Leadership and Change Management in Asia Pacific International College (APIC)

This study focuses on best leadership style and practices for change management in Asia Pacific International College (APIC). It discusses the roles and responsibilities of leaders in change management and explores suitable theories and models for APIC. The study also examines the leadership approaches and change management practices in APIC, identifies the gaps between existing policies and best practices, and provides recommendations for developing a new change management and leadership plan.

LEADERSHIP AND CHANGE MANAGEMENT
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Table of Contents
Introduction................................................................................................................................3
Logbook a...................................................................................................................................3
Background details of the industry of chosen organization...................................................3
Literature review regarding best leadership and change management practices....................3
Suitable theories for case organization...................................................................................6
Logbook b..................................................................................................................................6
Discussion about leader and different leadership and change issues in the chosen firm.......6
Examination of leadership approaches in chosen organization..............................................7
Analysis of change management in the organization.............................................................8
Identification of gaps between existing leadership and change management policies and
best practices...........................................................................................................................8
Logbook c...................................................................................................................................9
Development of new change management and leadership plan.............................................9
Elaboration of the new change management and leadership plan........................................10
Conclusion................................................................................................................................11
Reference list............................................................................................................................13
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Introduction
Leadership and change management are associated with each other as leaders play important
role in implementation of change within organization. Implementation of positive changes
helps organizations to meet business objectives within minimum time period. This study
focuses on best leadership style and practices for change management. Asia Pacific
International College (APIC) is the chosen organization of this task and change management
within this company is being discussed in this study. Roles and responsibilities of leaders in
change management are included in this study. In addition, development, as well as
elaboration of change management plan, is mentioned in this assignment.
Logbook a
Background details of the industry of chosen organization
APIC has been chosen for this assignment and this organization belongs to education
industry. This industry contributes to future progress as this sector develops efficient
workforce for other industries. As mentioned by Sudha et al. (2016), Australian education
industry has become one of the most important resources of society and it is being considered
as near about $20 Billion export industry of Australia. Courses offered by this sector attract
huge number of international students from all over the world. Students from different
cultural background get education from this industry of Australia. Education industry of
Australian includes Universities, colleges, higher secondary schools, and preschools.
However, Alkahtani (2015) have stated that a wide range of adult education courses is being
offered by this sector. Near about 1200 educational institutes are under this sector and they
are offering more than 22000 courses to both national and international students. Teachers
and professors are important stakeholders in this industry. However, leaders and managers of
the educational institute such as APIC are playing important role in management of change
and business process.
Literature review regarding best leadership and change management practices
Best leadership practices
Leadership is different from management as it includes taking challenges and motivating
subordinates to achieve business goals. As opined by Alonderiene and Majauskaite (2016),
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ideal leaders challenge existing process and support change implementation to improve
business performance. They are always ready to take risks on behalf of their company for
improving business performance. On another hand, McCaffery (2018) have mentioned that
leaders create and share vision in order to motivate their subordinates to work
collaboratively. This approach of leaders helps them to gain collaborative effort from their
subordinates. Balzer et al. (2016) have mentioned that Autocratic and Democratic
leadership styles are different from each other. Autocratic leaders provide instruction to
employees and supervise their performance. On another hand, democratic leadership style
allows leaders to ask employees to become part of decision making.
Leaders create example for others and influence people to follow their footstep to get
success. They do not force people to follow their way and help them to made decision on
their own. As contradicted by Khalifa and Ayoubi (2015), leaders recognize contribution of
individuals and celebrate success of team. They provide values to the opinion of employees
and this aspect make employees understand that they are important part of business. Balzer et
al. (2016) have argued that this practice helps leaders to motivate employees for improving
their performance. In addition, this aspect may lead to enhancement of revenue generation
through business operations. Most of the leaders consider content motivational theory such as
Maslow's Hierarchy of needs theory in order to understand basic need of employees and
fulfill needs accordingly. On another hand, Two-factor theory postulates that employees get
motivated by motivators rather than hygiene factors.
Change management practice
Different organizations use different change management strategies in order to implement
and manage change within efficiency. Best change management strategies are discussed
below,
● Offering incentives
Often employees show reluctant to change and certain amount of incentive can encourage
them to cooperate with management to implement change. As argued by Kok and McDonald
(2017), provision of incentive can be considered as effective change management strategy
that helps organizations to motivate employees to cope up with organizational change. As per
Equity theory, people compare their contribution and gaining while serving. Rewards can
motivate employees to cooperate with change implementation.
● Discussing importance of change with employees
Management of large organization discusses their decision to change with employees in order
to make them understand needs of change. This kind of discussion is a strategy to involve
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employees with the process of implementation of change. As contradicted by Boehe (2016),
this strategy helps to make employees understand that they are important part of business and
they understand importance of change.
● Arranging recognition program
It is important to provide reward to employees who cooperate with change in order to
recognize their contribution. This strategy helps organizations to influence other employees
to follow this manner at workplace. As per the principle of Expectancy theory, people expect
to have recognition while cooperating to change implementation.
Force-field analysis of change model by Kurt Lewin
Force-field analysis model of Kurt Lewin helps to understand all aspects of change
management. According to Detsimas et al. (2016), this model postulates problems and
change and guide managers to differentiate factors for and against change.
Figure 1: Force-field analysis model of Kurt Lewin
(Source:change-management-coach.com, 2019)
According to this model, forces for and against change, need to be identified before
implementation of change. Strategies to manage both of these factors help in change
management within organization. As argued by Babalola (2016), driving forces must exceed
the power of resisting forces in order to support implementation of change. Lewin has
categorized forces for change into internal and external change forces. Common change
resisting forces include poor concept about positive aspects of change, lack of
communication, fear of losing comfort and lower level of flexibility in employees.
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Suitable theories for case organization
Literature review portion has mentioned various theories and model related to leadership and
change management. As suggested by Nohria (2017), democratic leadership style can be
considered as suitable for APIC. As this organization is liable to provide the best service to
people from all over the world, they need to manage staffs accordingly. Consideration of
democratic leadership style may help this firm to involve employees in the process of change
management. Leaders of this institute must ask their subordinates to take part in decision
making. On another hand, consideration of Maslow’s hierarchy of needs theory is capable
to help this firm to understand basic needs of their employees. Leaders must understand that
provision of values to employees can help to enhance individual performance of employees.
In this theory, the founder has mentioned about five basic needs such as self-actualization,
needs of esteem, love and belonging-related needs, safety needs, and physiological needs
(Stephan et al. 2016). Fulfillment of these needs by management of APIC may help them to
retain employees and improve performance of their organization. However, Jeong and Shin
(2019) have mentioned that leaders of this college may consider the Force-field analysis
model of change management in order to control and manage both riving as well as resisting
forces of change.
Logbook b
Discussion about leader and different leadership and change issues in the chosen firm
In Asia Pacific International College, chairman of governing board and president are main
leaders. Main tasks of chairman of governing body include managing educational business.
This leader implements strategies and policies for managing different risks. Decisions are
being taken on the basis of standing committee (Apicollege.edu.au, 2019). In addition,
president manages academic and administration areas. Main tasks of this leader include
maintaining integrity among staffs, managing standard of education and providing proper
values to essential stakeholders. Whole governance of this institution has been managed by
these leaders by effective skills like communication and problem-solving.
APIC is facing different leadership issues like other colleges and universities. This includes
proper strategic plan that includes needs of all essential stakeholders. As stated by Avci
(2015), different stakeholders like community and employees need to be included in strategic
plan that can help to increase their satisfaction rate. Involving communities and another
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stakeholder in decision making is another essential issue that needs to be mitigated. Proper
involvement of key stakeholders can help this student-centric organization to obtain
satisfaction of other stakeholders. Moreover, Kesting et al. (2016) contradicted that flow of
fresh ideas can increase that can help in strategic management. Technological change is a
major issue that helps an organization to gain more market share and guides in creation of
new market. Change issue regarding organizational culture is a major factor. This requires
more investments in infrastructure and people. This can enable this organization to provide
more accurate service to stakeholders like students and community. Participation Of
employees in the change process is another essential issue. Many employees oppose the
strategy of change as they feel comfortable in existing culture and policies. This issue can be
mitigated by positive approach of management.
Examination of leadership approaches in chosen organization
Leaders have taken various approaches to provide accountable and transparent governance.
As opined by Amanchukwu et al. (2015), proper governance helps to increase confidence of
essential stakeholders in education industry. Leaders of this organization like president
encourage stakeholders like employees to conduct their duties in a proper way. Ethical
decision making is another essential leadership approach of this organization of APIC.
Ethical decision making refers to evaluation of alternatives in a proper way and taking
decisions aligning with ethical principles. Management of this educational organization has
taken different measures to make every decision ethically. This includes commitment, which
helps them to do right thing in spite of cost. Moreover, they have also developed the ability of
consciousness. This helps them to act consistently and take decisions in a moral way that can
satisfy all related stakeholders (Holten and Brenner, 2015). Competency is another essential
factor that leaders have developed to apply the approach of ethical decision making. This
skill helps them to collect and evaluate information in a proper way that impacts in decision-
making process.
Leaders of this organization have adopted autocratic leadership approach. As stated by Fiaz et
al. (2017), autocratic leadership approach states that essential decisions are taken by leaders
of an organization. However, transparency can be maintained by providing regular inputs
about essential decisions. Organizational structure of APIC is showing that they follow
autocratic leadership while making decisions. This approach helps them to take quick
decisions regarding various issues. Hence, problem-solving can be done easily however,
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other groups like employees get disappointed by this approach. Every decision is taken by
management and less chance is given to other stakeholders.
Analysis of change management in the organization
Different changes have happened in this organization that has helped them to improve service
quality and organizational culture. Communication style between teachers and students has
changed in recent years. As mentioned by Meuser et al. (2016), proper communication
between student and teacher is essential for gathering knowledge and become an expert in
future. However, different issues like raising tuition fees have occurred for this change in this
organization. In addition, management has taken decision regarding changing of brand image
of this organization. For achieving this goal, this university has changed its logo and website
design. This has helped them to become more transparent towards community. Hence,
reputation of this organization has increased by this step.
Moreover, Ghasabeh et al. (2015) contradicted that change in governance framework can
help to improve organizational culture. Management of APIC has taken decision to change
governance framework and special attention will be given on its implementation. Change in
governance can help this organization to increase its competitiveness and achieve satisfaction
of all essential stakeholders. In addition, change has also occurred in the way of doing
organizational performance. A bi-yearly review system has started in this educational
institution for doing performance by complying all rules and regulations. This can help this
organization to avoid different risks like legal threat. Change in activities of governance
board has also occurred that can increase involvement of stakeholders. Moreover,
organizational culture can be improved by this process. Change in the process of governance
can help management executives to perform their duties in a proper way. This, in turn, can
help this organization of retaining talent and organizational performance can increase.
Identification of gaps between existing leadership and change management policies and
best practices
It is a best practice for leaders that they create example for others by becoming a role model.
However, in case of APIC, leaders have implemented the approach of autocratic leadership
that has created a barrier between them and essential stakeholders. It can be seen that
application of this leadership approach can create barrier in communication between essential
stakeholders and management. As stated by Banks et al. (2016), decisions in autocratic
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leadership are taken solely by leaders and managers that create a gap between employees and
management.
In best practices of leadership, it is mentioned that leaders need to adopt the strategy of
motivation in order to achieve the best performance from employees. However, APIC
leadership team has not adopted this strategy that can be identified as a gap. Organization of
training programs can help employees to get motivated and perform better.
Management of APIC has planned for change in order to enhance performance of their
organization. However, they have not discussed with staffs regarding these changes. As
mentioned by Cummings et al. (2019), this aspect can be considered as a potential gap in
change management of this college. Often change implementation process faces resistance of
employees as they do not prefer to lose their comfort of working. Management of this college
has not developed any strategy to reduce effect of resisting forces of change. They could
arrange recognition program in order to acknowledge contribution of employees. This
approach is capable to help in change management in APIC.
Logbook c
Development of new change management and leadership plan
Gaps Change
Actions
Stakeholders
involved
Time period Desired
outcome
Autocratic
leadership style
Changing
leadership style
to democratic
Leaders and
management
executives
6 months Implementation
of democratic
leadership can
help to increase
communication
between
management
and other
stakeholders.
Lack of
stakeholder
Providing
motivation to
Leaders and
policymakers
2 months Proper
motivation can
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motivation employees and
other
stakeholders
help employees
to improve their
performance.
Improper
communication
during a change
Engaging staffs
while bringing a
change
Staffs and
managers
2 months Staffs will be
engaged with
the change
process and they
will not resist
the change.
Lack of strategy
to recognize
contribution of
employees
Arranging
recognition
program and
provision of
reward to
employees, who
cooperate with
change
implementation
to influence
others
Leaders and
managers
1 month Rewarded
employees will
provide more
effort to
improve their
performance
and other
employees will
be influenced by
their action and
will cooperate
accordingly.
Table 1: Change management and leadership plan
(Source: Influenced by Jeong and Shin, 2019)
Elaboration of the new change management and leadership plan
Implementation of democratic leadership style can help leaders to participate in different
essential activities of this organization. As stated by Lee and Lee (2015), in democratic
leadership style, leaders encourage other group members to share their views. This can help
to increase flow of fresh ideas. It can be seen that APIC leaders have tried to increase
transparency in governance of the educational organization. Changing leadership style to
democratic can help them to increase transparency in governance procedure. In addition,
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creativity and honesty of group members can increase by this process of leadership
(Cummings et al. 2016).
On another hand, motivation to employees can be provided by creating proper chance of
training and development. This is a part of leadership that helps to increase skill and
competence of employees. As mentioned by Jeong and Shin (2019), lack of motivation can
decrease knowledge level of employees and engagement with an organization decreases.
This, in turn, can impact on retention rate of employees. In addition, motivation of employees
can be provided by restructuring bonus and wage. According to Maslow's need for hierarchy
monetary and security needs are grouped among basic needs. Hence, in order to satisfy and
motivate employees of this organization, it is essential to meet their basic needs.
According to force field analysis, different drivers resist changes and that occurs due to lack
of communication and proper planning. In APIC the gap of improper communication
between leadership and staffs can be mitigated by adopting proper communication channels.
As said by Lee and Lee (2015), proper communication between management and employees
of an organization helps to decrease resistance from staffs for a change. Change in
educational facility and organizational policies in APIC can be resisted by employees. This
can be mitigated through regular discussion about advantages of this change. In addition,
different channels like newsletters and e-mail can be done regularly to engage essential
stakeholders in change management.
This college has not recognized contribution of employees those cooperate during
implementation of change. This gap is potent to increase resisting forces for change.
Employees always prefer to have recognition of their contribution as it provides satisfaction
of mind. As suggested by Banks et al. (2016), management of this college needs to arrange
recognition program in order to provide reward to eligible employees. This action can be
performed within one month. Leaders and managers will be able to take active part in this
process. It is expected that this approach of management of APIC will help to improve
performance of individuals as well as organizational performance.
Conclusion
From the above discussion, it can be concluded that proper leadership approach can help an
organization to meet all business goals. APIC has implemented different changes that have
helped to improve their organizational culture and performance. Various best practices like
setting of vision and goals and motivating employees are discussed in this assignment.
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Adopting these policies can help leaders to engage stakeholders like employees, students, and
community in decision-making process. Thus, various risks in future can be mitigated in a
proper way. In addition, different changes have been seen in this organization that has helped
in decision-making process. However, gaps in the process of leadership have been identified.
Lack of motivation and adaptation of autocratic leadership can impact on satisfaction rate of
employees and other stakeholders. Different best practices have been suggested in the change
management and leadership plan. Adopting these strategies can help this educational
organization to gain desired business objectives in future.
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