14.5 Web Poster Review: Changing Organizational Culture

Many of the web posters I have reviewed have been about bringing about change. What I found interesting about your web poster was that your research revealed that implementing "small incremental changes" were more effective than mandating "large sweeping restructuring changes." I agree that having the leadership to develop these incremental changes toward a larger vision would be the most beneficial. Even with new leadership and a mandate for 'change' you can come across a wave of resistance that may stall the 'change wave'. Now your leadership is faced with defeat and the prospects of dealing with the members who believe that they possess more power than they first thought. instead of moving the organization forward you spend the time dealing with small wars within. As you indicated, understanding the infrastructure of the organization will be helpful in identifying problem areas first.

14.4 Web Poster Review: Building Corporations through Leadership

I found your personal interest statement to be very inspirational. Your goal to become a corporate leader seems very attainable from what I read in your web poster. I agree that 'confidence' in what we can do and what we can become are qualities that should be a part of every potential leader. I would say that the trick is: How do we build and foster confidence? I also think that taking chances and not worrying about being wrong can create a path toward confidence. If the potential leader makes decisions based on reliable and reasonable information then she should feel confident that a positive result may manifest.

Your comparisons between transformational leadership style and managerial leadership style was very helpful and contributed to what we learned in Cheney et al. I agree with your opinion that the roles of management and leadership have become blurred at times in some companies and that we need to 'redefine' the word leadership so that we can create better organizations.

14.3 Web Poster Review: Communicating Change Effectively

The concept of 'change' has been in the consciousness of the country and after reviewing a lot of the web posters, BUS/COMM244 is filled with ways to create change. Your ideas about creating communications that are clean and direct sounds rather obvious, but yet it may be a reason why we struggle with the process of 'change'. When those in charge of communicating are crafting messages that contain: double-meanings; concealing sensitive issues; disregard for the concerns of members; then the receiver of these 'communications' is faced with choosing to hold the message in low regard or accept it. Your idea about the positive aspects to the 'resistance of 'change' was interesting. I can see how the resistance can be construed as being a movement that may be acting in the subconscious of the organizational culture. The whispers of not agreeing with the change or the lack of support for the change may cause the leadership to reexamine their process for implementing the change. In the end that delay of implementation or reexamination may lead to a better solution and bring about the 'change' that is needed.

14.2 Web Poster Review: Analysis of Virtual Teams: Conflict & Leadership

Your web poster image offered a great stimulus and created a great lead into the topic. The images displayed the issue in a global context surrounded by technology. Your focus on resolving conflicts in the virtual world seems very important to organizations that may be contemplating moving operations into this realm. The fact that you have experience working in this scenario makes the information in your report even more interesting. You credibility in presenting the pitfalls of this work environment give the reader a sense of an ethnographic study. Your comments on the nonverbal cues absent from emails and chats and the inability to measure the intent of the messages sounds very familiar. Your use of charts and tables gives the reader another opportunity to comprehend the materials presented. Finally, your list of advantages and disadvantages for the implementation of these virtual teams is valuable and can be useful for any manager.

14.1 Web Poster Review: Managing Org Change in the Org Culture

Your web poster seemed to be echoing the recent buzz word of the day: 'change'. Your idea of managing organizational 'change' within the organizational culture seems apropos for an organization concerned about being successful. I agree that 'effective communication is the key to a robust culture' within the organization. If the members of the organization are restricted from communicating then their ability to interact within the organizational culture is left untapped. The changes sought by the organization may fail to materialize if the leadership is not in touch with their members. Getting 'in touch' with the cultural organization provides (as you state) " a view of the attitudes of the organization. The "Story Coach" graphic offered some insightful ideas on how to gain some important knowledge about the culture of the organization. Finally, your opinion that cultural analysis is needed in order to have a successful plan for organizational change seems rather important. My worry is that most organizations may find the value of this analysis to be rather excessive and considered a luxury for most budgets.

13.5 Communicating Identity

In Cheney et al., p. 109 they discuss the essence and continuity of corporate identity. According to the book, "in order to endure in a turbulent marketplace, organizational identities need to be flexible." Over the last few weeks we've seen the domestic auto makers of the U.S. embroiled in an identity dilemma. All three car companies are being perceived as lacking in vision. Their lack of investment in fuel efficient cars has left them seemingly behind the curve.

My own perception has been quite limited. I've been viewing commercials and taking a look at their web sites (Chrysler, Ford, GMC, Honda, Nissan, and Toyota). I found that only Ford, Honda, & Toyota made fuel economy a main focus of their sites. The TV commercials for GMC and Ford only spoke of purchasing issues like: "Red Tag Sale" (GMC) and "You pay what we pay" (Ford). GMC touts two Hybrid vehicles while Ford is featuring one Hybrid. Toyota features three while Hybrids while Honda features three (one Hybrid and 2 other alternative fuel options). Chrysler, Nissan, don't offer any realistic alterations right now. It will be interesting to see how flexible their identities will become over the next few years.

13.4 Lack of Vision? Again...

In chapter 7, Leadership Old and New, Cheney et al., p.184, they discuss "Visions" of the Leadership in Recent History. The books states that, "Vision is an important part of our contemporary understanding of leadership -- so much so that many of today's leaders are criticized for lacking a broad vision." Over the last couple of weeks we've seen the CEO's of Chrysler, Ford, and GMC, sitting in front of congressional committees essentially asking for $25 billion in loans. According to the reports, they need this morning in order to survive the next year. Some reports have said that if they don't receive this money, GMC may file for bankruptcy.

This past year has not been kind to our "white collar" workers. These highly educated, business-savvy individuals have made a mess of banking, the mortgage business, and now the auto industry. I am making an "essentialist assumption" (Grint's Classification of Leadership Theories, box 7.5, p.186) about the lack of "leadership" these men and women have taken.

I can understand the lack of empathy by most Americans for these CEO's from Detroit. They see the problem as not looking forward and making the necessary investments to offer alternatives --like more fuel efficient automobiles. And some of us ask, why haven't these 'great minds' collaborated with the fuel producers and looked to the future and begin creating alternative fuel sources? Maybe we have too many car companies that have the same old vision (With all due respect to the many thousands of people that may lose their jobs). Maybe we need one or two car companies that make it a priority to develop a transportation vehicle that would be dependent on sources that can be regulated and would be in abundant supply.