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Short notice of change: most of employees reflected that the short notice of the implementation of installing new printing press met them less fully prepared and uncomfortable. This effected the organization and management of resources for preparation of the change. This was also relevant where employees were expected to prepare a presentation while applying to work on the new press.

Increase in workload: Due to the short notice of the change team leaders involved in the project faced sudden increase in their workload, causing them to focus more on the new project at the expense of their regular or old work. Additionally, employees believed that when the new press becomes fully functional, higher efficiency of the new press will lead to extra work on other relevant departments, such as finishing department, cut and crease department, repro and plate making department. Apart from this the previous work would also have to be matched and adapted along the quality of work of the new press. Some departments like the finishing department may need to replace older machines with new ones to maintain the efficiency.

Assistance to the project team leaders: the complex technology of the new press poses some unexpected and unique problems which the team leaders have to manage on their own, regardless of the assistance from the press manufacturer; for example, matters related to the local raw materials suitable for the new press.

Cross-departmental training: Workers not selected for working on the new press felt a bit left out but still expected cross department training or apprenticeship, not necessarily in print department, as a means of offering them chance to do work other than their routine work, and also opportunities for personal growth and job satisfaction

Discussion:

The major issues related with the installation of new press seem to be managing the increased work load on departments directly affected by the change event and delegation of work, insuring that the quality of training related to the new press is meeting or exceeding employees’ expectations, and handling unexpected problems encountered in the installation of new press so that the project proceeds smoothly and finishes in time. In order to obtain the tangible and measurable result of change project, the installation needs to be promoted by the change agent, in terms of project teams, down through the whole organization.

Issues related to Organizational Culture

Organizational culture has significant relationship with business context, which contributes to organizational innovations and success (Wilson, 2001) and is also related to the internal communication in the company. However, the relatively high turnover in the management team tends to influence the stability and strength of the Chesapeake’s organizational culture. Probably because of this, Chesapeake’s organizational culture does not seem to be very clear and specific. Although largely cooperative, invisible walls seem to exist between departments as well as本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。