The primary objective of this task is to outline the role of change management, motivation, leadership, team and delegation of authority. This report answers questions related to the case study.
Change management plays a significant role in today’s competitive world. Various theories have been developed to manage and handle the changes in the workplace. Lewin three stages model is one of the effective theories or models that is relevant in present scenario (Cameron & Green, 2015). There are three stages of Lewin model that have been detailed below.
Unfreezing: It is the first stage of Lewin model that helps to adopt the changes in the workplace. It includes improving and enhancing the readiness and willingness of people to change by developing and promoting a realization for shifting from the existing comfort and effective zone to transformed circumstances. It makes people aware of the need and requirement for change and enhancing their encouragement for adopting the new ways of working for better outcomes (Cummings, Bridgman & Brown, 2016).
Change: This is the second stage of change management. During this stage, effective communication, careful planning and motivation are significant to attain the goals and objectives. The actual change is implemented under this stage (Hayes, 2018).
Freeze: Under this stage, the people move from the stage of change to a much more stable state which people can regard as the state of equilibrium (Cummings & Worley, 2014).
The four drivers of change can be applied in Billy’s Awesome Seafood Company limited that have been discussed below.
Technology change: Technology would be played a significant role in Billy’s Awesome Seafood Company. If Billy’s Awesome Seafood Company uses new and advanced technology then the company can reduce the complaints and issues of the customers in the competitive market. It will also help to attract and retain maximum number of customers in the international market (Rothaermel, 2015).
Globalization: It is also one of the significant and unique drivers of change that can be applied in Billy’s Awesome Seafood Company. This drive will help the firm to increase the production and efficiency and it also increases consumer demands, needs and requirements in emerging market globally. As globalization increases, the company can set the business operations in other countries. It will also help to provide ample of opportunities to the people in the competitive market. Along with this, this driver of change also helps in free flow of information in the marketplace (Scullion & Collings, 2011).
Knowledge management: Driving forces such as move in shifts in buyer preferences and demographics change in society, technology, product and market innovation and consumer attitudes. This will help to create a need and requirement for knowledge employees. Billy’s Awesome Seafood Company needs to provide training to the workers to enhance and increase the performance and outcomes effectively. Keeping knowledge employees incentivized and motivated by both the extrinsic and intrinsic means would cause company to rethink and change their advantages and compensation techniques within the organization.
Social media: Social media is one of vital platforms for the company to adopt the changes in the global market. The social media platforms are being utilized for Billy’s Awesome Seafood Company to manage and handle the ample of managerial changes in the marketplace (Galliers & Leidne, 2014).
The three of the restraining forces against change could be applied in Billy’s Awesome Seafood Company limited have been detailed below.
Uncertainty: The employees may resist change because they are worried about how their work and lives would be influenced by the proposed change. Thus, it creates some potential and effective uncertainties in the workplace.
Group resistance: Groups set norms and standards of performance and behavior that are communicated to group members. This communication sets the boundaries of expected behaviors and actions. Failure to comply with such norms, rules, and policies normally results in sanctions against the group members by the group. Thus, group resists to accept the managerial and organizational changes in the workplace.
Dependence: Dependency on the others can lead to resistance to change within the organization. The firm needs to focus on these factors to stay in the competitive market.
Delegation is the task or obligation of any authority and liability to another person to run the business activities and operations successfully and effectively. It is the primary and foremost perception of management leadership. However, the employee who delegated the work remains responsible for the results or outputs of the delegated work or task. Delegation plays a significant role in each and every organization to distribute the roles and responsibilities among the employees. There are ample of ways through which outsourcing and delegation of the task can be done. Some of the unique and effective steps for the dynamic delegation have been detailed below.
Search or match the candidate to the job: It is the first step to delegate the roles and authorities among the workers. In this step, right and appropriate candidate is appointed to perform roles and responsibilities effectively. This potential and unique candidate can be recruited by the previous executives of the company because they are considered the significant and effective analyst who already performs tasks and duties significantly (Suddaby, Hardy & Huy, 2011).
Agree on what is to be done: Once the company has selected right and potential person for the job, an explanation related to the job or employment is given to the appropriate candidate. It will also help to accomplish the goals and objectives of the firm.
Explain how the job should be done: In this step, the top management and leaders explain to the person that how the job must be performed in the workplace to get better results or outputs. Effective and unique methods and approach related to work are decided under this step. The past performance, experience and knowledge of similar employment are explained by the coach.
Taking the feedback: In this step the feedback and opinion are given by the potential person whether he is understanding the nature of work and profile to him or not. By using this step, the top management and leaders can understand that candidate is able to perform tasks and duties successfully.
Set a deadline: Under this step, deadline is set or fixed by the top management whether how much time is essential to fulfill the tasks and duties. Along with this, proper reporting and audit are done by the past performers to motivate the candidate for performing roles in a hassle free manner.
Manage by exception: It is the last step of the delegation in the organization. Managing by exception is a strong and powerful time management tool that employer can use to work more effectively and efficiently with other people.
If the job is on track and on schedule then no action would be taken by management. But if the employment is not according to the appropriate track and schedule then strict actions can be taken by the top management to reduce and handle any deviation or error in the workplace. It will help in maintaining the quantity and quality of work within the organization.
Maintaining of groups is primary function of the company to grow and expand the business operations globally. To maintain the coordination and cooperation, development of the team spirit is essential in the organization (Kouzes, 2014). According to Tuckman’s, there are 5 stages of group development that are discussed below.
Forming: In this stage, personal relations are categorized by the dependence. The forming stage shows a time where the group members are just starting to come together and are categorized with uncertainty and anxiety. The group members are cautious with their behavior that is carried out by the desire to be accepted by all the members of the group.
Storming: It is the second stage that helps in group development and expansion. The storming stage is where competition and conflict are at its highest. The storming stage is where the more dominant of the group member emerge while some other less confrontational members stay in the security and comfort of suppressing their emotions and feelings as they did in the previous stage. The suitable direction is provided by the managers and top management by using this stage (Forsyth, 2018).
Norming: This stage can be explained as the rules, behavior, methods, rules and regulations complied in the company. By using this stage, the leaders motivate the workers to perform the task with more effectively and efficiently. In addition, efforts and measurement are taken to mitigate the issues and problems of the group members and achieve the confidence and harmony of the workers (Pelegrini Morita & Marie Burns, 2014).
Performing: Interpersonal structure is made by the company under this stage. The role and tasks of the members become more effective and flexible in the firm (Raes, Kyndt, Decuyper, Van den Bossche & Dochy, 2015).
Adjourning: It is the final stage of the group development that plays a foremost role in the organization. Adjourning includes the termination of the task behavior and disengagement from relationships. Generally, this stage is facilitated the task termination and detachment process.
It has been found from the various analysis that ample of roles are played by the team members while conducting business activities and operations globally. The three roles include group task role, self oriented role and group maintenance role. The task roles is focused on the fulfilling the goals and objectives of the groups within the organization. It will also help to encourage to run the business effectively and efficiently. On the other hand, maintenance roles focus on boosting and building interpersonal relationship and it also helps in maintaining harmony at the workplace. In addition, self oriented roles help in preventing group from attaining goals and objectives. It also creates disturbance in the workplace. After the various researchers it has been noted that group maintenance roles are significant as compared to other roles. The group building/maintenance roles provide a right and appropriate guidance to the workers to address the ample of issues and challenges within the organization (Drucker, 2012).
The group maintenance role helps in maintaining good and strong relationship with team members in the workplace. It will also helps in fulfilling the interpersonal needs and requirements of the group members. Effective communication and collaboration will also be maintained by the team members by exercising group maintenance roles within the organization. This role also helps the firm to strive with competitors in the international market. Moreover, the organization can easily capture the entire market with the help of group roles and furthermore, the group maintenance roles provide support to reduce and handle the future risks and challenges with maintaining harmonization in the workplace. In this way, group maintenance roles also play a vital role in delegation of authority and leadership. Apart from this, future risks and problems can be measured with the help of group maintenance roles (Hogg, Van Knippenberg & Rast III, 2012).
A.There is various reasons to resistance to change that can affect the success and outcomes of the firm adversely. Some of the reasons for resistance to change include the following.
Fear of the unknown: It is one of the significant reasons for resistance to change is a fear of the unknown. They feel that they are unable to accept the changes effectively and efficiently.
Poor communication: It also affects the profitability and progress of the firm negatively. It has been found that top management and leaders are failed to maintain proper communication and cooperation with employees. Thus, it may influence the capabilities and potential of the workers adversely.
Misunderstanding about the need for change: If the employees do not understand the need for change then people can expect resistance. Furthermore, employees do not believe in modern technologies and process therefore they do change the technology and process within the organization.
Low trust: Lack of motivation, confidence and trust also affect the change management process adversely. When employees do not believe that they or the firm can competently handle the change there is a likely to be resistance. All these factors affect the change management process adversely (Barna, 2013).
In the given case study, the CEO needs to use ADKAR model or theory to handle the changes in the workplace.
ADKAR model: ADKAR theory of change is a goal oriented tool which makes it possible for the ample of change management teams to monitor on those actions and steps that are directly interconnected to the objectives or goals it wants to reach to. This model can be used by CEO to provide support and help to workers to go through the procedure of change or transitioning when the change management is taking place. This model also helpful in managing the resistance which shown by the workers towards change. ADKAR model stands for awareness, desire, knowledge, ability and reinforcement. This model provides capability of assessment and identification of the causes why change made are not working and why long term desired goals and outputs are being acquired.
B.The possible approaches that could use by the managers to address the resistance to change that have been discussed below.
Education and communication: Good and effective communication can be supported by training and other forms of education. Effective education and training is should be provided to the workers to address and handle the resistance to change at the workplace. With the help of this approach, workers will have a better understanding of the objective of the change process or procedure and they will be more inclined to be cooperative (Dettmer, Knackendoffel & Thurston, 2013).
Negotiation: It is one of the significant approaches to deal with resistance to change within the organization. When workers for example lose power or works during the change procedure, it is significant to keep them encouraged and inspired. Offering incentives and bonus can be an option to motivate and inspire the workers to adopt the managerial change (Leonard & Frankel, 2011).
C.One possible drawback for each of the approaches which have been explained in part B is discussed below.
Drawback
Education and communication: It is time consuming and costly approach that could affect the outputs of the firm.
Negotiation: Less flexibility is one of the biggest drawbacks of negotiation approach. It may have direct impact on the efficiency and effectiveness of the workers.
A.There are various reasons to initiate the change in the organisation which are as follows:
In this company finds the opportunities which are prevailing in the market that the organisation can pursue to have the competitiveness sin the business.
In this change occurs as a result of abandoning of declining products, markets or subsidiaries. In this company tries to motivate the employees by giving the new resources to innovation in the company and by try to grab the new opportunities from the market.
Using the new technology in the organization motivates the employees as they are able to grab the new knowledge and information from the new technology.
The CEO of Air New Zealand Company can use the McKinsey 7-S framework to initiate the change in the organization.
The first stage of this framework is related to the strategy opt by the company to implement to change in the market. Strategy is being created by seeing the past performance of the company and its desired goals. This theory is focussed on the step by step development of the company. Another stage of the framework related to the structure opted by the company whether it is suitable for new technology or not. The employees are enough knowledgeable to understand the technology in the company. In order to get the task done, the day to day activities are performed with no conflicts are checked in this stage of System. Shared values and style used in the organization should support the change done in the environment. Last stage of framework is staffs that are the workforce or employees working in the company.
Maslow Hierarchy theory relates to the basic needs that the person requires in his life and theory tries to cover the basic needs from bottom and most complex need at the top.
Physiological needs
This needs is related to the basic necessities of life that the person strive for which includes the food shelter andhome to live and sustain their live.
Safety and Security needs
After achieving the physiological need the employee needs the security of income and its job so that he can work freely intheorganization. The safety and security needs include the financial and personal security.
Belongingness and love
In this need, the employees find the love and affection into the social groups and want to be a part of the community in which he is living.
Esteem Needs
Esteem needs being valued, respected and appreciation by others. The needs for honour and respect aroused by the person when he get the love from the society.
Self-actualization
Self-actualization needs can be defined as the need in which the individual desires are to grow and develop to his fullest potential. In this hierarchy, Maslow described this as the level where to accomplish everything that one can do.
It is also called the motivation-hygiene theory. This theory said that there are two motivating factors that because the job satisfaction and some factors are separated which is the hygiene factor can cause the dissatisfaction in employees.
If the hygiene factors froe example salary, working conditions, safety, environment ofwork are unsuitable for the employees then they get demotivated and cannot be able to perform better in the organization whereas on the other hand motivating factors increase the job satisfaction and motivate the employees. If these elements are unique and effective then employers can motivate and encourage the workers for attaining the objectives (Firestone, 2014).
B.The staffs have not get motivated with the motivation theories used in the organisation. the company can opt for the other techniques to motivate its employees whichare as follows (Mega, Ronconi & De Beni, 2014):
Manage by walking around
In this technique, company tries to manage the work of their employees by doing the work together to achieve the desired goal sand objectives.
Do incentives right
Incentive programs can back fire the performance of the employees. Company should focus on giving the right incentive to the employees so that they can perform better in the organisation (Renninger, Hidi, Krapp &Renninger, 2014).
Build trust
Workers are also wanted to be the part of the organisation. Workers do work when leaders believe in them. To increase the trust in the employees, the process of decision making should be done with the employees (Pinder, 2014).
Treat the workers like people
All people have equal right to get the respect. Workers should be given equal right and opportunities to accomplish their personal desires and this w=ill motivate them to excel.
C.I think the most effective technique for motivating the employees is giving the right incentive to them. The work which was not achievable by them before the incentive can be done by the staff easily when they are offered the incentive with the work (Cleverism, 2018).
A.Zed manager can use normative leadership model to motivate and encourage the workers. The normative leadership model is discussed below.
It is model that provides support to the leaders in evaluating and assessing such influential situational factors that entail direct impact on the extent to which the manager and leader must involve employees and associate for making unique and effective decisions (Van Dierendonck, 2011). There are five methods used by the manager under this model that is discussed below.
Autocratic (I): The leaders or managers solve the issues and problems and make a decision by self using available information and facts. This model can be used by the Zed manager to make effective decisions within the organization (Chaudhry & Javed, 2012).
Autocratic (II): The leaders acquire information from the employees and associates without involving then and make decisions by self (Tasa, Sears & Schat, 2011).
Consultative (I): In this method, the leaders share the issues or problems and relative information with subordinates or workers and then make a decision which may or not be recommended by the workers.
Consultative (II): Under this method, the leaders and managers get recommended and ideas from the workers through arranging a group collecting where the leader makes the effective and unique decisions by self (Hamstra, Van Yperen, Wisse & Sassenberg, 2011).
Group (II): The leaders or managers share the problems and issues with a group of employees and asks their different opinion, ideas and solutions to resolve the obstacles and problems.
This model helps in attaining long term goals and objectives in the workplace. Self preservation is one of the advantages of normative model. It also helps in preventing the resistance to change and high employee turnover (McCleskey, 2014).
2.The three advantages of the transformation leadership style that can be used by the Zed managers are discussed below.
In this way, Zed managers can develop transformation leadership among the subordinates at the workplace. They can make decisions happily and effectively within the organization. Along with this, Zed managers can prepare the junior managers for development and advancement in the organization. Along with this, the leaders can also sue trait theory in the workplace to reduce the issues related to the leadership (Wang, Oh, Courtright & Colbert, 2011).
Conclusion
From the above mentioned limelight event it can be concluded that change management and leadership play a foremost role in each and every organization. Three case studies have been given in the task. Role of motivation and change management also have been discussed in the given case study. Apart from this, the report explains the transformational, autocratic and transactional leadership style that can be used by Zed managers within the organization.
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