LDR 531 Week 5 Assignment - Options for Implementing a Leadership Change
LDR 531 Week 5 Assignment - Options for Implementing a Leadership Change
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IMPLEMENTING A LEADERSHIP CHANGE 1 Running head: IMPLEMENTING A LEADERSHIP CHANGE Assignment: Options for Implementing a Leadership Change NAME LDR/531 DATE NAME OF PROFESSOR IMPLEMENTING A LEADERSHIP CHANGE 2 Options for Implementing a Leadership Change In 1996, Gene One penetrated the biotech industry by means of revolutionary gene expertise that eliminated syndrome in tomatoes and potatoes. As a result, farmers no longer desired to exercise pesticides when increasing these plants and consumers were delighted and satisfied to purchase domestic foodstuffs uncontaminated via chemicals. Nowadays Gene One is transforming and upcoming keen on an Initial Public Offering (IPO) as before it was a private enterprise. The term IPO or Initial Public Offering can be defined as a sale of stock by a company to the public companies. In most scenarios the companies that are offering an IPO are new or maybe some companies which are established from many years in the end decided to go public. It means that if Gene One can offer its partial possession and formulate the funds along with the rights to the public because the company has become an IPO (The IPO Process, 2009). Therefore this conversion may generate divergence in addition to dissonance; in addition to this the management that is working in Gene One may have multiple thoughts regarding alteration or modification. The Chief Executive Officer (CEO) of Gene One Don Ruiz, instigated the amendment and very much anxious regarding the company being competent to serve the public. Furthermore Michelle Houghton, Gene One’s Chief Financial Officer (CFO), undergoes psychologically defensive of her possession inside the company for the reason that whatever she had, she has spent inside Gene One. Besides that the Marketing officer named Charles Jones not at all invested any share in Gene One and he thinks in novelty and according to him touching the opportunities is not IMPLEMENTING A LEADERSHIP CHANGE 3 an easy task and it is sensitively separated. Another person that was expressively fond of to Gene One named Teri Roberson who was Chief Technology Officer (CTO) for the reason that she initiated the foundation of Gene One along with other people and zealous regarding her job tasks. The chance to enlarge and keen on to penetrate invention by means of becoming an IPO may permit her to conquer her apprehension regarding modification. Even though Greg Thoman who was the Chief Human Resources (HR) Officer was not so much psychologically connected to the Gene One as those of other management as he was not being working when the organization initiated, as he was quite confident that peopleoriented method which proves to be of no worth, even though he was deficient in having the capability to perceive future because he doesn’t have the capability to visualize better upcoming and he does not even have the courage to construct a favorable alteration in culture inside the organization (UOP, 2004). Then finally the CEO, Don Ruiz has appointed an outside firm to seek advice that would benefit Gene One by means of changeover. Meanwhile the committee has specified the company an instant of three years to congregate 40% escalation targets. He also clarified that the management must be well informed with reference to IPOs and has an obvious preparation to guide Gene One in the future prospect. After the declaration of policy people were really emotional and sensitive in the conference. Houghton makes efforts to show legitimate causes that Gene One should not develop an IPO that supports the investor’s even not taking advantage from biotech funds because of current humiliation and recommend Gene One and make progress in the cancer investigation as well. But Teri Henderson, considering Houghton is contravening her professional limitations and is IMPLEMENTING A LEADERSHIP CHANGE 4 converted into suspicious and condemns Houghton’s and is deficient of trust and beliefs. (UOP, 2004). The divergence is obviously generated because of the pressure and trauma that is endorsed after hearing news. The instantaneous obstacle that was incorporated by Gene One is to follow the severe circumstances of the SarbanesOxley Act (SOA) (UOP, 2004). IPO committee must have selfsufficient board members and these individuals must comprise of a CFO or CPA who must have a knowhow and expertise pertinent to the organization, but unfortunately Gene One does not convene the mentioned requirements. It must be compulsory by Gene One to reveal their financial statements in front of Securities and Exchange Commission (SEC) which formulate Houghton anxious for the reason the she was individually answerable in favor of them. Greg Thoman needs to guarantee to facilitate management as well as committee reimbursement techniques are righteous and pure and Gene One’s top 50 leaders and managers must be thumbs up to inquire themselves in front of others(UOP, 2004). Don Ruiz the Company’s CEO articulated the importance and favorableness of the idea so that employees must be committed and involved along the alteration and lessen terror and nervousness. In view of the fact that supplementary resources and investment must be required to elevate so that maximum development and progress objective. Henderson is under intense anxiety to approach fresh products that portrays people’s concentration to public sponsors particularly in view of the fact that Charles implicit that she might be apprehended answerable if Gene One Company cannot congregate its expansion aims (UOP, 2004). According to Yukl (2006), there are four steps to respond in circumstances that are IMPLEMENTING A LEADERSHIP CHANGE 5 rejection, irritation, sadness and adjustment. He also declared that until people sustain fundamental alterations, they must have visualization of an enhanced upcoming that must be adequately eyecatching to validate the surrenders along with sufferings therefore alterations are needed. In order to persuade enthusiasm about the outlook of opting an IPO, Gene One exchanges words that offer optimism for the outlook in view of Gene One and corresponds about the mission statement precisely and obviously and must be elastic enough to persuade the future inventions. The mental image of Gene One seems to be at the front position of knowledge and investigation in the biotech production in the competitive international values with a stare in accomplishing utmost expansion in terms of earnings as an IPO. We will present the public by means of an extensive diversity regarding novelty substitutes in every day foods because of their cooperation and uniting the efforts and abilities that penetrates the expertise in hereditary custommade crops. We are dedicated in manufacturing nutritious foods by means of uptodate along with safest expertise and knowhow that is present. We will stay enthusiastic in keeping our products and commodities secure and vigorous and entrust in generating more range of products not including the use of hazardous chemicals that includes the use of insect killers at the time in manufacturing a growing public requirement for best quality agricultural foods. The public will look ahead to amplify a collection of environmentally forthcoming fashioned crops that would be able to survive during unsympathetic environmental essentials. We will be devoted to providing a condition to persuade and assist local group of people that donates in achieving development of their local market because of repeatedly sophisticated IMPLEMENTING A LEADERSHIP CHANGE 6 technologies and scientific breakthrough in the exploration as well as bioagriculture industry (UOP, 2009). Then the executives and managers of Gene One Company have devised that is based upon a novel leadership structure and new management or leadership ways along with the ending vision that contribute to the modification plus alteration. Change strategy Each and every one in the Gene One company whether they are workforce, directors and board members must recognize the CEO Don Ruiz like the managerial supporter in power of all the procedures and formulate certain procedures the further decisionmakers are concerned (Robbins & Judge, 2007). Ruiz has exposed absolute assurance and dedication to the alteration and then appointed a perpetual conferring with group to direct the organization through out the alteration time period. Ruiz has verified his assurance to the newfangled revelation as well as his imaginary management approach formulates the ultimate preferred defender for alteration (McLaughlin, 2001). Don Ruiz is doing a perfect profession at generating an intellect of necessity regarding alteration or modification, and therefore carries on this way and it is in continuer with Kotter’s eight step method for the reason being executing change or variance (Robbins & Judge, 2007). Therefore Don Ruiz can also facilitate via running effectively along the modifying board and summarize temporary but achievable targets like the same he performed as he was inquired Teri Henderson to organize observations outlining novel technologies and innovations. In the end, Don Ruiz should put together that the modification are definitely surrounded by the Gene One’s traditions to keep away from stating conquest as well soon IMPLEMENTING A LEADERSHIP CHANGE 7 (Robbins & Judge, 2007). According to Robbins & Judge (2007), corporations are acknowledging the probability on changes that are based on transformation that is actually incorporated by managers commencing external to the conventional setup. As a result, the exterior groups that gives suggestions that was actually hired by the CEO will make easier for the company to assemble SOA necessities and direct Houghton by means of evaluating and surrendering of financial details and make possible Thoman’s concerning to HR smooth the progress in the appointment as well as dismissal of workforce and facilitate in establishing a constructive situation that helps in the transformation as well as modification (Robbins & Judge, 2007). Companies along with wellbuilt traditions don’t even be sound with fundamental alterations (Robbins & Judge, 2007). Gene One that adapts a strong culture are actually old to these alterations and been able to maintain at the control of the biotech diligence up at a fastgrowing rate. By means of Lewin’s threestep amendment model of unfreezing, movement in addition to refreezing will help them promote in their biggest renovation up till now (Robbins & Judge, 2007). Unfreezing will conquer opposition as of inhabitants along with the group consistency, movement will progress the corporation towards accomplishing an IPO and refreezing will substitutes transitory services with the everlasting situations (Robbins & Judge, 2007). For instance the leaders or managers that are involved in altering firm will draw closer and then teaches the Gene One managers to tackle with the situations in its current situations as an IPO and then disappear. The alteration approach for HR must be to endorse working out and present instructions and propose skyscraping job protection throughout the changeover, to IMPLEMENTING A LEADERSHIP CHANGE 8 persuade employees to become leaders of alteration, because thought campaigners will assist to endorse the design, endow with liveliness, assisting in prevailing over confrontation and review the effects and consequences of that modification that is being altered (Robbins & Judge, 2007). An additional approach would be to take in account current associates in the decision making phenomenon who could achieve momentous assistance and facilitate in sorting conflicts that must be transformed and revalorized (Robbins & Judge, 2007). Thoman should educate employees, facilitate them to use their mindsets in view of transformation, lessen confrontation and turn out to be sympathetic as well as accommodating; the people that are enthusiastic to acknowledge change should be considered and reserved while those that are doubtful to obtain jeopardy should be given permission to leave (Robbins & Judge, 2007). For illustration if Teri Henderson when come back on work even did not think of modification and didn’t suggest any good idea, therefore it was decided that she is useless and let her go. On the other hand, it would be suggested that Charles Jones to be with them as he possess a optimistic approach in favor of alteration. HR is supposed to propose employee analysis and education for novel skills desirable. (Robbins & Judge, 2007). Michelle Houghton, for model, has thumbs down understanding regarding directing investments designed for a huge conglomerate (UOP, 2004). Petite term remunerated leave of nonexistence should be presented to Teri Henderson who give the impression to be encompassing a tough time in regulating and is making an allowance for affectionate her acknowledgment (UOP, 2004). To build her hold and dedication could lessen her stress and anxiety (Robbins & Judge, 2007). IMPLEMENTING A LEADERSHIP CHANGE 9 Therefore it must be required that all the managers within the organization should disburse special consideration to the alterations that were happening and view how these things are happening. The only way to achieve them is by having employees filling up appraisals as well as the transmission channels unwrap and be attentive and watchful to prospective or emergent discrepancies and take proper action regarding response from the employees (Robbins & Judge, 2007). Gene one must follow a mechanism that spotlight on becoming an organization that is full of knowledge and it must be new or fresh, mutually agreed on mindsets, eliminate the previous aspects of visualization, imagine the corporation as component of a scheme that is based upon interrelationships, discuss and share members point of views and do effort to eliminate individual selfinterests for achieving the vision (Yukl, 2006). This can be achieved by utilizing merging departments similar to the marketing and technology departments and by means of crossfunctional teams to diminish limitations connecting inhabitants and redesigning Gene One's interior culture by gratifying people who are adopted towards the adjustment (Robbins & Judge, 2007). In the last corresponding to Gene One’s closing stages revelation by riddle it behind every particular employee by means of all channels of communication and eliminating all hindrances with the aim of slow down the hallucination; it will significantly assist the company’s alteration as the finish visualization is definitely entrenched addicted to the civilization and ethnicity of the organization (Yukl, 2006). References IMPLEMENTING A LEADERSHIP CHANGE 10 Authorunknown. (n.d.) The IPO Process. Retrieved March 3, 2009, from www.exinfm.com/board/ipo_process.htm McLaughlin, C. (2001). Visionary leadership. Retrieved March 4, 2009, from www.visionarylead.org/articles/vislead.htm. Mintzberg, H., Lampel, J., Quinn, J. B., & Ghoshal, S. (2003). The strategy process: Concepts, contexts, cases (4th ed.). Upper Saddle River, NJ: Prentice Hall. Robbins, S. P., & Judge, T. A. (2007). Organizational behavior (12th ed.). Upper Saddle River, NJ: Pearson Education. Yukl, G. (2006). Leadership in organizations (6th ed.). Upper Saddle River, NJ: Pearson Education. University of Phoenix. (2004). Gene One Scenario [Computer Software]. Retrieved March 3, 2009, from University of Phoenix, Simulation, LDR/531—Organizational Leadership Course Web site. University of Phoenix. (2009). Week five team # forum, LDR/531—Organizational Leadership course Web site. http://www.investorwords.com http://www.brainmass.com/homeworkhelp/business/management
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