Case Study Analysis
Discuss about the Change And Development in Organization.
In the modern day, teams and organizations are faced with different issues, considering the rapid change like never before. Globalization is one of the aspects which have increased opportunities for more growth in different organizations. Diversification has also led to a variety of needs and expectations in different markets. Stakeholder scrutiny has also increased, as executives continue to be convicted of illegal actions in different companies. There is a need, therefore, to be able to manage change, and mitigate different organization problems, while at the same time, continue to meet the needs of stakeholders. This is an essential skill in modern organizations, especially for the leaders and managers. Organization change and development enhances success in different entities. This paper applies different theories and concepts to the area of change and development. An implementation plan at the organization level has also been included, together with a conclusion and recommendations of the same.
The new project manager for XRS laser group is Ryan. John, who was the previous project manager, did not take his job more seriously (Maggie, 2017). There existed friction among members, and the team was not turning out results as expected. The previous project manager was also not participative in the retreat. Macro problems facing the project include the fact that all participants did not have the morale to play their specific roles (Mosad & Andes, 2012). This, in turn, led to increased inefficiency. The lack of communication is also a macro problem. Communication is highly essential in every project process, and ought not to be shunned. Information efficiency is the most efficient aspect of organizational success. Lack of production of expected results is also a problem under consideration. Failure to meet expectations means that objectives are not met. Therefore, there is a need to align strategies with individual goals in the organization. A micro problem under consideration is the leadership vacuum created by the ‘macho manager’ in the organization. Failure to participate in team exercises is a problem as well as lack of being present to handle problems at the ground level.
Organization failure is in most cases, caused by the lack of proper leadership and at the same time, lack of active participation from all members involved in different organization activities. The first cause of the problem, in this case, is the leadership style which is practiced by John. John has embraced the old-fashioned management style and does not consider contemporary styles of leadership in his governance (Munro & Thanem, 2018). On the other hand, rather than being the manager he should be, he often jokes about all pressing matters and ends up taking everything for granted rather than prioritizing it. With such jokes and lack of setting priorities, failure becomes the norm which should not be accepted in the organization. The third cause of problems involves the lack of respect for the team members (Daley, 2012). The team members are not respected for their feelings and efforts there is no room in the team, and members are often left out to do what they want. Role play is the most important in this case, which has also been significantly ignored. Leadership hierarchies and unit of command have also not been highlighted. Decisions and responsibilities do not come from specific points, which disrupt the organization systems and functioning.
Causes of Problems
With the problems at hand, different organization systems have been affected (Sidhu & Kaul, 2017). First, the structural systems were drastically affected. Other systems affected include; psychosocial systems and the technical systems in the organization. Based on the structural systems, John was no longer part of the team. This, in turn, led to the loss of focus in the organization. Consequently, all team members lost their interest in the project, as a result of the lack of leadership in the organization. Regarding the psychosocial systems, the relationship between the leader and the members has been affected. First, the unprofessional behavior by the leader has led to the lack of cohesion among the team members. This has, in turn, led to a destruction of the motivation of members. Technical systems have also been drastically affected, considering the use of old and outdated technology (Bordia et al. 2011). Technical updates were not initiated in the organization, which in turn slowed down the success and efficiency, as well as a timeline of the entire project in question. All the three organization systems were affected as a result of poor leadership and management of the project systematic processes. If leadership were more collaborative, It would be easier to enhance the sustainability of technical systems and at the same time, uphold considerate measures to keep processes on the move, and all human resource motivated and efficient.
The first alternative is to remove John, which has already been done. Considering the ineffective leadership practiced, this alternative would be the best to enhance change, and embrace new management styles from a different individual (Ulrich et al. 2015). The second alternative is to dissolve the group in general. Other members should be given the opportunity to function in the new project environment. This level of flexibility is bound to ensure that the best systems are in place. However, this alternative has a potential to generate undesired outcomes (La Bianca et al. 2008). In this case, every group member will have the liberty of functioning as they will. The detriment will be that they may end up putting their self-interests before the requirements of the project, which will, in turn, lead to the lack of realization of the initial targets and goals. The third alternative involves the assignment of a new project manager. This alternative involves the selection of an effective leader. An effective leader can be gauged by the record he has in previous managerial positions and an excellent leadership function. The human resource department will have to do all this, to determine the best action, and the best person to be selected. The proposed leader ought to prove that they have effective skills, qualifications, and experience needed for the job. Interviews should also be conducted by professionals, before acceptance of the new project manager for the team.
Impact on Organization Systems
The rationale and outline of the change and development at both the individual and organizational levels.
Change is mandatory and results in effectiveness in the organization (Robertson, 2015). In the case of project effectiveness, change is essential as it is bound to increase human resource loyalty in the process. When individuals are involved and become part of success in the entity, it becomes easier to ensure that all the focus is on the project success, rather than an emphasis on personal interests. Change and development are also bound to increase the competitive edge. This is because change will lead to the increase in effectiveness of the management processes. At the same time, change will lead to the elimination of the cost of rework for the project (Guest, 2017). Finally, change is needed as it is bound to lead to increased employee productivity and satisfaction levels. Technical systems will, therefore, be improved, and technology will be availed to solve the problem of system failures (Imre, 2011). However, the leader has to also be in the forefront to enhance strategic implementation of goals and objectives, to ensure that long term and short term goals are also met.
Kotter’s model of change can be applied in the case of this project, to enhance increased effectiveness. The process for change and development according to Kotter, is applied in eight distinct processes.
- Establishment of a sense of urgency. With this, the leader will be able to examine all other competitive realities and identify potential crises and significant opportunities.
- Forming a powerful coalition (Meister, 2014). A group of members with enough power should be gathered, to lead the change process.
- Creating a vision. This entails development of strategies, for the purpose of achieving the vision.
- Communicating the vision. The new strategies and vision should be communicated to the personnel.
- Empowering others. This will help get rid of all obstacles along the way and encourage activities and actions (Noe et al. 2013).
- Creating short-term wins. The new leader should plan for more visible performance improvement plans, a reward all employees involved in the improvement of the project success.
- Consolidating wins. This involves the use of credible change systems, and policies which fit the vision through promotions, hiring and development of personnel that can adequately implement the vision (Graud &Van, 2012).
- Institutionalizing new approaches, where connections between corporate success and individual behaviors will be articulated.
Implementation plan and process
- Define the change. Actual change and proposals need to be explicitly outlined.
- Assess the group or organization climate. The perceptions of all stakeholders in the project process should be weighed and assessed (Scott & Mitchel, 2016).
- Generate Sponsorship. Funding sources and help should be identified.
- Develop readiness for all targets. All involved parties need to be aware of the scope.
- Come up with a communication strategy. Communication means should be established.
- Establish a cultural fit. The proposed change should not contradict cultural norms.
- Prioritize the action. Action should be taken, and the change initiative launched (Tichy et al. 2012).
Conclusion And Recommendation
The most significant recommendation which ought to be relied on as a priority involves the debriefing of the new leader, in regards to all the problems which have been facing the team. This will help ensure that he or she has a grasp on all the issues which need to be handled as a priority, and the best skills which need to be introduced for the project. Debriefing the new leader regarding all problems which are evident in the project and the group will help ensure that he remains aware of what ought to be corrected. This way, he will also be more motivated to work, to do away with all problems at hand. He will be more equipped with solutions on how to handle the team, to produce the desired results in the long run. Good management skills need to be focused on excellent communication and active participation which are the major problems in this case; delegation of work does not necessarily help solve problems facing teams and different leadership platforms. Instead of delegating tasks to personnel all the time, the leader should be hands-on, and be part of working with the team, to achieve all set goals within the scope of the project. The proven record of excellent leadership will help prevent past mistakes from being repeated in the course of operations. Rushing into decisions should also be avoided, and the new leader should be guided by other senior personnel on how to tackle inevitable problems that are bound to arise. Proper leadership skills are the primary issue of consideration, and cannot be shunned in any way. With this at hand, together with good and adequate communication structures, every team members will also be aware of their responsibilities and remain updated on the progress of the organization.
Alternative Solutions
Change management is the most prioritized concept in modern organizations, and ought not to be shunned. Organizations need to be at the forefront in embracing change, which is inevitable, considering dynamic aspects in the modern world. I have realized the importance of the application of change management concepts especially in organizational leadership for the purpose of achieving success in the process. Development and change implementation is also a stepwise concept, which ought to be approached systematically. This has also helped me realize the extent to which change management and implementation is critical, and centered towards achieving organizational success. The human resource team in my view, should also, not be shunned. These calls for the need to implement proper principles and elements which will help guide the change process, an initiation of the organization from old systems to the new system for success purposes. Change is inevitable, and every stakeholder should work together to achieve the benefits which come along with embracing new systems. System effectiveness will also be realized where open-minded stakeholders are focused on achieving a common strategic goal or objective. I believe project effectiveness is based on team effort, and the success and failure of groups influence the outcomes of the project in the long term.
References
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