Managing and Leading People | Assignment
Added on 2021-04-21
13 Pages3851 Words35 Views
[Date]Managing and leading peopleCase Study Analysis – Biogen Idec.
ContentsIntroduction......................................................................................................................................2Individual change.............................................................................................................................2Team change....................................................................................................................................3Organizational change.....................................................................................................................4Leading Change...............................................................................................................................7Conclusion.......................................................................................................................................9References......................................................................................................................................10
IntroductionChange is one of the only constants in every organization (Hayes, 2014). It is that imperative aspect of the business that allows and assists the business to grow and succeed. The case study inreference talks about a massive organizational and cultural change witnessed by Biogen Idec. The organization has decided to shift its center to excellence to Zug, Switzerland. The team responsible for the change put efforts in ensuring that every aspect of the change is catered to in the most efficient manner. This included the changed culture of the business, changing legalities of the new office, changing employment scenarios as well as changing communication strategies within the firm. This report throws light on the individual change encountered by employees, team change encountered by the project team, organizations change encountered by the business at large and the leading change encountered by the project leader. Individual changeThere are two major changes that are taking place at Biogen. Firstly, their center of excellence would shift from one place to another. Secondly, the organizational culture would be more decentralized, affiliates would be empowered further and decision making would be quicker. Both these changes directly impact an individual working with Biogen Idec. Herzberg gave a two-factor theory of motivation which is directly applicable in this scenario. There are certain factors in every business that lead to employee satisfaction while there are certain factors that lead to employee dissatisfaction. Certain factors are hygiene factors. Hygiene factors do not cause a long-term satisfaction or increased motivation in employees but an absence of these factors surely leads to dissatisfaction (Alshmemri, Shahwan-Akl & Maude, 2017). Biogen Idec has worked towards ensuring that these hygiene factors are present in the new office and the new culture adopted by the firm. The organization ensures proper employment policies in place and safe relocation of employees who are willing to shift. Such steps are a part of the hygiene factors. If these factors would be absent, employees would not be able to accept the change easily or would end up showing some resistance towards the change. In addition to the above-mentioned hygiene factors, Biogen Idec has also worked upon its motivators. These motivators are additional factors provided to the employees which motivate
them to work harder and remain associated with the business (Redmond, 2015). Such motivators ensure a longer-term satisfaction of employees. The new culture adopted at Biogen Idec empowers the affiliates, provides them with more resources and ensures quicker decision making. These are the factors that would motivate employees and ensure longer levels of satisfaction. When more responsibility is given to employees and they are allowed a certain level of decision making in the business, they feel empowered. This is also because by doing this, the organizationis satisfying employee’s esteem needs. Maslow’s theory recommends that upon fulfilling the needs of physiology, safety, and belongingness, people crave to fulfill their esteem needs (Anderson, 2014). By clearer roles, increased authority and a higher level of responsibility, employee’s esteem needs are satisfied and hence this would ensure increased employee motivation. Team changeTeam dynamics are automatically affected when an organization goes through a changing process (King, Newman & Luthans, 2016). However, bringing a massive change in any organization requires teamwork. There are different points of views that need to be considered and hence teamwork is largely advocated in designing and implementing change within the business. No doubt that a teamwork involves slower decision making and sometimes increased conflicts, but for the long-term satisfaction of employees and success of the implemented change, it is recommended that teamwork plays a vital role throughout the process. Teamwork helps in analyzing different strategies for adopting the change. A group of people working together will be able to provide new outlooks and look at things from different perspectives. Teamwork wouldalso ensure that any employee grievances with the change process can be addressed at its initial stage (Unsar, 2016).Teamwork also leads to a division of work among members of a team rather than the entire pressure on a single person. A single individual may not be able to visualize the change from different perspectives and may even demonstrate a biased approach towards the change
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