please answer everything

\#1 What steps did Stayer follow to pursue his organizational change? - ( To create a climate for change). - (One of engaging \& enabling the ORG.). - (C. To implement and sustain change). \#2 Name three obstacles or problems Stayer found in his company? \#3 Describe six things troubling (to Stayer) about the company before he started his quest for organizational change. - profits for the industry. - Growing at a rate of - High or Low product quality? - level of attentiveness and involvement by employees and management. - A type of organization structure with predominant centralized or decentralized form of management control. - A degree of formal structure and culture. Rigid top down? - Anything else you find interesting about the organization ? \#4 Describe the three key points of the firm's new compensation structure? Is it better? Why? \#5 Explain the implications of its new organizational structure. - Chain of command reduced or expanded? Provide and example. - Responsibility in each team. Were teams given more or less? Provide and example. - Operations-name two changes in Operations/Manufacturing. and - Quality department. Name one important change made in Quality Department. Do you agree with that, explain. - Learning and Personal Development Team. What were these two departments goals? \#6 Explain the aims and results of the new Learning and Personal Development teams. - Personnel/HR - Personal Enrichment Goals 7 Describe the main conclusions of Stayer on rganizational change. - Members of the teams that form the organization were (more/less) involved in communication than before. Provide an example. - Organizational change is the real job of every - The most important THING is the PROCESS used to produce change, not change itself. (Sounds a bit like President/General Dwight David Eisenhowerwho said, "Plans are not as important as the planning that goes into creating them," doesn't it?) What do you think he meant by this? Provide an example of this at Johnsonville Foods, Inc