MANAGING ORGANIZATIONAL CHANGE
There are various reasons why companies may change whether it is for positive or negative, changes may occur and it constantly happens in most companies. There are changes from expansion, there may also be changes in transfer of location and there are organizational changes in management and staff that cannot be prevented nor delayed when some members of organization may have died or shift from another company or if they simply retired because of diseases or migration to other countries and inevitably the company is left within the decision of what they are going to do with it.
Whatever their decisions they must still be focused to success even within the changes in organizations took place. The engagement of the whole company through these changes is required since they are all also affected depending on the changes that may occur. If the organizations changes in board of directors or CEO the management should be positive that these changes can bring benefits to the company because the new members or new CEO can re-design a new rules and regulations scheme, they can also develop a different management style in treating their employees to bring them a more productive outcome and good working relationship.
In the case of AMD one of the words fastest computer processor manufacturing companies has announced last September 2011 that their Product Group Manager Rick Bergman is living the company to pursue another opportunity from another company and AMD has somehow assumed his resignation. This result in an organizational changes that their CEO Rory Read will be the one to perform the general manager’s function as an interim to the position of Rick. They have also hired the services of Paul Struhsaker the former Vice President of Motorola Mobile Industry, Paul will also held the position of vice presidency and general manager in AMD. Paul will oversee product management and planning of servers and other work related management functions.
The changes in their Managerial Position could not be prevented and they have already accepted the resignation of Rick to the company that’s why they have easily considered hiring the service of Paul from Motorola. The immediate solutions of AMD led them to easily resolve such conflicts in the organizational re-structuring in their conditions and operation. What if they have not instantly hired or restructured the positioning? This may result in workers inefficiency at work or maybe lack of standard in the next few months of operation. Problems frequently arise from companies who do not have a steady leader from the company.
The employees may also thought about the competency of the newly hired vice president of the company, they may also question the position of Paul that the company should hire internal employees or they should have considered the promotion from one of their staff who already has the experience in the company rather than hiring a new one. But this has not taken place since they cannot question the competency of their newly hired Vice President and Paul must prove that he is equally competitive like Rick Bergman. But the possibility and changes that Paul can do is just about to begin and employees will simply need to take his leadership and his authority.
In the case of Rick Bergman, you may ask why he simply resigned from his position as a General Manager of AMD is simply because there is external force that has attracted his decision to quit the job. Rick Bergman resignation led her to shift in another company from AMD to SYNAPTICS; this company is also a leader in mobile computing technology, human interface and communication devices. Rick Bergman is now their newly appointed CEO and Board Representatives, they hired him because of his track records. It is quite obvious that Rick must have found a better opportunity from SYNAPTICS that they he may have not found in AMD.
If companies has not considered and assume about the changes, this may result in various problems including insubordination, mismanagement, low productivity and conflict in interest between employees. The Management and Organizational Changes from various companies included herein has shown their flexibility and talents in interchanging roles and positions, they also shown strength in Human Resource function since they have immediately respond to the most comprehensive needs of their company which is the leadership and organizational approach.
AMD and SYNAPTICS including MOTOROLA and most companies will continue to show changes inevitable to their respective organizational conditions but they should be ready about it. The replacement of various leaders can also add up to a new meaningful opportunities and innovation from their newly hired officials because of their unquestionable talents and experiences that they have gained from the companies they have worked from. This change makes their company stands up to be leaders in their respective industry since they have a ready answer to the problem that may arise.
Credit:ivythesis.typepad.com
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