Failure Analysis Change Strategy Essay Example for Free

Failure Analysis Change Strategy experiment squad A reveals the circumstances regarding the extendure abstract of an hotelier and how a CEO leads an organisational channelise kneades to observe an imp terminateing reverse of the company. To counterbalance the hotelier pedigree failure analysis, the squad discusses the supremacy analysis of orchard apple tree Inc. The team identifies each organizations mission and vision commands with a behavioral scheme ex excogitateation discussing the success and failure indicators. Research focuses on which specific organisational behavior theories could possibly develop the companys failure or success, bureaucrats roles, and organisational structure and culture. Leading organizational change identifies the most vital aras for change, potential barriers in the changing process, addressing political and force-out issues, and steps implementing the organizational using the John Kotters 8-step plan. Business Failure AnalysisApples rush statementApple does not clearly define a mission statement. According to Farfan (2014), Apple ends their press releases with a statement that resembles what a traditional mission states is expected to beApple commits to bringing the best personal computing experience to students, educators, creative professionals and consumers around the world through innovative hardw are, software and Internet offerings (The Mission Statement, Global Vision, and Values of Apple, Inc.). Vision. Tim Cook, current CEO of Apple, does not have a simple vision for the company. During a 2009 interview, Cook mentions several values behind the company leading the vision Cook expects We believe that we are on the face of the earth to make great products and thats not changing, we are constantly direction on innovating and we believe in the simple, not the complex (Hull 2012, para. 5). Apples Success. Apples shape up to success bases itself on aredesign by the spurter CEO in 1997, Steve speculates. Jobs partners with several organizations such as Microsoft and Comp regular army forming a strategic alliance with Apple products.According to Finkle and Mallin (2010), Steve Jobs states the reason why his companies have start so successful is because they hire the very best people in the world to work for them his business savvy, negotiation skills, and propensity to take risks enable him to transform engineering into companies that flourish (p. 38). Apples lead name is a major contribution in the companys success. Charismatic, inspiring, flexible, receptive and free feeling describe former CEO Steve Jobs constantly challenging employees and influencing a team environment where individuals mass voice ideas (Toma and Marinescu, 2013). Apples Successful Behavioral Theories. Two behavioral theories contributing to Apples success during Steve Jobs tenure are the top-down creative process and situational Zen like transformational leadership style Jobs runs the organization with. Eliminating layers of bureaucracy enables Apple to conform in a transitioning world-wide market possessing pioneering the technology into new markets. Top-Down Management.During Steve Jobs tenure at Apple, the company incorporates a strong top-down creative process eliminating bureaucracy. This enables information to go this instant to Jobs and then filters to sub-teams as specific assignments for completion (Robbins Judge, 2013, p. 506). This process eliminates a unstable culture of management growth product to market response time. Organizational behavior theories mirror the rout matter with which they deal, and people are complex and complicated (Yukl, 2013, p. 15). Situational Leadership. Jobs address the market with a leadership style conforming to market demands. Eliminating a traditional culture of managers inside Apple enables Jobs to manage Apple directly and effectively on a global scale. The situational leadership style works for Jobs as the passion toward the compa ny, consumers, and operations are thought of on a global scale. on a sucker functional global scale enables the company to adapt to inescapably and demands on a global scale. Apples OrganizationalLeadership. Apples role of leadership during the Steve Jobs era concentrates on simplification fetching responsibilities end to end when behind, leapfrog put products before profit dont be a slave to focusgroups bend populace impute push before perfection know both the big picture and the details put forward only A players engage face to face combine the humanities with the sciences and stay hungry and nonsensical (Isaccson, 2012). Management. Apples managers posses extensive knowledge about the services and products competitors are providing for the market. This ability enables the organization to formulate new ideas rhytidoplasty the bar for their competitors Apple takes innovation to a new level. Managers and leadership both seek new ideas taking technology into completely new are as. This in conjunction with a completely lean management procession contributes to extraordinary productivity at Apple (Sullivan, 2011).Organizational Structure. Apples organizational structure is simple. There are no committees at Apple, general management is frowned upon, and only one person, the chief financial officer, has a responsibility for be and expenses that lead to profits and losses (Lashinsky, 2011). Culture. The culture at Apple is very informal and demanding from employees. Rather than a work/life balance more organizations proudly emphasize, Apple makes it clear throughout the organization that it seeks committing, extremely hard-working individuals. An example here on the company website proudly states This isnt your cushy corporate nine to fiver (Apple, 2014). This support repeats itself throughout the website instilling a demand for a culture to share an obsession getting all last detail right. Leave your neckties, bring your ideas (Apple, 2014). Innkeepers USA desire Objectives and MissionSince its bankruptcy and other acquisitions, Innkeepers USA Trust objectives and mission possess no clear definition. Innkeepers USA Trust was widely known as one of leading owners of extended-stay and upscale hotel properties across the United States. In reference to O a touchable estate investment trust (REIT), Innkeepers USA Trust owns interest in several hotels in many states. The organizations focal point at one time is to acquire, develop, rebrand, and reposition hotel properties. This organizations general purpose, prior to failing, is to acquire and develop real estate investments increasing shareholder profit. Behavior supposition predicting Innkeepers, USA FailureThe companys failures are a result of cutbacks on both business and consumer levels. With change magnitude travel, increasing fuel costs, rising energy expense, an abundance of new hotels entering the market, and over $1 billion in debt, Innkeepers USA was forced to file bankrup tcy (McCarty Kary, 2010). Preventing the failure of Innkeepers USALets look at some of the vital areas needing change at Innkeepers USA. As property values fall and business modify up during the recession, Innkeeper USA cannot meet financial obligations paying down loans (Aquino, 2011). The organization must structure and work its way out of bankruptcy. Evolving technology, world cultures, and property employee support need attention in hostel for the company to be successful. Through the use of evolving technology, the company creates the Hilton performance Advantage system. This system includes a global online service for customers and property owners. Specific customer service sites address every company location throughout the world and staff with employees who are fluent in their native languages. A global e-commerce team and receipts management consolidation center allows property managers to seek guidance from staff specializing in specified gross sales management and r evenue topics. These teams assist with research, strategies, and management needs for individual property owners. Barriers to ChangeTechnology genteelness is one of the largest challenges. The organization organizational strategies to grow the company back to a profitability and sustainability state. As a result of the recession, most organizations decrease and terminate employee travel to minimize expenses. As a result, opportunities for online growth increase reaching customers on a global scale. Cultural issues need attention. Employees fluent in many languages are made available to assist customers in these cultures improving customer care. Each individual property needs evaluations to assess the needs of the demographics properties cannot be cookie cutter designs. Employee support services create a heathenish balance in the company. Educational support is on line anytime, anywhere a company employee can receive the guidance they seek without waiting. This results from the ins tallation of newer technologies. Power and Political IssuesAs Innkeepers USA Trust struggles with decreasing room revenue, debt burdens, and liquidity constraints, the real estate investment trust finds itself with power and political issues. Two views of power issues in this organization are the finite and infinite perspective of power. The finite perspective of power is the warlike spirit of an organization that spurs productivity and focuses on winning. Through its competition and power perspective, the organization will lastly diminish returns in which Innkeepers USA Trust finds itself in this power struggle by oversupplying new hotels epoch room revenues are stagnate. Understanding Innkeepers USA Trust power and political struggles, issues require the infinite perspective of power and expert power. An infinite perspective of power seeks to understand that winning or losing is not the master(prenominal) issue. The purpose of an infinite power is to sustain. To sustain Innkee pers USA Trust, Learning Team A suggests acorporate strategy set out basing this on skill and knowledge. An example is Apples previous CEO, Steve Jobs. Jobs possess expert power. Jobs first hand involvement with many of Apples innovations creates a dependency the company relies on propelling innovation. According to Robbins Judge (2013), expert power is one of the most effective bases of power to model a company and is positively related to employees satisfaction (p. 416).Implementing ChangeTo successfully implement change within Innkeepers USA Trust, Learning Team A suggests following Dr. John Kotters eight-step process. According to Kotters process, a majority of organizations fail because they do not take a holistic approach that is required to see the change (Robbins Judge, 2013, p.586). The team will establish a sense of urgency creating a compelling reason as to the change, form a powerful coalition leading change, create a new vision to direct change, plan for, create, an d reward short term wins that move the organization toward the new vision, reinforce the change by demonstrating the relationships surrounded by new behaviors and organizational success (Robbins Judge, 2013, p.586).ConclusionIn conclusion, there are many factors in esteem when developing and maintaining a successful organization. Its important to develop a strategy to meet organizational goals. Looking at the success and failures of existing organizations is an invaluable strategy in developing and maintaining organizational victory. Team A reveals the circumstances regarding the failure analysis of an hotelier and how a CEO leads an organizational change processes to prevent an impending failure of the company, which specific organizational behavior theories could possibly explain the companys failure or success, and the organizational change identifying the most vital areas for change with recommendations from John Kotters 8-step plan.ReferencesAquino, J. (2011).15 Companies th at died in the knightly year Business Insider, Retrieved June 24, 2014, from http//www.businessinsider.com/15-companies-that-tanked-2011-3?op=1ixzz35z4L2CQt Farfan, B. (2014). Apple Inc. mission statement is not very innovative and but a mission at all. Retrieved from http//retailindustry.about.com/od/retailbestpractices/ig/Company-Mission-Statements/Apple-IncMission-Statement.htm Finkle, T. A., Mallin, M. L. (2010). Steve Jobss and Apple Inc. Journal of the International Academy of subject field Studies, 16(7), 31-40. Hull, P. (2012). Be visionary. Think big. Retrieved from http//www.forbes.com/sites/patrickhull/2012/12/19/be-visionary-think-big/ Issacson. W. (2012). The Real Leadership Lessons of Steve Jobss.Retrieved from hrb.org/2012/04/the-real-leadership-lessons-of-steve-Jobss/-The Real Leadership Lessons of Steve Jobss Harvard Business examine Lashinsky. A. (2011). How Apple Works Inside the worlds biggest startup. Retrieved from fortune.com/201/08/25/how-apple-works-in side-the-worlds-biggest-startup-2/-How Apple works Inside the worlds biggest startup McCarty. D. Kary. T. (2010). Apollo Investments Inkeepers USA Trust Files for Bankruptcy in New York. Retrieved June 29, 2014 fromwww.bloomberg.com/news/2010-07-19/inkeepers-usa-apollo-investment-unit-files-for-bankruptcy-in-new-york.html Robbins, S. R. Judge, T. A. (2013). Organizational behavior (15th ed.). Upper Saddle River, NJ Pearson/ assimilator Hall. Sullivan. J. (2011). Talent Management Lessons from Apple A Case Study of the worlds most valuable firm. Retrieved from www.ere.net/2011/09/12/talent-management-lessons-from-apple-a-case-study-of-the-worlds-most-valuable-firm-part-1-of-3/ Toma, S., Ph D., Marinescu, P., Ph D. (2013). Steve Jobss and modern leadership. Manager, (17), 260-269. Retrieved from http//search.proquest.com/docview/1518528902?accountid=35812 Worlds most admired companies. (2011). Retrieved from http//fortune.com/worlds-most-admired-companies/apple-1/ Yukl, G. (2013). Leadership in organizations (8th ed.). Upper Saddle River, NJ Pearson / learner Hall. Retrieved from https//newclassroom3.phoenix.edu/Classroom//om3.phoenix.edu/Classroom//contextid/ (LDR/531)/ context/ cdg/ view/activityDetails/activity/270c6ef7-2f01-4c47-8c71-5ba7a9d19509/ expanded/False