You will create a thread in response to the provided prompt for each forum. Each thread must be at least 400 words, demonstrate course-related knowledge, and integrate at least 2 peer-reviewed articles. In addition to the thread, you will reply to the threads of at least 3 classmates. Each reply must be at least 250 words and contain at least 1 citation from a peer-reviewed journal and 1 from the textbook
The case of Welcome Israel provides another opportunity to analyze individual and organizational approach to change(s) and the impact of those changes. The case provides a synopsis with Ofra Sherman and Glaxo’s situations as the change was unfolding between these two firms. As you reflect on the change in this case study, respond to the following prompts as you prepare your DB thread for this assignment:
RESPOND TO THIS POST FROM FERGUSON
Wellcome Israel is a pharmaceutical company operating in Israel. Wellcome is being acquired by Glaxo and soon will become Wellcome-Glaxo. This appears to be a hostile bid type takeover to create a large pharmaceutical company. All employees and management were extremely surprised by the takeover and are having a hard time processing it. The main them and problem that will be noted in this post is the lack of communication, direction and vision.
Glaxo-Wellcome is on the way to becoming one of the largest pharmaceutical companies in the world. There is an apparent hostile takeover in progress that no one including Wellcome management is aware of. As with any change there are periods of uncertainty, fear, and anxiety. The main focus is a general manager Ofra Sherman and her team who works for Wellcome Israel through Promedico. This takeover was done in a manner that is very disturbing in the fact that there was no communication and very little guidance throughout the entire process.
What they should have done is really quite simple and that is communicate. As I mentioned before change is a very anxious time and can lead to stress and poor work performance for those involved. “Good communication throughout every stage of the change process is vital to keep everyone informed and motivation levels high.” (Kirke 2012) This takeover shouldn’t have been a surprise to Wellcome and they should have been upfront with employees about what was going to occur and then once the takeover by Glaxo started the communication should have ramped up. I think one of the best ways to have handled this would have been to have teams from both companies setting up meetings so there was a continuous flow of information.
Ofra Sherman in my mind was in a very tough spot once again a lack of communication between all the parties really left her between a rock and a hard spot. She has a very good relationship with her team and this uncertainty has really brought the motivation among her and her staff down. She is on the right track trying to ask the right questions and seeking guidance and trying to get the communication flowing. I would suggest that she continue to be open and honest with her staff and provide as much information as possible. “Change management is a complex process which varies according to each individual organization’s needs.” (Kirke 2012) Her ability to manage the change is going to be key in this particular situation as no one knows for sure what is going on. I don’t fault her for being hesitant because the flow of information is just not there to be able to make those good solid decisions.
I am not sure I would do anything differently then what she has done there is no solid information the way the companies are set up in Israel is already a complex situation. I would follow in her footsteps and just be open and honest with my staff and ensure that any information I received to pass on. The one thing I would need to avoid is the rumor mill as this could be very detrimental to the team at this point.
She does seem to be in an odd predicament as she decides whether to move her team to Glaxo or stick with her current company. As I mentioned earlier she is really in a tough spot as her current company does not want her to meet with them but it could be in the best interest to sell her team early as they are an extremely profitable group. She seems to be getting advice that may be hard to follow as some say she should leave Promedico and others say she should stay and wait it out. Once again the whole predicament could have been avoided with communication and a plan from both companies laying out what they intend to do instead of leaving the employees in limbo.
My evaluation is quite simply put as this Sherman is doing the best she can given the current situation which is not knowing what is going on. Sherman is not doubt a very good leader as she has worked her up in her current company and seems to be well respected by her team. She may very well be on her way to leading her team with the new company Glaxo. If that is the case she must be prepared to sell that change. “Mental toughness is imperative when selling change because you are almost always dealing with some form of crisis along the way.” (Llopis 2012) Hopefully the information will flow downward to Sherman so she is better able to manage the change as opposed to be in limbo. I have no doubt once the information gets to Sherman with the leadership abilities she has she will foster the change and her team will be the better for it.
Jick, T., & Peiperl, M. (2011). Managing Change: Cases and Concepts. New York, NY: McGraw Hill.
Kirke, D. (2012). Steps to Effective Change Management. Small Business Trends. Retrieved from: http://smallbiztrends.com/2012/10/steps-to-effective-change-management.html
Llopis, G. (2012). 5 Most Effective Ways to Sell Change. Forbes. Retrieved from: http://www.forbes.com/sites/glennllopis/2012/11/05/5-most-effective-ways-to-sell-change/#79af0a893dd7