Research Paper on General Electric Americas: Creating Technological Products to Enhance Life Quality

Introduction

The rise of technology, as well as its demand, has led to the development of various companies whose main aim has been to meet these needs. One such company is the General Electric Americas. General Electric Americas is a diversified technology, media, as well as financial service company that is focused on creating technological products to make life better and more comfortable. Some of the services offered by the company rangers from jet engines to power generation, medication imaging to news and information, and financial services to plastics. Since the development of the company, a lot of values have such as speed, flexibility, trustworthiness, and flexibility have been embraced. These elements have helped the company to achieve massive success globally. The company has garnered over $163 billion in assets, which has made it become the leading provider of credit services to retailers, consumers, and auto dealers in more than fifty countries globally (Corman, Upadhyay, Sinha & Sweeney, 2016). Even though the company has been successful over these years, there are some challenges that it experiences. Therefore, this paper seeks to describe the status of the company that led to determining that change was necessary, the model of change in the case study, the types of information evaluated, and how the company's success is going to be in five years.

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Description of the Company

As mentioned earlier, General Electric America has been prosperous over the years, but some challenges are facing the company. GE Money America offers a wide range of financial services. These services require that the company should be well equipped with adequate staff that will assist in discharging these services to the consumers effectively. In 2000, General Electric America's realized that it was not getting right in terms of employee recruitment. GE America, the leading provider of credit and banking services, started experiencing staffing problems as it is in many large organizations.

Some of these challenges included inconsistent interview practices, decentralized staffing processes, and that a variable candidate quality that forms a small number of workers. Also, the time taken to fill a vacant position exceeded three months, and the cost hire averaged more than $ 8, 000 (Joseph & Ocasio, 2012). These problems made the company realized that it needed to change its recruitment process.

Model for Change Theory

Change is important; hence it has to be quickly adopted so that the organization can correct its problems to realize its goals and objectives. Various theories have been developed, which can be used to embrace change effectively within an organization. In this case study, the model for change theory that has been employed is the ADKAR model. The ADKAR model is a goal-oriented tool that enables the change management team to focus on the activities that will help these goals to be attained.

The main factor that helped in the identification of this model of change theory is that General Electric America has a particular purpose in mind, and that reduces its staffing problem, which was undermining the success of the organization. In this case, various steps of the ADKAR model had to be followed.

The first step is awareness, whereby General Electric America was aware of its problem and what it had to do to embrace the change (Boca, 2013). The second step is the desire to bring change to the organization. In the case study, it is evident that General Electric had a lot of desire to ensure that change was adopted into the organization so that the staffing problems are eradicated. The third step is knowledge of how the needed change will be brought into the organization(Boca, 2013). General Electric knew how it would bring the change into the organization, and the main way was outsourcing the recruitment process.

The fourth step is the ability to introduce the change regularly. In GE America's case study, the company could introduce new changes to its operations. The last step is reinforcement, whereby the new changes that have been implemented within GE America will be used over and over to helping it meet the goals and objectives (AL-Qahtani, 2010).

Types of Evaluation Information

Evaluation is essential when changing from one event to another because it helps to understand whether something is worth or not. Information plays an indispensable role during the process of evaluation, as it helps to understand several aspects. In the case of General Electric America's, evaluation needs to be carried out to know whether the new changes are effective. Therefore, there were different kinds of information that were collected during this practice, which were important to the company in many ways.

Staffing and Activity Costs

The first type of information that was used for evaluation, in this case, was the staffing as well as activity costs. Information on staffing and activity costs is important in the sense that it helps the organization to understand the amount of funds being spent in recruiting the workers. The new changes are supposed to reduce the amount of money spent on activities related to staffing. Therefore, the high cost of staffing shows that the changes that the organization implemented were not effective.

Number of Applicants

The second type of evaluation information collected is the number of applicants. The changes embraced by General Electric America's was supposed to increase the number of applicants received. Therefore, this information is vital for the company because it will help it to monitor the number of applicants. An increase in the number of applicants shows that the changes the company adopted were effective as the new technology supported in faster screening.

Number of Days to Fill Position

The number of days taken to fill a position is the third type of evaluation information. The number of days taken to fill a position was one of the recruitment problems that the company was facing. It is evident that earlier, the company would take more than three months to fill a position. Therefore, the number of days taken to fill a position should be understood for the company to know the progress of the change. In case the number of days taken to fill a position has reduced, it will be evidence that the change that the company has implemented is working.

Staffing Process and a Dedicated Team

Another evaluation information that should be collected is the staffing process as well as a dedicated team. The main goal of the company when adopting the new change was to have a centralized staffing process where all activities are done from a central point and to have a team that is dedicated. Therefore, this evaluation information is vital to the organization in the sense that when the staffing has been centralized, and the team becomes dedicated to working hard, it will be a sign that the change is effective.

The Success of the Changes

Embracing these changes into the activities of the organization will result is a success since major goals and objectives will be attained. In the next five years, there is a high chance that the company will have reaped a huge success from the changes that have been introduced. General Electric provides a wide range of services; hence it should have adequate employees in various areas.

The new changes allow for employees to be hired effectively than how it used to be. Therefore, in the next five years, General Electric America will experience great success because it will have enough and skilled employees who will be able to handle these activities for the company and ensure the goals are met.

Moreover, there is a high chance that the presence of skilled employees will help the company to grow so that it can expand its activities into new markets (Silzer & Dowell, 2010). However, not every journey is smooth, as some challenges may come along the way. In this case, some of these problems may cause the results to become ineffective (Silzer & Dowell, 2010).

One of the adjustments that can be made in this case is that the management should become strict. Strict management will ensure that all the procedures are followed and that there are no loopholes (Silzer & Dowell, 2010). Another adjustment that can be made is that incentives can be offered to the employees so that they are motivated to work hard and ensure that the goals of the organization are met.

Conclusion

In a nutshell, change is one of the important elements that have to be embraced within an organization. One such company that has seen the importance of change is General Electric America's. GE America was experiencing troubles regarding its staffing, which prevented the goals from being achieved. The company became aware of the problem, and immediately it sought resolutions to it. GE America' decided to outsource staffing activities from another firm. In this case, the theory of change model that was used by the company was the ADKAR model. In the ADKAR model, the company was able to be aware of the problem that required immediate change to be solved, and then have a desire for the change. After that, there should be knowledge of how the change will be implemented and reinforced so that long term goals can be achieved. After the change has been implemented, an evaluation must be done to find out whether it was successful or not. In this case, there are some evaluation information that has to be collected by the company. This information includes the number of days taken to fill a position, the number of applicants, staffing and activity costs, and centralized staffing. Evaluating these aspects will help the company to find out whether it is moving in the right direction after the change. Therefore, it is recommended that the company should hold on to the change so that within the next five years, most of its goals and objectives will have been attained.

References

Boca, G. D. (2013). Adkar model VS. Quality management change. In International ConferenceRisk in Contemporary Economy, Galati, Romania. Retrieved fromhttps://www.researchgate.net/profile/Boca_Gratiela/publication/266310181_ADKAR_Model_vs_Quality_Management_Change/links/542c09a80cf27e39fa920e63/ADKAR-Model-vs-Quality-Management-Change.pdf

Silzer, R., & Dowell, B. E. (2010). Strategic talent management matters. Strategy-driven talentmanagement: A leadership imperative, 3-72. Retrieved fromhttps://books.google.com/books?hl=en&lr=&id=dwRdbW1v_kcC&oi=fnd&pg=PA3&dq=Strategydriven+talent+management:+A+leadership+imperative&ots=rQOA-JlvY2&sig=vO1ywfiEeTUxYYd_QZenJB7aGTg

Joseph, J., & Ocasio, W. (2012). Architecture, attention, and adaptation in the multibusinessfirm: General electric from 1951 to 2001. Strategic Management Journal, 33(6), 633-660.Retrieved from https://onlinelibrary.wiley.com/doi/abs/10.1002/smj.1971

Corman, G., Upadhyay, R., Sinha, S., Sweeney, S., Wang, S., Biller, S., & Luthra, K. (2016).General electric company: Selected applications of ceramics and composite materials. InMaterials Research for Manufacturing (pp. 59-91). Springer, Cham. Retrieved fromhttps://link.springer.com/chapter/10.1007/978-3-319-23419-9_3

Al-Qahtani, B. J. (2010, January). Improving safety behavior using the ADKAR model. InMiddle East Health, Safety, Security, and Environment Conference and Exhibition.Society of Petroleum Engineers. Retrieved from https://www.onepetro.org/conference-paper/SPE-136500-MS