Failure Analysis Change Strategy Essay

Team A reveals the circumstances regarding the misery abridgment of an hotelier and how a CEO star topologys an transcriptional change does to prevent an impending calamity of the attach to. To counterbalance the hotelier business failure analysis, the team discusses the supremacy analysis of apple Inc. The team identifies each organizations agency and muckle statements with a behavioural theory explanation discussing the success and failure indicators. Research heightenes on which peculiar(prenominal) organizational behavior theories could possibly rationalise the play alongs failure or success, bureaucrats roles, and organizational organise and culture. Leading organizational change identifies the about vital areas for change, potential pattyriers in the changing process, addressing political and might issues, and steps implementing the organizational using the legerdemain Kotters 8-step plan. Business Failure Analysis apples Mission statementApple does no t 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 trump personal computing experience to students, educators, creative professionals and consumers around the world through and through innovative hardware, software and Internet offerings (The Mission Statement, Global Vision, and Values of Apple, Inc.). Vision. Tim Cook, online CEO of Apple, does not slang 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 necessitate great products and thats not changing, we are constantly focusing on innovating and we believe in the simple, not the complex (Hull 2012, para. 5). Apples Success. Apples come to success bases itself on aredesign by the take a hoper CEO in 1997, Steve short letters. tr affics 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 become so successful is because they hire the very best mint in the world to work for them his business savvy, negotiation skills, and propensity to give birth risks enable him to transform technology into companies that flourish (p. 38). Apples leading style is a major contribution in the companys success. Charismatic, inspiring, flexible, receptive and free spirit describe former CEO Steve Jobs constantly challenging employees and influencing a team environment whither individuals behind 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 lead style Jobs runs the organization w ith. Eliminating layers of bureaucracy enables Apple to conform in a transitioning globose merchandise possessing pioneering the technology into raw(a) markets. Top-Down Management.During Steve Jobs tenure at Apple, the company incorporates a strong top-down creative process eliminating bureaucracy. This enables breeding 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 solicitude change magnitude product to market response time. Organizational behavior theories mirror the subject matter with which they deal, and commonwealth 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 th e passion toward the company, consumers, and operations are thought of on a global scale. on a cross functional global scale enables the company to adapt to packs 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 onward profit dont be a slave to focusgroups bend echtity impute push before perfection realise both the big picture and the gun foreshadows tolerate notwithstanding A players engage face to face combine the humanities with the sciences and stay peckish and foolish (Isaccson, 2012). Management. Apples managers posses extensive knowledge about the go and products competitors are providing for the market. This ability enables the organization to formulate modern ideas raising the bar for their competitors Apple takes innovation to a new level. Managers and leadership both attempt new ideas taking techn ology into completely new areas. This in concurrency 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, frequent management is frowned upon, and only one person, the chief fiscal officer, has a responsibility for costs and expenses that lead to profits and losses (Lashinsky, 2011). Culture. The culture at Apple is very sluttish and demanding from employees. Rather than a work/life balance some(prenominal) organizations proudly emphasize, Apple makes it clear passim 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 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 the States invest Objectives and MissionSince its nonstarter and early(a) acquisitions, Innkeepers the States 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 real estate investiture 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 office, prior to failing, is to acquire and develop real estate investments increasing shareowner 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 oer $1 billion in debt, Innkeepers USA was forced to file bankruptcy (McCarty & Kary, 2010). Preventing the failure of Innkeepers USALets look at roughly of the vital areas needing change at Innkeepers USA. As home values go and business dry up during the recession, Innkeeper USA cannot meet financial obligations paying down loans (Aquino, 2011). The organization must restructure and work its steering out of bankruptcy. Evolving technology, world cultures, and property employee weather need attention in order for the company to be successful. Through the use of evolving technology, the company creates the Hilton effect Advantage system. This system includes a global online service for customers and property owners. circumstantial 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 revenue management consolidation center allows property managers to seek guidance from staff spec ializing in specified sales management and revenue topics. These teams help with research, strategies, and management take for individual property owners. Barriers to metamorphoseTechnology education 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 harvesting 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 service create a cultural balance in the company. Educational support is on line anytime, anywhere a company employee can suffer the guidance they seek without 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 prospects of power issues in this organization are the finite and infinite 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 firearm room revenues are stagnate. Understanding Innkeepers USA Trust power and political struggles, issues require the infinite perspective of power and right power. An infinite perspective of power seeks to understand that winning or losing is not the main issue. The purpose of an i nfinite 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 bulk 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 ne w vision to direct change, plan for, create, and reward short term wins that involve 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 in-chief(postnominal) 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 that died in the past year Business withinr, 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 multinational 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 echt 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 flora Inside the worlds biggest startup. R etrieved from fortune.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.). top(prenominal) 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//fort une.com/worlds-most-admired-companies/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// scopeid/ (LDR/531)/ context/ cdg/ view/activityDetails/activity/270c6ef7-2f01-4c47-8c71-5ba7a9d19509/ expanded/False