This paper will examine Scott Simmerman's article, "Teaching the Caterpillar to Fly – Some Ideas on Managing Change (1999)." Resistance to change from the viewpoint of a highly resistant caterpillar will be discussed. The value of people as idea generators in discussion type settings will be identified as a benefit of diversity. This benefit when put to work in a team setting can lead to improvements which the Dilbert cartoon illustrates are so globally needed. Including people in the improvement process helps them overcome the natural resistance response to change allowing them to transition from caterpillar to butterfly. "People will often resist change because they are comfortable with how things are, right now. By identifying Square wheels and Round Wheels, we increase discomfort with the way things are and we make change more likely" (Simmerman, 1999, p. 12). This author can relate to this in the work center that she currently finds herself employed. With the advent of technology, there are many opportunities for improvement. Computers and programs introduce and make round wheels available making the square way of doing things inefficient and obsolete. Unfortunately, people often resist change. This author, a purveyor of change, often encounters it. One coworker confided that "This is the way I have been doing it for 20 or more years. I am comfortable doing it this way and your wanting to change things is a shock to my system" (R. Correa, personal communication, n.d.) "Two caterpillars are conversing and a beautiful butterfly floats by. One caterpillar turns and says to the other, You'll never get me up on one of those butterfly things." (Simmerman, 1999, p. 1) The theme of this story is about resistance to change. It doesn't matter if the change is beneficial it is still going to meet with resistance. When Simmerman (1999,...
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Internet Article Review In the article When to call the organization doctor, author Robert N. Llewellyn gives an overview of steps a company or organization should take to recognize and solve their organizational problems before resorting to hiring an outside consultant. Llewellyn (2002) states that "in medicine, "prescription without diagnosis is malpractice."" (p. 79), noting that it is all too common practice for management of an organization to bring in an outside consulting firm before diagnosing their problems first and possibly minimizing or even avoiding the expense and disruptions of the consultant. Within this article Llewellyn gives a two step process that applies an "eight-element framework for organizational effectiveness" to the various organizational functions of the organization. This eight-element framework as presented in the article touches on the four functions of management. The Planning Function of management is covered in the Strategic Direction and Work Process elements, to develop a strategic plan or mission statement and the work processes to carry out this plan. The Organizing function is carried out in the Organizational Structure and Infrastructure elements to set up the organizational chart or hierarchies and streamlining the "underlying foundation required for performance." (Llewellyn, 2003, p. 80). The Leading function of management is carried out in several elements; Performance Management, Rewards, and Cultural Support Systems. These three elements are designed to enhance all aspects of employee performance, moral, and growth by setting performance goals and providing feedback on those goals, rewarding employees when need be, and setting up programs to provide cultural growth in a strategic direction. The Controlling function is encompassed in the Goal Alignment element where the goals of various departments within an organization are all aligned with cascading goals that support one another in order to reach vertical and horizontal alignment. The service contract currently held by BAE Systems at...
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Article Review and CritiqueAGILE MANUFACTURING IN PRACTICE: APPLICATION OF A METHODOLOGYBy H. Sharifi and Z. ZhangBusiness
The article by Sharifi and Zhang is outlining a developed methodology for achieving agility in manufacturing organization and describing its implementation and validation in two case study companies. In developing the methodology, the authors used two empirical studies: the concept of agility (Dove, 1996; Kidd, 1995), and the conceptual model of agility (Zhang and Sharifi, 2000) as their main references. Basically there are three major stages composed in the methodology: the determination of a company's agility needs and it current agility level, the determination of agility capabilities required in order for the company to become agile, and the identification of agility providers or business practices and tools which could lead to the recognized capabilities for the company. In order to give a better picture of the methodology, the authors created a graphical form of the methodology in figure 2 of the article. In the first stage of the methodology, an assessment model is developed to study the conditions in which a company struggles for success and to provide a mindset for the company to move toward agility. This includes two practical tools, referred to as tool one and tool two. Tool one is used to determine the degree of turbulence with a range between 1 and 10. If the score is closer to 10, it means that the more turbulent is the company's business environment, the more agile the company needs to be. Based on this result the second tool is designed to determine the level of company's agility. There are two possible outcomes that can be expected from this tool: Gap analysis in which a speculative interpretation can be made to specify the level of agility needed, and direct result which indicates the company's weak points as well as how to respond to them in a proper manner. The second stage, which...
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In the article No State Strategy for Trade, author Jock O'Connell elaborates about the possible ramifications of the State of California's recent decision to abolish the California State World Trade Commission (WTC). Despite the fact that California is one of the worlds foremost economies, with sizeable stakes on what decisions will be made, this month the World Trade Commission will represent California at the negotiating table regarding the reduction in trade barriers in Cancun Mexico. In this article, O'Connell describes the rise and fall of the commission and further offers his interpretation of a possible resolution in the handling of the state's trade related matters for the future. According to a report published by the San Francisco based Public Policy Institute of California, the state has different trade interests than other states. California firms rely more heavily on exports than do other United States companies with exports representing 10% of California's economic output, as compared to 7.6% for the rest of the country. This mix of products ranges from produce, fruits, wines, nuts, and manufacturing of high-technology products. Other parts of the country export items such as soybeans, and raw grains. This output makes California more reliant on the Far East than other parts of the United States. Despite the heavy trade out of California, Governor Grey Davis signed a budget eliminating the California Technology, Trade, and Commerce Agency, as well as the California Sate World Trade Commission. This cost saving move has been highly criticized leaving people wondering what will be the next step. (O'Connell, 2003) According to O'Connell, for at least a decade no one has really been minding the California store with regards to foreign trade. Beginning in 1993, the California State World Trade Commission was absorbed into the California Technology, Trade, and Commerce Agency. After this period O'Connell suggests...
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Name: Article: Education Expense—An Investment for a Lifetime Author: Pamela K. Revak, J.D., LL.M. Journal: The Tax Magazine, June 2002 This article reviews the deductibility of education expenses and the court decisions on certain cases. The article also introduces indirect deductions of education expenses as introduced in the Hope and Lifetime Learning Credits. In order for education expenses to be deductible, the expense should be expenses rather than personal investments. The difference between investment and expense are further explained. Educational expenses used to acquire minimum skills for a particular profession are viewed as an investment in personal capital. Education expenses, though, that occur in the practice of the taxpayer's existing profession are deductible because the personal capital investment has already been made. Further, T.M. Malek, 50 TCM 792, Dec. 42, 318(M), TC Memo. 1985-428 states that it is near impossible to deduct the expenses incurred in attaining a bachelor's degree, since the degree usually qualifies the taxpayer for a new trade or business. Courts have implemented the "common sense" approach in interpreting whether or not the taxpayer has qualified for a new trade or business. In this approach, the court compares the tasks the taxpayer performed before and after the education. The deduction will be disallowed if there is a substantial difference between the tasks performed. The general rule is new skill set, new capital, no deduction; old skill set, old capital, deduction. The examples of court cases revolved mainly around teachers and their claimed deductions. Regulations give examples of change in duties that are not considered new trades. The regulations do not allow the deductions of education expenses that result from advancing to a higher teaching status, such as elementary or secondary teacher advancing to college professor. Furthermore court cases have drawn a distinction about teaching, which states' teaching is teaching is teaching as long as...
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Ethics in the Workplace-Internet Article Review In the end, character will probably be the most important defining characteristic of a company. Ethics are from our values. We develop character through our commitment to our values and principles (Jeter, 2000). Ingram (2000)states that unethical behavior has caused many businesses to fail. Instead of using principles as guidance, many companies apply "situational ethics" to determine acceptable business practices by rationalizing the circumstances (cited in Jeter, 2000). Daniel states that we as a society, have adopted an entitlement philosophy of life that spills over into the work environment (cited in Jeter, 2000). Management experts agree that there has been an erosion of trust in the workplace for the last two decades (Jeter, 2000). Businesses as well as learning institutions are beginning to take a serious interest in ethics because of the failure of Enron, WorldCom, and other companies that have failed due to unethical behavior. Unethical behavior is displayed in many areas of our life. Cheating in school is second nature to some. Some employees do not consider taking small items such as pens, notepads, etc. from the workplace as stealing. Slacking on company time or taking care of personal tasks on the job is not an issue for some employees. Because of the diversity of nationalities in America today, we are experiencing challenges to the Judeo-Christian based value system that has long been accepted as a common value. Because of these challenges, we are losing the "absolutes" that are the basis of a common value system. This could very well lead to the evolution of a society with a value system based on profits rather than ethics and consideration of other people (cited in Jeter, 2000). This type of moral and ethical decay is an underlying factor in the failure of businesses in our society...
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For this assignment, we are to perform an internet search on the claims process through the Equal Employment Opportunity Commission (EEOC) and the civil litigation process from the state level through the Supreme Court. Then, we are to prepare a paper outlining these processes. This author intends to utilize the course textbook, the suggested internet sites and others to first learn and acquire an understanding of the procedure necessary to pursue a claim, then construct a paper that outlines the method and mediation process, dispute resolution practices and the litigation process. The Equal Employment Opportunity Commission is an office, created by the federal government that ensures that employers treat employees in a reasonable manner and afford protection so that employees are not subjected to behavior which is discriminatory on the basis of race, color, religion, sex, national origin, disability or age. If an employee or potential employee feels that they have been discriminated against or subjected to unjust harassment, they have the opportunity to file a claim with their local EEOC office. It should be noted that it does not cost anything for an employee to file claim and the EEOC must ensure that each claim that they receive is investigated. According to the EEOC's web site, it is there policy to seek full and effective relief for each and every victim of discrimination. As remedies, they may seek one or more of the following: · Posting a notice to all employees advising them of their rights under the laws EEOC enforces and their right to be free from retaliation. · Corrective or preventive actions taken to cure or correct the source of the identified discrimination · Nondiscriminatory placement in the position the victim would have occupied if the discrimination had not occurred · Compensatory damages · Back pay (with interest if applicable) and lost benefits · Stopping...
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Why should a company install team-based organization? By Ronald V. Armstrong Internet article review Team based organizations are one of the major trends in today's business environment. This article reviews how the effective implementation of teams within an organization can provide a powerful competitive advantage. In this article, Ron Armstrong, points out that the most valuable resource of any organization is its people, because of their ability to think, communicate, and use judgment. Thus, a person's creativity, decision-making and problem solving abilities can be used by an organization to carry out the management functions of planning, organizing, leading and controlling. The author, in this article, discusses the differences between the traditional organization and team-based organizations. Traditional organizations are characterized by letting only the people on top of the organization structure get involved in the management process. Because employees do not contribute to the decision-making process, managers are responsible for researching and evaluating information in order to make decisions that affect the organization's future. Team-based organizations, on the other hand, delegate management activities to their employees and promote collective decision-making. This gives managers more time to spend on collecting and analyzing information before making key decisions. This article also indicates that team-based organizations divide responsibilities among the upper and lower level teams. Upper level teams are accountable for managing activities that have a "dramatic and long range effect on the company", whereas lower level teams are responsible for managing activities related to day-to-day activities. By empowering employees to make decisions and delegating them responsibilities, a sense of ownership in the organization is built and the loyalty towards the organization increases. The company as a whole benefits by involving everyone in the management process. In fact, more and better ideas are implemented; waste is eliminated; communication within the organization is improved; employee's interests and commitment are increased;...
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The Organizing of Business Continuity Planning Joseph Prosniewski MGT 330 University of Phoenix Mr. Peter Stein April 15, 2003 Organizing of BCP 2 The organizing of Business Continuity Planning Organizing means arranging the activities in such a way that they systematically contribute to enterprise goals. An organization consists of people whose specialized tasks are coordinated to contribute to the organizations goals. (dessler, 2001, p.120). The internet article review I have chosen is Business Continuity Planning, which was written by Wayne Clifton. The article examines disaster scenarios, and what organizing factors companies can incorporate to limit short and long term damage. The article as written in the Journal Occupational Health and Safety, examines what unforeseen circumstances can occur and what can be done to alleviate problems. The premise of the article relates to work risk associated with uncontrolled workmen compensation cost. The disasters that can effect an organizations ability to stay viable can take many forms. A fire damage disaster can destroy a whole building or just a room in the building. An earthquake can damage or level a building to its foundation. More common than those particular disasters, can be the high cost of occupational hazards. The cost can skyrocket to astronomical levels, hence, destroying a company's financial sustainability. The organizations that incorporate "risk management" plans throughout the organization can not only limit, but in many cases, prevent disasters from occurring. The article examines one company named CEMEX. The company Organizing of BCP 3 is a multinational corporation manufacturing cement and cement products. The organizations risk manager and environmental health and safety director where interested in assessing the workers compensation risk. There were three main objectives they were interested in: the first one was to identify and quantify risks to employees'. The second was to organize a cost effective way to eliminate those risks. The third objective was to create a plan to survive a...
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The Title of the article 'give the lady a gun' automatically suggests that the author Neil Mitchell is all for the use of women in combat as displayed by the opening paragraph - which bluntly states that women are better than men. As soon as the reader comprehends these initial first words, there leaves no doubt that the reast of the article will follow suit in its pro women in combat slant. Whilst it is clear from Mitchell's title and opening that he is bias toward women in this issue it differs entirely from the other two respective articles. When first reading the title of Pamela Bone's 'The sexes of the battle', it does not give the impression that she is pro or con on the issue but rather neutral and simply stating the facts regardig the debate on whether or not women should be allowed in combat. This is also apparent in Beth Gillin's 'Women's place in battle queried'. These titles are not as seductively impressive as Mitchell's title but their opening paragraphs of both articles impresses the reader with the writers stance on the issue, which in both instances are fairly impartial with Bone's article leaning more toward a question of choice. The opening statement of Bone's 'the sexes of the battle' questions the irony of allowing women in battle, but restricting them from the battle frontlines. This gives the reader the impression that Bone finds this ruling as contradictory and condescending in terms of women's equality in terms of soldiering abilities. Gillin's opening statement in her article ' Women's place in battle queried', plays on the anti women in combat slant by using sympathetic tones by contrasting the actual situation with the supposed. In analysing the tone of each article, starting with Mitchell's, where throughout most of the article he...
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