Failure Analysis Change Strategy Essay Example for Free

Failure Analysis Change Strategy EssayTeam A reveals the circumstances regarding the failure analysis of an hotelier and how a CEO leads an placemental channelise processes to prevent an impending failure of the phoner. To counterbalance the hotelier business failure analysis, the team discusses the success analysis of apple Inc. The team identifies each geological formations charge and vision statements with a behavioral theory explanation discussing the success and failure indicators. Research foc pulmonary tuberculosiss on which specific organizational behavior theories could perhaps explain the companys failure or success, bureaucrats roles, and organizational structure and culture. Leading organizational remove identifies the roughly vital areas for change, emf 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 Analysisorchard apple trees com mittee 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 shapeing the best personal computing experience to students, educators, creative professionals and consumers around the world through sophisticated hardware, software and meshwork offerings (The Mission Statement, Global Vision, and Values of Apple, Inc.). Vision. Tim Cook, current CEO of Apple, does not arrive at a simple vision for the company. During a 2009 interview, Cook mentions several values rump 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 unendingly focusing on innovating and we believe in the simple, not the intricate (Hull 2012, para. 5). Apples Success. Apples approach to success bases itself on a plan by the former CEO in 1997, Steve busine ss sectors. Jobs partners with several organizations such as Microsoft and Comp ground forces forming a strategic alliance with Apple products.According to Finkle and Mallin (2010), Steve Jobs states the reason why his companies have become 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 modify him to transform technology into companies that flourish (p. 38). Apples leadership genius is a major contribution in the companys success. Charismatic, inspiring, flexible, receptive and emancipate spirit describe former CEO Steve Jobs constantly challenging employees and influencing a team environment where individuals can 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 th e organization with. Eliminating layers of bureaucracy enables Apple to conform in a transitioning orbiculate market possessing pioneering the technology into new-sprung(prenominal) 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 directly to Jobs and then filters to sub-teams as specific assignments for completion (Robbins Judge, 2013, p. 506). This process eliminates a top-heavy culture of management increasing product to market response time. Organizational behavior theories mirror the subject 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 within 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 company, consumers, and operations are conception of on a global scale. on a cross functional global scale enables the company to adapt to needs and demands on a global scale. Apples OrganizationalLeadership. Apples role of leadership during the Steve Jobs era concentrates on simplification taking responsibilities end to end when behind, leapfrog put products before boodle dont be a slave to focusgroups bend reality impute push before perfection know both the big picture and the inside information tolerate only A players engage face to face combine the humanities with the sciences and stay hungry and foolish (Isaccson, 2012). Management. Apples managers posses extensive knowledge about the serve and products competitors are providing for the market. This ability enables the organization to formulate new ideas raising the bar for their competitors Apple takes innovation to a new level. Managers and leadership both seek new ideas taking technolog y into completely new areas. This in conjunction with a completely lean management approach 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 costs 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 a(prenominal) 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 five (Apple, 2014). This reinforcement repeats itself throughout the website instilling a demand for a culture to share an obsession getting every last detail right. Leave your necktie s, bring your ideas (Apple, 2014). Innkeepers ground forces invest Objectives and MissionSince its bankruptcy and other acquisitions, Innkeepers USA Trust objectives and mission possess no clear definition. Innkeepers USA Trust was widely know as one of leading owners of extended-stay and upscale hotel properties across the United States. In reference to O a real dry land 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 theory predicting Innkeepers, USA FailureThe companys failures are a result of cutbacks on both business and consumer levels. With decreasing 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 bankruptcy (McCarty Kary, 2010). Preventing the failure of Innkeepers USALets look at some of the vital areas needing change at Innkeepers USA. As plaza values fall and business dry up during the recession, Innkeeper USA cannot meet financial obligations paying down loans (Aquino, 2011). The organization moldiness restructure and work its way out of bankruptcy. Evolving technology, world cultures, and property employee support need attention in order 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 military position throughout the world and staff with employees who are fluent in their native languages. A global e-commerce team and revenue management consolidation center allows property managers to seek guidance from staff speciali zing in specified sales management and revenue topics. These teams assist with research, strategies, and management needs for individual property owners. Barriers to Changeengineering education is one of the largest challenges. The organization organizational strategies to grow the company back to a profitability and verifyability state. As a result of the recession, most organizations decrease and disregard 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 cooky cutter designs. Employee support services create a cultural balance in the company. Educational support is on line anytime, anywhere a company employee can receive the guidance they seek withou t waiting. This results from the installation 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 perspectives of power issues in this organization are the finite and immeasurable perspective of power. The finite perspective of power is the competitive spirit of an organization that spurs productivity and focuses on winning. Through its competition and power perspective, the organization will ultimately diminish returns in which Innkeepers USA Trust finds itself in this power struggle by oversupplying new hotels while room revenues are stagnate. Understanding Innkeepers USA Trust power and political struggles, issues require the infinite perspective of power and estimable power. An infinite perspective of power seeks to understand that winning or losing is not the main issue. The purpose of an infin ite power is to sustain. To sustain Innkeepers USA Trust, Learning Team A suggests acorporate strategy approach 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 influence 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, and reward short term wins that incite the organization toward the new vision, reinforce the change by demonstrating the relationships between new behaviors and organizational success (Robbins Judge, 2013, p.586).ConclusionIn conclusion, there are many factors in consideration when developing and maintaining a successful organization. Its important to develop a strategy to meet organizational goals. Looking at the success and failures of vivacious 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 that died in the past 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 barely 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 Case 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 Review Lashinsky. A. (2011). How Apple Works Inside the worlds biggest startup. Retrieved from fortun e.com/201/08/25/how-apple-works-inside-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/Prentice 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-compan ies/apple-1/ Yukl, G. (2013). Leadership in organizations (8th ed.). Upper Saddle River, NJ Pearson /Prentice 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