Change Concept
An organization being forced to change by both external and internal forces, CrysTels’ resistance to change and lack of flexibility endangers the progress of the organizations power and its’ future. Bogue, (2005) stated in ”Use S.M.A.R.T. goals to launch management by objectives plan,” that “Organizations today are often diffused light sources with each member of the organization focusing on different, often personal, objectives. So instead of being able to cut through the market and capture more market share, or command higher prices, organizations are lucky to make steady growth.” CrysTel needs to develop a learning culture and promote innovation in order to sustain change. CrysTel can make and sustain change by implementing management by objectives. If CrysTel implements Management by Objectives it will help to bring together all the departments that have been functioning independently of each other.
Bogue, 2005 stated “Management by Objectives, or MBO as it is affectionately called, is a concept expressed by Peter Drucker more than 50 years ago. This strategy for managing people, which focuses on managing teams based on their ability to complete individual and team goals, has been used in organizations of all sizes since its inception. It is particularly beneficial if you also take on the S.M.A.R.T. (specific, measurable, achievable, realistic, and time-based.) method of implementation.” CrysTel has two very useful tools in the surveys chosen to determine the strongest and weakest departments in leading, communicating, empowering, risk-taking, conflict resolution and mentoring. Using the surveys as tools they need to communicate with all departments, but focus on the weaker departments to allow them to participate in the decision-making process of setting goals. “Setting goals at the employee level that align with company goals is the key. Individual objectives are then established to support the departmental objectives,”...
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