BP Change Management
The forces that are driving BP to change are relatively weak compared with the forces that are restraining change. The driving forces are a pending legal action, and the fallout from the Deepwater Horizon disaster. The further that the disaster is from the public consciousness -- it occurred in 2010 -- the less impactful it will be in terms of sparking organizational change. Change is typically motivated in organizations by crises that take the key players outside of their comfort zone. Deepwater Horizon can still be used as impetus for change, but it would have been more effective had the company immediately used the incident to spark a cultural overhaul back in 2010. To do it today simply demonstrates a lack of urgency, lack of commitment and a lack of leadership. The people within the organization would have reason to doubt that leadership is truly committed to change.
The legal action is also a fairly weak motivator for change, at least relative to the restraining forces. Companies like BP face legal action all the time, and sometimes they will lose a costly judgment. Only when the one legal action sets a precedent for future legal action that will continue to cost the company money for the foreseeable future could there truly be impetus for change. The company is not in that position right now.
As for the job security of the senior management team, they answer to the Board of Directors, and the Board answers to the shareholders. The shareholders are motivated by share price, which means that by agency so is management.. If the company...
Organizational culture change is noted by Kotler et al. .(1996) noted to be a common aspect of every organization. This is due to the fact that change is the only thing that can be said to be constant in any given organization. Organizational change is often met with a lot of resistance. This resistance can undermine the operations and the performance of any given organization. Kudler Fine Foods Virtual Organization
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