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Role of vision in managing change (PTCL).

Vision has an essential role in any organization. Vision is an image of the future it is where

direction and is therefore a source of motivation and energy. Whenever an organization requires a major change they first focus on the vision. They look is this mission is complying with the change or not. And get a vision according to the required change and use it as a tool

to implement a change in the organization, it gives it a direction as well as the purpose of the change. Here I quote something by Sullivan & Harper who said:

Vision can provide both a corporate sense of being and a sense of enduring purpose. While incorporating a measure of today's success, vision transcends day-to-day issues. And, by providing meaning in both the present and the future, vision can empower and encourage leaders and followers to implement change (Sullivan & Harper 1996)

As vision is considered as the major change agent we have to keep in focus these major points:

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For the practical implication of this concept I am taking the example of Pakistan Telecommunication Company Limited. This company was a government asset. They were typically working as like government organization does in the third world and developing countries. The company was using the infrastructure, equipment and all the other strategies which were up to 40 years old. The PTCL was getting down and down. Revenues were going into negative and there were a lot of complaints in the market. At this level, Government took

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to achieve (Manage Change).

A vision should be clear, concrete guiding picture of the results or condition you want

A vision is a source of inspiration and guidance so be careful in it. A vision can be the glue that holds everyone together in a group, organization, or movement.

If the vision is big and inspiring enough, a vision, just by being powerfully stated, can set in motion the energy needed for its own attainment.

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we are heading. In further context if we look for a vision, so a vision clarifies purpose and

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a decision to make it private. As the firm went private, the management take a decision to have a change in the organization and first thing they do about this they have new vision, mission and goals for the company. The new mission was explicitly for the purpose of the research and development and introducing a real change in the organizational controls, functions and products too. The Vision statement for the PTCL is now: To be the leading Information and Communication Technology Service Provider in the region by achieving customer satisfaction and maximizing shareholders' value'.

The future is unfolding around us. In times to come, we will be the link that allows global

communication. We are striving towards mobilizing the world for the future. By becoming partners in innovation, we are ready to shape a future that offers telecom services that bring us closer.

Now as the according to the vision statement, it clearly defines that company needs real actions in the fields of the research and development to attain their lost professional integrity, customer satisfaction and company goodwill and loyalty. Successful change is hinged on a picture of a desirable future. Vision can provide both a corporate sense of being and a sense of enduring purpose. Without a sensible vision, change efforts can dissolve into a list of confusing projects that take the organization in the wrong direction. It is important that the vision be easy to communicate (Kotter 1995).

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alternatives.

So the PTCL took and a corrective action according to quote above and they took these actions step by step and get huge success in managing change: 1. PTCL defined a clear, concrete and attainable vision statement to manage change. 2. They expand their target audience as the need for change begins to crystallize, the strategic leader can begin to expand discussions to a broader cross-section of organizational members, paying careful attention to their reactions, suggestions, and

3. GATHER AND BROADEN THE POWER BASE; As the strategic leader develops greater clarity around the need for change, he/she will begin to pay attention to power figures in the organization, and may commission studies of alternatives. 4. Alert the organization to describe this emerging vision by strategic leaders. 5. Communicate the vision showing what actually they want to change in the organization.

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6. Created a sense of urgency so that employees motivation level can be boosted up. 7. And finally managed the planning and organizing the change process so that at the end the company have not to face any major incident.

References
Company Official Website:

Electronics Interview with:

Article:

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http://telecompk.net/2007/09/04/ptcls-privatization-the-biggest-financial-scam-in-pakistanshistory/

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Shahzad Khalil ( R & D department) Shahzad.khalil@ptcl.net.pk ph: 051 - 111 20 20 20 Corporate Headquarters, Block-E, G-8/4, Islamabad-44000, Pakistan

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http://www.ptcl.com.pk/aboutusc.php?NID=91

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