LDR 531 Week 6 Assignment - Affecting Change
LDR 531 Week 6 Assignment - Affecting Change
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Date Created: 11/16/15
Running head: IMPLEMENTING A LEADERSHIP CHANGE Assignment: Options for Implementing a Leadership Change YOU’RE NAME LDR/531 DATE NAME OF PROFESSOR IMPLEMENTING A LEADRESHIP CHANGE: Some times a change is healthy for a life of an organization and very necessary for growth. Therefore the executives of Gene One took decision to transform the corporation into Initial Public Offering (IPO). Conversion in to Intial Public Offering suggests some forfeit too. For example, those who invested in company will have to quit their inadequate rights and surrender the savings and possession to the general public. The finding of University of Phoenix revealed that this switch may generate clash and cacophony in company, and decisionmakers of Gene One had jumble sentiments regarding the alteration. Let me brief you about every executive personnel and their fields. Don Ruiz is Chief Executive Officer (CEO) of company. He was intended to instigate the change and very much thrilled to provide facilities to the people. Michelle Houghton is company’s Chief Financial Officer (CFO). She endured of emotional upheaval because whatever she had, she devoted in Gene One. The post of Marketing Office is administered by Charles Jones. He is very groundbreaking person and believe in change, but he does not feel any intimation or adherence to company. Terry Roberson is an excellent Chief Technology Officer (CTF). She is deeply dear to company because she was the one who are founding members of Gene One. She was little afraid of the situation but exposure to new findings strengthened her to welcome the change. The head of Chief Human Resources (HR) is Greg Thomas. He is not close to company, like Charles Jones. Like many others, he was not part of company’s foundation but his leadership quality, which far more peopleoriented also had not helped him to make or generate healthy transformation for company. Don Ruiz, being a CEO of company consulted a peripheral organization to assist Gene One with the conversion. That organization had given the objective of 40% development rate by three years. Executives received further briefing from organization that in order to accept the change they must have to be preparing the ground and get initial learning. Consequently, a hot debate started in company. Michelle Houghton, being a CFO proposed or rather opposed the change. She believed that investors avoid investing in bio technology due to hearsay, therefore company should more focus on delve of cancer. She was counter argued by Terry Henderson, a CTF. According to him, Michelle should more focus on finances rather than pattern and targets of company. But company has a big problem in its way of transformation, in the form of Sarbanes Oxley Act. According to this act company should ensure its compliance in front of government by revealing the financial details and assets. Except there is another difficulty, according to which board members of IPO should have exposure of the post of Chief Financial Officer before coming to IPO. It is one of the dilemma of the company that none board member had such experience. All these issues troubled Houghton that during the compliance if any issue comes, or any drawback occurs in finances, she would be responsible. Now it is the duty of Greg Thomas to satisfy the board members and public about unsoiled reimbursement policies. While, Ruiz want to implement the plan immediately and resolve the pressures on employees. Similarly Henderson is also in huge stress toward upcoming products of company due to Charles indication that she would be responsible for any upheaval. Here Yolk’s contribution plays an active role. According to him the change is always accepted by four stages: rejection, annoyance, grief, and adjustment. He further says that, “Before people will support radical change, they need to have a vision of a better future that is attractive enough to justify the sacrifices and hardships the change will require." In the case of Gene One, the executives initiated thrill regarding the vision of turn into an IPO. For this purpose they were corresponded the operational avowal unambiguously and briefly. They also showed inclination of elasticity in their coming decisions. According to the statement, ‘the idea of the company is to be great receiver of knowledge and exploration in the field of bio technology, along with gaining huge profit parallel to provide severe contest in global market. All the way through collaboration and merging of hard work and capacity, we determine to supply the community with an ample range of novel options of normal foodstuff throughout nonstop advance technologies in genetically tailored harvest. We are dedicated to manufacturing dietary fare by means of the most uptodate and safest expertise accessible. We are very much concerned to maintain our items hygienic and protected and willing to generate broad varieties devoid of the exercise of unkind chemicals, for example pesticides. Except, we are eager to brief farmers regarding quality product so they will increase their supplies. The public will welcome a broaden collection of environmentally gracious formed yield that will be capable to survive cruel ecological elements. We will be enthusiastic to given a means to promote and facilitate neighboring population to have a say towards the expansion of their home market in the course of our frequently sophisticated hitech and scientific findings in the plant study and bioagriculture businesses. Hence, the directors of the company came up with modifying stratagem which has strengthened by the help of whole new management organization and techniques which has clear target of easing and enhancing the change in IPO. CHANGE STRATEGY: The CEO has important role to run the company and administer its phenomenon. In this regard, both Robbins & Judge and McLaughlin praise the Don Ruiz in following words. “All Gene One employees, executives and board members must acknowledge CEO Don Ruiz as the executive champion in control of all the process and make certain the other executives are involved” (Robbins & Judge, 2007). “Ruiz has shown complete commitment to the transformation and hired an eternal consulting group to guide the organization through the transformation period. Ruiz has demonstrated his commitment to the new vision and his visionary leadership style makes him the ideal chosen champion for change” (McLaughlin, 2001). Don Ruiz has done marvelous job to transform the company at perfect timing by realizing the business environment in market, and he must go with Katter’ EightStep Plan of transition. Don Ruiz may further offer his assistance to change team and guide them with immediate tasks and targets. For example, he asked Henderson to make a file of those neo technologies which are required for the process of makeover. Lastly, Ruiz should work a lot to precipitate the change in company’s culture and not hurried for results. Some time to administer the change there is severe need of external organization to look after the process for healthy and constructive change. With respect to it, Robbins & Judge writes, “Organizations are more likely to embark on transformational change when headed by leaders from outside the traditional network.” Don Ruiz too has hired such group to bring the company on SOA obligations. It will help Houghton in financial matters with revision and deference, and smooth the Thomas’s problems with regards to cutting off of employees and generate the constructive atmosphere. According to Robbins & Judge, ‘those companies who have deep rooted business mores do not welcome the change easily, although Gene One possess strong norms in it but provides healthy environment for change by coming up with the standards of latest bio technology fashion. Thus, Levin’s ThreeStage transformation structure may help them in this huge transition. It consists on following stages, Unfreezing Movement Refreezing The stage one will eradicate the conflicts by personnel traditional values, stage will transform the company into IPO, and stage three will substitute shortterm powers with enduring ones.’ In whole process, the importance of external organization is not negligible because it will help in whole changes. Most of the time, in process of change employees is fearful of losing their jobs or salary cut. Thus, it is responsibility of Human Resource department to ensure workers about their benefits and privileges encourage them with innovations and assist them to combat with threats. In order to sooth the emotions of employees it is necessary to inculcate their opinions and thoughts in important decisions. Consequently, it will eradicate their negative feelings towards company. It is the duty of Thoman to prepare the employees for change, guide them the necessity of it, help to resolve their issues, generate friendly environment. For example, if any employee does not agree with the change, in spite of having more privileges then it is better to let him go, because that person could some how be negative in the favor of company. Now, it is the responsibility of all employers and executives to have strong checking system in organization. Not a single thing should be neglected during transformation, because the minor things between processes may lead to disasters. Executives should circulate assessment forms around organization in which give preference to employee’s thoughts about changes. At this critical moment, directors must have to be sensitive and informed of every minor issue which has the probability of huge clash in future. According Yukl, ‘Gene One requires putting attention on those fundamentals which are necessary for modern corporations. It must come up with open communication around whole organization, promote shared goals and interest in the place of individualism, and healthy environment of mutual understanding. This target can be gain by connecting departments with each other. Some times teams have created to fulfill some task and findings of that team revolve around whole organization, through concerned departments for scrutiny. Now, the Gene One should generate creativity in this process, by constructing teams which must possess members from different department, who may work with mutual consent and suggest innovation simultaneously. It will help to keep the atmosphere of organization friendly. Rather, the employees can be motivated by small rewards and titles. For example, Employ of the Week or Employ of the Month. It is very important to trickle down the change process to every employee of the organization and persuade him to accept for the benefits of company and his owns. This target may easily achieve by every possible communiqué in company by keeping the target in mind. References Author unknown. (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.
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