Synergetic Solutions Report

The Synergetic solutions simulation helps in deciding what steps need to be taken to help the company succeed in the networking solutions market. There were different strategies that could be implemented, and also actions plans to take in making the company successful. In cases where productivity increases absenteeism was on the decline. This simulation allows for the identification of internal as well as external forces or change in synergetic solutions. The forms of communication needed to implement changes, the different levels of resistance the company will face, and the strategies leaders will have to employ to manage the different levels of resistance.

Internal and External Forces

Companies deal with many internal as well as external forces on a day to day basis. External forces can include technology, customer demands, and competitors. Internal forces include working in a positive work environment, communication, and people within the company. Businesses including Synergetic have to make sure they are able to keep up with all the latest technologies to keep their business ahead of others.

Customer demand can put a lot of stress on companies from having to stay ahead of competitors. Competitors can keep companies on their toes, and since the next move is never known staying ahead of the game is a must. Positive work environment is important because the behavior of other employees can influence other individual’s behaviors. Communication is always a good thing and it makes people feel like they have a voice. Working with a great group of Factors to Implement Change

Kotter has eight steps that help when implementing change within a company. First of all people would want to be given a great example of how change will be for the good of the company. In addition, leaders will need to have enough power and drive to actually make the changes. Employers should be able to create visions and set goals to ensure that visions will be reached in the long run.

Management at synergetic solutions should communicate the vision as well as encourage others that it will work and they should go along with it. Rewarding individuals for jumping on board with changes and adhering to all its entities will make other want to jump on the band wagon as well. Companies must make all necessary changes to new vision so that it will be successful. Finally, reinforcing changes and demonstrating behaviors and success are important (Kotter).

Changes to Company

There were three different scenarios where decisions for the company were based on my opinion. In September, strategies that would help the company would be to improve workflow efficiencies and employee interaction. We would also need to improve organizational effectiveness and employee well-being. Making these things happen would mean the company would need to hire two individuals with relevant experience and certifications in networking design technologies. In addition, the synergetic solutions would need to outsource non critical tasks and business processes to reduce effort expended on projects (University of Phoenix, 2002).

For the month of December we are going to reorganize the organizational structure and hierarchy, and invest in new technologies and tools. Charting a restructure plan and holding meetings to allow employees to voice concerns, and scheduling training for employees that need addition attention will help the company overall. When productivity goes up the percentage of absenteeism decreases with shows everyone is willing to do the work (University of Phoenix, 2002). In the final month as the company improves project accountability and establish processes. We as a company are able to focus on project performance, and encourage process improvements (University of Phoenix, 2002).

Resistance

Synergetic solutions may see resistance both on an individual level as well as group level resistance. In my opinion, when individuals go work for a company they are assigned certain tasks to complete. Over the course of time they may feel these are the only things that should be done. When change comes to companies it makes people feel different kinds of ways in regard to change. On the individual stand point people are not willing to change because they are not sure of the outcome. Sometimes change is a good thing, while other times it can be bad for everyone.

Five kinds of Resistance

People have a tendency to resist things based off of things such as habits, fear of the unknown, feelings of security, many economic factors, and also group inertia. The saying goes old habits never die young, and this is something that many people may believe. When people become use to doing things one way, they are more reluctant to change. In addition, some employees may fear whether or not the change will be good or bad for them.

Changes can also cause employees to lose the feeling of security within a place of employment. In addition, economic factors play a role in the aspect of if the new task assigned is not completed correctly jobs may be lost to individuals (Kotter). The final type of resistance is called group inertia and this happens when even though individuals may want to change, it is normal to just go along with group norms.

Strategies to Manage Resistance

There are ways to help aid in the process of making people feel better when being reluctant. Management can tell workers why they feel the company needs changes, and why those changes will be good for the company. If employees have questions they should feel comfortable coming to talk to management about things so it can be discussed further. Educating employees about all the necessary changes will allow employers to explain things, and point out all the positive reasons for change (Kotter). When employees are not comfortable with change offering training can be a great thing because it allows the opportunity to take on new things. An employee will be more likely to go along with change under the leadership of they can trust.

Conclusion

The results of my individual performance at Synergetic shows that my decisions lead to a total revenue growth of over 6,050,000 with a networking revenue of eighty percent. The message from Harold Redd, CEO says that by my decisions the company has a launch pad to succeed in the networking solutions market. Even though not all the decisions made were the best, my ability to overcome those decisions. Leadership and ability to manage change has enabled the company to boost revenue. In addition, they are also now recognized as a “design hothouse in the industry” (University of Phoenix, 2002). The decisions made for company were not what everyone may think are right, but the simulation shows those decisions still got the job done.