Case analysis: Deloitte & Touche Essay

In Deloitte & Touche, wo custody had accounted for almost half of all new hires through reveal the 1980s, yet by 1991, of the 50 tummydidates macrocosm nominated for intermitnership on that year, yet four were women. There was serious imbalance of antheral and female sex activity in the representforce despite steps to take care that the unfluctuating would be hiring women during the 1980s. Moreover, the high turnover of women leaving was accruing commodious expenses for the theater . In this paper, I result first discuss the challenges faced in the constitution and the reasons wherefore the management saw a need for an administration budge. Next, I will argue that the current situation favors the shift process and despite the realizable restraining forces Deloitte & Touche is in a good adjust in successfully implementing the strategies. I will then discuss the possible restraining forces that would hinder the change and comment on the recommendations and str ategies by the toil Force. Lastly, I will call forth however solutions that would encourage in overcoming the restraining forces so that this would further aid in the development of the change process.Mike Cook had initially assumed that the important reason why women left the kick the bucketforce in greater amount was due to family commitments. However, despite the strategies implemented in the 1980s to hire much talented women and ensuring that there was no glass ceiling for women in the firm, the statistics in 1991 proved that the previous solutions were not adequate and that the firm was incurring huge expenses due to the high rate of turnovers.Thus in 1992, a Task Force was formed whereby the firm hired unwrapside consultants to find out why women were not advancing at the comparable rate as men, and why they were leaving at a higher percentage rate. by and by much investigations and interviews, the Catalyst report showed that the top two reasons for their departure was because the women had sensed that there was a male dominated break down environment and that opportunities for life history advancement was difficult. An imbalance work-life which was perceived by Mike Cook as the main reason was ranked virtuoso-third in importance. Clearly, the management had foregoing identified the main reason incorrectly.When virtuoso examines the situation at hand, the firm is in a favorable position to execute the change. There argon two main reasons for this. Firstly, the critical set, whom are the partners in the firm are suddenly informed of the real bother the plagues the firm. Engaging the critical mass is crucial as their support for the change is important and their leadership would help transmit effectively the change strategies. Secondly, the firm is presently at the third stage of the development process, whereby they slang diagnosed correctly the exact problem. In addition, Lois Evans, one of the top-ranked women in the firm had l ikewise echoed that the current work environment was a crappy place for both woman to be. By identifying the precise problem, the constitution can now tackle more effectively and implement the reserve solutions to change the male dominated unified elaboration.Changing a corporate culture is extremely difficult and this in my opinion is the biggest restraining force. The challenge for any organization is how to reinforce people in changing an old culture that has lasted for so long. The key to the success is not to impose cultural changes, just now to facilitate an environment whereby employees are involved in finding their avouch new approaches to change. Another major restraining force that dexterity occur is that more male employees might sense a threat in their positional power. In addition, many male workers might start wondering whether these changes would profit them, and would start questioning the strategies mentioned by the Task Force which seems to favor women only. The organization at present is still not accustomed in see women in positions of power and thus by developing leadership platforms for women much(prenominal) as an advisory council might bring about suspicion and danger for the men.In examining the recommendations suggested by the Task Force, I do agree that the firm should hold workshops and seminars to educate and communicate to the employees that men and women are colleagues . I would suggest that during these workshops, change agents should inform the male workers their subtle actions and words can actually create an unwelcome culture for women. Insensitive comments that make women feel ill-fitting in the workforce should too be avoided. For example, statements such as psyche working part-time is not interested in the career or she has kids, maybe he should care the international assignments should not be make formally, as well as in an informal setting. In addition, managers should as well learn to avoid gender st ereotypes that women are incapable to handle intriguing assignments simply because they are mothers. Therefore by increasing the awareness of the dangers of stereotyping, male employees would understand and be more acceptable when they recognize and see major changes in the work environment that might favor women employees.I similarly agree with the Task Force that the firm should build goals in their phone line formulation and tin directional goals for women in leadership . Defining the criteria to quantity and monitor progress for women is also crucial. This is because better information and improving irritate to career development and training opportunities are significant ways in educating the women their route of advancement. It is obvious that if you do know what is available, the possibility of you attempting to take part would be much higher. Thus it is important to ensure that women receive the same opportunities as men and this can be solved by excogitation a c omputer programme to monitor the promotion rates among women and men.I would accordingly suggest that the Human resource department have a program that tracks work assignments to ensure that women at Deloitte & Touche are considered for premier clients and projects at equal rates as their male counterparts. Offices should be evaluated annually, ensuring women are being offered fair shots at career-advancing assignments. Another solution is to include women as assessors and to ensure that they are included on senior promotion interview boards. However, one should be cautious and avoid achieving a fix quota. The firm must(prenominal) highlight that equality and meritocracy still exists in the workplace between men and women. This is crucial so that the firm would avoid to be seen as promoting a women-favored environment only.Besides the listed solutions in the case study, there are further considerations that Mike Cook might need to consider. Firstly, it is important to have a po licy that is clear to the staff indoors the organization. Moreover, identifying the right people within the firm to implement the policies is vital as electing change agents who might unconsciously or consciously disagree with the new corporate philosophy might in return sabotage the whole change process quite a than aid it. Secondly, the creation of a positive environment has to start with the master(prenominal) executive officer and the leaders, and they must set the example in creating an standard pressure of encouragement for the women. The management must also be prepared to provide sufficient resources for the training and development of women.Thirdly, in the creation of a ductile work environment for women as recommended by the Task Force, the challenge the organization face is to dispel myths that the only way a worker can contribute and have the potential for career advancement is on accumulating work hours or face time. While the management should allow women to w ork at home on occasional periods, and be connected to the work site via a computer through tele-working, the complexity of have this plastic work environment or working from home is in the rule of supervision. Managers therefore need to plan and prepare for the experience of tele-work and develop subdue communication and accountability strategies. Managers should also be respectful to the employee and their personal workspace and have to be careful not to neglect the worker, causing them to fall into the out of sight trap.In conclusion, Deloitte & Touche is in a good position in sustaining and implementing the change process. This is because the firm has correctly identified the root problem and possess a strong Task Force in recommending overweight strategies. However, the firm must still be aware of possible restraining forces and also take time to set the right policies and choose the correct change agents within the firm to spearhead this change process. Managers should also be aware of the difficulties in having a flexible work environment, and thorough research and planning should be invested into this program so that they are better prepared to handle the transition.