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Management Models and how they impact the diagnostic process

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Custom Food and Feed Corporation (CF&F) is a major manufacturer and marketer of food and animal feed ingredients. Over the past 10 years, there have been several major investigations and allegations of company mismanagement. In question is CF&F's compliance with federal and state regulatory regulations (safety, environment and quality), Federal and State Labor Laws, and Equal Employment Opportunity guidelines.

In the light of recent negative publicity and to regain and maintain the company's market share, a new CEO was appointed by the Board of Directors. The CEO has insisted that the president of the company look into the recent allegations and make recommendations for changes in company management practices in resource management. The president has outlined the CEO concerns for change and has tasked the Vice President of Human Resources to analyze the current company culture and to give recommendations to him for change. The Vice President of Human Resources has decided to use the Tech Division for this corporate analysis.

The Tech Division is the newest division, being 12-years old. This division has grown from a single product to seven products. The Tech Division is a non-union facility which has a staff of 92 managers and 300 hourly employees. This division uses fermentation technology to convert dextrose (sugar)into a variety of food and feed ingredients. This division operates 365 days a year, 24 hours a day, 7 days a week. Following are major results of the study:
? There is no real concern for safety, environmental and/or quality controls.
? Tech's managers use an authoritarian approach to managing human resources. This approach over the years has built many barriers between the hourly employees and management and there has been some talk of unionizing.
? The plant manager's responsibility is to make all the daily production decisions. His staff of production supervisors is to monitor the production cycle and report to him for direction.
? Frontline Supervisors have been promoted from within the company. There was no apparent consideration to who would be promoted and no guidance and training was given to them.
? There is a history of nepotism that runs throughout the culture of this division.
Up until now, the Corporate Human Resource department has been responsible for all of the Human Resource activities for each of its divisions. The Vice President of Human Resources has convinced the president of the company that the first change is to put a Human Resource Manager (HRM) in the Tech division. The president agreed.
You are the newly hired Human Resource Manager for the Tech Division. Your responsibility is to diagnose the present culture, develop strategies for implementing a plan for change, and implement the plan. The Vice President of Human Resources has pointed out that you will face many challenges and a strong resistance from different levels of management not to change the established culture.

Problem:
You're having a discussion with your manager and other members of the Human Resources department about the situation at CF&F and your division in particular. The conversations turns to change management models and how they impact the diagnostic process. Discuss three different models in relation to the Tech Division. Discuss the important aspects of each model, including the strengths and weakness of each. Explain and defend which model would be the best one for the CF&F Team to support them through their stages of change.

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Discuss three different models in relation to the Tech Division. Discuss the important aspects of each model, including the strengths and weakness of each. Explain and defend which model would be the best one for the CF&F Team to support them through their stages of change.

Change management models can be categorized into three basic types which are discussed below:

1) Top Down Approach: This model is primarily concerned with leadership. The top management and CEO/ president can bring about rapid changes by developing a vision, communicating it and involving employees. The leaders set goals, clarify desired outcomes, provide feedback, give rewards for desired performance and take action when goals are not met. A strong and effective leader is prima facie requirement for bringing desired changes in the organization as leader can influence and guide its subordinates towards desired change via his own charisma, knowledge and experience. He can clarify all doubts and create a sense of unified mission and vision among the employees. He creates an inner drive and motivation to achieve stated goals.

For the tech division of the company, this approach can go a long way in tackling problems such as resistance to new changes among the employees, doubts about the potential benefits of the new change,etc. This approach can also play an important role in eliminating authoritarian style of management by tech managers and thus bridging the gap between top management and ...

Solution Summary

Discuss three different models in relation to the Tech Division. Discuss the important aspects of each model, including the strengths and weakness of each. Explain and defend which model would be the best one for the CF&F Team to support them through their stages of change.

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The conversations turns to change management models and how they impact the diagnostic process.

You're having a discussion with your manager and other members of the Human Resources department about the situation at CF&F and your division in particular. The conversations turns to change management models and how they impact the diagnostic process. Discuss three different models in relation to the Tech Division. Discuss the important aspects of each model, including the strengths and weakness of each. Explain and defend which model would be the best one for the CF&F Team to support them through their stages of change.

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