Appex Case Analysis Summary of Essay

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The implementation plan needs to be firmly based on a change management strategy each division leader believes in, and buys into. This change management plan is the first phase of the successful development of an implementation plan in that it brings in the most critical factors for success of the initiative, which is support of the managers, supervisor and employees. It is the responsibility of Mr. Ghosh to initiate and maintain this phase to completion with this direct reports.

The second phase of the implementation plan defines how the organizational structure will be implemented. This will include a definition of specific roles and responsibilities for each member of the functional teams. This is the actual definition of the functional structure of the business. The divisional managers will handle this aspect of the implementation plan, in addition to coordinating with first-line supervisors and employees to ensure they understand their key roles and responsibilities.

The third phase of the implementation strategy defines the vision, goals and objectives of Appex including how progress will be measured over time. This is also the phase where transformational leadership techniques will be used to infuse a higher level of autonomy, mastery and purpose into the company's culture.

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Combining autonomy, mastery and purpose into a corporate culture requires a transformational leader capable of defining a compelling vision then backing it up with clear measures of performance (Fitzgerald, Schutte, 497,498). This is what Mr. Ghosh must do with his subordinates to make the entire plan successful. From this step the company must begin to re-initiate their relationships with customers and build out a strong foundation of growth.

Conclusion

For Appex, their future is based on overcoming the chaos they face today. Only by creating a more effective organizational structure that seeks to capitalize on the shared knowledge and expertise in the company will customers be better served and new products more efficiently produced. There is also the challenge of knowledge transfer throughout the entire company that could be better handled with a more organized approach to defining divisions and shared resources. Above all, the company needs to create a much more effective approach to leadership, including the defining of autonomy, mastery and purpose for each employee so they see how their contributions affect customers and the future of the business (Fitzgerald, Schutte, 496)......

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