Execution of Organizations Strategic Plan †MyAssignmenthelp.com

Question: Discuss about the Execution of Organizations Strategic Plan. Answer: Introduction The organizational change depends on the changes of the people associated with the organization. The organizational change usually takes place when the employees understand the potential value of the changing scenario. The leaders play the significant role in managing people during the organizational change (Vernizzi, Zanoni and Russ 2015). The study will explore the revolutionary change led by Sergio Marchionne in Fiat and Chrysler. Sergio Marchionne has the dual citizenships in Italy and Canada. Having degrees in philosophy, MBA, and law, he started working as an account and he was appointed in the printing and chemical industry. He became the CEO of Fiat in 2004 without having the proper experiments in the automobile industry. The massive success in Fiat and Chrysler is much remarkable since the time he was appointed as the CEO. His major motif was to help the managers instead of making decisions. He is much responsible towards his job and associates. He took the training and deve lopment process, proper communication and coaching plan for helping the managers to achieve the objective. The study will thus disclose the information regarding these change levers in fiat and Chrysler. There are five significant levers that drive change within the organizations. The first lever is communication plan, which signifies the establishment of the high frequency messages among all departments of the organization (Zanoni, Vernizzi and D'anna 2014). The maintenance of the transparent communication with the sequential process would be helpful to drive the change in a significant way. Second, sponsorship roadmap, which focuses on three major components, such as proactive and visible participation, establishment of coalition of support with each level, and direct communication with the employees. Third is coaching plan, which takes places between the supervisor and the employees (Maielli 2015). If necessary, the supervisor will provide the proper coaching to the employees in order to make them adaptive towards change. Sergio Marchionne has been following this lever of change to help the managers. Fourth is the training plan that is an intervention of building capabilities and skills. The training process makes the employees more competent to cope with the upcoming changes. The final lever is resistance management plan that determines a natural reaction (Hornstein 2015). The resistance to change can be sometimes the obstacles for ensuring the successful change. At the initial stage of joining Fiat, Sergio Marchionne observed that the company was under the unprofitable management style. He even found out that the managers were much reluctant to perform their responsibilities and they were quite dependent on the decision of the CEO. After identifying the situation, he decided to communicate with the managers (Ameri and Awad 2016). He even recognized that the traditional career progression to senior management position is based on the engineering. He then decided to introduce the talent management to make the managers aware of their responsibilities. Ensuring the personal interest of the managers, he started engaging them towards the organizational functionalities. Even in case of Chrysler, it has been found that the company had undergone bankruptcy in the year of 2009. The changes in the management style, leadership attributes, and hierarchy level made him succeed in accomplishing the business goals in Chrysler (Navaretti, Ottaviano and Trent inaglia 2014). The change program failed due to the reluctant nature of the managers to take the responsibilities. They are much inclined towards the upward decisions of the CEO. However, identifying such issues, Sergio Marchionne started establishing the communication transparency and hired young engineers in Chrysler. It was noted that these people needed to provide the details to the upper management. In fact, Sergio Marchionne had paid attention on building the capacity of the workers by providing them the proper training and development session. Eventually, the management style and the work functionalities started changing (Bertoldi et al., 2015). It was quite difficult at the initial stage to manage the entire workforce with the whole new concept of leadership attributes and new management style. It has been observed that Sergio Marchionne has taken the soft approaches of communicating with the managers and the other supervisors to make the proactive move in their capacity building. They were invited to provide the unique ideas that can be beneficial for the company. On the other hand, the hard approach was to provide the proper training to the associated engineers (Krug, Wright and Kroll 2014). Sergio Marchionne did not have the proper experience in automobile industry. However, the movement he took to engage more young engineers and provide them the proper training was much commendable. Recommendations It is to be indicated that Sergio Marchionne is looking forward to earn more profit to the business. The change management planning is based on such objective. However, it is even important to ensure some of the major recommendation for the future success of the company. First, the Sergio Marchionne needs to reject the idea about the continuous expansion of the Jeep car of Chrysler in different countries. The continuous expansion affects the brand value in a significant way that may reduce the profit revenue of the company. Second, Sergio Marchionne should concentrate more on the strategic decision making process to ensure more profitability for the future. Accomplishing such goals would be much beneficial for the future prospects. Third, allocating the resources in a significant way is also much necessary. Paying attention to these recommendations would ensure more profitability in the future. Conclusion Sergio Marchionne, the efficient CEO recognized the ineffective management settings of Fiat and Chrysler. The CEO observed that the major reason behind such failure is the inefficient coordination between the managers and the employees. It was noticed that the managers were much dependent on the upward decision instead of performing their responsibilities. Sergio Marchionne arranged the talent management process to ensure the changes in the management style and leadership. Making the hard and soft approaches towards the change management aspect is considerably the effective initiatives for the betterment of the future of the company. However, it is also necessary to keep the focus on the change resistance that can be the major obstacles for the future prospects. References Ameri, A. and Awad, T.Z., 2016. The Roles of the Project Management Office In The Execution of the Organizations Strategic Plan. Bertoldi, B., Giachino, C., Bernard, S. and Prudenza, V., 2015. Fiat-Chrysler deal: looking for a good returns from M A.Journal of Business Strategy,36(4), pp.23-33. Hornstein, H.A., 2015. The integration of project management and organizational change management is now a necessity.International Journal of Project Management,33(2), pp.291-298. Krug, J.A., Wright, P. and Kroll, M.J., 2014. Top management turnover following mergers and acquisitions: solid research to date but still much to be learned.The Academy of Management Perspectives,28(2), pp.147-163.. 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