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Welch

In: Business and Management

Submitted By syafiq
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1. How difficult a challenge did Welch face in 1981? How effectively did he take charge?

2. What is Welch’s objective in the series of initiatives he launched in the late 1980s and early 1990s? What is he trying to achieve in the round of changes he put in motion in that periods? Is there a logic or rationale supporting the change process?

Welch’s objective in the series of initiatives he launched in the late 1980s and early 1990s is to rebuild the working culture in the organization itself. This is to improve the performance of each employee after the change in business environment. The type of employees required are those with upgraded skills, working to their full potential and equipped to deal with the changing demands of the workplace; employees with higher morale, career satisfaction, creativity, and motivation; increased productivity and responsiveness in meeting departmental objectives. Thus, they will contribute better in order to improve the productivity of the company as well.
There are a few changes done in that period which include introducing training programs and change in business target.
The training programs aims to encourage growth and career development of employees as stated in the Philosophy of Human Resources Management. Afer going through drastic restructuring, the organization was still reeling from culture shock and management exhaustion. With the ongoing development of the training facilities and programs in GE from needing the assistance of consultants to run the training centre themselves, more significant benefits have been achieved. For example, improve skills and knowledge that can be immediately applied at work, increase motivation and job satisfaction, create a network of colleagues for problem-solving and promote communication and planning throughout department networks.
In late 1988, Welch refined the core elements…...

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