Reference no: EM133054123

Change management:- The Case: Organizational Learning at Ford's EFHD

In order to deeply embed organizational learning in our infrastructure, we have paid particular attention to our reward and recognition practices. One of the challenges we had to overcome was our tendency to reward results over improvement efforts.

If product managers are promoted based solely on the success or failure of their launch, they will be less open to sharing their most successful strategies (for fear of losing their "competitive edge" over other managers) and less willing to share their failures (for fear of "looking bad"), both of which decrease the learning opportunities for the division as a whole.

To overcome this tendency, we have tried hard to reward commitment to organizational learning. In the last three years, the program managers that have been the most honest and most open with their learning - both in terms of things gone right and things gone wrong - have been promoted. In one of those cases, the launch was less successful in terms of the hard metrics, but the manager did a wonderful job of making sure that all current and future managers knew what went well and what didn't. When these promotions were announced, the message was clear: these people were recognized not only for launching their products successfully, but also for supporting organizational learning throughout EFHD. Learning is now seen as a critical metric for whether people exhibit the leadership styles necessary to be part of top management at EFHD.

https://thesystemsthinker.com/the-organizational-learning-goal-at-fords-efhd/

1. Please suggest type of learning was this organization using? and help to understand on why are they using it?

2. Please suggest the problem was this type of learning causing the organization and how?

3. Please suggest on the behavior reinforced or supported this type of learning? and the reasons?

4. please suggest the change introduced? How did it shift the focus in their learning?

5. Please suggest on the characteristics of this change? (knowledge sharing, continuous improvement, and risk taking for example)