The paper 'System for Management Project' is a great example of a Management Case Study. NoGo railroad has failed mainly due to the lack of an effective system for management. The failure as presented is due to the low performance of the workers, poor communication methods. That is; the firm has failed due to the high recruiting of family members without sufficient skills to perform their given roles in the organization. It also has a key problem where the employees are rewarded for the hours they work irrespective of the production attained, or not attained.
Favoritism is also a key issue that destroys the success and attainment of high profits for the company. Others may include poor recruitment plans due to lack of an HR department despite the many clerks in the company. However, to implement a management system effectively, the resistance to change the employees have has to be managed and changed. SYSTEMS FOR MANAGEMENT CONCEPTDownward CommunicationThe downward communication presents the flow of messages and decisions through the organization for a downward flow, which refers to the hierarchy structure of command.
That is; messages and commands start from the upper level to a downward level. Commands move down to other bottom levels, while responses move upwards. Communication in the NoGo Railways is very complicated due to the differences in knowledge, experience, authority, and statuses. The organizational process is adamant and traditional. Thus, communications are poor due to the prolific in-family promotions and hiring, social, and organized loafing. The workers have low working morale as they are okay with the status quo, which does not involve them working any harder than they do when possible.
The company management and employees are tied to past traditions, as they reject change despite the environment surrounding them changing profusely, which brands the company’ s organizational culture as challenging. Thus, downward communication is challenging since the commands rather than following a hierarchy structure are hindered by the prolific hiring systems. Thus, the downward systems do not follow the commands from the upper systems. Everybody works through following the status quo, which includes not making any changes mainly because they will be rejected by the employees. Thus, NoGo needs to improve the downward communication process.
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Chapter 2. (2011). Organizational Renewal: The Challenge of Change. In R. D. Brown, AN EXPERIMENTAL APPROACH TO ORGANIZATION DEVELOPMENT (pp. Slide 1-41). New York: Prentice Hall.
Christensen, M. C., & Overdorf, M. (2000). Meeting the Challenge of Disruptive Change. Havard Business Review, 1-11.
Week 3. (2011). Role and Style of the OD Practitioner. In R. D. Brown, AN EXPERIMENTAL APPROACH TO ORGANIZATION DEVELOPMENT (pp. slide 1-50). New York: Prentice Hall.