This article discusses the implementation of change management in Pemancar, a Malaysian manufacturing company. It explores the challenges faced and provides leadership techniques for managing change.
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Running Head : CHANGE MANAGEMENT Change Management Name of the Student Name of the University Author Note
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1CHANGE MANAGEMENT PART A Pemancar Case Study As per the views of Abdullah and Siti –Nabiha (2012), change management is an approach that is systematic and deal with the organizational objectives and goals, process and the technologies too. The study of Abdullah and Siti- Nabiha is regarding the implementation of a new organizational culture on Malaysian conglomerate subsidiary Pemmcar by the Europe based multinational company. It also uncovers the organizational resistance against the transformation or change brought about. It is to be noted that Pemancar is a manufacturing company dealing in automotive parts which is situated in Malysia. The company was acquired by the European NOVA company which had infused different ways of functions in the company lead by Danial Tareq. Since there was new product specification, new machinery and new technology along with forced standards of quality and productionadded,theatmosphereofthecompanystartedbeingclaustrophobicforthe employees.However,thechangewasconcentratedtowardshighperformance,powerful communication, increased accountability and value creation. The changing work culture left the employees under immense pressure. The previous organizational structure was bureaucratic and pyramidal in Pemancar. The new system substituted it with a flatter and leaner structure in order to facilitate effective communication across the entire organization. The theory of punctuated equilibrium suggests that, the current situation of Pemancar is under extreme stasis and it requires a kind of leadership that can punctuate it with proper change.
2CHANGE MANAGEMENT The article of Nasim and Sushil (2011), the change management is perceived from variousaspects. It isparadoxicalin nature and outlinesa shift of approachalong with paradoxical thinking.The leaders of the organization should address the paradox of continuity andthechange.In Pemancar,theimplementationof culturalchangemightfacecertain difficulties. In this context Danial Tareq might face few conflicts: The tasks conflict might be there related to the tasks of the employees. There might be clash of opinions on the new policies and procedures. The expectations at work can be hindered by it. The personality conflict is also likely to be there that arises from the matters of taste, personality, taste and conflicting styles too. The cultural difference between Europe and Malaysia might also be there (Riwo-Abudho, Njanja and Ochieng 2012). The value conflict is another which arises out of the different types of values and the identities. In a given organization, there are different ethics, deeply held beliefs and traditions which might create issues. The other issues regarding the retention of the staffs might also be there. The changed environment of the workplace might leave huge impact on the overall profitability of the organization (Stoltzfus, Stohl and Seibold 2011). Hence, the leadership techniques of Danial while managing the change implemented in the organization should address few actors for better outcomes. The change management is a type of leadership challenge which needs to be addressed. A transparent communication should be there (Herzberg 1987). A good strategy would be “walking the talk “along with having confidence in the self.
3CHANGE MANAGEMENT As per the suggestion of Nasim and Sushil (2011), it is possible to look forproper solutions on order to provide the desired. The primary objective should be to establish interpersonal bonding with the people of the workforce.
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4CHANGE MANAGEMENT Reference Abdullah, Z. and Siti-Nabiha, A.K. (2012) ‘Leadership and change management: a case study of Pemancar’, Asian Case Research Journal, 16 (1), pp. 115-132. Herzberg, F.I. (1987) ‘One more time: how do you motivate employees?’, Harvard Business Review, 65 (5), pp. 109-120. Nasim, S. and Sushil (2011) ‘Revisiting organizational change: exploring the paradox of managing continuity and change’, Journal of Change Management, 11 (2), pp. 185-206. Riwo-Abudho, M., Njanja, L. and Ochieng, I. (2012) ‘The role of strategic leadership during change’, Kenya Journal of Business Management, 4 (1), pp. 48-61. Stoltzfus, K., Stohl, C. and Seibold, D.R. (2011) ‘Managing organizational change: paradoxical problems, solutions, and consequences’, Journal of Organizational Change Management, 24 (3), pp. 349-367.