This task was developed by analysing and considering various variables which includes behaviour must be able to provide a perfect approach to deal with changes and responsibilities in a leader. As my industry belongs to a midsized firm which involves a control through foreign faces which involves an insight look through potential pit falls and transformational changes to moderate a situation which potentially leads to downfalls.

Age of worldwide globalisation and growth competition must sacrifice large parts of companies in accordance with predictions which remain sustainable in future which closely relates to a small town community. Organisational changes and implements are possible when leaders have a through look around the organisation and operations carried out in a particular production unit. Method of thinking and working of employees at all levels in an organisation represent a shared way of organisation output. So, ultimately the greatest effort in meetings and renewal challenge is to change the work place challenges of organisation. Organisation leaders have much to do with vision, values, culture and structure, so they are indeed to know all these issues.

Culture is how we do and deal with a formalized vision, values and mission. Leaders are expect to change the culture in a minimal to lead a powerful communication tool which is a part of socialisation process, which makes the new comers and outsiders to participate effectively with organisation and communicate easily with members. The scope of the task is to analyse the impact involved in organisation changes and leadership structural turnover. All the variables such as organisational change structure, culture and leadership are examined to perform a reliable output.

Problem analysis:

The problems involved in an organisation must be coupled with some keys and handover to specific employees who knows much about management of assets and these problems must be tested with a following order

Total quality management and productivity decreases due to loss of engineering concentration and staff.

Delay in implementation of systems.

Possible impact on new product introductions and reduction of engineering efforts.

Loss of plant people and experienced engineers.

The increase in employee turnover is based on the leadership and cultural differences along with organisational structure which changed from hierarchal tradition to matrix structure. The case study is divided as a literature overview with respective employee turnover and problem definitions, discussion of methodology to find a key to proposed recommendations based on research findings.

TASK-2:Organisational structure

The organisational structure can be determined into three types based on organisation experience as, development change which resembles as a natural growth and a know state is called as traditional change which evolve slowly and then transformational change which we move into unknown. The central challenge of organisational design is to divide the task of a firm into harmonious actions which involves a manageable specialised job yet to coordinate the tasks by addressing matrix organisational structure in consideration with cross functional teams. The primary advantages of these organisational structures are to coordinate the optimal use of specialist in the project management and to create the flexibility in cross functional teams to maintain output requirements.

On the other hand I have stated all the form requirements that are adopted to the matrix structure of the organisation. According to my organisation there are four primary reasons which are adopted as follows:

Allow company to concentrate on business goals

Information management must be facilitated to contact customers and organisation requirements

Economics on scales must be established and enabled and monitored in the company

Environmental demands must be taken into consideration for a quick response

The matrix structure must pose a common characteristics namely dual line authority, accountability that violates a principal of one boss management. Therefore, this is horizontally integrated for communication and coordination between departmental units and customers.

Organisational leadership and culture:

Organisational leadership is defined in a study of 62 societies according to GLOBE theory; globe stands for global leadership and organisational behaviour effectiveness. The success of transformational change depends mainly on leadership roles and commitments. The success of leaders is dependent to their analysis and vision learning. Because, this change is a key for a transformational change which involves a risk and demand and supply relationship management, mainly I suggest that the leadership roles must be in two types; one must deal with inflow sources and outflow sources like sponsors and champions and the other must deal with plans and implement the process in work.

According to me the strongest communication of vision is "must have skill" for today’s supervisors and managers. I have observed that most of the best business leaders will have sound communication skills. Therefore, they lead to risk free attitudes in their business or in an organisation. Core strategies such as writing and speaking, emotional intelligence, communicating with internal and external affairs must be a key strategy for all employers in an organisation.

Organisational culture must be well established by collecting all values among the stake holders outside the organisation and workers who deals with the stake holders. I have got a problem with goal members of my organisation who are supported to purchase and deal with inner and outer services. These sources must have a good guidelines and expectations to maintain internal and external affairs which I am dealing with. Behaviour of employees in particular situation among the organisational members and stake holders must be appropriate to organisational norms. Hear by I need to implement three levels of organisational culture such as artefacts, values and basic assumptions.

Visible symbols of culture are called an artifact which includes personal enactment, rituals and customer service. People’s belief and what should or should not be is reflected as organisational values. Assumptions are nothing but, believes that guide the members and to think about the behaviour of an organisation.

Analysing a problem:

In the year 2005 I was joined as a manager in company which manufactures fire hose pipes. At the first half year the product represented a significant portion in interior fire protection. The Indian plant expanded the size of the business where a second manufacturing facility must build in northern part of India in 2007. Later on the company was handed over to another group of organisations as to maintains and manage all the work felicities but, the purchased raw materials and officers remain untouched for a month or two. There by the sales revenues has decreased from six million to 3.2 million approximately. The basic problem is that the organisation doesn’t fit matrix based structure over to the target challengers and changes.

The main problems to be fixed up as the company policy must have "one size fits all" and there by the organisation structure must be moved to matrix organisation and the technology must be integrated with MRP and RRP which makes a formal way of working with less flexibility. On the other hand it focuses on technical quality management which has individual initiatives and less space for creativity. Work process on reporting tasks must have corporate head quarters. Peoples and cultural changes are grouped as basic assumption along with accredited professionals.

As a manager I faced high level employee turnover while performing these required changes. Although I loosed 80% of my staff during the research and development which caused tremendous impact on fire hose company. The engineering team is vital and has a strong need for growth abilities to development. In effect, I need for learning and aspiration to the challenged engineers.

Problem analysis and finding key objectives:

The fallowing key questions are critically analysed to solve problems =

Analyse the case of the recent increase in employee turnover.

To peruse continuous improvement, remain a leader in market and to achieve further growth and profits.

To maintain local culture of a small rural based company.

Analyse the impact of change agent on the recent wave.

Finally, the impact on organisational change.

Approach:

As we have identified the key problems with in this organisation we have to accomplish and prevent multiple interviews and discussions in general with remaining employees and human resources.

Some literature overviews on organisational change, structure, leadership, culture as well as the related overcomes and employee turnovers. Face to face interviews and one on one interview must be conducted to stake holders in order to grab some quantitative data on employee’s turnover with respective HR department.

Investigation within the employees and the interviewer is gathered with a step by step study which describes the leading of organisation in accordance to the changes caused and experienced since it is acquired by multinational group and thereby it studies the organisational structure since then. The second step deals with how we can make a decision to hire new employees or even a new board of director by stating the reasons for the increase in the employee’s turnover, through which we can represent the key people. Going forward it studies about the challenges faced by the new leader or a member like me, and there by leads to changes in progress which are handled by a plan director after a sudden departure.

Organisational change

To improve the total quality management of a fire house in our organisation we are in need to implement a new policy know as six sigma policy. By using this policy we can improve our quality with an inbound strategy which deals with the recruitment of employees depending upon their qualification, skills, professionalism and trade licences. They must be placed in a right position to perform their duties in a right manner to improve the organisational productivity and to remain in competitive leader in the market and to achieve the further profitability. As a follower of six sigma formulae I have implemented the qualification based recruitments that can get the total drastically change in total quality management. As per my strategy and schedule management the managers and supervisors were promoted from within the ranks of factory floor employees and many did not have any formal college or university degrees, obviously company needs skilled and well experienced and educated employees to perform their professional duties. I have committed to change the positions of the employees as per their skills experience and qualification which can shows me a wanted change in total quality management of an organisation.

Without the skills and the abilities to match the requirements of the new structure, the structure can actually impede performance. Today’s managers and employees must develop their skills and abilities to match the requirements of new organisational structures (see and cote, 2004)

Organisational structure and its change perception

A mid-sized or a large scales organisation requires periodical and considerable changes can occur in related to the resources of the firm the major factors can influence the organisational change perception are mainly the financial resources, human resources raw material resources managerial issues and technical issues. For example: additional human resources are required for setting up and running quality teams and transient and management and structure to manage the change process. Periodically a company can get rapid changes in a financial year as per the customer requirements. But, the organisational structure can also to be change as per the production requirements in a particular period. Resources must also be directed towards training and special communication associated with the aims and process of change (Abraham, 1999)

Organisational structure can change in many perceptions like, perception of risk increase of work organisational citizenship, fear of unknown, increase of work load, motivation, and technological changes, those exceptional changes can be explained by a detailed graph:

Fear of un known

Organizatio n citizenship

Perception of risk

Increase of work-load related to new matrix structure

Perception of Benefits of change

motivation

Perception of horizo ntal liaiso n to Global’s matrix

Perception of techno logy development

Leadership change:

Leadership is a very important concern in a specified organisation which can resembles a dramatic change in productivity in quality management too. Designing a superior structure does not ensure success, rather, successful management and leadership with in a superior structure lead to success (Ghoshal and Bartlett, 1990) i.e. leaders must have the necessary skills and abilities to influence the employees behaviour and to direct them into a proper way under the new structure as the pre require sites (sy and cote, 2004) I strongly believe that a role of a leader can definitely influence the organisational structure and the quality management as well as the productivity with respective to the time.

Motivation theory and myths:

Implementing motivation is a key factor to get an extra ordinary performance from the workers in an organisation. Motivation, in other words it will resemble like a mother root of a plant. Due to this theory motivation is used to empower the workers in an organisation, there by the organisation itself is enhanced with high productivity rates within less period of time which resembles that the organisation is in top ranking stage.

Many organisations can believe in motivational myths, how can I over see these myths. So, sometimes I believe in this.

Create motivation in workers.

Money is a tool for motivation.

Making the workers to feel responsible is a good motivator.

I’m sure how I can be motivated, as a part of this I can motivate my workers.

As the job satisfaction is increased, obviously the job performance by the workers is increased.

I can’t comprehend employee’s motivation -its science.

Ask the want out of work.

Considering employees age and life stage and style.

Pin point each employees personality.

Match motivates to the company or department culture.

Use flexibility wisely.

Put money in its place.

Don’t rely on stock options.

Offer help with carrier goals.

Help employees to learn.

Recognise the motivation isn’t always the answer (Margret Steen, 2007)

RECOMENDATIONS:

According to me, some recommendations are taken in to account according to short and long term strategies which are ranked by their priorities is to

Create a cross functional change rather than depending on a single change agent, which is helped to maintains valuable technical quality management initiatives. This cross functional change is based on beneficial countering of negative effects and strengthening horizontal integration through communication and coordination between departments and functional teams by matrix organisational structures.

Accelerating some care in the adoption of culture and structure is recommemended in order to refreeze and to maintain a sensitive dealing with survivors in the organisation must be like walk the talk and behave accordingly to the artefacts, values and assumption.

Greater emphasis on „Training‟, especially in the areas where TQM initiatives are dependent upon. Most TQM related concepts such as Six Sigma, 5s, SMEAD, Lean manufacturing and Kanban are relatively new to my organisation employees. Therefore, greater effort must be invested to ensure that employee skill levels are elevated or sufficient to support the desired transformational and technological changes.

Recruit and develop new employees within the next year. Leader and manager are very distinct roles who can suggest a research. While the leaders role is critical for communicating and elaborating the future vision and the manager is to deal with production efficiencies. Organisation is now spending all the plant operations while a new plant director is recruited. The company should a recruit a person who had critical leadership roles.

As potential future research, it would be interesting to actually perform new research on the attraction and retention of highly skilled employees such as Engineers (particularly in knowledge-based industries) in rural zones. Some specific profiles may be easier to attract and retain than others. This case study was a beginning in that challenge.

25.00%20.00%15.00%10.00%05.00%0%2001 2003 2005Turnover recommendations for an organizationTask 4:

According to me, I believe that organisational structure, leadership and culture correlate each other according to their significant increase in employee turnover. High levels of turnover can be seen as normal process if there is a change in management structure, culture and leadership. This type of turnover is non-avoidable and this is due to the management and engineering levels which is to be addressed and avoidable turnover. Organisation must not with stand in short duration if there is a change in agent. The life span of a turnover specialist is uneven up to a year even though it gives abrupt departure of an organisation director with a fracture of shock which effects staff culture and customer.

Firstly, we must be able to consider all the options and constraints within the managers control which limit the alternatives available. The change agent will not act as a plant director who deals with management of survivors and imposes urgency upon a immediate request from out bounders. Another alternative is depended in the same strategy but, here the plant director partially, behaves as a change agent by determining management loyalty if the company is injured or unbalanced due to the change of organisational culture, leadership and structure (Appelbaum et al, 2005,). Sometimes it is necessary to change the leader; even though it is an experimental issue in an organisation there are many immediate actions to retain a key employee who plays a major role in management and engineering groups, these constraints are made easy with these key recommendations.

Article name: The Development And Analysis Of Variables Business essay, research paper, dissertation

Make Assignments Great Again

24/7 customer support: business/64283-the-development-and-analysis-of-variables-business.html