Managing Change with an Intercultural Team

In: Business and Management

Submitted By mister3000r
Words 26612
Pages 107
MANAGING CHANGE WITH AN
INTERCULTURAL TEAM
Master’s (one year) thesis in Informatics (15 credits) Lee Wennerström

2012MAGI11

I

Title: Managing change with an intercultural team Publishing year: 2013 Author: Lee Wennerström Supervisor: Anders Hjalmarsson Abstract: The study explores the subjects of organizational change and management of intercultural teams. The goal of the study is to spread knowledge about how an intercultural team should be managed in order to assure the best possible success of an organizational change initiative. It has long been recognized that organizations constantly need to change in order to stay competitive. At the same time it has also been recognized that organizations today operate on the global arena with operations spread to many different parts of the world. It is thus important to understand how an intercultural team should be managed in order to assure the success of an organizational change initiative. The aim of this study has been to provide information and guidelines that may be used by academia as well as professionals to better understand how to manage an intercultural team that conducts an organizational change. A total of six different guidelines have been presented in this research - each one important in assuring an effective teamwork and a successful organizational change. The study has been conducted using a qualitative research approach and the method used for gathering data has been interviews as well as literature studies.

Keywords: Change, Change Management, Organizational Change, Intercultural Team Management, Multi-Cultural Management

II

Acknowledgements
During the time of writing this thesis I have been fortunate enough to have received motivation, support and guidance from many different persons. I would like to thank all of you who have supported me in this endeavor. I would also like to…...

Similar Documents

Managing Change

...1. Introduction The aim for this report is to address the recent issues that happening with Lion Air Indonesia, and how they change by using internal and external drivers that influenced the change intervention. Also, this report will discuss about the change of strategy and tools that Lion Air Indonesia used. As well as the recommendation that the company may consider. 2. Company Background PT Lion Mentari Airlines, also as know as Lion air, is Indonesia’s largest private airline company. Lion air started to operate in 2000 with only one borrowed plane. Furthermore, by stick to the “no-frills”, low-fare flights for underserved and remote destinations, recent years lion air become as indonesia’s largest private airline company, with more than 36 destinations (more than 36 cities in Indonesia and few overseas) Lion air had a bad record of safety flight; recently Lion Air Indonesia places a massive order amount in planes to reduce the rate of accident. In addition, recently Lion Air confronted with drug use among the pilots. 2.1 Situational analysis Based on problems that the company have, the management teams have to look into the importance key areas, such as: Lion Air Indonesia ordered 230 Boeing The Lion air management has reacted regarding bad record of flight safety in domestic flight (6 airplane crashes within 2002 – 2010) because of system of the machine failure. Therefore Lion air finalise 230 Boeing order with Boeing. Co (A. Jeziorsky, 2012). By buying......

Words: 2635 - Pages: 11

Managing Change

...Managing Change Initiatives: Fantasy or Reality? The Case of Public Sector Organisations Ebrahim Soltani University of Kent Business School, Canterbury, UK Pei-chun Lai University of Strathclyde Business School, Glasgow, UK Abstract It is becoming a commonplace statement that change initiative programmes are key tools to organisational long-term success. To this end, the last two decades have witnessed a surge of interest in the take-up of various change initiative programmes. Organisational change initiatives, we are told by many commentators, can maximise shareholder value (i.e. economic value theory) and develop organisational capabilities (i.e. organisational capability theory). Specifically, in recent years, as companies have been confronted by the conditions of heightened competition, globalisation, advancements in communications and information technologies, economic recession and simultaneously search for excellence, so the desire to take up change initiatives has interested the majority of leading organisations. At the same time, however, the analysis of the prospects for the majority of change management tools reveals so many deep-seated barriers to change with the consequence of little success in practice. This paper explores this apparent contradiction, arguing that, despite a heightened interest in the take-up of change initiatives, very few change programmes produce an improvement in bottom-line, exceed the company’s cost of capital, or even improve......

Words: 14539 - Pages: 59

Managing Change

...maximizing the power of technology and connections with others. It’s easy to see why all of these people can start worlds apart, and end up in a communication breakdown lane. Developing products, following processes and accomplishing larger organizational goals together can seem insurmountable, on account of their widely varying life experiences and professional expectations. 4 Generations, Their Technology Savvy and World View Generation World War II Generation (Born 1946 and before) % 5% Number 7 million Strongest Messages Make do or do without. Stay in line. Sacrifice. Be heroic. Consider the common good. Popular Technology Radio Baby boomer Generation (Born 1946-1964) 38% 60 million Be anything you want to be. Change the world. Work well with others. Live up to expectation. Duck and cover. Television Generation X (Born 1965-1978) 32% 51 million Don’t count on it. Heroes don’t exist. Get real. Take care of yourself. Always ask “why?” Personal computer Millennial Generation (Born 1979 -2000) 25% 40 million You are special. Leave no one behind. Connect 24/7. Achieve now! Serve your community. Internet Source: AARP The challenges that these vast differences pose in terms of expectations and viewpoints on professionalism are exacerbated by what we now know about the importance of using a variety of tools in learning. Let’s look at simple ways in which employee development professionals, managers, executives and other......

Words: 3198 - Pages: 13

Managing Change

...Managing Change in Organizations Assignment MANAGING CHANGE IN ORGANIZATIONS Case Study of Procter and Gamble (P&G)  Introduction             The world of business is facing different changes in the environment which create opportunities and threats. As a result, businesses make changes in different processes that are related to work place more abruptly and often compare before. This is because these changes can influence the speed and quality of the performance of companies including:acquisitions, merging, innovation, restructuring and downsizing which can result to the growth of climate of uncertainty (FEAP n.d.). Currently, the business world is facing different changes that are related to technology, regulation and competition and economic condition which affect theperceptions and behavior of the customers and other stakeholders of the company.             Due to this, change is considered as inevitable in the world of business, because change constitute growth and development. According to Peter Drucker, any change in any organizational culture and management is considered as normal and healthy (cited in Dulebohn 2006, p. 37). It will be impossible for any business to grow and improve without improving any changes in order to cope with the changes happenings in the environment it’s operating. Any change to be done inside and outside the organization can help the entire organization to adjust to the current situation of the market and industry, by improving...

Words: 3299 - Pages: 14

Managing Change

...Managing Change in the NHS Organisational Change A REVIEW FOR HEALTH CARE MANAGERS, PROFESSIONALS AND RESEARCHERS Valerie Iles and Kim Sutherland Managing Change in the NHS Organisational Change A REVIEW FOR HEALTH CARE MANAGERS, PROFESSIONALS AND RESEARCHERS Valerie Iles and Kim Sutherland Contents Purpose and Acknowledgements Foreword 5 7 8 Introduction Part 1 The literature on change management Part 2 Tools, models and approaches: a selective review 1.1 1.2 1.3 1.4 Where does the literature come from? What kind of evidence does it provide? What is meant by ‘change’? Organisational change in the NHS 12 13 14 18 2.1 How to access the models 2.2 How can we understand complexity, interdependence and fragmentation? Weisbord’s Six-Box Organisational Model 7S Model PESTELI Five Whys Content, Context and Process Model Soft Systems Methodology Process modelling Process flow Influence diagram Theory of Constraints (TOC) 22 25 25 27 29 30 32 34 36 37 38 39 40 40 42 43 45 46 47 48 48 50 54 54 55 56 56 58 2.3 Why do we need to change? SWOT analysis 2.4 Who and what can change? Force field analysis ‘Sources and potency of forces’ ‘Readiness and capability’ Commitment, enrolment and compliance Organisation-level change interventions Total Quality Management (TQM) Business Process Reengineering (BPR) Group-level change interventions Parallel learning structures Self-managed teams Individual-level change interventions Innovation......

Words: 33529 - Pages: 135

Managing Change

...Class Date Managing Change Introduction Various external forces normally stimulate organizational change. These forces include substantial funding cuts, dramatic increases in services, decreased market opportunity, and firing or employment of employees. Organizations usually undertake technical, strategic, or structural shift to evolve to a different sector in their life cycle. This includes changing to a stable proactive environment from a highly reactive organization. This paper will focus on how organizations should cope with change when employees are fired, and others employed or any other major structural or procedural change is introduced in the organization. A "one-size-fits-all" approach is not effective for change management. Think about these changes: * Acquiring a company of near equal size * Getting suppliers to use a new web-based form and process * Relocating office spaces within an existing building or shifting to a new premises * Restructuring organizational chart to increase efficiency * Reorienting around processes instead of functions * Releasing a new product or adopting new HR policy These are all distinctly different changes, but each requires change management to be successful. Each impacts people and how they do their job. Each can suffer from slower adoption and lower utilization. Each has risks associated with people not becoming engaged or resisting the change. While each of the initiatives needs change management......

Words: 3262 - Pages: 14

Managing Change

...NATIONAL UNIVERSITY OF IRELAND, DUBLIN Bachelor of Science (Singapore) MANAGING CHANGE (BMGT2001S) STUDY GUIDE BSc43 PT / Singapore Copyright August 2013 1 Author: Dr. Brona Russell (2013) This manual was prepared for University College Dublin as a comprehensive support for students completing the above mentioned Degree programme. © This publication may not be reproduced, in whole or in part without permission in from University College Dublin. Module Co-ordinators: Dr. Brona Russell Contact details Email: Brona.russell@ucd.ie 2 TABLE OF CONTENTS PAGE Welcome message 1. INTRODUCTION a. Background details b. Module aims 2. MODULE OUTLINE a. Module learning outcomes b. Themes and topics c. Learning supports 3. MODULE DELIVERY SCHEDULE a. Session arrangements b. Student engagement c. Office hours arrangements 4. ASSESSMENT DETAILS a. Assignments b. Module assessment components i. Assignment 1 ii. Assignment 2 Group project iii. Examination 5. GRADING a. University grading policy b. Grade descriptors for assessment components 6. CONCLUDING COMMENTS APPENDICES 4 5 6 8 11 15 21 22 3 Welcome message As the lecturer for the Managing Change module, I wish to welcome you to the module. Studying change management is important because factors such as the availability of credit, technological advances, increasing competitive pressures, changes in the boundaries of organizations, the development of new organizational......

Words: 5777 - Pages: 24

Managing Changes

...Managing Change 1 Management of change issues The motivation to change Change can be a gradual evolution or a sudden transformation. The factors of change from the external environment include:  Regulatory changes that organisations must comply with.  Sudden economic shocks leading to transformational change.  Social changes.  Technological developments. The internal forces that can bring about change include the following:  There is a continuous reaction to historical changes.  innovation - the company may develop a new product or a new manufacturing process.  individual executives’ ambition.  the pursuit of growth. Attitudes to change The role of management is to anticipate the need for change, create an atmosphere of acceptance of change and manage the stages of introduction and implementation. Negative attitudes towards change can be due to the following:  Lack of understanding of the need for change.  Uncertainty of the effect that the change will have on their lives.  Self interest - people may resist change because it could take away something they value. The management of change The organisation can create an atmosphere in which employees are willing to consider change by:  setting simple and clear goals for what the change should achieve.  creating an agenda for change (ie, state clearly what is going to be changed and when).  creating a supportive organisational structure (ie, set up help desks to deal with concerns). ......

Words: 1117 - Pages: 5

Managing Change

...Managing Change Citigroup MGT/426 Managing Change Citigroup Cycle of change refers to the process in which a certain organization is undergoing enormous change or implementation so that it can adjust its current way of managing a business. These changes can be due to the following: changes in technology, changes inside the structure of the business, or innovative factors that are present in the business area. There are four cycle of change, this includes the entrepreneurial stage, collectivity stage, formalization stage, and elaboration stage. The cycle of change which is about to implement by the Citigroup gave way to more opportunities, and team cooperation among the employees. Sustaining Phase of the Cycle of Change Leaders who are involved in change particularly in Citi have the responsibility to prepare, execute and maintain the changes that are happening in the workplace. All of these components require careful analysis, effective communication and constant monitoring. Conversely, if Citi wanted that these improvements be remained for a long term occurrence, the sustaining phase should be more prepared and well-executed to accommodate Citi’s long term aspirations. After these processes has been implemented, comprehended and taken courses of action, a need to maintain these changes must take place. The success of the implementation must therefore be constantly monitored and assessed so that the management can......

Words: 1225 - Pages: 5

Managing Change

...organizational change which has occurred within the last 5 years. Identify the main internal and external drivers which made the change necessary, and discuss the issues they raised for the organisation i. ii. I am writing about an organisation called Charity InvestmentLimited. This organisation was established in 2003 in Lagos state Nigeria. It has staff strength of 350 employees having a hierarchical structure (Madus financial statement 2007). Charity Investmentwas set up for the packaging and selling of portable drinking water called “Lila”. The water is packaged in a 35cl and 1 Litre plastic bottles. It has various distribution outlets within the country but production is only done in one location. The sale of the bottle water (Lila) has been a tremendous success for this organisation. Charity Investmentbelongs to the food and beverage industry and has about 23% of the market share within that industry. However, in 2008, the company decided to venture into another line of business, which is the sale of juice in a 35cl tetra pack. This sale of juice will involve the supply of raw materials, extraction of the juice content, production, distribution, sales and marketing of the juice. This decision also necessitated the setting up of a new division within the organisation called “Enterprise Solution” to cater for the accounting, reporting, manufacturing, processing and sales of the Juice. The juice is labelled “Fruta”. As a result, the major change that has......

Words: 3757 - Pages: 16

Managing Change

...Course Diploma in Management Studies Module Managing Change in Organisations Cohort G6 Name Gloria Mutekwa Lecturer Mr. G Mangwiza Mr. S Makeba Word Count 3469 Due Date 18 August 2014 OPEN LEARNING CENTRE AFFIRMATION OF OWN WORK This submission on Managing Change in Organisations is the result of my own work. Primary and secondary sources of information and any contributions to the work by third parties, other than our tutors, have been fully and properly attributed. Should this statement prove to be untrue, I recognise the right and duty of the Board of Examiners to take appropriate action in line with the University of Gloucestershire’s regulations on assessment. Signed Date 18 August 2014 Gloria Mutekwa Assignment Brief You are required to produce a report which applies selected concepts and frameworks from the module content to analyse and critically evaluate a current major change within your own organisation. On the basis of this analysis, provide recommendations which are feasible and justified, and which will improve the current effectiveness of change management in your organisation. You are required to produce a report which applies selected concepts and frameworks from the module content to analyse and critically evaluate a current major change within your own organisation. On the basis of this analysis, provide......

Words: 5433 - Pages: 22

Managing Change

... Company Background…………………………………………………………………… Organizational change………………………………………………………………….. PESTLE analysis,…………………………………………………………………………….. Drivers for Change………………………………………………………………………….. Objectives…………………………………………………………………………………….. Organizational change………………………………………………………………….. Types of Organizational change…………………………………………………… Change Process…………………………………………………………………………….. Types of change …………………………………………………………………………. Planning the change process………………………………………………………….. Planning Change Models …………………………………………………………………. Change at Ranbaxy………………………………………………………………………….. Models for change…………………………………………………………………………… Guidelines for successful change management……………………………………. Human factors involved in the proposed change………………………………. Reasons for resistance to change:……………………………………………………… Process of implementing the change…………………………………………………. Change Management…………………………………………………………………………. Evaluation……………………………………………………………………………………… Conclusion…………………………………………………………………………………………. PURPOSE: This report try to explain the organizational change implemented by the company named Ranbaxy and how effectively they managed the change and how they met with success in achieving their objectives. For the purpose of this report, the cultural change Ranbaxy implemented and post merger integration of the R&D......

Words: 4066 - Pages: 17

Managing Change

...Managing Change Tammy Fairgate Bus 600: Management Communications and Technology Dr. Lee Meadows April 16, 2012 Managing Change In order to thrive and remain competitive in today’s market an organization has to have the ability to change and embrace said change. A leader needs to be able to communicate with their employees on where an organization is going and taking the initiative to help it get there. Even though organizations try to implement change more fail at it then succeed. To be able to succeed in implementing change in an organization a manager needs to be able to communicate with staff, know how to project a clear vision, mistakes that can cause failure and solutions to promote success. It is hard to find a manager that is not involved in planning or implementing a change process of some kind. No matter how big or small the change may be it will cause questions and concerns, present operational challenges, and impose demands on time and resources. Sometimes efforts to make change will stagger or fail altogether because managers fail to identify and address challenges that may arise among those involved, questions that will be raised and extra resources it will generate. (Bevan, 2011). Manager’s today have a growing margin of error when trying to implement and manage change. One of the difficulties with managing change is that employees who work together are often on different continents and are many time zones away from one another. Every time a...

Words: 2249 - Pages: 9

Managing a Change

...Improving a Change Reina Stewart HR587 Managing Organizational Change December 12, 2011 Executive Summary The name of the organization is Auto Club Group (AAA Michigan). ACG is an insurance company that has members in six states, MI, WI, IL, MN/IA. The members have insurance with AAA for auto, home, and/or life. The company also offers travel, membership and roadside assistance. The company has three call centers, Dearborn, MI; Grand Rapids, MI; and Omaha, NE. The call centers handle all the calls from members. Two of the call centers are twenty-four hours. My department is the Command Center, we monitor all three call center. My position is a Real-Time Coordinator. We have eleven RTC’s, seven at the headquarters in Dearborn, two in Omaha, and two in Grand Rapids. As a RTC, we monitor the agents on the phone to make sure the calls are getting answered. We are supposed to balance the service levels between all departments. The emergency roadside assistance is the department that is closely monitored. The department is also responsible for putting new employees in the systems and taking out the terminated employees. We are responsible for maintaining and updating employee schedules. The current software that was installed was IEX. The company learned at a conference there was a new version that would improve our daily routine. The company brought the new version, EWorkforce Management in hope of improving the system. The new system would improve real-time adherence,......

Words: 3181 - Pages: 13

Managing Change

...success must change his conduct with the times." When organizations encounter difficulties, mergers and organizational change is often what is used to solve the problems of the organization. Within recent years we have seen many technological developments that are really path breaking and changed our lifestyles in more than one way. With these types new inventions being made every day all organizations have to keep up with the times. Changes are occurring more often at a much faster pace today than they were 15 years ago. The reason that we are experiencing change in every sector today is, because of the increase of globalization and technological changes that are taken place. Since these types of increases have been made in recent years organizations are trying to work on the change pace. The most prevent change being made is organizations across an array of different industries are confronting fundamental change. “Managing Change” refers to the making of changes in a planned a managed or systematic fashion. The aim is to be more effectively implement new methods and systems in an ongoing organization. The changes that will be made when the change is implemented are controlled by the organization. The task of managing change includes managing its impact on people. Change is important in order to keep an organization up with the times and in a competitive market. Change management has become one of the major components which help in managing the work......

Words: 3345 - Pages: 14

Running Man Episode 165 | Pony's Beauty Diary | Colecciones de Advanced Password Recovey.