Organization And Management For Billy Awesome Seafood Company

Lewin’s Model of Change Management

Discuss about the Organization and Management for Billy Awesome Seafood Company.

Managing change is one of the significant functions of HRM that helps in introducing the new technology and resources in the workplace. A brief information about the diversity, leadership styles, motivation, change management and diversity have been explained in the task. Further detail of the task has been detailed below.

Change management assumes a critical part in the present focused world. Different theories have been produced to oversee and handle the adjustments in the working environment. Lewin three phases model is one of the powerful models and its steps are discussed below:

Unfreezing: It is the primary phase of Lewin’s model that embraces the adjustments in the work environment. It incorporates enhancing and upgrading the preparation and ability of individuals to change by creating and advancing an acknowledgment for moving from the current solace and compelling zone to changed conditions.

Change: This is the second phase of change. At this stage, viable correspondence, watchful arranging and inspiration are critical to achieve the objectives and destinations. The genuine change is actualized under this stage.

Freeze: Under this stage, the general population move from the phase of progress to a considerably more steady state which individuals can view as the condition of harmony (Šuc, Prokosch & Ganslandt, 2009).

The four drivers of change can be connected to Billy’s Awesome Seafood Company are following:

Technology change: Technology would be assumed a noteworthy part in Billy’s Awesome Seafood Company. On the off chance that Billy’s Awesome Seafood Company utilizes new and propelled innovation then the organization can decrease the grumblings and issues of the clients in the focused Community administration and association advertise. It will likewise pull in and hold a most extreme number of clients in the global advertising.

Globalization: It is additionally one of the noteworthy and one of kind drivers of progress that can be connected in Billy’s Awesome Seafood Company. This drive will assist the firm with increasing the creation and productivity and it additionally expands customer requests, needs and necessities in developing business sector internationally. As globalization builds, the organization can set the business activities in different nations.

Knowledge management: Billy’s Awesome Seafood Company needs to give preparing to the laborers to improve and increment the execution and results successfully. Keeping information representatives impetus and propelled by both the extraneous and characteristic means would make organization reevaluate and change their points of interest and remuneration strategies inside the association (Anderson & Anderson, 2010).

Drivers of Change for Billy Awesome Seafood Company

Social media: Social media is one of the imperative stages for the organization to embrace the adjustments in the worldwide market. The online networking stages are being used for Billy’s Awesome Seafood Company to oversee and handle the abundant of administrative changes in the commercial center (Thompson & Martin, 2010).

The three of the controlling powers against change is discussed below:

Uncertainty: The representatives may oppose change since they are stressed over how their function and lives would be impacted by the proposed change. Accordingly, it makes some potential and compelling vulnerability in the working environment.

Group resistance: Groups set standards and benchmarks of execution and conduct that are imparted to bunch individuals. This correspondence defines the limits of expected practices and activities. Sometimes, group members are unable to accept the changes due to lack of proper communication and confidence.

Dependence: Dependency on the others can prompt protection from change inside the association. The firm needs to center around these elements to remain in the aggressive market.

1. Match the person to the job-

One of the considerable time issues is designating the work to a person who is not competent or compatible for that work. The main precise indicator of future execution is past execution. It is out of the line to expect an employee who has not completed an assignment before to do it now at an adequate level of satisfaction.

1. Agree on what is to be done-

When people have chosen the opportune individual for the activity, take the time talk about the activity with that individual and concur upon what must be finished. The additional time employees take to examine and concur upon the final product or objective, and accomplish supreme lucidity, the quicker the activity will be done once the individual begins on it.

1. Explain how the job should be done-

Disclose to the individual favored approach or strategy for working. Clarify how an employee might want to see the activity done, and how an employee or another person has done it effectively before.

1. Have him feed it back-

The fourth step is that employer should request the individual to feed their directions back to according to his or her view. This is the main way that employee can make certain that the other individual really comprehends the activity or task that they have been appointed to achieve it (Jeston, 2014).

1. Set a deadline-

Set a due date and a calendar for the finish of the assignment. In the meantime, manage for the daily reporting and examination. Welcome input and inquiries if there are any postponements or issues.

1. Manage by exception-

Controlling Forces Against Change

Oversee by the special case at whatever point conceivable. Overseeing by the special case is a ground-breaking time administration instrument that people can use to work all the more effectively with other individuals (Lines, Sullivan, Smithwick & Mischung, 2015). 

Keeping up of gatherings is the essential capacity of the organization to develop and extend the business activities universally. To keep up the coordination and collaboration, advancement of the cooperation is fundamental in the association. As per Tuckman’s, there are 5 phases of gathering improvement that are discussed below.

Forming:  Individual relationships are classified by dependence on this stage. The shaping stage demonstrates a period where the gathering individuals are simply beginning to meet up and are ordered with vulnerability and nervousness. The gathering individuals are mindful of their conduct that is done by the craving to be acknowledged by every one of the individuals from the gathering.

Storming: It is the second stage that aides in assemble advancement and development. The raging stage is the place rivalry and struggle is at its most elevated. The raging stage is the place the more predominant of the gathering part rise while some different less angry individuals remain in the security and solace of smothering their feelings and sentiments as they did in the past stage. The reasonable course is given by the administrators and best administration by utilizing this stage.

Norming: This stage can be clarified as the standards, conduct, techniques, principles, and directions went along in the organization. By utilizing this stage, the pioneers inspire the specialists to play out the undertaking with all the more viable and productively. Also, endeavors and estimation are taken to alleviate the issues and issues of the gathering individuals and accomplish the certainty and concordance of the specialists.

Performing: The Interpersonal structure is made by the organization at this stage. The part and undertakings of the individuals turn out to be more successful and adaptable in the firm.

Adjourning: It is the last phase of the gathering advancement that assumes a first part in the association. Dismissing incorporates the end of the error conduct and separation from connections. For the most part, this stage is encouraged the errand end and separation process.

It has been found from the different examination that adequate parts are played by the employees while leading business exercises and activities all inclusive. The three roles such as group task role, group maintenance role and self oriented role. The task role is centered on the satisfying the objectives and goals of the gatherings inside the association. It will likewise urge to maintain the business viable and productively. Then again, maintenance roles are boosting and building a relational relationship and it likewise helps in keeping up concordance in the work environment (Dörnyei & Ushioda, 2009). Moreover, self-oriented team helps in keeping bunch from achieving objectives and targets. It likewise makes aggravation in the working environment. After the various researchers, it has been noticed that gathering support parts are huge when contrasted with different parts. The group maintenance roles give a privilege and fitting directly to the laborers to address the adequacy of issues and difficulties inside the association. The group maintenance team also helps in keeping up a great and solid association with employees in the working environment. It will likewise help in satisfying the relational needs and prerequisites of the gathering individuals.

Designating Work to End up With Effective Results

Aside from this, future dangers and issues can be estimated with the help of group maintenance role (van Ginkel & van Knippenberg, 2012). The company can use group maintenance role within the organization to collaborate and cooperate with team members in the workplace. Aside this, it also helps gaining rivalries benefits in the international market. 

Fear of the unknown: It is one of the critical purposes of protection from change is a dread of the obscure. They feel that they can’t acknowledge the progressions successfully and productively.

Poor communication: It likewise influences the productivity and advance of the firm adversely. It has been discovered that best administration and pioneers are neglected to keep up appropriate correspondence and participation with representatives. In this way, it might impact the capacities and capability of the specialists antagonistically (Ford, Ford & D’Amelio, 2008).

Misunderstanding about the need for change: If the workers do not comprehend the requirement for change at that point individuals can expect obstruction. Moreover, representatives don’t put stock in current innovations and process in this manner they do change the innovation and process inside the association (Kottler & Englar-Carlson, 2014).

Low trust: Lack of inspiration, certainty, and trust likewise influence the change administration process antagonistically. At the point when representatives don’t trust that they or the firm can ably deal with the change, there is a prone to be opposition. Every one of these elements influences the change administration process antagonistically ( Pieterse, Caniëls & Homan, 2012).

In the case study, the CEO needs to utilize ADKAR model or theory to deal with the adjustments in the working environment.

ADKAR model: ADKAR theory of progress is an objective arranged apparatus which makes it feasible for the plentiful of progress administration groups to screen on those activities and steps that are specifically interconnected to the targets or objectives it needs to reach to. This model can be utilized by CEO to offer help and help to specialists to experience the method of progress or progressing when the change administration is occurring. This model likewise supportive in dealing with the opposition which appeared by the specialists towards change. ADKAR model remains for mindfulness, want, information, capacity, and support. This model gives the ability of evaluation and recognizable proof of the causes why change made are not working and why long haul wanted objectives and yields are being gained.

Education and communication: Good and successful correspondence can be upheld via preparing and different types of training. Compelling instruction and preparing are ought to be given to the laborers to address and handle the protection from a change in the work environment. With the assistance of this approach, specialists will have a superior comprehension of the target of the change procedure or technique and they will be more disposed to be agreeable.

Team Leadership

Negotiation: It is one of the huge ways to deal with manage protection from change within the association. At the point when specialists, for instance, lose power or works amid the change methodology, it is noteworthy to keep them energized and roused. Offering motivators and reward can be a choice to persuade and move the specialists to embrace the administrative change (Dörnyei & Ushioda, 2009). 

Education and communication: It is a tedious and expensive approach that could influence the outputs of the firm.

Negotiation: Less adaptability is one of the greatest disadvantages of transaction approach. It may have a coordinate effect on the proficiency and adequacy of the specialists (Turner, 2008). 

A.It has been found from the various analysis that Air New Zealand CEO can initiate the managerial changes for plenty of reasons, some of the significant causes through which the company wants to implement the changes are discussed below (Procter, 2014).   

Reaction to external and internal pressure: It is noted that external pressure come from various areas such as changing government regulations, competition, financial markets and some other external factors. The change management is significant to deal and handle the pressure related to external and internal factors (Bass & Bass, 2009).

Planned abandonment: It is analyzed that changes as a output of abandoning declining products, subsidiaries and markets to gain new and innovative opportunities.

New and innovative technology: It is significant reason behind the implementation of change management in the workplace. Change management helps in identifying and analyzing the new technology and methods in the global market.

Ample of theories can be used by Air New Zealand Company while conducting the business activities and functions effectively and successfully. McKinsey 7-S framework can be used by the company to use and initiate the ample of changes in the company. This framework is great and unique for analyzing and determining how company is coherent (Yukl, 2013). This theory includes strategy, systems, structure, shared values, staff, style and skills. McKinsey 7-S model is created and designed by watching and identifying the past performance and productivity of the company as well as organization. Along this side, this approach also focuses on the step by step expansion of the firm. By using this model, the company has been able to reduce and enhance the challenges of the market (Mulholland, 2017).

The two theories of motivation that can be applied in the case study have been detailed below.

Tuckman’s Group Development Stages

Maslow theory: This theory is propounded by Abraham Maslow in 1943. It is one of the biggest theories of motivation that can be used by the company to motivate the workers in a large extent. The Maslow theory consists of 5 levels. The physiology needs include water, food shelter. Safety level include health, well being, personal and financial security. Love and belonging is the third of level of Maslow theory that includes family, relationship and need for friendships. Along with this esteem includes respect and confidence of the people. Self actualization is the largest level to fulfill the needs and requirements of the customers. This theory helps the company to provide flexible working hours to the employees for encouraging and boosting their performance and efficiency as well (Sadri & Bowen, 2011).

McClelland need theory: It is another well known theory based on theory of motivation. This theory is based on the three factors such as need for achievement, need for power and need for affiliation. The need for achievement is required to inspire the workers and to accomplish the long term mission and vision in the marketplace. On the other hand, the need for power is concerned with making an effective and unique dynamic in the international market. It will help in maintaining a cross cultural relationship between follower and leaders as well. In addition, the need for affiliation may be defined as a desire to set and maintain warm and friendly relationship with the employees. This theory is quite similar to the Maslow’s social needs and requirements (Hertz, 2018).

C.There are enormous ways to motivate and promote the subordinates for doing work in a hassle free manner are discussed below.

• The company should motivate the individuals rather than the team. It helps in ensuring that every person is working towards the achievement of common goals and objectives.
• Motivate employees by creating a positive working environment in the workplace. The strong and unique culture also helps in eliminating the issues and conflicts at the workplace (Micheli & Manzoni, 2010).
• Celebrate worker achievements through the various star performer awards. If the company provides reorganization to the workers then it will help in gaining rivalries benefits in the global market.
• Increase and enhance the motivation and encouragement by rendering incentives, bonus and some other benefits to work toward. The organization needs to create a individual incentives for each and every person
• Share profit is another biggest and unique technique to encourage the workers for performing roles and responsibilities effectively (Fullan, 2014).

D.Yes, I believed that motivation plays a vital and significant role in international market. No company can grow and survive its business activities and operations without using the motivational approaches and theories. 

It is noted that normative leadership model is quite effective and unique in today’s competitive world. This model helps the leaders in evaluating and determining such influential situational elements that consist direct impact on the extent to which managers must include followers and employers for specific causes (Juntunen, Jalonen & Luukkainen, 2013). There are five level of normative leadership style that is detailed below.

Autocratic (I): It is analyzed that managers solves and handles the issues and obstacles to make unique and effective decisions by using plenty of information in the competitive market.

Effective Team Leadership Recommendations

Autocratic (II): It is the second level of normative leadership model. The managers or leaders get information, data and facts from the employees without including them in decision making process.

Consultative (I): It has been noted that managers and leaders should share the information, facts, data and resources with workers Thus, it helps in taking scientific decisions without the involvement of the workers.

Consultative (II): The leaders and managers get suggestion or recommendations from the workers through preparing a group where decisions can be taken by the HRM.

Group(II). The managers share the problems and ideas with a group of individual and ask their different opinion, views and solutions to resolve the issues and problems (Fryer, 2011).

The disadvantages of the transactional leadership style that could be entertained by the company are includes the following:

• The transactional leaders and unique corporate structure that provide support them are not flexible and unique that can frustrate the followers who enjoy an effective environment that also promotes the innovative ideas and individual motivation (Briscoe, Tarique & Schuler, 2012).
• Transactional leaders are considered the insensitive by those who work perform for them. Lack of motivation is another weakness of transactional leadership style.
• Creativity will suffer also may influence the ideas and opinion of the leaders and employees as well. If workers would not be able to give the freedom to bring creative solutions hence it can affect the outcomes and productivity of the employees adversely (Tyssen, Wald and Spieth, 2013).

B.Zed manager can use transformation leadership style within the organization to encourage the employees. Some of the benefits or advantages of the transformational leadership are discussed below.

• The transformational leadership style helps the Zed manager to retain and attract maximum number of employees in the global market (Hallinger, 2011).
• A good and unique transformational leader has broad and wider visions for the organization’s future and those missions and vision can become the instrumental in firm planning (McCleskey, 2014).
• The transformational leaders also help in encouraging and motivating the workers for carrying out the business activities and actions effectively and efficiently.

Geat man theory can be initiated by the firm to analyze and evaluate the performance of the workers. This theory can provide ample of growth opportunities to the workers for making a good future in the international market.

C.The Zed managers should provide confidence, loyalty and motivation to the workers. The four points to boost the transformational leadership style are disused below.

• The transformational leadership helps in fostering and developing innovation and along with this it also helps in enhancing and improving the skills, experience, talents, potential and knowledge of the subordinates (Steers, Sanchez-Runde & Nardon, 2012).
• It is responsibility of the company to develop and built personalize leadership style to inspire the leaders within the organization.
• Faster and unique creativeness is also encouraged by the workers to accomplish the desired goals and objectives.
• Along with this, leaders should guide and assist the workers in an effective way (Onjure, Wanyoike and Mungatu, 2018).

In this way, the firm can develop and enhance the uniqueness and effectiveness in the global market. By using transformational style, the employee has been able to make unique and effective financial position in the global market. Social and behavior theory can be applied by Zed managers to assist and guide the workers effectively and successful. This theory focuses on the quality and pricing of the products in the competitive market. By using this strategy, the organization has been able to reduce the negative impact of environmental factors and personal factors (Greene, 2017).

Conclusion  

The report concludes that leadership, management, management change, and workplace diversity play a significant role in each and every company. Here is the discussion about the various theories and approaches related to motivation and leadership. An organization cannot attain success and growth without using effective leadership styles within the organization. 

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