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Tyco Essay

Title Pages No Content: A. Discuss how the turnaround team may use Gerard and Teurf’s key communication(s) to transform the ethical values of Tyco. 3 – 4 B. Using Ford and Ford’s FOUR (4) types of change conversation, describe how Tyco would go through the process of the communicating change. 5 – 7 C. Ed Breen applies four step of kotter’s eight-step Change Management Model to implement organizational changes to restore ethical value of Tyco. – 10 Appendix Plagiarism Statement 11 Assessment Matrix – Written Report 12 Assessment Matrix – Individual Presentation 13 Power Point Presentation Slide 4-16 References 17 communication(s) to transform the ethical values of Tyco. The turnaround team utilization of the Gerard and Teurfs transformation skills would have enabled them to listen to their employees more, created a more productive dialogue and community building for change. The skills involve will produce an open atmosphere of trust, disclose misinterpretation, enable listening and emerge new perception.

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Key communication skill to transform the ethical values of Tyco is telling stories. employees learn from past changes and paining pictures of the future. People will ell stories in conversation to keep the organization from repeating historically bad choices and to invite the repetition of the past successes. Tyco used vignettes to communicate changes in ethical behavior. The employees at Tyco dealt with ethical and conduct issues. At the beginning of 2002, it was uncovered that the CEO Dennis Kozlowski and his associate, CFO Mark Swartz were using the company’s funds for inappropriate purposes. This is bad stories about Tyco.

There was a sense of frustration among employees. The new CEO Ed Breen stepped in the top role at Tyco in July 2002. He as changing opinion of the corporation by communicating how the company was changing. Besides that, Tyco also telling that the core business of the Tyco was strong. So when they focus of the change was never troubled by the possibility of bankruptcy. Based on the past experiences, Breen need to modify the unethical behavior of their employees to avoid some conspiracy and fraud. Besides that, Breen stated that the most importance commitment was to reinvent in Tyco is its credibility and integrity.

Apart of this, the new management team will re-create the way in which the organization functioned. They also planned to communicate its new policies in relation to ethical issues was through the development of a Guide to Ethical Conduct of Employees. The outline the regulation for the organization will regard to harassment, fraud, conflicts of interest, and compliance with laws. Based on the new policies can help Tyco to avoid some illegal issues. would go through the process of the communicating change. unequivocal language be used when attempting to convey ideas to employees and shareholders.

When communication change with outside world must requires both strong words and strong symbols. Initiative The purpose of initiative is brings attention to the need for change, whether reactive or proactive. The assertion part of the Tyco to change is sense of frustration among employees so they need have some reaction. They want to modify the unethical behavior of some employees. So that can reduce the case of the conspiracy and fraud. Case: By the end of the year 2002, Tyco have complete overhaul of the executive team with every member being replaced.

It is because Breen know that core business of the Tyco is strong and it heading up a strong operational and financial basis. A eclaration that Tyco performs is they want to reinvent the company. The most importance commitment is to reinvent it credibility and integrity. Understanding The purposes of the conversation for understand is provide an opportunity to gain greater understanding of the change issues and problems that need to be addressed. Enabling participates: The new management team re-creates the way which the organization functioned and practices that they used.

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They can implement six sigma training courses to their employees to increase the efficiency and quality of the services and products. Tyco lan to communicate its new policies in relation to ethical issues was through the development of a Guide to Ethical Conduct of Employees for the organization with regard to harassment, fraud, conflict of interest and compliance with laws. Advisors from another company have been through the similar processes. Tyco also create a controllership guide to accounting standards for firm and hoped to gain more credibility within the community through reinforcing lawful organization-wide practices.

Confirming the interpretation: An advisor from another company that had been goes through a similar process. He said that, “if you want to change the hearts of the 260,000 people here as to the ethical climate they are working in; you need to bring to life this document”. Performance Conversation of performing change is focus on producing the actual change required. All the staffs are sign off annually that they have read the guide, will adhere to its principles and are unaware of the violations of the principles of the day-to-day For example, in December 2002, it received only a 1. rating on the Government Metrics International (GMI) 10-point rating scale, but by August 2005, this rose to 9. with the company identified by GMI “as one of the most dramatically improved”. Closure Conversation for closure signals the completion of change and may involve acknowledgements, celebration, and rewards. Tyco settle with shareholders over the earlier fraud and overstatements in income, the Tyco CEO Breen still decided to break up the company. He spun-off in order to shrug off its past failures and because of an underperforming share prices. implement organizational changes to restore ethical value of Tyco.

Step 1: Establishing the need for urgency, The action that needs to do by Ed Breen is perform a deep analysis about organization. It is important to understand the characteristic and behavior of organization in order to make changes in organization. Based on the Tyco case study, Ed Breen had understood organization past behavior that Tyco have faced financial and fraud problem by other stakeholders in July of 2002. In the other hand, problem analysis is also important to Ed Breen to critically evaluate problem that faced by an organization and solution that should be implement to make changes.

From this, Ed Breen is understood about ethical value and morale value is low within the organization. So, it might be the major problem in the company that affected the company effectiveness. With this, Ed Breen are easily understand and decide which changes are critically need to implement by organization to increase. Step 2: Ensure there is a powerful change group to guide the change In this stage, this is a powerful coalition and action that need to perform is to create a team structure that able to guide and control change.

It is important to find an effective solution to influence and guide employee to make changes. To lead a change, must bring together a team and influence people to change where powers is come from variety of powerful sources such as higher status, higher salary, Job title and others. This stage often needs a strong leadership that has authority to make changes and visible support from key people within organization. Based on the case study, in order to change the organization practice, Breen initiated a turnaround team to modify the unethical behavior.

First, symbolic gestures were implement to show his determination to reinvent the company. He immediately replaces the board members and other mployee in an organization by the end of 2002 instead of openly comments of past behaviors. In the other hand, Breen are also made the move from Tycds Manhattan office to a standard office in New Jersey. By this can prove that he is seriously changing the company and leadership style of the past. Step 3: Develop a vision Develop a vision that able to provide a clear focus of change.

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When an organization plan to make changes, a vision must be develop and set to be a common goal within an organization. A clear vision can help everyone to understand what to achieve, why o achieve and others. So, it will be a goal and direction for us to move forward to a same goals and destination together. First, we have to determine the value of changes and strategy to achieve vision successfully. In the case study, Ed Breen has set the vision for the organization change. One of his major challenges that he faced was changing opinion of the corporation by communication how the company was changing.

Another hand, Ed Breen provides goals to employee and shareholders to share the same goals, objective within an organization that is reinvent credibility and ntegrity are the most important commitment within an organization. In this step, a role model and behavior is implementing to imply the vision, communicate it frequently and make it powerfully and embed it within everything that you do. When a problem or conflict arises, we can use the vision to make decision and solve problem. So, it will keep fresh in everyone mind and everyone is strict and focuses on the vision.

From the case study, Ed Breen has planned few ways to focus on his vision. In order to make business become flourish, Ed Breen ush to implement six sigma training to increase efficiency and quality of company’s service and product. The main way that Tyco planned to communicate is new policies in relation to ethical issue through the development of a Guide to Ethical Conduct of Employee that outlines the regulation for the organization with regard to harassment, fraud, conflicts and compliances with laws. To ensure the successful of changes, development of Guide must be successful implement and launched in worldwide.

In additional, the new code of ethical conduct was implemented in meeting around lobal in May. To increase employee knowledge and information, monthly newsletters are provided with the column title of “A Matter of Principle” where they could submit question that regarding the ethical issue. This to ensure that employee sign off manually that they have read and understand the guide, adhere to its principle and unaware of the violation of the principle of their day- to- day work. The last communication guide that implement by Tyco is create a controllership guide to accounting standards for firm and gain more credibility in worldwide

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Tyco Essay
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Title Pages No Content: A. Discuss how the turnaround team may use Gerard and Teurf's key communication(s) to transform the ethical values of Tyco. 3 - 4 B. Using Ford and Ford's FOUR (4) types of change conversation, describe how Tyco would go through the process of the communicating change. 5 - 7 C. Ed Breen applies four step of kotter's eight-step Change Management Model to implement organizational changes to restore ethical value of Tyco. - 10 Appendix Plagiarism Statement 11 Assessment M
2018-10-24 05:25:20
Tyco Essay
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