Business Transformation and Change - Stena Line

This presentation discusses the key factors driving change in Stena Line, evaluates the CEO's leadership style, recommends measures for improvement, and suggests methods for measuring progress.

BUSINESS TRANSFORMATION AND
CHANGE – STENA LINE
Name of the Student
Name of the University
Author Note

Key factors driving change
• The major issues that have been observed by the CEO refer to the
sub-standard client services, the payment of the onboard clientele at
a building site at the sea, the greater flaws that are observed in the
designs of the new ferry that was launched by the company. The CEO
further discovers the fact that the international staff of the
organization have been receiving a lower amount of remuneration as
compared to the minimal wages that an employee should receive
within the territorial boundaries of the United Kingdom
(Youtube.com., 2019).

Strengths of Gunnar Blomdahl’s
leadership style
• Well-research
• Expansive view of leadership

Weaknesses of Gunnar Blomdahl’s
leadership style
• Questions regarding the measurement
• Treatment like personality trait

Evaluation of Gunnar Blomdahl’s
performance
The CEO demonstrates all the skills of a transformational leader and is
known to have been dedicated to wards serving the clientele of the
organization in a better manner. The organizational leader is also found
to be empathetic towards the employees of the organization and is
observed to have been relenting to the proper and justified resolution
of the various issues that the staff might have been facing in their due
course of service towards Stena Line.

Recommended measures
The CEO might be advised to implement the 8-step Change
Management Model as had been put forth by Kotter. The model
consists of eight major steps that are implemented by Kotter.

8-step Change Management Model
Kotter’s 8-step Change Management Model

Measurement of progress
• 360-degree performance appraisal
• Essay evaluation methods of performance appraisal

360-degree performance
appraisal method
Identification off the employee within the organization as well as
procures the most fair and balanced review on the performance of the
employee within the given organization (Das, & Panda, 2017).

Essay evaluation method
Proper identification of the strengths of the employee as well as
highlights the areas of weaknesses that the concerned employee has
been depicting during his tenure at the organization (Uchenna, Agu &
Uche, 2018).

References
Banks, G. C., McCauley, K. D., Gardner, W. L., & Guler, C. E. (2016). A meta-analytic
review of authentic and transformational leadership: A test for redundancy. The
Leadership Quarterly, 27(4), 634-652. Available at DOI:
10.1016/j.leaqua.2016.02.006
Das, U. K., & Panda, J. (2017). The Impact of 360 Degree Feedback on Employee Role in
Leadership Development. Asian Journal of Management, 8(4), 962-966. Available at
DOI: 10.5958/2321-5763.2017.00149.4
Hoch, J. E., Bommer, W. H., Dulebohn, J. H., & Wu, D. (2018). Do ethical, authentic, and
servant leadership explain variance above and beyond transformational leadership?
A meta-analysis. Journal of Management, 44(2), 501-529. Available at DOI:
10.1177/0149206316665461
Uchenna, O., Agu, A. G., & Uche, E. U. (2018). Performance Appraisal and Employee
Commitment in Abia State Civil Service: A Focus on Ministries of Education and
Works. Archives of Business Research, 6(10). Available at DOI:
10.14738/abr.610.5449
Youtube.com. (2019). Undercover Boss Stena Line. Retrieved from
https://www.youtube.com/watch?v=Ug2zhZSppsk