A630.7.4.RB_DiazBrian

Michael Bonsignore, CEO of Honeywell, stated that Honeywell would not be an extension of the old Honeywell or Allied Signal. He plans to create a new culture blending the best of Honeywell and Allied Signal. Bonsignore said that Honeywell would "compensate and reward people that look for best practices from both companies in creating a new corporate culture and punish those who do not." Is this a good approach towards being successful?  I personally do not like how Bonsignore delivered this statement.  I think it makes him seem rigid, authoritarian, and unpleasant.  Bonsignore's demeanor throughout the hour long segment was not very warm or inviting I thought.  I found Gordon Bethune's presence more sincere, warm, and genuine.  While I found Bonsignore's delivery or tone unpleasant when he said he plans to compensate those who work hard and punish those who do not, I have to agree with the methodology.  I believe this is a good strategy.  Brown (2011) wrote "Developing a strategy includes the planning of activities intended to resolve difficulties and build on strengths in order to improve the organization's effectiveness and efficiency.  From the strategies, the OD process moves to the stage of selecting intervention techniques and technologies.  Intervention techniques are the specific means, activities, and programs by which change goals can be achieved." (p.175).

Not to toot my own horn, but when I was a restaurant server I was pretty good at my job.  I learned what it took to be successful and how to maximize my earning potential when I waited on tables.  I learned that up-selling appetizers, alcohol, entrees, and desert would increase my sales and that in turn would increase my tips.  At my last stop on my long journey in the restaurant biz, if I did not make at least $100 on a weekday night and $100-$150 on the weekends, I was not doing my job.  I consistently had the high sales on a nightly basis.  My managers knew that I could be relied on to service the needs of our VIP guests and it wasn't uncommon for me to take care of parties of 20 alone.  In exchange for my efforts I received preferential treatment.  I was allowed to make up my own schedule and work the shifts I wanted.  I could basically work when I wanted to.  I got the best sections in the restaurant as well when I worked.  Basically it was a form of  reward system that benefited me and the restaurant financially.  Those that performed poorly or were always late had the worst shifts and the least amount of them as well.  Managers actually would cut back a server's hours so much in order to make them quit.  It was "sink or swim" in some aspects.

The barriers that I noted from the video that Bonsignore could expect to be challenging are his undefined OD strategy, his one-dimensional approach for organizational change (focusing solely on the human factor and not considering other change strategies), his opposition to technological advancements (he noted in the video he was uncomfortable embracing some technological change), and naming any specific intervention to make the merger of Honeywell and Allied Signal successful. Brown (2011) wrote "An OD strategy may be defined as a plan for relating and integrating the different organizational improvement activities engaged in over a period of time." (p.175).  Bonsignore never touched on any such plan when he talked about the merger.  He did however acknowledge the human component in change strategy.  He commented on the importance of morale and its how committed members are a necessity for the improvement of an organization's performance.  He makes a point to visit the different factories and to be present and communicate with his employees which is very important (which Gordon Bethune does as well and in my opinion better).  Bonsignore mentioned opposition to technology but if you are combining two reputable companies into one mega-conglomerate, it would be wise to embrace the newest technologies whether it be in relation to communication or even in fuel cells (as he mentions).  It seems to me that Bonsignore  is "old school" and uncomfortable with some of the 21st century technology.  This put his company at  disadvantage because as its CEO, the company takes its lead from its CEO.  If Bonsignore doesn't embrace technology why should his organizations?  In addition Bonsignore failed to name a specific intervention technique. Brown (2011) wrote "All planned OD activities or interventions are specifically aimed at correcting inefficiencies, solving problems, developing strengths, and creating areas of opportunity." (p.183).  Bonsignore missed the mark by not addressing what was wrong with his companies, how to correct it, or how he would make things better.

As Honeywell consider and crafts its organizational strategies around a new culture they should be aware that:

• OD strategy involves planning and direction.  The approach should involve management, the way the jobs are designed and how to motivate its people.  Specific interventions that will best solve organizational issues will increase organizational effectiveness.
• More than one change strategy should be implemented to increase the likelihood of organizational success.  These activities are bound and interrelated throughout the organizations subsystems and personal relationships.
• Intervention techniques may focus on individual, team, and organization wide systems.  The problem condition dictates the type of intervention necessary.

What can I take away from this week's lesson and apply immediately to my career?  Change needs to be planned.  Not only is it necessary  to define a plan of action but it is necessary to consider how planned change can effect other systems.  Integrating change strategies will allow me to successfully implement change with minimal negative effects.  Considering an effective change plan, how it relates to other subsystems, and choosing the best strategy, will be a great opportunity for me to further improve my critical thinking skills as well as work with others in order to ensure the best results for my organization.

Brown, D. (2011). An Experiential Approach to Organization Development. (8th ed.). New Jersey: Pearson Education Inc.