You need to choose 2 questions and answer it and each question should have 2 pages answer - Essay Example

Section/# Question One of the first issues that have been presented within the current dilemma is the fact thathalf of the shareholders that have been mentioned are much older than the change leader. This of course represents an issue of respect as well as an issue of overall directional change that might hope to be effected. This represents a difficult position for the change leader in the fact that the shareholders that they will be integrating with will likely to view an understand the way that the company or firm should proceed in a much different way than the new change leader. Although a difference in perspective is not necessarily a bad thing, it will doubtless be difficult for a new change leader if he/she is faced with a situation in which seniority within the firm becomes a central issue. This of represents a situation in which the “momentum of the organization” is aligned against that of the change leader. Although this is not an impossible situation to engage with, it puts the change leader in a distinct disadvantage. As a means of drawing such a situation to his/her ultimate benefit, the change leader must first seek to integrate a further and more complete understanding and appreciation for the way in which the firm has operated for the past several years. This is of vital due to the fact that many change leaders are tempted to merely dismiss the way in which shareholders have become accustomed to performing certain tasks out of rather egoistic motives. Whereas the change leader is oftentimes tempted to approach a given situation with the understanding that the old ways are inherently flawed, this is ultimately something that must be guarded against. Though it is oftentimes the case that the old ways are inade34quate for leading with certain eventualities, they are not always all bad and require a thorough review from the change leader prior to outright deciding which particular approach is best for furthering the goals and ends of the given organization. As a function of this level of understanding, one of the primary activities that the change leader should engage upon is a thorough and complete review of all of the ways in which business has been previously conducted. Rather than coming into an organization and demanding that all former culture must be done away with in order to usher in an era of new dynamics, the change leader should be mindful of whether these former cultures contribute to or take away from the unique motives and activities which he/she wish to promote. All too often the change leader is so focused uon instituting his/her own level of procedures and organization that they lose sight of the fact that some of the prior organizational structure can actually work to achieve a degree of synergy with their own designs. As such, seeking to utilize these means rather than forcibly demanding that the participants outright deny the past means which they both are comfortable with and have grown accustomed to can oftentimes lead to a greater degree of net benefit than demanding otherwise. Question 2) The first issue that must be engaged with regards to question 2 is an appreciation and heartfelt discussion with the employee. As Pat believes that his grievance is of merit, it is incumbent upon the change leader to take his charge seriously as well as integrate his concern into the change process and consider its overall merit. Regardless of whether or not Pat’s particular point of view is useful in furthering the goals of management, the fact that such a central shareholder in the process believes that the project itself is starting off on the wrong foot and going in the wrong direction is worthy of consideration by the change leader. Likewise, as his point of view represents the fact that the team is in conflict it is the responsibility of the manager to seek to identify with and understand his unique concerns before proceeding on with a particular point of view. Although it is impossible to include each and every point of view within the final change mechanism, it is incumbent upon the change leader to consider these as a function of making his/her final decision. Moreover, due to the fact that Pat’s point of view represents a thoughtful and, ultimately selfless, and well reasoned one, consideration is even more important for the change leader. Firstly, as a means of resolving this conflict, it is incumbent upon the change leader to consider this point of view. Secondly, it is incumbent upon the change leader, if he judges that such a point of view has merit, to bring it to the attention of management. Such an action will not only help to engage Pat in the process of change but also bring his concerns to the attention of higher individuals within the structure. This will doubtless serve as a means of both integrating Pat within the process as well as helping to show senior management that the individual takes their responsibility seriously. In this way, such an action will ultimately provide something of a win-win situation in which all shareholders in the process will feel involved and important in regards to the final determination; regardless of whether or not their point of view is specifically taken. Lastly, it should be understood that due to the monetary constraints of the given economy and the fact is that the organization in question is unlikely to be able to meet the needs and demands that Pat has exhibited. Thus, seeking to involve him in the change process is even more integral. Due to the fact that the firm will ultimately be unlikely to provide for his needs, attempting to demonstrate this is of vital importance rather than dismissing it out of hand and in a callous and capricious way. As a function of such an action, the change leader will not only be able to be better informed as to the ideas and influences that motivate their shareholders but also will be able to show a great degree of empathy and concern with regards to the needs of these aforementioned shareholders. Read More