Eportfolio Essay Example | Topics and Well Written Essays - 2000 words

Eportfolio - Essay ExampleAmongst the many reasons that lead to the decision was the need to run the plant more(prenominal) efficiently. While the management role rested wholly on the ministry of self-renunciation, the plant hardly ran at the optimal level as evidenced by the grounds study excerpt and this necessitated remove. Efficient and strategic leadership was entirely that was required in order to restore and actualize the optimal performance of the naval pant. dexterity in managing human resource, time, information and finances was a vital requirement, which led to the decision to put on board private management team by the ministry of defense. This account therefore intends to critically analyze the performance of the plant before 2002, when the ministry of defense and the royal navy managed the plant, the strategic theories and models that were used and contrast the findings with the management social system that was introduced after 2002. A comparison of the inter nal features of the organizations will also be done. Analysis on these findings will employ the Hope Haileys and Balogun Change Kaleidoscope. Moreover, the paper will equally conduct Lewins Force field Analysis to the case study of the Fasline. An interview with Howie, who was the Fasline managing director for the period running from 2002-2006, reveals that the naval buns offices are well constructed to accommodate the ships as well as the sailors. He says that it was the need to reduce operational costs and improve on the effectiveness that led to the decision to film partnerships with industrial firms in the running of the naval lowly and the ministry of defense of UK. The initial contract to be signed in the year 2002 fixed that the incoming team was obligated to bring about an approximate savings of about $ 114 million of the operational costs within five years dapple at the same time delivering the services of the naval. Strategic change context in 2002, at the start of th e change process at Faslane Change is a common phenomenon in management of todays firms. Organizations have been seen to employ permanent change policies as regards future performance in every change adopted. Changing an organizations structure and administration enhances quality and service delivery. During the freezing stage, members that are directly involved are prepared about the change and the need to have it. It is therefore a preparation stage (Rezvani, Dehkordi and Shamsollahi, 2012, 113-114). Since the change entails a wide range of rearrangement of the organization structure, proper preparation is essential. In analyzing the Faslane 2002 change, we look at the critical reasons that necessitated the change among which the general management formed basic. A sound system that would ensure profitability by way of saving costs was necessary. Moreover, the naval base required proper management of the over 7500 people around the naval base. However, resistance to change as is a common feature in all organizational change procedures was evident. The customers were first hesitant in embracing the adoption of private firms to manage the base, as the structure that they were familiar with was the royal navy and the ministry of defense structure of management. Howie says that the civilians had adopted the supervisory role against the navy personnel who were busy looking after the ships and the submarines.