Accept Things as They Are?

INTRODUCTION

Weve all heard the saying that change is always good right? Wrong. Change is a
constant at every organization, but employees have quickly become the number one
opponent of change. There are several different reasons why employees have learned
to resist change in the case; John Brown was resistant to change because he was very
used to the old manual system.

John Brown has been at State Bank for 30 years and was working manual
recording since the very beginning. But manual processing of the bank changed when a
new management took over. Tom Smith took over the investment department and made
an initiative to modernize the system to offer better service to the banks customers.
John became resistant to the changes but still was promoted as vice president because
of his knowledge in the work place.

After years, change continued employees in the department became well versed
with the technology. The banks operation grew made them decide to expand
investment services. But still John was resistant to the changes. He managed to do
simple things only.

The company purchased a new system and John made it known that he is
interested to head the new department but doesnt want anything to do with the
technology.
POINT OF VIEW:

Tom Smith point of view was taken into consideration in answering the case.

OBJECTIVE:

The objective in answering the case is to help Tom Smith find ways to motivate
John and take the training course for new system

PROBLEM:

The following problems should be answered in the case

1. How can the system help efficiency of work?

2. What are the ways to motivate John to train on the new computer system?

3. What will be the best action for John to be promoted ?

AREAS OF CONSIDERATION:

A. Company Background
Business transactions today are conducted in an age of economic crisis
and highly complex technology, thereby imposing on business management the
need to implement sophisticated business system that will accord with the
present day needs. This means that as business transactions increased and
became complete, record keeping method needed to be more reined. Increased
volume of transactions and giving need more report on which base management
decisions made manual methods too slow and expensive. This brought about
needed system for overall improvement of human activities in the factor of data
and information its collection procession storage retrievals use in decision
 making for organizational and natural development one of the most dramatic
events of the twentieth century has been development of computer and using it
to create software application that are needed by businesses such as banks.

B. Persons involved in the Case

The people involved in the case are the following
1. John Brown
2. Lisa Adams
3. Tom Smith
4. Other employees

C. TOWS (Threats/Opportunities/Weaknesses/Strength)
External
Threats
1. Other companies are in advance stage of computerization
2. Hostile security of files
3.
Opportunities
1. Computer software readily available in the market
2. Cheap computer systems
3. Cloud system
4. Integration of system

Internal
Weakness
1. Employee does not accept change
2. Requires big amount for acquisition of new computers
3. High maintenance cost

Strength
 1. Faster transactions
2. Paperless transactions
3. Fewer employees needed

ALTERNATIVE COURSES OF ACTION

1. Customize training

Familiarity with and interest in digital technology varies widely among employees,
the training effort of the bank should reflect the difference. Some employees might
prefer an online training session; others might need a bit more handholding and support
in the form of a personal approach. In the case of John it can be noted that John doesnt
want anything to do with technology but wants a higher position. To solve his request
the management should send him a letter explaining why it will be hard to promote him
without him embracing the technology needed in his work. Explain that training will be
given to him and it will not be complex. If he will not comply with the requirement it will
be hard to put him in the new position.

2. Consider penalties

If the management still having a hard time getting the team on board, consider
instituting penalties for non use. In Johns case it can be observed that the
organization accepted the change and learned the system but not John. He still works
on the same routine he has been doing for years. As an old employee he can be an
asset to the company and subject for promotion but his resistance hinders the
promotion. Give him ultimatum that he should learn the technology before he will be
considered for the position. Make him realize that time with the company is nothing if
you dont know the current flow of business.

CONCLUSION:

The best solution for me is customizing training for John to learn the technology.
The management should understand that John was used to the old manual system.
Training him in a fast paced manner can overwhelm him and will not absorb everything.
He can be a good candidate for the position if he knows the technology so it is better to
train him on the pace he is most comfortable with.