Implementing a Leadership Change
January 31, 2011
Options for Implementing Change
In 1996, Gene One entered the biotech industry with groundbreaking gene technology that eliminated disease in tomatoes and potatoes. As a result, farmers no longer needed to use pesticides when growing these plants and consumers were pleased to buy homegrown products untainted by chemicals. Gene One grew from $2 million to a $400 million company in eight years (University of Phoenix, 2011).
Gene One’s success also brought with it an increase of stock indices on Wall Street indicative of an augmented interest in the biotechnology field. Leadership changes at the Food and Drug ...view middle of the document...
Other managers raised questions about casting unnecessary negative publicity on Gene One although the biotechnical research in the article related to another biotechnical field. In this paper options for implementing change, suggested leadership style to move Gene one into their desired company goals and objectives (going global and maintaining a minimal growth profit of 20 percent), and choose the best member of management to replace the late Don Ruiz as chief executive officer.
Upper management and board members varied leadership styles prove to be challenging when considering the most effective way to address Gene one’s problems and implement a change plan. Change is challenging in one’s personal and professional life. “One of the well-documented findings from studies of individual and organizational behavior is that organizations and their members resist change” (Robbins & Judge, 2007, p. 647). Resistance to change is human nature. Change is inevitable at various stages of one’s personal and professional life. Individuals deal with change in different ways some positive but just as many negative ways. “Resistance to change provides some stability and predictability to organizations behavior and sometimes serves as a source of functional conflict” (Robbins & Judge, 2007, p. 648).
Donna Page has been appointed as a temporary change agent to assist the new CEO in implementing an effective change plan for Gene One. Donna has options to assist with the conflict of reducing resistance to change from employees:
• Education and communicate details relative to change
• Include participation of employees in the change process
• Provide support and commitment
• Negotiate deals to lessen the resistance
• Manipulation and cooptation through covert influence to promote change
• Choose individuals who accept change
• Coercion by use of force or threats on resistors
Donna will use Kurt Lewins 3 step of a successful change model. “Kurt Lewin argued that successful change in organizations should follow three steps: unfreezing the status quo, movement to a desired end state, and refreezing the new change to make it permanent” (Yuki, 2006, p. 651). This process will be used by Gene One in order to make the process fair. Keeping employees motivated and interested in their jobs is the key to success. Donna’s various style of leadership will be able to help the CEO achieve Gene One’s goals and objectives. Unfreezing the status quo involves changing the efforts of management to overcome the “pressures of both individual resistance and group conformity” (Robbins & Judge, 2007, p. 652). Unfreezing is the stage where employees say farewell to the old way of doing things. Constant communication will assist employees in dealing with this situation. Mangers must realize that employees are stepping out of their comfort zone and they will go through stages of reaction to change such as denial, anger,...