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.
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BUSINESS TRANSFORMATION AND CHANGE – STENA LINE Name of the Student Name of the University Author Note
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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
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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
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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).
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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 LeadershipQuarterly,27(4),634-652.AvailableatDOI: 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? Ameta-analysis.JournalofManagement,44(2),501-529.AvailableatDOI: 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.ArchivesofBusinessResearch,6(10).AvailableatDOI: 10.14738/abr.610.5449 Youtube.com.(2019).UndercoverBossStenaLine.Retrievedfrom https://www.youtube.com/watch?v=Ug2zhZSppsk