Scout Mortgage 1
Running Head: Changes at Scout Mortgage
Assignment 5: Changes at Scout Mortgage
Scout Mortgage 2
Changes at Scout Mortgage
Discuss the nature of change in the work environment of the 21st century: There are pressures for change and it can be difficult and takes time. “Despite the challenges, many organizations successfully make needed changes, but failure also is common. As a result, managing change has become a central focus of managers in most organizations. Most Organizations around the world have tried to change themselves-some more than once. Yet for every successful change, there is an equally prominent failure” (Hellriegel & Slocum, 2010, p.492). ...view middle of the document...
Discuss the typical reaction of employees to change: Of my own personal experience to change with my firm I discovered that you must to adapt to the way different managers handle the same responsibilities of their staff. My organization has merged again this time bring two companies together, Morgan Stanley and Smith Barney, now, MSSB. I found myself resistance to the change because it now seemed as thought what I once known I no longer knew. There were so many changes to how we must now do things and new guidelines and procedures that must be followed to complete simple task. As the
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text explained, the future in uncertain you’re not sure if you will have a job or a salary or even if the organization will exist next year or not. Some of my colleagues have opted to take a layoff rather than staying around to see if the company will survive the merger; this is their way of resisting change. I have noticed Covert resistance among my colleagues and I included, is very much visible, loss of motivation and low morale, higher errors and incident rates.
Discuss your assessment of the ethical intensity of the changes made by Walsh and Mangel.
I think Walsh and Mangel made their decision with selfish intent and not with the consideration of their staff. Ethical Intensity is the degree of moral importance given to an issue (Hellriegel & Slocum, 2010, p392). Although Walsh and Mangel thought about the proximity, the sense of closeness as it relates to their social ties to the larger loan officers and the relationships with their family, the decision to let them go seem to absolutely no value on the loyalty and dedication of these people. At the expense of letting seasoned loan officers go Scout Mortgage now had inexperienced loan officers working for a salary and a small incentive to close on loans of their new prospects. Clearly when employees are seen as just an ordinary employee with out ownership your business suffers. Scout Mortgage made a lot of money thanks to the dedication and experience of Chris, Nancy, Marcy and others and these officers deserved more consideration. The magnitude of consequences is the harm or benefit accruing to individuals affected by a decision and the Walsh and Mangle did not consider this consequence. Now loans were not being completed or closed on time, sometimes the rate that new customers were promised were not being locked in.
Describe the decision-making model or models that were used by Walsh and Mangel to dismiss employees and make other changes. Bounded Rationality Model describes the limitations and emphasizes the decision-making processes often use by individuals or teams, (Hellreigel & Slocum, 2010, p405). Walsh and Mangel used this model because to them the reality was simple, the real...