness of these strategies [1 - very poor strategies, 5 - very successful strategies].

Communication: Samsung maintains open communication with shareholders, management, and employees through meetings and soliciting feedback on the change process. Rate the overall communication effectiveness [1 - very poor communication, 5 - very successful communication].

Consider the above goal for organizational change and the existing culture, then rate Kotter's 8-Steps to Change, on a scale of 1 (did not observe) to 5 (highly observed) during the implementation process.

Paper For Above Instructions

Organizational change is an essential aspect of maintaining competitiveness and relevance in any market, especially in the ever-evolving technology sector. Samsung has continually focused on improvement through its vision, mission, purpose, values, and visionary leadership to implement change effectively.

Vision and Mission

The vision of Samsung is to develop software and technology programs that facilitate productive engagement among users. This vision positions Samsung to lead in technological innovation. Understanding the vision is crucial for employees; rating their knowledge as 4 emphasizes a relatively good awareness but also highlights potential areas for improvement in conveying this vision consistently across all company levels (Kaplan & Norton, 2006).

The mission of Samsung focuses on leveraging human resources and technology to create superior products, underlining a commitment to social responsibility. An employee knowledge rating of 4 indicates a strong grasp of this, although enhancing communication could elevate this understanding (Harrison, 2018).

Purpose and Values

Samsung’s purpose in providing developers with tools to create customer-centric applications aligns with its mission. Employees rated their knowledge of the purpose as 3, suggesting that while there is some awareness, further efforts must be made in educating the workforce on their role in achieving this purpose (Kotter, 1996).

The values of Samsung—people, excellence, change, integrity, and co-prosperity—form the foundation of its corporate culture and operational principles. As employees rated their knowledge of these values at 4, this suggests a robust alignment with company philosophy, though ongoing training in these areas is necessary (Burke, 2017).

Diversity and Inclusion

Diversity within Samsung plays a pivotal role in fostering creativity and innovation. With a rating of 4 on diversity, Samsung appears to have a fairly inclusive corporate environment. However, achieving higher diversity ratings may require more active recruitment and retention strategies (Shen et al., 2009).

Inclusion is equally vital, which Samsung manages through a corporate culture that values balanced perspectives. An employee involvement rating of 3 indicates there is room for improving participation from these diverse groups in decision-making processes (Nishii & Mayer, 2009).

Goals and Strategy

The goal centered around designing new environmentally friendly software systems reflects Samsung's dedication to innovation and sustainability. Employees rated the goal accomplishment as 3, signaling progress but also indicating potential setbacks or gaps that leaders need to address (Kotter, 1996).

Samsung's strategies to implement organizational change are crucial; rated as 4, they indicate effectiveness while also requiring constant assessment to adapt to new challenges (Bessant & Tidd, 2015).

Communication

Open communication is a hallmark of Samsung’s change management strategy, keeping stakeholders informed and engaged. Rating the communication effectiveness as 4 suggests that while information is generally well-disseminated, targeted improvements in feedback mechanisms and clarity could enhance understanding further (Cameron & Green, 2015).

Kotter's 8-Step Model Observations

The application of Kotter’s 8-Step Change Model within Samsung indicates varying effectiveness across stages. For instance, creating urgency was rated as 2, suggesting a lack of immediate pressure to innovate and adapt, which can jeopardize market standing (Kotter, 1996).

Building a coalition rated at 4 reflects the recognition of leadership’s role in driving change, indicating effective teamwork and support mechanisms were likely in place to encourage this cultural shift.

Moreover, the ability to create a definitive vision received a positive rating of 4, emphasizing its critical role in steering change initiatives (Kaplan & Norton, 2006).

However, other stages such as removing obstacles and creating short-term wins received lower ratings of 2 and 3, respectively. This signals a potential need for leadership to focus on proactive strategies and identify improvements needed for achieving these leaps in productivity and morale (Bessant & Tidd, 2015).

In conclusion, Samsung's commitment to organizational change reflects its dedication to success, and by addressing specific communication and strategic challenges, it can further align its workforce with its core objectives.

References

• Bessant, J., & Tidd, J. (2015). Innovation and Entrepreneurship. Wiley.
• Burke, W. W. (2017). Organization Change: Theory and Practice. Sage Publications.
• Cameron, E., & Green, M. (2015). Making Sense of Change Management. Kogan Page.
• Harrison, R. (2018). Organizational Culture in Action. Berrett-Koehler.
• Kaplan, R. S., & Norton, D. P. (2006). Strategy Maps: Converting Intangible Assets into Tangible Outcomes. Harvard Business School Press.
• Kotter, J. P. (1996). Leading Change. Harvard Business Review Press.
• Nishii, L. H., & Mayer, D. M. (2009). Do Inclusive Leadership Behaviors Influence Employee Outcomes? Journal of Organizational Behavior.
• Shen, J., Chanda, A., D'Netto, B., & Tang, B. (2009). Managing Diversity through Human Resource Management: An International Perspective and Conceptual Framework. International Journal of Human Resource Management.
• Wiki, C. I. O. (2019). Kotter's 8-Step Change Model. [Online] Available at: org/wiki.