Dimensions (Target) Essay Example | Topics and Well Written Essays - 750 words

Dimensions (Target) - Essay Example known as personal, structural, relational, and cultural dimensions are considered as one of the most important concepts in the study of change management. (Lederach, Neufeldt, & Culbertson, 2007: p. 18) This theory enables the organizational leaders to effectively and strategically develop a plan for a change initiative since this theory serves as a tool that allows these people to have a better understanding with regards to significant factors that may or may not hinder the progress of initiating organizational changes. In the absence of strategic development, it will be more difficult for organizational leaders to initiate change because of the possibility of organizational conflicts and resistance to change. For this study, information coming from Ford Motors’ strategic change initiative will be gathered. Eventually, this information will be analyzed and applied to strategic change initiative such as strategy, organization’s resources, systems, culture, vision, and mission. Prior to conclusion, lessons learned from having completed the study requirements will be discussed one-by-one. Based on the identified lessons learned, recommended ways wherein managers could use this knowledge will be discussed. In relation to the challenges associated with globalization, Bill Ford – the CEO of Ford Motor publicly announced a massive restructuring plan back in the first quarter of 2006 in order to save the company from becoming less profitable. (Woodyard, 2006) The fact that the company has decided to shred-off as much as 30,000 employments aside from closing down a total of 14 factories and other facilities by 2012, Ford managers had encountered a lot of negative comments with regards to the management’s decision for such major changes. Since 30,000 Ford employees were expected to lose their job from the massive lay-offs, Ford managers had seriously faced a strong resistance-to-change. Since the implementation of an internal organizational change often