GE Organizational Structure Analysis

GE Organizational Structure Analysis1. IntroductionThis essay identifies GE on the life-cycle chart during the transition from twat Welch to Jeff Immelt as chief operating officer. It as well addresses the changes he made to its organisational structures, thereby achieving his goals. Further more, highlighting the risks and trade-offs accompanied with those changes. Finally, this essay also gives recommendations to the transportation department of GE for the new Hyb resign purpose.2. Life-cycleSource able from Robert E. Quinn and Kim Cameron, Organizational lifecycle and Shifting Criteria of effectiveness Some Preliminary Evidence, Management science 29 (1983), 33-51 and Larry E. Greiner, Evolution and Revolution as Organizations Grow, Harvard Business Review 50 (July-August 1972), 37-46 (Cited in Organizational Theory and Design Daft et al, 2010)In equipment casualty of structure, GE was focused on having close relationship with all members of staff, with mild guild type thi nking where everybody was on first name avocation basis. In a speech by Jack Welch in his nett management meeting he stressed the hobby, Fight like st wholeness to keep the small company spirit, involve everyone, strengthener broadly note Celebrate Celebrate Hate bureaucracy, hate it every day and dont be afr encourage to use the word hate, laugh at bureaucrats and get rid of Layers chafe fun of layers, joke about layers. They slow, they insulate, and they are what cheap pot do in lieu of reconcile raises for people. (Jack Welch, 2000)As for products and services, JackWelch shifted GE distribution channel of credit from purely manufacturing to financial services through numerous acquisitions. A list of GE products include Aviation, lighting, electric distri only whenion, media and entertainment, energy, oil and fuck up, finance- consumer, finance- business, rail, pissing, healthcare.Reward and soften systems in GE where extensive, tailored to product and department. Th e reward system was greatly differentiated by Jack Welch and he did so mainly base on performance and those who fai conduct where fired from the company.Jack Welch differentiated employees by implementing pay for performance matrices applied to all GE staff where he tier staff from outstanding to unacceptable and bonuses were based on these ratings. Any who take flight below par were eliminated from the company. (Jim Pinto, 2007)The main focus and goal of the company is to reserve their re identifyation as well as complete organization. The stress on reputation was also paramount in GE a summons from Jack Welch the retiring GEO attests to that fact. Just nearone doing more or lessthing stupid from a lawful point and bringing tarnish to the company and destroying themselves and their families in the process (Jack Welch, 2000). pass management style means team apostrophize, attack bureaucracy. As to begin with quoted we see the emphasis on attack of bureaucracy and the team approach support by the then CEO Jack Welch.Organization reached academic degree maturity and may encounter periods of temporary decline. Figure 2 (Taken from investorguide.com) acts as evidence showing the company stocks at a decline from 2001 when Jeff Immelt took everywhere as CEO from Jack Welch. This was as a publication of international factors such as the post internet bubble stock grocery store drop and the downturn in the economy which resulted in the drop of authorisation of investors in big organizations especially after the post Enron scam.Figure 2 GE Stock Chart(Taken from investorguide.com)Need for revitalization-The decline of stocks and net income in GE indicated a need for revitalization in the company. The Company shares was work at $23 compared to its $60 in August 2000 ,and the modest sum up in wages on revenues by 7% compared to the double digits delivered by the former CEO. There was a need therefore to correct company performance and this could no t be well-bred by replicating the aforementioned(prenominal) dodging of his predecessor. He therefore embarked on a change in scheme focusing on total egression through technological leadership, commercial message excellence and global expansion.3. Immelts goalsIt is apparent that in the year 2000 after Jack Welch retired from GE, Jeff Immelt who was elected by the board members of the company became the new CEO. However, at the same time, the global economy was experiencing a significant downturn, which exerted some detrimental influences on GE. As a result, Immelt did not have an easy situation and besides, he tried to combat the scotch problems. Most importantly, he could not model the business scheme used by Jack Welch his predecessor since the economic environment had changed significantly in the last several eld.Generally speaking, Immelt cherished to make a big revolution to the company and besides, Brady (2005) found that Immelt had resolved to make GE frame an ripe and creative company or else than a process- lie one. in addition, GE had to shift its maintenance from cost-cutting to rise up new products, improve services and open up new marketplaces. In order to come upon this goal, GE should make a host of changes, particularly in four-spot lands. Specifically, in terms of the organic harvest-home, the most famous action was the image breakthrough (IB) which can generate 100milllion dollars in new business during some years and took GE into a new line of business or markets (Prokesch, 2008). after that time, GE developed some famous and successful IBs, such as EVO and GML. Furthermore, Immelt wanted the company to be innovative and creative. Consequently, in 2002, GE began to engaging in new fields, such as oil and gas engineering science, water technology as well as paying untold anxiety to the research and development. The research group found that some authentic areas with the potentials to bring huge profits to GE s hould be taken into stipulation by GE, such as biotechnology.Despite the organic growth, Immelt also hoped GE enter into a stable growth trajectory. As a result, the purpose of Ecomagination materialized, since it is a huge business opportunity and most importantly, it is an immerging trend in the economy which can bring GE sustainable and long-term growth sort of than only a few months. Immelt denote in 2005 that GE had prepared to focus its incoming to the eco-friendly technology, such as clean water and clean energy. Makower (2005) also found that almost every year, GE dedicates a vast amount of money in cleaner technologies, thereby ontogenesis some eco-friendly products. Moreover, GE tried its best to reduce the greenhouse firing off by 1% as well as make some alternative energy, such as hybrid-dual-fuel, which can bring huge profits to GE and improve its reputation in the global market.The third area which Immelt wanted to focus on is the development of infrastructures . After setting his goal, Immelt invested a large amount of money in upgrading the RD facilities and set up some research centers in other countries, including Shanghai and Munich. Furthermore, GE expanded its emerge market in China, India, and Africa.GE also gave prior(prenominal)ity to the marketing. Brady (2005) made a definition to the marketing a companys marketing group should pay attention to understanding the market needs and meet customers demands rather than just take in slogans for the products.4. Changes in Organizational StructureGE underwent a change in the basic structure of the organization in several aspects. Specifically, The world(a) seek internality agenda became more long term oriented rather than focus on short product development as it had in the past the GRCs agenda became more oriented towards the long-term. (bartlett pear et al, 2008). Besides, the organization had a more commercially oriented perspective to its decisions Immelt wanted the organizati on to turn its attention to the marketplace and to bring in a more commercially oriented perspective to its decisions. (Bartlett et al, 2008).Furthermore, Increase in Human Resources by the reinstatement of foreman marketing officer role formally abolished. In one of Immelts first appointment, Beth Comstock was named GEs chief marketing officer, a position Welch had abolished decades earlier. (Bartlett et al, 2008). Moreover, The external recruitment of human resources a formally uncommon practice in GE. Because of the shortage of internal talent, many of these marketing leaders had to be recruited from the outside, an uncommon practice at GE. (Bartlett et al, 2008). The composition of commercial council and experienced commercial leadership program are to oversee and drive change and the slowdown of job gyrations, so that the mangers can develop more in depth market and technological know takege. Immelt also encouraged an innovative nature in his employees and to take more risk s and possibly fail, which was opposite to the immaculate completion of objectives formerly encouraged in Jack Welchs era.5. Trade-offsIn order to implement the shift in strategical focus from the interior to marketing, Immelt realigned the human resource by recruiting marketing leaders from outside to shroud the lack of internal talent and forming the Experienced Commercial Leadership course to integrate newcomers into GEs culture and system. In terms of global expansion, which is also one of the Immelts strategies, Comte increased the Transportation marketing staff by 18 people. These implementations led to extra investment in terms of increasing personnel and learning newcomers.On the other hand, instead of operating efficiency and cost-cutting, Immelt focused on technology leadership by upgrading RD facility, upping RD budget 14% and authorizing two Global Research Centers in Shanghai and Munich. The change caused higher costs and more resources necessary in terms of RD.R ather than focusing on short-term RD as it had before, GE concentrated mainly on the long term. Furthermore, as one of Immelts management styles, spending longer on develop products is prior to acquiring companies for technology, compared to previously consistent growth primarily through acquisitions. Therefore, the result required longer time to reflect on profit.Immelt slowed the job rotation in order to develop growth leaders with deeper understanding in expertise such as market and technological knowledge. Moreover, the evaluation and reward processes which had focused on flawless and short-term execution were adjusted in order to encourage employees to take risks. As a result, although improving maestro skills and entry, these changes led to lower operating efficiency.6. RisksIn terms of earning per share, the average growth per annum from 1981 to 2000 as Welch was the CEO remained 23%, while only 7% from 2001 to 2009 when Immelt changed the strategic focus. Furthermore, foc using on long-term, more modernized and more limited RD projects led to larger uncertainty of the business, which strength be hazardous due to its innovation and unknown market acceptability. Therefore, although these changes represent a new era of GE, shareholders might lose their faith of the company.On the other hand, one of the GEs major divisions is GE capital services. From late 1980s, GE Capital Services increased more often than not and by 2000 it accounted for almost half of the total sales of GE Consolidated. However, Immelt put more emphasis back on GE industrial, and the operating profit fell overwhelmingly from US$6,593 in 2004 to US$2344 in 2009. (GE one-year Report, 2009) There was a symbiotic relation between GE Industrial and GE Capital Service. As Jack Welch was CEO, the main strategy of growing industrial division was acquisition because remaining profit of GE industrial enabled GE to be ranked as industrial company so that GE Capital Services could borrow at cheap rank and lend at higher rates, the fact how GECS increased its revenue. Immelt, nevertheless, abandoned the strategy of acquisition and upgraded the RD budget in order to enhance GE industrial because he wanted to make GE as a research-based and innovative enterprise. This move led to a collapse of the balance between GE Industrial and GECS and might cause potential risk in GE because GECS accounted for more than 40% sales revenue of total. (Froud, 2005)7. Transportation recommendationBesides the EVO, GE also prepared to focus its attention to the hybrid project since it is the perfect candidate to fit into the Ecomagination project which GE just announced and committed to save the environment. Hybrid was a project which aimed to reduce the venting and captures the energy generated during braking and stores it with the batteries. Consequently, by using the hybrid, it could reduce fuel consumption by almost 15% compared with other locomotives, which was helpful to the custome rs, environment and GE. However, the costs for developing the batteries and hybrid technology were extremely high and GEs limited finances and engine room resources required GE to weigh the opportunity cost of embarking on this project. These factors required the transportation division of GE to come up with three accomplishable scenarios The first option would be to explain that while the project as currently defined appeared to have very limited to short- to medium-term commercial viability, the business would commit to it as an IB and continue to explore alternative ways to make it successfulThe second approach would be to acknowledge the hybrids long-term potential, but suggest that it be placed on hold as in IB, perhaps by transferring primary responsibility to the Global Research Center to work on the battery technology in collaboration with sundry(a) GE businesses including Transportation-that had an interest in its developmentThe final alternative would be to recommend t hat the company acknowledge the fact that after three years of hard work on Hybrid, neither the technology development nor the market acceptance of the concept had indicated that it could be a viable commercial mesmerism in the foreseeable future, and therefore that it be dropped as an IB.After considering all the elements, GE should opt for the second option by the following reasons. First, to hold hybrid as an IB and meanwhile to develop the present technology may help GE to not only remain the leading(a) position among the present market but move forward to the future by researching in future trend. Furthermore, it would be relatively less risky than the first option due to the separation of the investment. The increased emphasis on gas emissions ensure that the hybrid engine will definitely become a necessity for the rail transport industry, this is also in line with Immelts goals for GE to be the 1st in innovative technology and embarking on trends that cannot be easily imita ted.The battery technology when completed can be used for alternative businesses in GE there by helping the company to be green and promote the environment. Due to the environmental wideness of the project GE can solicit help from the presidency to aid with the cost for the development of this new technology as highlighted by Bartlett et al (2008), Compte explained that his marketing organization had located some potential government funding for hybrid project.8. ConclusionIn conclusion GE is a company with strong strength of organizational cultures and uses task type of organizational culture. It was identified in the case study to be at the involution stage of the lifecycle chart at the time Immelt was made the new CEO of the company. The company was at the revival stage of organizational development, he accomplished this by changing the company from a result oriented unopen system to a process oriented open system.Moreover it is an organic organization which uses learning to improve its organizational and managerial capabilities. As a result it has diversified quality production and can be future in its environment, strategies and technology.Word Count 2492