Change Management and Human Resource Innovation Case Study by write123

Change Management and Human Resource Innovation
An examination of human resource innovation and change management at Boeing.
# 105778 | 3,555 words | 20 sources | APA | 2008 | US
Published on Jul 17, 2008 in Business (Human Resources) , Aviation, Aeronautics (General)


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Description:

The paper discusses the topics of human resource innovation and change management. It provides a background of the Boeing Company and an analysis of the changes that occurred and includes recommendations for an implementation plan. The paper states that the Boeing Company transformed itself as a result of a change in business operations. The paper concludes that as long as the company continues to implement changes, the future of Boeing appears bright, and the company will continue to function as the world leader in aerospace.

Outline:
Introduction
Background of Boeing
Analysis of Human Resource Issues
Ethical Concerns & Employee Motivation
Recommendations for Implementing Change
Conclusion

From the Paper:

"As a result of Boeing's defense systems, it has a strong international presence and its' mission consists of leadership and impact in the field of aerospace. This mission is felt internally, regionally, nationally and internationally, in research and service. Boeing's objective is to insure that it remains the Cindustry leader in the 21st century, and it has achieved this objective through a number of mergers and acquisitions. For example, in the 1990's Boeing signed an agreement with the three largest aerospace companies in Japan; Mitsubishi Heavy Industries, Kawasaki Heavy Industries and Fuji Heavy Industries. This aerospace agreement has been crucial to Boeing's long term objectives, because these are Japanese companies. Japan is the country that Boeing buys major assemblies, products and services from, and Japan offers extremely low competitive prices. The three Japanese companies are partners in design, manufacturing, and testing portions of the 777's airframe structure. This long-term objective has assisted the company to save millions of dollars on lower priced competitive goods that are necessary to the company functions. The Japanese companies now play more significant roles in the overall production of the 777's, an objective that continues to grow at Boeing."

Sample of Sources Used:

  • Bass, B.M. 1985, Leadership and Performance Beyond Expectations, New York, Free Press.
  • Bass, B.M. 1996, A new paradigm of leadership: An inquiry into transformational leadership, Alexandria, U.S. Army Research Institute for the Behavioral and Social Sciences. Benhabib, S. 2002, The Claims of Culture: Equality and Diversity in the Global Era, Princeton, University Press.
  • Bianco, A., Symonds, W., Byrnes, N. & Poleki, D. 2002, 'The Rise and Fall of Dennis Kozlowski,', Business week.Boeing. 2006, 'About Us', Boeing Website.
  • Bottorff, D. 2004, 'Culture Management Essentials', Ethics Website, [Online]
  • Businessballs.com. 2006, 'Action Centered Leadership. John Adair's action-centered leadership model', Business balls Website, [Online] Canto, V. 2002, 'How Enron Failed', National Review, [Online] Available at

Cite this Case Study:

APA Format

Change Management and Human Resource Innovation (2008, July 17) Retrieved September 25, 2020, from https://www.academon.com/case-study/change-management-and-human-resource-innovation-105778/

MLA Format

"Change Management and Human Resource Innovation" 17 July 2008. Web. 25 September. 2020. <https://www.academon.com/case-study/change-management-and-human-resource-innovation-105778/>

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