SOCIETY OF EQUAL

CASE # 3

SCORE
SUBMITTED BY
SANTOS, RALFH AEIRAND P.

DATE OF SUBMISSION
JANUARY 13, 2015

Summary
In this case we have understood the importance of having the change implemented the right way,
we read the culture of an office environment where subordinates decisions are not given any
importance and top management is fully empowered and holds power. Ted Shelby tried to
implement a change of having subordinates follow flat management structure but failed as top
management completely neglected the idea, and reversed all the changes made by Ted. How would
you characterize the culture in this company? What are the dominant values? The culture of this
company is extremely bureaucratic, and is led by top management decisions. The norms and
policies are supposed to be strictly followed by subordinates, those set by top management, and no
change or decision is accepted by the higher management that is taken by subordinates without
taking the approval of decision makers. The dominant values in this company are clearly not taking
any input for the subordinates or officer level employees, in other words dictatorship is practiced to
its peak. Why did Ted Shelbys change experiment fail? To what did Ted use the appropriate change
tools to increase employee communication and participation? Ted Shelbys change experiment
failed due to lack of communication with top management despite knowing the culture of the
company. Ted should have made the same plan and have discussed it first with Mr. Drake. The idea
was right, but was not implemented the right way, it was efficient but not implemented effectively.
Ted did not use any change tools at all, rather he implemented the change and then showed it to
Stanley to justify his change

Problem Statement

Ted should have made the same plan and have discussed it first with Mr. Drake.

Ted did not ask for permission to Mr. Drake when he implemented his idea.

Dictatorship is implemented in this company.

most of the communication is top-down in the culture of the company.

Objectives

To consider the idea of other lower management

To have new ideas , new energy , new spirit to make the company great

To have more organize in the company

Alternative Courses of Action

Ted Shelby should ask permission first in the top management before doing and
implementing his idea.

Though, Ted doesnt make many mistakes, the idea was right, but was not implemented the
right way, it was efficient but not implemented effectively.

Ted should use any change tools , and he will implement the change and then show it to
Stanley to justify his change

Selection and Justification of Chosen Alternative

Ted Shelby have done it effectively when the culture of the company implemented where are
the top management approved first before implementing it.

They need the two-way communication from top management to low management

Ted should have made the same plan and have discussed it first with Mr. Drake

Conclusion and Recommendation

If I were in his place , I will ask permission to the top management before doing the action because
it is the right way to do. His idea was right, but was not implemented the right way, it was efficient
but not implemented effectively. He could have done better when he did that.Ted Shelbys change
experiment failed due to lack of communication with top management despite knowing the culture of
the company. Ted should have made the same plan and have discussed it first with Mr. Drake