Implementing Leadership Change
January 14, 2013
Implementing Leadership Change
Change can create chaos in organizations or it can create a feeling of cohesion within a group. Facilitating change within organizations can be overwhelming because of the uncertainty of change. Eliminating disease in tomato and potatoes Gene One is entering the biotech industry. It is evident that releasing an Initial Public Offering (IPO) enables the company to expand and increase profits. Going public has many advantages, however, Gene One must create a better market position by offering two new groundbreaking technologies. With the raise in capital and the increase in market ...view middle of the document...
Resistance to change is inevitable, however, change provides stability and predictability to organizational behavior and if redirection is possible positive conflict serves as a source of functionality (Robbins & Judge, 2011). Sandra is joining the team as the temporary change agent to assist the chief executive officer in creating positive change for Gene One. Sandra has the task of reducing change resistance from employees. Sandra chooses to focus on education and clear communication of the points of change. Sandra will encourage participation from employees, provide supportive commitment to change, and possibly negotiate efforts to lessen the resistance. Sandra will promote change by covert influence through manipulation and cooperation. She will incorporate positive reinforcement for individuals who accept the change and use coercion to influence those who resist change.
According to Kurt Lewin there are three phases to change; unfreeze, transition, and freeze. Implementing this three phase model Sandra seeks to move Gene One from point A to point B by motivating employees to change (unfreeze). Sandra will then implement and install the change to the new way of doing business (transition), moving forward Sandra will aim to stabilize the operation at a higher standard of performance (freeze). This process will keep morale high within the organization and resistance to change at a minimum. Sandraâ€™s leadership style will make it possible for Gene One to achieve its goals. Unfreezing is the first phase in the change process allowing employees to say goodbye to the old and welcome in the new. Clear and constant communication is vital at this stage and will assist employees in conforming to the new situation. Managers must that employees are stepping out of their comfort zones and into unfamiliar territory which can create feelings of denial, mourning, and resentment. The second phase in the change process implements the new way of conducting business. Employees tend to resist the change by hanging onto the old way of fulfilling their obligations, managers must motivate employees during this phase and quickly push forward to prevent employees from reverting back to the old way, reduce confusion, and create a new comfort zone. Refreezing is now possible because employees are using the new processes. Close monitoring and control is essential at this phase to encourage employees to continue with the new procedure.
Sandra has strong task oriented strengths and is able to stay focused. Employees tend to respect and support her efforts because she is charismatic and maintains a pleasing persona. Sandra treats employees with respect and fairness and creates a trusting atmosphere for her employees to confide in and feel comfortable in her presence. These aspects of her personality will increase productivity from employees. With her authoritative leadership style, Sandra intends to guide Gene One through the initial public offering phase....