Managing change and conflict

Organizations have to be always in constant change and improving their management techniques according to the economic, social and legal environment, when an organization is in constant change it is called a dynamic entity.

The module of Managing change and conflict explain that there are two types of changes, one the change that has been planned in advance, and another the change that is imposed inside the organization.

There are two kind of forces that influence changes inside the organizations, this forces can be internal or external, the internal forces are the expectations, projects and quotas that the organization establish for a period; and it can be also the results of a previous project or a past expatiation that didn’t result properly. The external forces are those that don’t depend on the organization, like economy, diversity, disasters, technology, globalization, etc.

Organizations that are able to perceive external forces and analyze their internal forces are organizations that can lead in a competitive environment, are able to succeed among time, and are able to take the correct decisions and make the corrective changes in case of a problem.

The changes inside a organization can be: 1) small changes: like an technology upgrade, 2) Strategic changes: When the organization open a new operation plant in a new place, and 3) Radical Changes when the organization change their core business.

The combination of all the forces combined with a good management style, expand possibilities for the organizations to be in constant improvement and optimization of their objectives.

Organizational Change

Questions:

• It’s Ubuntu present at the workplace, it there a link between this philosophy and organizational culture?

Organizations of South Africa have to be aware of the importance of the philosophy and way of thinking of individuals in the society and inside the organization. In the document “Building competitive advantage from Ubuntu from Mzamo P. Mangaliso” describe Ubuntu as a part of the African culture so it is also by the way part of the organizations that have individuals who believe in this philosophy.

Ubuntu philosophy can be defined as humanness they have a spirit of community, harmony and hospitality, it help internal integration and motivated the interaction of persons. This philosophy influence peoples behavior and the way individuals act inside or outside the organization is completely related to it, so Ubuntu philosophy and organizational culture are completely linked, and organizations in Africa must be aware that the Organization Culture must not be contradictory to Abuntu philosophy witch is the one that determines values and way of acting in Africa.

• Please select and explain 3 aspects of organizational life that evidence the presence of Ubuntu at the workplace.

Time:

Ubuntu Philosophy different of western culture they have a different conception of time, for example western culture is used to punctuality and deadlines inside an organization, different from African timing were expectations regarding this same 2 aspects are seen different and are ineffective inside and African organization, the concept of time is relative depending on the way you see it.

The concept of time in Ubuntu Philosophy can be seen in the workplace when Ubuntu use as a time to improve the lives of the community rather than use it to maximized profits.

Decision Making:

Decision making it is also seen in a different context from western culture, some examples are: Decision-making is seen in like a consensus decision, not a democratic decision. Different point of view are accepted and seen like a good angle of the decision “diversity of opinions”. Everyone have to give an opinion before taking the decision.

As it is texted in the lecture “Building competitive advantage from Ubuntu from Mzamo P. Mangaliso”: “..A decision that is supported is considered superior to the "right" decision that is resented or resisted by many…” Page 27.

Relationships with others:

Ubuntu philosophy have an enormous respect to others, it profundize in the good relation that individuals must have interacting whit their similar. For example inside the organization all the organization is seen as a family were workers threat each other like brothers and sisters, and the relations are reciprocal, individuals must give the best for the relations.

2. African Bank Miners Credit – case study:

This case study illustrates the main difficulties faced in a process of merging two companies and the role played by culture.

It is very important that in this section, you try to build relevant links between the 2 readings and your research about change theory.

Please identify and explain 3 strategies used by the acquiring company in order to facilitate the change process through the use of Ubuntu.

This case talks about a horizontal bought from African Bank Miners credit to a controlling stake in the National Union of Mineworker's (NUM's) in order to facilitate new services of credit. This strategy to facilitate services requires a lot of tactics and investment to make a successful merge.

South African region is highly involved with the Ubuntu philosophy, which is a traditional philosophy that promotes values and ways of behaving as individual and in community; this involves also the behavior inside the organizations.

The African Bank Miners in order to have a successful merge applied strategies using the knowledge of Ubuntu Philosophy to facilitate the process, some strategies were:

Ubuntu promotes that the organization is seen as a family were workers threat each other like brothers and sisters, one strategy to avoid resistance to change was to explain the process between the organization and the NUMs, trying to simplified it to all the employees with a story of a badger and a bird, witch explained to all the employees that they have to work together in order to achieve a goal.

The Ubuntu philosophy use the drum as a symbol of communication because drums have been used to symbolize communication and loyalty, so as strategy the organization introduce the drum, and start using it to avoid resistance to change.

The organization as a strategy that follows the tradition of Ubuntu Philosophy introduce the opinions of the individuals inside the organization in order to improve the company success, this is called in Ubuntu philosophy "Our Ubuntu".

References:

Case of African Bank Miners Credit, available at (Accessed October 2010):

http://www.bankseta.org.za/downloads/IIP_Case_African_Miners_Credit.doc

Mangaliso, Mzamo. 2003. Building competitive advantage from Ubuntu. In Thomas, David Clinton, editor, Readings and cases in International Management: Across-cultural perspective.

Buono A, Kerber K. Creating a Sustainable Approach to Change: Building Organizational Change Capacity. SAM Advanced Management Journal (07497075) [serial online]. Spring2010 2010;75(2):4-21. Available from: Business Source Complete, Ipswich, MA. Accessed October 18, 2010.

Images taken from:
- http://www.business-strategy-innovation.com/uploaded_images/Change-Innovation-727079.jpg
- http://foros.eluniversal.com.mx/blogs/imagenes/ubuntu.jpg
- http://kenyonreview.org/blog/wp-content/uploads/2008/12/daylight-savings-time.jpg
- https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj1IXGH7P1J8OSRhgtF4v0VZOZbYfEc8FRKsOH-QhKEMP509KUcS3RBXUv0bSLuTyIO_DpQIdVF-C90S6o95jZJNB2uGUrU_cSlixSPlo_2AnhCV0o_02FteBK3OWSHs-MRT9DoF98XGKo2/s400/The-power-of-good-decision-making.jpg
- http://www.google.com.co/imgres?imgurl=http://blogs.sfu.ca/departments/careerservices/wp-content/uploads/networking_professionals.jpg&imgrefurl=http://blogs.sfu.ca/departments/careerservices
- http://www9.georgetown.edu/faculty/irvinem/CCT510/Sources/diamond_mine-al-qaeda-WP.jpg