1LEADING IN WORKPLACE Part A Assessment Task 1 This essay is based on the case study of Mawson Pty. Ltd., which is a third generation organization owned by a family. The business organization is planning for the expansion of its premises to another location. The company has been recently taken over by Malcolm from his father Mawson who was with the company for the past 50 years. The major issue in the case study is the discontentment among the employees related to the shifting of premises (Abrell- Vogel & Rowold, 2014). This task includes the identification of five workplace cultural issues that have been identified in the case study. Workplace culture is mainly related to the different characteristics of the business organizations and the work process of the employees as well. Culture consists of various components that are visible and it includes the ways by which the employees dress up and the overall work procedure followed in the organization. The culture of the organization is related to the attitudes of the employees and the goals and objectives that are decided by the organization. The owners or the managers of the organization set the pace of the creation, definition and the refinement of the culture of the company. The workplace culture is mainly the reflection of the management style that is followed in the organization (Camisón & Villar-López, 2014). The values, vision and mission of the organization that are shared among the clients and employees are also a major part of the organizational culture. The physical working environment of the organization forms a major part of the culture and the ways by which the company operates. The involvement of the employees in the processes of the organization helps in the development of culture. Dress code followed in the organization is the most noticeable part of the workplace culture. The dress code followed in an organization is mainly related to the image of the company that is projected to the customers (Cândido & Santos, 2015). The five major issues that have been identified in the Mawson Pty. Ltd. case study are as follows, 1.Poor Communication– Poor levels of communication has been the major issue in the organization which has caused the resistance to the change that was being proposed. The managers were also not properly informed about the change of the
2LEADING IN WORKPLACE site to a new state-of-the-art facility. The lack of communication between the managementofthecompanyandthemanagerswasthemajorcauseof discontentment among the employees. The employees formed the main part of the entire change process of the organization and the lack of information has caused issues in the company. 2.Lack of Trust– The information related to the change of office premises were given to the employees by conducting a meeting with them and announcing the change just before the office premises were about to shift. This caused a lack of trust among the employees related to the decisions taken by the management. The employees were not clear about the details of the office space and the facilities that will be provided to them. This created lack of co-operation between the employees and the management as they no longer trusted the management regarding the decisions (Engelen et al., 2015). Employees were not advised before management made some major decisions. 3.Lack of Team Orientation– Team Orientation between the employees and the management was the major problem in the organization. The managers were also not informed about the change of office premises and this was caused due to the lack of teamorientation between the teams in the organization. The management had just assumed that the employees would be happy and content for the new premises that was being provided to them. The problems that could be caused to the employees who lived far away from the new premises were not considered by themanagement.Managementdidnotreallytrytounderstandemployee’s personal and workplace situation. 4.Poor Leadership– The lack of proper leadership in the company was also a major problem that was faced by the employees and the organization as a whole. The first fault by the leaders or the management of the company was that they did not inform the managers about the changes that were brought in the company before these changes has already been decided. The management did not prepare the employeesforthechangeinthepremisesofthecompany.Thesudden announcement of the change was a shock for the managers and the employees (Hadida, Tarvainen & Rose, 2015).
3LEADING IN WORKPLACE 5.Poor Approach to Change Management– The change management approach taken by the organization was unsuitable for the employees. The employees were not provided with proper training regarding the usage of new and modern machinery for the production purposes. This caused huge discontentment among the employees and the implementation of modern facilities did not seem to be possible for the company. The production group of the company had become anxious about the effect of the changes on their work process and productivity (Hornstein, 2015). Assessment Task 2 This task will be based on the explanation of the processes of transformational leadership and change management. Five issues have been identified in the previous task related to the given case study of Mawson Pty. Ltd. This task will use the concepts of transformational leadership and change management to solve the five issues in the company. Transformational Leadership–Transformational leadership can be defined as the type of leadership where the leaders work together with the employees to identify the change that is required, to create a vision regarding the achievement of change and further executing the change. This style of leadership helps in the enhancement of the morale, motivation and job performance of the employees. The four main elements of transformational leadership are, idealizedinfluence,intellectualstimulation,inspirationalmotivationandindividualized consideration (Mittal & Dhar, 2015). Change Management– Change management is related to the process of the preparation and support that is provided to the teams, individuals and the organizations to successfully make organizational changes. Organizational change management is related to the entire organization and the changes that are required. Globalization and the constant evolution of technology mainly results to the changes in the global business environment. Change management plays an important role in managing these changes effectively so that it can be profitable for the organizations and the employees (Kuipers et al., 2014).
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4LEADING IN WORKPLACE Figure 1 – Source - (Mittal & Dhar, 2015) 1.Poor Communication–The problem related to the lack of communication can be solved with the help of transformational leadership traits depicted by the leaders of the company. The employees need to be involved in the decision-making process of theorganization.Themanagerneedstoholdregularmeetingstoinformthe employees about the various steps related to the change. 2.Lack of Trust–Transformational leaders can also increase the trust levels among the employees and the management. The employees will be provided with all the relevant information regarding the changes that are brought in the organization. The trust levels of the employees will increase and they will not oppose the change of the office premises (Mittal & Dhar, 2015). 3.LackofTeamOrientation–Changemanagementprocesscanhelpinthe improvement of team orientation among the employees and the management. The management needs to take sessions once in a week with the employees so that they can be informed about the changes. 4.Poor Leadership–Transformational style of leadership is the most feasible solution for the improvement of leadership in the organization. The involvement of the
5LEADING IN WORKPLACE employees in the decisions of the management will increase their cooperation towards the change that needs to be implemented (R. Jadhav, S. Mantha & B. Rane, 2014). 5.PoorApproachtoChangeManagement–Managementofchangeinthe organization is important for the employees as well as the managers. Proper training needs to be provided to the employees regarding the usage of the modern machines that are being used so that they can adapt to the new environment. Lewin’s change management model can be applied to implement the changes in the organization. The Lewin’s change management model consists of three steps including unfreeze, make changes and refreeze. The first step of unfreezing will deal with the information provided to the employees regarding the change. The second step of making changes will deal with the implementation of changes that is changing the premises and giving employees time to adapt. The third step of refreezing deals with the process of checking that the changes are implemented successfully and the employees are working in the new premises. Part B Negotiation can be defined as the method by which the individuals settle their differences and compromise with each other on any particular subject. This is a process by which the two parties make an agreement so that dispute and argument can be avoided. The individuals mainly aim towards the best solution that is possible for the issue that has occurred. The main factors that are related to a successful outcome are seeking of mutual benefit, principles related to fairness and the maintenance of a relationship. Negotiation related techniques can be used in manysituationslike,legalsystem,internationalaffairs,industrialdisputes,domestic relationships and government issues. The various stages of negotiation include, preparation, discussion,clarificationofthegoals,negotiatetowardsthewin-winresult,agreement, implementation of the course of action (Tummers et al., 2015). Persuasion in an organization is related to the thinking of the individuals which deals with the implementation of new strategies and the acceptance levels of the strategies that are implemented. Communication can play a major role in the process of persuasion and it involves the ways by which the employees are provided with details related the strategies that are to be implemented. The credibility of the managers who try to persuade the employees play an
6LEADING IN WORKPLACE important role in the process. The person who is persuading an employee or his subordinate needs to produce real-time information so that they agree with the decisions that are being taken (Tyssen, Wald & Spieth, 2014). Four instances where negotiation with the employees was required 1.The first instance where negotiation was required to attain agreement with the employees was when the employees were not sure about the size of their offices, the presence of lockers and lunch room. The employees were brought to an agreement by providing them an opportunity to visit the new office premises and be convinced about the facilities provided to them. 2.The second instance related to the case study where negotiation was required is the distance that the employees needed to travel to reach the new office. The solution that was provided to this problem was the facility of office buses to these employees which would provide them with pick and drop (Walker, Chen & Aravind, 2015). 3.The third instance was related to the lack of training of the employees to use the new machines. The solution that was provided to this problem was related to the trainers assigned to the employees in the old premises who would educate them about the usage of these machines. 4.The fourth instance taken from the case study is related to the lack of information for the managers. The solution to this problem were regular meetings held between the directors and the managers so that they are informed about the work progress. The managers will further inform the employees about the work progress in the new site and this help them in gaining cooperation from them. The employees who had decided to go on a strike will also be convinced about the benefits of the changes to their productivity (Wirtz et al., 2016). Summary Negotiation is an important part of the entire change management and implementation process. This process helps in dealing with the employees and persuading them to accept the changes. Influencing technique on the other hand will help the managers in convincing the employees about the benefits of the change for them and the organization as a whole. This will
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7LEADING IN WORKPLACE further will be helpful in the successful implementation of the changes and the organization can also achieve its goals.
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