Sophia Tannis

CPA Solutions has made the decision to relocate and position one of its proficient and capable personnel, Sophia Tannis, to their offices in Europe. This approach and move is purposed to connect the company's corporate headquarters with the local personnel in Europe in addition to the general public. To Tannis, this is a significant point in her career in which she can either progress or see a downfall. However, this major move does not come easy and is filled with significant challenges (Blanchard, 2013).

One of these challenges is that the personnel in Europe are hesitant in embracing the American culture, approaches and policies. Therefore, in their perspective, Tannis signifies the global headquarter and is an outsider. Another major challenge that Tannis faces is that she is moving to a position and environment that is male dominated. The organizational culture is also a barrier to Tannis' endeavors, as it does not encourage the sharing of information amongst personnel and thereby limiting the level of trust between them.

The case study encompasses key issues that include change management, cross-cultural management, politics within the organization and the tangles of women in leadership (Blanchard, 2013). Leadership Style The style of leadership implemented by Tannis is transformational leadership style. In delineation, transformational leadership is a style of leadership that encompasses the leader or manager working in tandem with followers or the subordinates to ascertain required change, generate a vision to guide and direct the change by means of motivation, and implementing the change in partnership with devoted members of a group.

Basically, through this approach, the leaders together with their followers elevate one another on to greater levels of morality and motivation. In being a transformational leader, one generates an inspiring and motivating vision of the forthcoming periods, motivating them to delve into and achieve the vision, manage implementations of such vision and in turn building relationships that are stronger and centered on trust with personnel (Bass and Riggio, 2006).

This leadership style can be perceived in the significant transformational initiative that Tannis undertook in the southern United States, before being transferred to Europe. This encompasses the designing and execution of important cultural, policy and staffing alterations and playing a significant role in the course of a key merger and acquisition. Irrespective of going through several of the obstacles tantamount with working in the southern states, consisting of gender, culture, nationality and religion, Tannis was able to substantially deliver and form an accomplished team to maintain the changes instigated (Blanchard, 2013).

Change and Acceptance For starters, change is an element that is inexorable for not only individuals, but also organizations. Change management together with alteration have come to be longstanding constituents for organizations in the present day. Change determinations are time and again unsuccessful as a result of the fact that change agents operate with a constrained viewpoint. They make solicitation of solely one or two lenses to come up with projects and thereafter misapprehend or totally miss unanticipated implications of their actions (Kotter, 1996).

With respect to change management, Sophia Tannis is tasked with leading change in CPA in Europe and readjusting the very poise with respect to altering a number of longstanding beliefs and ways of undertaking things. This includes changing how major issues and decisions would be undertaken. In addition, Tannis is tasked with reattuning the power base, which implies enormous challenges within the organization and a great deal of opposition (Blanchard, 2013). One of the major obstacles that Tannis faces is ensuring acceptance of the change management process.

To begin with, it is important for Tannis not to overlook the European culture as this will simply bring about a lack of poise within the organization. In addition, it is also imperative to build healthy and constructive relationships with personnel and also other internal peers. This will not only enable her in changing their perspective of her being an outsider and non-European, but will also make it much easier for her to sway them on her change initiative.

What is more, acceptance will come by through listening to the concerns and apprehensions of the staff, understand their perspectives and desires in order to incorporate them in any changes that are to be undertaken. For instance, the personnel have raised concerns that corporate is deemed to be always right, which implies that their thoughts and ideas are more often than not disregarded. By taking this into consideration, Tannis will increase the probability and chances of the personnel and other stakeholders accepting the change being initiated into CPA Solutions (Blanchard, 2013).

What Sophia Should Do One of the main things that Tannis should do is apply the synergistic approach with respect to cross-cultural management and style of leadership. From this particular perspective, cultural diversity is a core resource in a global organization. In this case, Tannis is tasked with managing workforces that are culturally diverse, with the European staff being completely dissimilar from the American staff (Mihaela, 2014). The approach that was developed and advanced by Adler encompasses integrating and incorporating the values of all cultures that are involved within an organization.

In this case, as Tannis attempts to balance the need for a string and consistent global corporate brand and also remaining locally pertinent to consumers and other stakeholders, it will be necessary to incorporate both value of the American and European culture (Zhu, 2004). For starters, it is imperative for Tannis to acknowledge the underlying and fundamental value and expectations. This takes into account the expectations of Sophia as well as those of others, such as the Vice Presidents, external stakeholders and staff.

Therefore, Tanning should assess the dissimilarities that exists between the two cultures and establish a common ground (Hall and Howard, 2008). In turn, she should generate new alternatives, execute synergetic solutions and thereafter take into consideration distinctive ways to negotiate and discuss with Swiss people (Blanchard, 2013). Another aspect that Tannis should undertake is to be in charge of the change management process. This encompasses generating a cultural fit that will be suitable for both the American and European personnel.

In addition, it is important to incessantly and consistently undertake proper communication with the different stakeholders in the organization. Another key element of the.