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Management

Leadership

Introduction

Managing organizational change is a task that requires individuals to follow various principles to achieve success. Change management requires individuals to make thoughtful plans and implementations that make sense to those involved in the change (Chapman, 2012). The authorities should make consultations with those affected, and involve them in the discussions for change. Individuals should accomplish personal change before they start campaigns on achieving organizational transformation. Change should be realistic and measurable.

There should be an effective strategy to enhance management of change. People who want to achieve organizational change should know what they want from the change (Chapman, 2012). They should also know why the change is necessary and how they will analyze efficiency of the change. They should point out those affected and how they will react to the change. The individuals who want to make organizational changes should know how much personal change they can achieve from their strategy, and where they will require assistance. There are diverse markets with various requirements and expectations, so many organizations face rapid changes to enhance collaborations. The analysis of a major change effort reveals approaches to organizational change, leadership roles and the steps to successful organizational change.

An organization that deals with mobile phones required a major change to increase its market shares in the competitive industry. The company had a high reputation for its products because they were unique. Globalization diversified the industry’s market region and this led to emergence of companies that deal with the same products. This increased competition because these companies offered cheaper options for the same products. The management team of the pioneer company realized that there was urgency for change in their organization to enhance their sales and maintain their clients. They held meetings and decided that they had to come up with effective strategy to face the competitive world. They did extensive research and realized that their designing and marketing team had to make various changes to achieve success. They met with the leaders from these departments to discuss about the strategies needed to face the problem. They established their goals and suitable strategies. The management team held a meeting with the employees involved in the change to inform them about the plans of the organization. The manager communicated the problem at hand for the employees to realize the need for change. He identified the team, which the change would affect. He also told the team about the visions and strategies of the company for employees to realize the benefits of their efforts. He also mentioned the target sales of the company for that month. The teams started working towards their goals after the meeting. The designers studied the current products in the market and came up with new ideas for the products. They created unique and affordable products for their clients. The marketers also did researches and extended their regions. They realized that their company did not practice sufficient online marketing, so they increased awareness of their new products through various online sites. The company also partnered with other companies to help in marketing. These strategies heightened the company profits. Many people appreciated the new products, so the company maintained their clients and gained new ones. The management rewarded the teams by increasing their salaries. The accountants gave reports of the company’s financial status to encourage the employees. The company increased promotions and the number of designing and marketing team to maintain their status.

Hughes, Ginnett and Curphy are authors who established the organizational approaches to change. Organizations should use the rational or emotional approach to make effective changes (Hughes, Ginnett and Curphy, 2009). The transformation effort made by the company resembles approaches to organizational change established by Hughes, Ginnett, and Curphy because the management team used the rational approach. The leaders of the company enhanced the dissatisfaction of their employees by informing them about the problems within the company. They also informed them why their competitors managed to gain an immense amount of market shares. The leaders also helped the individuals realize the areas that needed the change. They informed the employees that they needed new products and marketing strategies to increase their sales. They also gave the employees the visions of the company to help them focus on set goals. They developed the plan by carrying out researches to discover their weaknesses. They later implemented the plan to improve various aspects of the company. They provided everything needed by each employee to help them achieve personal goals and organizational goals. They did a survey to eliminate the non-effective strategies. They later incorporated the new strategies into the culture of the company.

Leadership plays a significant role in organizational change. The leaders of the company determined the problems faced by the organization. They formulated the necessary plans to eradicate the problem. They also understood the effects of the plans to the employees, so they helped them understand why the company needed change. They worked hand in hand with the employees to ensure that everyone met their personal goals.

The evolution of the change effort in the company coincided with the John Kotter’s steps to successful change. Company officials discovered their need for organizational change in their company (Eason, Mueller and Ericsson, 2005). The company realized that they needed change to keep up with the global changes. They discussed about the team leaders involved in the change to create their managerial alliance. The alliance came up with strategies that go along with their vision. They gathered the concerned employees and made them aware of their plans. They explained their reasons for change and the strategies they wanted to use. They promised rewards to the employees to uplift their spirits. The leaders gave employees the necessary support needed to achieve the organizational goal. The management team set up short team goals to motivate the employees. They helped the employees to achieve personal success to build confidence. They also gave reports about the financial progress of the company. They used the most effective strategies to enhance more change within the company. They integrated the new changes into the company ethics and principles.

Conclusion

Organizational change is vital for companies that seek to keep up with the global changes. The management team should use effective approaches to meet the goals of their companies. The team should make employees depict the future of the company. Leaders should implement achievable changes to meet their goals. Changes affect various groups of employees, so leaders should ensure that everyone knows about the plans for change within an organization. They should also motivate the employees by setting short term goals and rewarding successful individuals. The officials should evaluate the implemented strategies to establish the most effective ones. They should also communicate the company’s achievements for employees to stay motivated.

References

Chapman, A. (2012). Change Management. Businessballs.com. Retrieved from http://www.businessballs.com/changemanagement.htm

Eason, Z., Mueller, M. L. and Ericsson, M. (2005, September, 15). Transforming your software development capabilities: A framework for organizational change. IBM. Retrieved from http://www.ibm.com/developerworks/rational/library/sep05/eason/

Hughes, R. L., Ginnett, R. C. and Curphy, G. J. (2009). Leadership: Enhancing the lessons of  experience. Boston: McGraw-Hill Irwin.