Fictional Case Study Case Study
- Length: 5 pages
- Sources: 15
- Subject: Business - Management
- Type: Case Study
- Paper: #26643750
Excerpt from Case Study :
Fictional Case Study
Detailed change plan
The case study provides an example for assessment of an organization's culture, leadership style, and operations. The recommendations of assessment are implemented through a change management plan. The change management plan presented below is based on the theoretic framework of transformational leadership theory. The model provides a reliable source for inspirational role of leadership and managing the organization through reliable techniques (Cameron, & Green, 2012).
The present state of an organization is relevant for understanding the culture and its performance. It also reveals the operating environment and employee's perception. The situation analysis in an organization can be performed through various methods. Research techniques are applied to understand the situation in most cases. Interviews, focus groups, and survey are also widely adopted techniques. The enterprise in our case has deployed an internal survey to understand the organizational culture, current decision making practices, and employee satisfaction levels. All these elements are relevant for understanding the governance and culture of any company. It is also significant to note that the business overall performance results are a combination of higher, middle, and front line management strategy and efficiency.
The survey results provided information about the culture that the business is being managed in a traditional manner. It includes the top to bottom approach for decision making adopted throughout the enterprise. The highest management directs its employees to follow their decision without seeking any feedback from employees. The employees also feel dejected and betrayed as they fear the management attitude of victimization and charging employees with various consequences. The culture of the enterprise is significantly suppressing as a result (Rowley, Hossain, & Barry, 2010).
The overall performance of the company is affected through such decisions and as a result growth and alignment with the international principles of productivity are also affected. It is also noted that the leadership of business enterprise not only mistrusts its employees but uses transactional leadership style to management their operations. These notable features have created a scene of insecurity in employees and as a result their performance is affected. The employee's morale is also shattered and required level of coordination and integration is also damaged through such management approaches.The survey result provides a detailed understanding of the organizational strategy and the shortcomings of internal environment.
The assessment of current scenario provides valid reasons for seeking change in the organizational strategy and management approach towards human resources and decision making principles. The management should focus on creating a competitive environment that can facilitate not only employee growth but comparison of employee performance on the basis of their performance. The need for change is identified on the basis of results interpreted through survey forms. The business potential of high performance and business results has created urgency for the management to take a relevant decision in identifying the gap between current situations, define a desired performance level, and implement changes that can facilitate achievement of the defined objectives.
The enterprise's management has reviewed the assessment of current situation and after considerations about the results for the survey the deliberations have started to articulate the desired state of environment and improvement factors. The management has decided that the dedication of work should not be through a top to bottom approach but teams should be designed to perform various project based assignments. The management will also appoint team leaders with skills enabling them to manage their own decisions and provide feedback to higher management. The management has identified following improvement areas.
The decision making process should incorporate employee feedback and their opinion should also be included while taking any decision. The opinion about decisions of various types should be reviewed on the basis of employee feedback in order to make adjustments. The employees with inspirational leadership skills should be appointed as team leaders. The organization also likes to establish an employee appraisal system for performance review and reward high performing individuals. It will provide motivation for employees to perform beyond their limited role designations (Wright, Moynihan, & Pandey, 2012). All these objectives are achievable through a details change management plan and comprehensive strategy to replace traditional enterprise culture with new competitive work environment.
The difference in current performance and growth desire of the business is basically a factor that is most influential in taking such change decisions. The enterprise is also willing to reduce operating costs and increase productivity of employees. The increase in coordination also requires changing the formal structure followed to pursue organizational goals. The particular changes required by the business are not incorporated through a standalone process and only employees will need to upgrade their skills but at the same time management also needs to develop additional skills and expertise to lead such change. It is observed that change management is mostly dependent on the desire and personal transformation of higher management.
The change requires leadership skills based on increased interpersonal communication and openness to feedback from employees. The management will also need to establish an inspirational role in order to transform the organizational culture from traditional to growth oriented participation at all levels. The team leadership will also require creating room for employee input and evaluating their performance based on performance. This performance should also be rewarded with appropriate and adequately valued rewards. The enterprise leadership will cater the needs of change through developing these skills within and also motivating their employees to also follow a similar path through personal leadership examples (Spillane, 2012).
Detailed change plan:
The change within an organization cannot be brought through a short mechanical shift. It is a process that requires diligent planning, implementation, and post implementation reviews in order to complete the cycle. The process of change in enterprises is also dependent on the scope and applicability of issues. The business is being managed through certain procedures and processes. It is not possible to replace them at once and place another working system. The transition from old process to changed process also requires a professional approach that enables the business to operate normally. The business managers leading change in the enterprises also prefer to steadily incorporate recommended changes in order to educate their employees as well as assess the expected results. Changes are also made during and after the implementation of new strategies.
The current situation in the business has not only affected work progression but also morale of the employees should also be revised through a transitional strategy. The employees can also be provided with the feedback forms and a couple of working teams can be given projects of low importance to test their willingness (Rotmans, J., & Loorbach, 2009; Muller, & Turner, 2010; Bestelmeyer, Brown, Densambuu, Havstad, Herrick, & Peinetti, 2013). The communication of high performance reward system as well as the criterion laid out to assess employee performance should also be communicated (Carter, Armenakis, Feild, & Mossholder, 2012). It is notable that communication and sharing of ideas including seeking feedback on management ideas from employees are key factors involved in managing change within an organization. The business leaders facilitate the transitional process through developing a close communication with their employees (Loorbach, 2010).
Theory in leadership and motivation provides various models and frameworks for developing change management plans. The transformational leadership theory is also relevant for connecting its observations with the current suggested change (Storey, 2013). The transformational leadership theory is based on the claims that a transformational leader leads its followers through a change in beliefs, values, and attitudes to perform beyond the expected levels (Lussier, & Achua, 2009). According to theory transformational leaders also have overlapping skills similar to charismatic leaders that provide a vision to their subordinates and arouse the emotional attachment of people to relate with the vision and as a result perform beyond the expected levels of performance (Avolio, & Yammarino, 2013). It is also noted that the transformational leaders facilitate change through their personal involvement and leadership skills (Von Krogh, Nonaka, & Rechsteiner, 2012; Anderson, & Anderson, 2010).
The business leaders are exposed to various types of models and approaches for managing change within an organization. However it is advised that a relevant approach should be adopted to facilitate the process and achieve higher results. The business management involving the employees to participate in change process is more successful as they openly communicate with their employees as well as management to effectively carry forward the requirements. The change management as a process cloudisdivided into three distinctive areas including pre-change process, change process, and post change evaluation.
The prechange process can be subdivided into surveying the organizational system, identifying change opportunities, and developing a competitive purpose for change. The second stage of change management includes communication of change plan, seeking feedback, and providing support for implementation of the change plan. The post implementation evaluation provides valuable feedback to the leaders and management for evaluating the implementation results. The feedback is assessed and changes according to the requirements are incorporated. The process of change management…