This document includes a situation where leader wants to bring change in organization and his managers and employees are resistant to change. There are views about leader’s idea of changing organization’s style from bureaucratic to team-based empowerment organization to increase customer and employees satisfactionss. This is good idea and managers resistance can be reduced by proper planning, negotiation and communication with managers and employees who are resisting the change.
This document is about a organization’s dilemma leaders want to change organization from its present bureaucratic style to democratic style and other people in organization resist this change so it is about how can he make his idea successful?.
The leader of organization has observed a lack of flexibility and slow decision-making process in many parts of the departments. He believes that he is not serving his customers well, and has decided to move to a team environment and to push many of the decisions to the lowest possible levels. In other words, he wants to create a team-based, empowered organization. Several of his best managers are resisting the idea strongly. They not only feel that many employees are not ready for the change, but they also believe that they personally could never change from a “command and control” style to allowing more participation.
How should the leader deal with the situation?
Leader is some one in organization who has managerial authority and who can influence others. This is a situation of managing with change. Here the leader is democratic leader who encourages participation of others but other best managers have autocratic style who like to dictate work methods and limit participation. Here leader first should identify what areas of organization need change. He must manage people resistance to this change.
How are leading and managing different? Differences between Leading & Managing
Many authors and practitioners often equate managers with leaders although it is not necessary that they both are same. There is some deferences between them as Managers are those employees of organization that are appointed to some specific positions in organization for example marketing manager, finance manager and human resource manager. They can influence other only according the formal authority that is inherent in their position. Leaders in contrast are those persons that are either appointed or they are emerged from work group. Leaders have ability to influence other people to perform beyond those actions that are dictated them by the formal authority of organization.
Is the CEO trying to Lead or Manage this change initiative? Lead or Manage
I think CEO is trying to lead this change as he is the one who has come up with this team based organization and want this change to happen.
What arguments can he use to persuade his managers?
Leader in this situation is the one who is leading this change. Managers are resisting change because may be they are thinking that this change is not in the favor of organization’s best interests. So in this case leader should communicate managers that this change can increase customer and employees satisfaction and these are two important tools to run any organization if customer and employees of our organization are satisfied it can make organization successful because increasing customer’s satisfaction can help gaining customer loyalty and increase in employees satisfaction can help in increasing their productivity. Normally people resist to change because they think that by change they can lose anything they already possess like their comfort, status, money,,friendship and other such benefits which are important for them Leader in this case can communicate to people that they will not lose any thing that value to them in any way this can help them understand what the change is all about and how can this change be helpful for them so leader should educate managers and employees about change he wants to bring.
What can he do to help his managers change their style?
Leader can adopt following ways to help his managers change their style: Educate and communicate:Leader should educate and communicate his managers about the change that what needs to be change in organization, how this change is necessary for the organization and how this change can help in making organization more successful Leader should also tell them that this change will not affect their present positions and salaries.
Participation: Leader should involve those manager’s participation while designing the structure for change. He should make them feel that they have required expertise to bring this change in an effective manner. By this involvement managers will start feeling a sense of commitment with change and resistance to change will be decreased. Support and facilitating:Leader should such supportive efforts like employee counseling or any therapy that can help in reducing resistance to change.
Negotiating: Leader should negotiate with managers about how they will agree in accepting this change may be offer them something in return if they stop resisting change. It can be expensive but very helpful in reducing resistance.
What are the implications of his actions and decisions?
Implications of Actions & Decisions
Changing style of organization: By this change organization can change from its present bureaucratic style that involves less participation of employees and more dictating work methods to democratic style that considers more employee’s participation and personal considerations in working. Changing employees work style: More team work will be preferred and employees participation and personal views would be considered of more value to accomplish task instead of dictating the task and actions to accomplish this task
I would recommend that his approach of team management is very positive and up to date as more organizations in todays dynamic and competitive world are liking the idea of team based organizations. So it is a good idea but he should do proper planning and proper communication and negotiation with managers and employees about this change. Leader should do survey to know how many people like this change and how many resist this change. what they want and why they are resisting this change. Leader should not try to bring change very quickly because change is a slow process and people need time to accept it. This idea of bringing change can be expensive but it will produce more positive results in terms of customer loyalty and employees work productivity that can equate this cost of change. But besides positive results there are some negative aspects of bringing this change that are risk of change that either it will make organization more successful or will disturb its present success. By making more team-based environment can increase flexibility and can help doing work more quickly but can also disturbs employee’s privacy that may be they do not like to shared and want to do work alone and independently I would recommend that all aspects of this change should be considered while designing structure for this change and should try to minimize its bad effects and increase its positive effects.
In conclusion I would like to summarize that change is a continuous and permanent process. In this world nothing but change is permanent so change should also be brought in organization that is required and that can reduce cost or make organization more successful and people of organization should try to accept change that is in favor of organization and their interest.
STEPHEN P. ROBBINS & MARY COULTER; MANAGEMENT; 7TH EDITION
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