The paper 'Change Management at Altium Ltd " is a good example of a management case study. Altium Ltd is among the fastest-growing software companies in Australia. The company’ s core business involves developing electronic design automation software products and these products traditionally have been offered on costly UNIX based mainframe systems. Altium Limited's long term strategy to develop desktop software covering various electronic design technologies that are can be used easily and are also economical. Altium Ltd is a learning organization that means that the company learns and promotes learning among its people and also promotes information exchange between workers and therefore creates a more knowledgeable workforce.
According to Taylor et al (2012), a learning organization is a firm that facilitates learning for all organizational members and constantly changes itself and a learning organization is normally typified by constant improvement through new ideas, knowledge, innovation, and insights. Consequently, learning organizations are very flexible because members of the organization accept and adapts to new ideas and changes through a shared vision. Smith (2006) explains that a learning organization is able to avoid the mindset problem when dealing with change because an organization fosters a climate of learning in a firm. There are various aspects that indicate that Altium Ltd is a learning organization.
First, the culture of the Altium Ltd Company is that of innovation where the company operates within a very turbulent atmosphere where innovation and entrepreneurial activity, creativity and risk-taking for the employees are among the key values of the organization and this has enabled the company to have a competitive advantage (Spiros, 2010). Secondly, whenever Altium Ltd faces a problem, the organizational leadership together with the employees identifies the root cause, and countermeasures are developed even if it means instilling a change and training employees regarding the new change.
Altium identifies root causes mainly through a very simple method known as “ five whys” where “ why” questions are asked as many times as possible to establish the root cause of the problems and after determining the problems the organization embarks on implementing the required changes (Spiros, 2010).
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