A case study of Nordea Bank's management project of migrating to a new business model.
Written in 2009; 3,450 words; 10 sources; APA; $ 97.95
Paper Summary:
The paper looks at Nordea Bank's attempt to install a new information system in migrating to e-business and how it involved organization-wide restructuring. The paper focuses on the management of this project, and highlights the role of HR managers who enable the management to effectively communicate with the employees. The paper also discusses how the problem of employee resistance can be mitigated in general and how it was addressed in this particular case.
Outline:
Introduction
Challenges in Managing Large Scale Change
Managing change in Nordea Bank
Recommendations
Conclusion
From the Paper:
"The strategic alignment process is a critical consideration in terms of maintaining the strategic focus of the company during managing a large scale change project. The strategic alignment process takes place in respect of four areas: business strategy, IT strategy, organizational issues and information systems issues. It is in organizational issues that cultural considerations become important. Employees are the most important assets of an organization and therefore successful change management depends on employees' acceptance of it. However 80% of the change management projects fail because employees are resistant to the idea of change (cited in Kotter, 1995). This is because change requires them to learn new ways of doing things and they do not have the confidence that they will be able to cope with new operational challenges."
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