Case Study on Organisational Change Essay Example | Topics and Well Written Essays - 750 words

Case Study on Organisational Change - Essay ExampleCase issues While analysing the given case scenario, it is realize that the takeover of the necromancer by the compact Cage caused the Star to move from a highly profitable phoner to an underperforming company. The major identified issue is that the military control acquisition raised severe challenges to the Stars innovativeness as the resulted system of rulesal change prevented the company from effectively dealing with experimentation. Undoubtedly, this adverse situation negatively impact the Stars market competitiveness since thoughtful experimentation and frequent innovations are essential for the sustainability of a chemical company operating in a modern niche-market. Declining employee loyalty was one of the main reasons for the Stars failure. According to the author, the fear takeover led to the formation of a coercive worksite environment and hence this extravagant bureaucracy by Iron Cage top management persuaded S tar employees to change their view from it is my company to it is just the company I work for (Grieves, 2004, p.233). In addition, Star employees did not get extensive exposures to demonstrate their creativity due to the parent companys over-involvement. ... Such a situation adversely affected the formed organisations managerial activities and ultimately operational efficiency. The most potential reason for Iron Cages break up is that the organisation failed to ensure the active involvement of Star employees. In short, it can be asserted that over-dominance of Iron Cage management over Star employees ended up in the Iron Cages break up and sell off. Case study analysis The companys failure could have been avoided if the Iron Cage had efficiently dealt with the change management subsequent to the Star acquisition. The case study clearly indicates that the Ice Cage management was not thoughtful in integrating two entirely different organisational cultures. The Iron Cage tried to coord inate quality assurance systems and achieve cultural integration by put a managing director from its own ranks. The organisation did not consider any of the Stars top executives for this change management process. In addition, the parent company had done nothing proactive in preparing Star employees to adapt to a new organisational environment. The Ice Cages business integration strategy was against the business ethics of change. According to Audi (2012, pp.46-50), the idea of business ethics is of greater significance in ensuring an organisations sustainability as this concept is a key to hawkshaw to achieve employee loyalty and reputation. Similarly, the Iron Cage management did not give any importance to Star employees problems and opinions. In contrast, the parent company tried to curb the ideas and suggestions of Star employees. The case study clearly indicates that Stars managers were not satisfied with the language of the