Livecos Case Study Essay Example | Topics and Well Written Essays - 2000 words

Livecos Case Study - Essay Example The strategy by madam Isolda has led to several effects that are felt by departments, human resource and information management. The strategy was deemed a viable change in the organization but led to a completely different scenario. There were complaints from the departments that they were not considered in the merge and their views were not sought. It has been a blame game with the human resource complaining about the information management being so critical and the latter complaining of the former being so much. Both departments complained that they never valued the work or even dint know the work of the other. The aim of merging these two departments was part of the strategic management responsibility of ensuring greater efficiency and effectiveness of the organization. On the contrary, the organization’s employees became less productive even than before. The employees lost their focus since the transition from a deadline meeting team changed to a normal days routine of get ting to work at 8.30 and out at 5.30.Liveco has experienced a huge loss of workforce, which has led to employees terminating their employment contracts. The primary reason for the termination given by most of the employees was the unfavorable working conditions at Liveco. These problems have led to the fall in the Liveco organization and a layered strategy as suggested by Madam Isolda should be used to improve the current situation. Sincerely yours, (Insert Name) Table of contents Executive summary 5 Introduction 5 Literature review 6 Methodology 8 Results and findings. 10 Analysis 10 Evaluation†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 12 Conclusion and Recommendation†¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â ‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..13 References 14 1. Executive summary Merging two departments in Liveco Company with the aim of improving the working environment of the employees and the undertakings of the firm was met by a negative attitude, which led to the fall in profitability. Employees did not feel a sense of belonging, satisfaction, and motivation and ended up terminating their employment at Liveco. This report analyses the cause of the effects of the change effected by Isolda, human resource manager, and what she could have done to impose the change in the organization to be met with a positive attitude. This report analyses the different methodologies used to make changes in an organization, both diagnostic where analytical model is used and a control model, and captures where Madam Isolda went wrong. A conclusion on the change at Liveco is made and possible future solutions given in the recommendation to avoid such proble ms. 2. Introduction Organizations’ change is mostly inevitable and is used to ensure that the organization has a longer life and makes future progress. If it is anticipated, then individuals in the organization can prepare to manage it and still find satisfaction in their work (Armstrong, 2006). On the contrary, if the change is abrupt, accommodating the change might be a task for everyone in the organization and might lead to its failure. A change is a strategy brought in by the Human Resource managers. They should help the other managers and employees cope with the change of dynamics in the organization. If not accepted in the right way, the change can mean the adoption of that strategy has failed,