Organizational Behavior Remaking Jcps Organisational...

SYNOPSIS JC Penney Corporation (JCP) is a more-than-one-hundred-year-old company which has got into trouble in the late 1990s and the early 2000s, but a dramatic turnaround happened after the good leadership quality of few key people, Questrom and Castagna between year 1999 to 2004; Mike Ullman and Theilmann between year 2004 and onwards. The contributions of Questrom and Castagna were more on optimizing business operation while Mike Ullman and Theilmann were more on changing the organisational culture. Shortly after joining as chairman and CEO of JCP in December 2004, Mike Ullman along with his top management team took various initiatives to change the climate and culture of JCP from the rigid one into more flexible and democratic†¦show more content†¦By looking in the different view, Ullman dare to shock the system of JCP which was deep-rooted and had been reinforced decade after decade. This revolutionary new idea is difficult to be found from internal workers that adapted the cu lture since the first day when they step into the workplace. In terms of experience, we can found the fact from the case study when Ullman had put teaching hours at the academy. During teaching, he is able to share his experiences when working with other companies and resulting employees have wider view and way of thinking rather than think from one angle. This has shown Ullman’s knowledge and experiences are highly valuable to employees’ development. The second reason of concerning making the appointment as CEO person from outside is due to New Broom Effect. A new outsider has the advantage on helps to facilitate change in culture as new management will often make radical changes. When Ullman succeed Questrom, employees instinctively have the mentally preparation of facing organisational changes made by new leader especially he is perceived as an experts with rich domestic and international experience in the retail industry. The changes that he has made became much persuasive if the confidence level of employees to him is high. Ullman gain the extra marks on convincing the changes. According to