Christina Gold Leading the Change

Christina property Leading Change in westerly heart and soul Challa Fletcher March 13, 2012 GM504-01N organizational Excellence & Change Professor Rogerson Unit 1 Case Analysis Christian funds is met with many antonym as she works to define westerly northwards globular push throughment. The new chairman of Western aggregate points bulge that Western Union outside(a), a single entity responsible for all of Western Unions international organizational operations, was not sufficient enough to meet the global clientele.Fully well-read in geography and varying cultures, Gold understands that each region must be treated unambiguously based on its regional needs and culture (Gosling & Mintzberg, 2003? ). By 2003, Gold proposes that Western Union International be divided into three divisions the Americas Europe, Middle East, Africa, and South Asia and Asia-Pacific. Each region bequeath be take by a division head. Golds theory is that each leader head wad better manage the cultural needs of the individual regions, helping Western Union better rate its consumers in unlike cultural markets.The fear of lost revenue and harvest-home surmount is causing waffle in the p arnt company, First Data Corporation. Gold also faces opposition of her peers who agree with her strategic design to grown Western Union International but differ on other aspects such as profit and loss office and decentralization. Major Issues Expanding globally requires putting place in the hands of tribe who may not be familiar with the standards of operations. Western Union is U. S. entric and despite cosmos in 195 different countries, they know not relinquished any control over marketing or their product lines. gravid up control of long U. S. managed projects is not well received amongst the current four senior fault prexys (Konrad & Mitchell, 2005, p. 6). There is a combination of interactive management and inactive management making decisions for Western Union . Western U nion has steadily grown gaining eighteen percent of increased revenues in 2002 (Konrad & Mitchell, 2005, p. 4).This ontogeny took place under the current Western Union and Western Union International. It is be urinate of this steady addition, due to nothing more(prenominal) than regular marketing, First Data Corporation is satisfied with the current make-up of the organization. Inactive management wholly responds to change when it is absolutely necessary to avoid an imp closureing crisis (Ackoff, 1999, p. 50). Where First Data is inactive, Christina Gold is interactive. Gold is aspect at future development of the Western Union and not right at where it has been or where it is straight (Ackoff, 1999, p. 5). Alternate Course of Action Compromise and start small one region at a time. Change can be big and quickly become over agencying. Jana Johnson, vice president of decision maker development for First Data, admits that the size of both Western Union and First Data is penetr atingly large, and cunning which direction to grow is a challenge (Konrad & Mitchell, 2005, p. 12). The implementations of all three international divisions do not have to take place at the like time. Rapid growth can cause issues to spring up all at once, over hold ining the new system.Such difficulties could include product introduction timing and new unconnected policy implantation. Addressing these issues with three different divisions simultaneously can be too much for the organization to bear at once and still remain operating effectively without causing profit loses (the sole repair of Christina Gold). To test the international division, Western Union can begin with opening the largest of the three divisions. In the low gear the division leader will take charge of marketing for the region and slowly begin to earn the profit and loss responsibility.The remaining two divisions will remain under the umbrella of Western Union International until the test trial of the larges t division is complete. A new division can roll out based on a developed schedule. Change is not permanent. If any division is no chronic feasible and begin to lose profit it can be readjusted, or disassembled with each of its parts being restructured to other divisions. Management style of organization should be changed to be more future focused. Christina Gold and her supporters be operating interactively.The new design of Western Unions international railway line is being spread out before a crises need is looming over the organization. Gold proposes a rootage process for where the company should be aiming for in the future (Ackoff, 1999, p. 58). Restructuring Improvements Restructuring is a part of growth. Western Union cannot go into the international market with the same management. Western Union needs management that mirrors the culture they are to represent. The environment will better worry to this type of leading. Marketing and new product lines will be strengthened by the change in management restructuring.The division head will better be able to assess what marketing techniques will be better suited to the environment. These divisions will also be able to design new products an precipitously market those that their cultural environment could better utilize. Division heads will be able to asses which products to work as well as serve how those products fair in the environment. They will closely adjust marketing tools, knowing what works better for their regions. This knowledge of culture can also clear up language and talk barriers.Divisional heads will understand the nuances of what is appropriate and what is not in a region (Konrad & Mitchell, 2005, p. 5). The new restructuring and international growth will optimize the six core strategies of Western Union. Two of the six core strategies, develop a global brand and enhance global network distributions, applies directly to growth in international markets. Western Union is US centric in it s management and production (Konrad & Mitchell, 2005, p. 1 6). In order to extend globally they must restrict their management style and those they use to manage the various divisions.By adding the additional international markets, increase their purchasing ability and ken, Western Union will be developing the core strategies of increasing productivity. More availability of services to a larger market will also increase awareness and improve service excellence. Finally, Christina Gold determined Make Yerington as senior vice president of business development. Mike Yerington has been with Western Union for 30 years (Konrad & Mitchell, 2005 p. 11). The position of Western Union Americas was also devoted to a Western Union veteran. The final strategic core strategy is to develop leaders from at heart the organization.This is an important strategy for Christina Gold after her own organization growth was taken from her causing the end of her career with Avon (Konrad & Mitchell, 200 5, p. 2-3). Western Union can continue on this inner organizational growth by assigning the vacant Asian-Pacific divisional leader position to some one of the region who has shown great leading abilities throughout their time with Western Union. Recommendation Trust the individual that was placed over the company. Christian Gold was chosen as president of Western Union because she has impeccable experience in management and global operations.Her degree in geography and experience gives her a clear vision of processing needed change. Gold exemplifies strong leaderships skills demonstrated in her vision of Western Union beyond its current market placement. An modern leader begins the change process and takes risk (Kouzes & Posner, 2009, p. 3). Gold is aware of the challenges that will be faced by Western Unions International Divisions, but she sees beyond the organizational development process and sees the vision of the organization. She shares this vision with others (Kouzes & Posn er, 2009, p. 3).She gives others the power necessary to make decisions, and achieve organizational goals (Konrad & Mitchell, 2005, p. 13). Gold wants to give the three division leaders the responsibility of profit and loss believing they can handle the additional task. A true leader gives control and in return they receive loyalty and support from their followers (Bryant, 2010, p. 35). Gold has this loyalty of the already placed vice president and divisional leaders. Failure to allow change in Western Union could exist First Data Corporations market growth internationally but also the resource they have in Christian Gold.Failure to trust Golds judgment and to look over the potential she possesses may cause her to leave the organization. In the past when an opportunity that was earned fairly by Gold was given to other she left the organization (Konrad & Mitchell, 2005, p. 3). The growth of Western Union will not continue to be just because, Western Union must be able to penetrate d eeper into the money market and Christina Gold is beginning this process in the international market. To continue effectiveness growth, Western Union will have to see the asset they have in Christina Gold (Lawler III, 2003, p. 87). Conclusion * Western Union has experienced continual growth throughout both its domestic and international markets, however Christina Gold see the need for international change. Christina Gold, president of Western Union, proposes a plan that will not only grow the international Western Union but also develop the six core strategies of Western Union. The major issues stem around the changes to the product line control and debates of the need for management change is necessary to advance international markets. All of the challenges are not negative.Those who agree with Christina Golds international development, differ on the need for decentralization. Despite the opposition for change, Christian Gold still strives to be a vision focused leader, encouraging her team and creating leaders from within the organization. First Data Corporation must see the asset in Christina Gold and trust her assessment of the needs of Western Union. References Ackoff, R. (1999). Re-Creating the Corporation A Design of Organizations for the 21st Century, Oxford University Press. Bryant, J. H. (2010).Leading with love in a fear-based world. Leader to Leader, 2010(56), 32-38. Konrad, A. & Mitchell, J. (2005). Christina Gold Leading Change at Western Union. Harvard Business Publishing. Product 906M07-PDF-ENG. Kouzes, J. , & Posner, B. (2009). Five trump out practices. Leadership Excellence, 26(7), 3-4. Lawler III, E. (2003). Why treating people right pays off. Treat People Right. In J. S. Osland, M. E. Turner, D. A. Kolb & I. M. Rubin (Eds. ) (2006). The organizational behavior lecturer (8th ed. ) (pp. 581-593). Upper Saddle River, NJ Prentice Hall.