Case Study: Large Group Interventions at Airbus’ ICT Organization
Sandermoen School of Business, University of Fredericton
MBA 5025G: Leadership in Change Management
Professor: Dr. Ronald E. Biron
July 10, 2022
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Case Study: Change Management at Airbus ICT, Papers of Production and Operations Management
This case study examines the successful implementation of whole systems transformation (wst) at airbus' ict department. It details how the cio, guus dekkers, and a team of experts, led by susan donnan, addressed the organization's change fatigue and resistance to transformation. The study highlights the key elements of wst, including the importance of alignment, commitment, and communication among stakeholders. It also analyzes the summit's agenda and its impact on fostering a shared vision and driving change within the organization.
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Case Study: Large Group Interventions at Airbus’ ICT Organization Sandermoen School of Business, University of Fredericton MBA 5025G: Leadership in Change Management Professor: Dr. Ronald E. Biron July 10, 2022 Introduction
An EADS company, also known by the name of Airbus is one of the leading aviation manufacturers in the world. This company employs more than 55,000 people and is headquartered in France. A network of more than 1,600 suppliers from thirty different countries is also housed within the company. Airbus Information and Communication Technology has been "rooted in a transformation process" by Information and Communication Technology, a multinational corporation (Cunningham, 2019, pg. 315). This case study details the transformation process that the Airbus ICT department underwent. ICT wishes to begin a transformational process shift that will be driven by the CIO, a third-party consultant, and a team that includes new hires, internal managers, and individuals from outside the aviation industry. The team is creating a new organizational structure, vision, and mission. According to the consultant's expertise, harmonizing the organization's designs will help the firm to operate at a higher level and increase its performance. ICT determines that altering the corporate culture is necessary before successfully implementing change. WST, or Whole Systems Transformation, is planned and executed as part of this initiative. Case Summary: According to what I understand, Airbus hired Guus Dekkers as their new chief information officer in June 2008. However, there had been a string of reorganizations over the previous seven years, resulting in the division, integration, and further division of the firm. The staff in ICT became cynical and change fatigued because of the organization's numerous reorganizations over the past seven years, which also led to an inadequate level of productivity. At Airbus, information, and communication technology (ICT) is always active. The core of Airbus' main hub is served by it. The CIO's issue was implementing the necessary modifications to obtain the desired outcome from senior management. He encountered a
It is critical to consider several aspects while evaluating efforts. The Airbus intervention was suitable for the company's requirements. The ICT staff had seen many reorganizations, making them jaded to change and unable to deliver the results the business needed. In my perspective and analysis, any intervention must adhere to a particular standard. Before Susan, interventions were inadequate, staff members were worn out from earlier interventions that did not fulfill their requirements, and as a result, staff members underperformed, and the company's anticipated results were not achieved. Sussan employed a single intervention that completely matched the existing situation, could address any problem and improved employee performance. Because Susan had a similar experience in the past, she knew what should be done in this circumstance, and the organization used the Whole System Information Model to guide her precise intervention. This model incorporates elements of numerous large-group treatments, and its goal is to assist top management. It was developed to make it simpler for the leaders to join and collaborate in several capacities. It is used to provide CEOs with a platform from which to encourage change within the organization. I can assess how well the interventions affected the organization. The research found that this intervention's unique characteristics: the executive team's transformation, alignment, and commitment to the transformation were key factors in its success. Because all executives were on the same page, the reform ideas were easy to implement among the organization's members. My research and assessment of the intervention's design were highly appropriate for this company. Since Airbus is such a large corporation with more than 50,000 workers and is dispersed across so many nations, I believe the WST (Whole Systems Transformation) was ideal
for it. Guss Dekkers made a crucial decision regarding how to implement the change because he was aware of how doing so would affect the company. There are five realities about this process in WST intervention models: system, purpose, journey, theory, and values. Throughout the course of the intervention, these five realities are interwoven with one another and work cohesively as a whole. I can say that these five realities were present in Airbus' intervention approach after learning about them and reading this sample case study. They have clearly outlined the purpose of the change initiative and brought in values that clearly defined their journey. The system was aware that the procedure would take some time and involve all current and future employees. In my perspective, the ideals of the Airbus organization are now better understood and correctly conducted because of the reform process. After learning a little bit about each reality, I can confirm that this strategy was in fact properly applied at Airbus and that it has had an impact on the organization's present and future. Guss Dekkers believed in Susan Donnan, and the summit participants, together with Airbus staff, believed in the intervention's procedure, which helped to increase the strategy's level of success. Summit’s Agenda Flow and Opinion on Planned Activities and Their Execution For the purpose of accelerating the continuous implementation of ICT's vision and mission, the summit's objective was to create a single team with a single voice. Allowing the entire organization to fully commit to and participate in the transformational process and ensure Airbus' success and long-term viability. The first day would start with an emotional video presentation of the A380's first flight, followed by a speech by the flight crew's captain, Fernando Alonso, on the virtue of trust. The organization's general system, what is working and what must be changed, working customer viewpoints, elephant problems, and building table
To sum up, the intervention proved to be successful for Airbus since the executive team's willingness to change, align, and support the transition were crucial components of the intervention. The organization's members found it easy to implement the reform proposals because every executive was on the same page. I can say that this case study used an intervention strategy that was appropriate for their large corporation, and the determination of both the leaders of this organization and the employees' willingness to change created a brand-new perspective for this company that has helped lead Airbus into a more promising and bright future. References
Cummings, T. G., & Worley, C. G. (2019). Organization Development & Change. Cengage.