Delloitte Touche Case Solution And Analysis, HBR Case Study Solution & Analysis of Harvard Case Studies

Abstract

The case illustrates the “women initiatives” program initiated by Cook in 1993 to empower and retain the women in the organization. It took strong initiatives to change the culture of the firm while onother hand incorporate equality and justice which is not subjected to gender. Back in 1993, cook decided to take initiative to empower women and forthat he framed program “initiatives and advancement of women” and supported it through a Force team which gauged analyzed and implement the change in the organization. The firm has to face two challenges in making the program successful. One it has to disseminate power from men to women and two, there were no sure results of improvement in making these cultural and organizational change and above all the issue resisting the change was the behavior of the people who are generally not risk taker once reached certain position in the firm. Numerous changes were made by cook in order to inculcate change in the organization.For exampleoperational changes were made, which broke the stereotyping of the word “women “has in workplace. Secondly, the assessment criteria s were changed to encourage women to stay with the organization and last flexible working hours were enforced thoroughly into the culture to ensure the retention of women even after being partnered.

Keywords: change management, Organizational change, Women empowerment, Cultural Change.

Delloitte Touche Harvard Case Solution & Analysis

1- Assesses the Women’s Initiative and workplace culture change. How effectively did Deloitte & Touche manage these changes? How do you feel about the sequence of events?

Delloitte &touché identified the rising issue of women leaving the workplace frequently and that all the top management consist of men only making women have the organizationbecause of no careergrowth. Thecompany also identifiedthe issues which people are facing but does not want to talk over it as they feel they mightseemfoolish. Under these circumstancesthe company launched a new program namely “women initiative program” whose mission and aim has been to empower the women and shiftthe culture from male dominance to equality based with no biasnessof gender. Under the women initiative program, the companytooknumerous steps and changes in the structure to inculcate the change into the originationstructure.The. first thing company pursued, it made a committee of both male and females where they can talk about the underlying issues or thought that theyhave regarding job, working in there company and regardingeach other’s as a colleagues.The step greatly helped the Force team to drive the findings that can help build and devise a better change plan that caters both genders and also resolve the un-said issues in order to make the organization a happy place to work in.Secondly, the company hired catalyst team that served as an advising agency in inculcating change in the organization. The team identifies the groundswhich helped the organization to focus its energy and resources on those particular ground that plays an integral role in shaping the culture of the organization.In doing so, the company re-strategized the operational department by making the women initiative internally and also externally announced...........................

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