Managing Organizational Change Report 2022

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Running head: MANAGING ORGANIZATIONAL CHANGE
Managing Organizational Change
Name of the Student:
Name of University:
Author Note

MANAGING ORGANIZATIONAL CHANGE
Table of Contents
Part One...........................................................................................................................................4
Introduction......................................................................................................................................4
Relationship between Attitude, Job Satisfaction, Commitment..................................................5
Attitude....................................................................................................................................5
Job Satisfaction........................................................................................................................6
Commitment............................................................................................................................6
Key Issues influencing Motivation..............................................................................................7
Theoretical Approaches to Motivation........................................................................................8
Maslow’s Hierarchy Needs......................................................................................................8
Equity Theory..........................................................................................................................9
McGregor’s X and Y...............................................................................................................9
Practical Applicability...............................................................................................................10
Usefulness of motivation theories for managers/leaders...........................................................10
Team Working: Individual and Organizational Needs..............................................................10
Recommendations......................................................................................................................11
Conclusion.....................................................................................................................................11
Part Two.........................................................................................................................................12
Introduction....................................................................................................................................12

MANAGING ORGANIZATIONAL CHANGE
Findings and Discussion................................................................................................................12
Leadership in an Organization...................................................................................................12
Organizational Change..............................................................................................................14
Leadership in Organizational Change.......................................................................................15
Leadership Traits.......................................................................................................................16
Impact on Organizational Traits................................................................................................16
Explaining leadership theories...................................................................................................17
Transformational Theory of Leadership................................................................................17
Situational Theory of Leadership..........................................................................................17
Democratic Theory of Leadership.........................................................................................18
Practical limitations of Leadership Theories.............................................................................18
Conclusion.....................................................................................................................................19
References......................................................................................................................................20

MANAGING ORGANIZATIONAL CHANGE
Part One
Introduction
In a retain organization, Mr. Simon has served as a line manager for over twelve years
now. He has been diligent and a valuable employee for the company over the years. He has been
looking forward to promotions for the performances he has put up for the company in the years
of his service. He has been one of the candidates who were considered for promotions in the last
three years. The process which was followed was formal and he was also interviewed during it.
However, both the attempts were unsuccessful. The candidates with whom he was interviewed,
had more qualifications than him, because of which his candidature was cancelled. It was
heartbreaking for Simon as he had more experience of service for which while the candidates
who qualified for the promotion had better qualification. Even though he had served the
company for twelve years, he could not get the recognition and value he was looking for.
Simon was again one of the employees who were shortlisted for the promotion process,
however, he was rejected for the third time, due to which he was disillusioned. The team leader
heard that Simon was very upset for the rejection for three times now and he was skeptical about
the chances of advancement in this company for which he was convinced to look for better
options for growth in his company. Despite being hardworking he could not get promotion in the
company in which he contributed with his performance for over a decade, when he was looking
for a recognition. The abilities and skills which he possesses are hard to replace in the company
which makes him a valuable employee even though he has not received acknowledgement for
the same. The key issues which are associated with motivation, job satisfaction, attitude and
commitment shall be discussed with respect to theories and models.
Issue

MANAGING ORGANIZATIONAL CHANGE
The situation which were faced by Simon for three times consecutively, had led to
demotivation and dissatisfaction which is extremely important for the employees to have in order
to perform well and put in their best efforts for the company’s growth. Even though the
candidates who qualified for the promotion had better qualification, Simon possesses great
abilities and skills which helped the company grow in the years of his service. These led to
de motivation and feeling of being less valued by the company. Simon was compelled to feel that
he had to move to something better for better acknowledgement and recognition. These
approaches and organizational behavior leads to dissatisfaction and demotivation which results
in poor productivity of an organization and turnover of employees. Job satisfaction is very
employees to feel dedicated and committed towards the work which they do.
Relationship between Attitude, Job Satisfaction, Commitment
Attitude
Attitudes in an organizational setting can be referred to as the judgments and responses
employees have towards events, objects and people. Attitude in an organizational setting, has
been studied by experts and psychologists with respect to three key factors which include
behavior, affect and cognition. In a workplace it is important to evaluate responses of employees
and their attitudes towards people, work, events and objects to understand the negative and
positive feelings which people have regarding their place of work and culture (Yousef, 2017).
Various authors have highlighted that attitudes of employees are very important to determine
motivation and satisfaction employees have from the work which they do. If employees have
negative attitude towards their work, other employees may as well tend to be affected to feel
negative and less pride about the work which they do. Managers should make it certain that the
employees feel good about their work and do not develop questionable attitudes (Yousef, 2017).

MANAGING ORGANIZATIONAL CHANGE
These attitudes may tend to arise due to lack of appreciation and job satisfaction. Therefore,
commitment and job satisfaction are directly related to attitude and motivation people have
regarding the work which they perform.
Job Satisfaction
Motivation is linked to the level of job satisfaction employees have regarding their work.
It is very important for the manger to understand job satisfaction and its growing need. The
employees should be satisfied with their in order to be motivated to work towards improvement
and to put their best performance towards the growth of the company (Yousef, 2017). It has been
found out by psychologists and discussed by authors that job satisfaction is linked to
commitment and their responses towards work (Osabiya, 2015). An employee feels more
determined and committed to perform better. It might be difficult for the employees to
understand whether the employees are actually satisfied with their work as it involves critical and
complex analysis of the managers (Lăzăroiu, 2015). The job experience should be enriching for
the employees while they should also be given appraisals, recognitions and various benefits for
the association which exists between the employee and the organization. Job satisfaction is
directly relatable with attitude and commitment among the workers, which Simon was unable to
attain as he did not receive promotion three consecutive times, while others who were less
experienced received based on their educational qualification.
Commitment
Commitment of employees rise from their positive attitude and job satisfaction. If the
employees in an organizational setting feels individual motivation about their work, they are
most likely to feel more committed to perform better and contribute to take the company to
newer heights (Lăzăroiu, 2015). Work commitment can be referred to as the construct of relative

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importance one feels about one self and the work which they do. In other words, it can also be
defined as one’s dedication to work ethics, job involvement, and commitment to career growth
and to the organization they are associated with (Yousef, 2017). If there is high work
commitment among employees, the changes of high performance and success are intensified
(Farndale, Pai, Sparrow & Scullion, 2014). Commitment is relate to job satisfaction and attitudes
which employees possess. Simon was a dedicated employee who served the company but
eventually started feeling unappreciated and unacknowledged for the work his diligence and
performance, even after his service to the organization for twelve long years.
Key Issues influencing Motivation
There can be several factors which affect and influence motivation of employees in a
company. It is important to keep employees motivated as it will help the organization achieve
more success and enhance performance of the employees (Farndale, Pai, Sparrow & Scullion,
2014). The responsibility also lies with the management and leaders to correctly find out the
factors which motivate the employees. However, there are several factors which also contribute
to demotivation of the employees. These can negatively impact the organization and its
performance. These should be identified and corrected to improve chances of success for the
company. Some of the factors which can cause demotivation among the employees are discussed
as follows:
 Poor Leadership: If there is ineffective leadership structure which is followed in the
company then there might be mismanagement and lack of motivation among the workers.
This might happen due to lack of proper direction and inspiration to follow (Osabiya,
2015). If there is lack of hierarchy in the organization there can also be confusion
regarding roles and responsibilities of the employees.

MANAGING ORGANIZATIONAL CHANGE
 Workplace conflict: If the organizational culture is not positive and employees tend to
exhibit negative attitude towards one another, conflicts might arise. Workers may tend to
get in disagreements which will, as a result, affect productivity and success of the
company (Osabiya, 2015). Conflicts make the professional environment toxic leading to
demotivation among employees.
 Limited opportunity for growth: If the employees are not provided with enough
opportunities for growth, there might be changes that the workers will feel restricted and
discouraged about the work. Whereas, if there are ample areas of growth for the
employees, they will feel motivated to work towards improved performance (Lăzăroiu,
2015). The employees should be given with opportunities to receive acknowledgements,
recognitions, bonuses and incentives
 Lack of Appreciation: Employees feel motivated if they are appreciated for the good
work. The management of a company can value and encourage the performances of the
employees by recognition, incentives, promotion and other benefits (Lăzăroiu, 2015).
However, the lack of the same might lead to dissatisfaction, which has been the case for
Simon.
Theoretical Approaches to Motivation
There are theories which have been designed by researchers and psychologists by
analyzing motivation and how it is important for employees and the growth of the company as a
whole (Lăzăroiu, 2015). Motivation, thus can be understood with the help of various models
which are further discussed in this report.

MANAGING ORGANIZATIONAL CHANGE
Maslow’s Hierarchy Needs
The theory is based on motivation styles and the factors which should be taken into
consideration by the organization in order to motivate the person. The needs of the employees
are contained within a pyramid of five layers in which the bottom layer is based on the
physiological needs which include food, shelter and sleep (Cherry, 2014). In the second layer
comes safety, while in the third layer, belonging is placed as needs. The forth tier of the pyramid
comprises of esteem while the topmost with self actualization (Cherry, 2014). The organizations
which are most successful focus on the top two tiers which allow employees to achieve
recognition as well as have ample opportunities of growth according to how they perceive of
themselves and their growth. If the companies focus on these two tiers, most of the other needs
are served while the employees also feel valuable to the company.
Equity Theory
According to Equity theory, employees feel motivated when there is equal treatment.
Motivation, is stated, to be directly proportion to the treatment which the workers feel at their
place of work. Unequal treatment of employees might make them feel demotivated which will
effect productivity (Ryan, 2016). Therefore, if there are unfair treatments such as favoritism and
discrimination, it will give rise to demotivated employees and negative environment of work.
Whereas, fair treatment will encourage the employees to improve their performances and exceed
their own limits to achieve more (Ryan, 2016). Every employee, thus should have equal right and
chance to earn bonus, benefits and appraisals for their performances.
McGregor’s X and Y
A contrasting theory was developed by social psychologist McGregor on management
style and how it motivates employees. The two theories are contrasting and are categorized as

MANAGING ORGANIZATIONAL CHANGE
Theory X and Y. According to the theory, employees who are less motivated and often tend to
grow disliking about their work are better handled by the mangers when authoritarian style of
management is practiced (Lawter Kopelman & Prottas, 2015). On the other hand, employees
who are proud of their work and like to take up challenges are better managed by adopting
participative management (Lawter Kopelman & Prottas, 2015). This allows the employees to
take responsibility and ownership of their own job, who are already motivated and feel pride
about their work. These two contrasting theories, X and Y can be effective to enhance ability of
the members based on their approaches to work as well as keep them motivated.
Practical Applicability
The companies should identify the issues and adopt effective style of management and
theories to bring about positive changes to keep the employees motivated, satisfied and dedicated
towards work. The theories are very effective to keep the employees motivated. However, it is
very important to adopt the most effective theory according to the crises and issues which are
faced. A company can adopt an effective model for growth even without having issues to ensure
proper management of employees.
Usefulness of motivation theories for managers/leaders
It is very important for managers to effectively use them to understand the factors which
affect the attitudes and responses of the employees. The theories provide ideas about what would
be the best motivator for an employee to perform better and handle crises for the company. The
managers can use the theories as tools for motivation to understand how the staffs can be utilized
in a positive way to help the company grow as well as provide opportunities to all the employees
for personal growth, satisfaction and achievement of personal needs.

MANAGING ORGANIZATIONAL CHANGE
Team Working: Individual and Organizational Needs
Team work is extremely important for a company to achieve positive growth as it ensures
better performance of employees. High performing and coordinating teams would ascertain more
chances of success for the company. Team work helps to build better trust and communication
among employees. Capabilities of the employees are improved which makes them able to adapt
to varying conditions. The team members can show confidence in one another to overcome
challenges and solve challenging problems. High performing and creative teams are most likely
to fulfil the organizational needs for the company.
Recommendations
The company in which Simon works, should employ Maslow’s theory of Hierarchy
needs to motivate the employees achieve the components which are placed in the first two tiers
from the top of the pyramid. However, the management should make it certain that the
employees have enough opportunities of growth and success. There should be fair treatment of
all employees where everyone should be valued.
Conclusion
The conclusion can be drawn that Simon has been serving the country for twelve years
and has been part of the organization and its growth for a long period of time. He has not
received promotion for three consecutive times, even though he was more experienced than the
other employees solely on the basis of educational qualification. He has been demotivated and
convinced that he deserves better which can only be received and acknowledged elsewhere. The
management must consider his contributions and period of service, as he is a valuable
employees. The skills which are possessed by Simon are difficult to replace, for which the

MANAGING ORGANIZATIONAL CHANGE
company must adopt the most effective theory for motivation, which can be Maslow’s Hierarchy
needs. .

MANAGING ORGANIZATIONAL CHANGE
Part Two
Introduction
Leadership can be referred to be the act of setting direction and leading workers towards
progress and set objectives, in an organizational setting. Leadership is very important to
determine productivity and performance of employees as leaders help the employees follow a
vision. Leaders influence the workers in a manner that it gets reflected in behavior and attitudes.
Leaders, therefore, can be regarded as inspirations for the employees for setting clears goals and
objectives for the growth of the company (Osabiya, 2015). Good leadership style can take a
company to newer heights and achieve great success, while an effective style of leadership can
yield negative outcomes and hinder growth of the employees. Therefore, it is very important to
adopt correct style of leadership, especially during the time of organizational change, as it is a
crucial period of transition. An effective style of leadership and good leaders will be able to set
effective goals and objectives for everyone, based on their potentials and capabilities, which can
be executed and implemented for positive outcomes.
Findings and Discussion
Leadership in an Organization
In an organizational setting, leadership plays a very important role to determine direction
of growth for the company and implementation of ideas and strategies. During organizational
change, it is important to proper goals and visions set which can be easily understood by the
employees to be followed. This would encourage the employees for their perusal. A good leader
will always be able to encourage the employees to be able to inspire followers, who are the

MANAGING ORGANIZATIONAL CHANGE
workers of the company to fulfil their duties according to the set roles and responsibilities which
will affect the company towards positive growth (Naile & Selesho, 2014). The roles and
responsibilities should be well understood by all the members of the group which will lead to
better outcomes as they become more apt to be followed by the employees whom it concerns.
One of the key responsibility of the leader is to keep the employees motivated and
dedicated towards the work which they are supposed to perform in the company. The leaders
should be able to recognize contributions, efforts and performance of the employees and
motivate them towards betterment and reaching their full, potential through various rewards and
recognition programs in the company as it is very essential to remind the employees how
important they are to the company and their attempts at growth helps the company, as a whole to
grow and achieve more success, overall. Employees feel more motivated if the company, leaders
and management pay importance to their needs and wants and aim at giving them with the
opportunity to fulfil them (Ibrahim & Brobbeym 2015). A good leader will always be able to
communicate these needs and wants of the employees while they work for the company and
strive towards achieving these components from their work and remuneration. Recognition and
opportunities will make the employees feel motivated and dedicated towards their work and feel
a sense of belonging with the company.
A leader also help the employees get the tools and amenities which are required for
personal as well as professional growth which helps the employees grow. These help the
employees participate and perform the duties which are expected of them and even excel at them.
A leader also considers it to be very important to build morale of the employees (Ibrahim &
Brobbeym 2015). It is very important for all the employees to actualize the common goals
towards which everyone should work towards. Work might be stressful but with the help and

MANAGING ORGANIZATIONAL CHANGE
contribution of everyone, even complex work can be done. Therefore, it is important to face
challenges and overcome them. During these times, when the employees feel challenge to
perform their work, it is important for the leaders to be there and show direction and motivate
them to face odds and overcome obstacles (Ibrahim & Brobbeym 2015). This will ignite spirits
and build strong morale among the employees which will intensify chances of success and
victory.
Organizational Change
Organizational Change can be defined as the process in which a company might have
changes in its operational methods, structure, technology, strategies and so on. These processes
are usually complex and have various affects which are caused in the organization and the
employees during the ongoing process (Cameron & Green, 2019). Organizational change might
be a need which a company might feel the need to actualize out of internal or external forces.
Therefore, the management or the company might feel the need to modify or review the
processes especially for businesses purposes and enhancement. The organizational change is
intended to foster new and improved outcomes for the company (Cameron & Green, 2019).
Companies might face competition in a great market, which makes it feel the need to improve
and review the existing process to achieve success in the environment. However, there might be
internal pressures arising from challenging situations compelling company to review its
processes for betterment. Smaller and newer companies need to adapt and change in order to
survive in the presence of large companies in the market. Organizational change can be done in
order to ensure that a company is not falling behind and be ahead of the rival forces (Tidd &
Bessant, 2018). A business strives to make its operation more efficient in the market as well as
make the process cost effective. However, it is very important to make the process of change

MANAGING ORGANIZATIONAL CHANGE
smooth by various strategies and model as organizational change may lead to positive as well as
negative results as it is a complex process.
Leadership in Organizational Change
Change is an integral part of business in the modern day. The environment of business
gets subjected to changes very frequently due to external and internal environment of the
company. Organizations come under extreme pressure of being up to date with business
functions and be able to adapt to the changes to sustain in the changing conditions of the time.
The changes may range from being technological to economical (Tidd & Bessant, 2018). In the
global business environment, these changes are to be quickly executed in the companies to be
able to adjust to the changing conditions to be ahead of the competing forces in the market.
Demographic changes have emerged to be very crucial for business understandings as it very
often determines the direction and chances of success of the ideas and strategies which concern
the target audience and the employees within. Therefore, companies need to be proactive to be
able to rapidly respond to the changes and modify systems and strategies which are best suited
for the company. The most rapid changes which occur is technological and social changes which
are to be taken into consideration to be able to sustain and optimize productivity and
competitiveness. The leaders should be able to show direction to the followers in such a period
when change is needed in an organization (Ibrahim & Brobbeym 2015). The leaders play a very
vital role as they are the visionaries in such situations and managing change depends on their
responses and attitudes during change (Naile & Selesho, 2014). Their approach, goals and
objectives, which are set for the followers to follow determine the outcomes on how effective the
change is going to be.

MANAGING ORGANIZATIONAL CHANGE
Leadership Traits
A leader must possess in order to maximize efficiency in the company and be the
visionary for the followers. Leadership can be defined as the quality of being able to guide
people and an organization towards greater success and fulfilment of the organizational
objectives and goals (Zaccaro , Dubrow & Kolze, 2018). It is very important to be able to
effectively manage strategies, ideas and future goals. Leaders motivate individuals to become
best versions of themselves and reach their best potential. Leaders also enhance the environment
of work and help build morale among the employees. A successful leader who is effective to
initiate action and change great communicators, responsible and accountable for success as well
as failures. Leaders think in terms if future and long term and have newer approaches to
challenges and obstacles. A great leaders is always self motivated and strive to exceed people’s
expectations (Zaccaro , Dubrow & Kolze, 2018). People oriented leaders are always able to take
better decisions and encourage individuality by allowing people to participate in decision making
process.
Impact on Organizational Traits
Leaders are people who set direction for an organization. The leaders are given with great
responsibilities which they need to fulfil as they have great power coming along with it. Thus,
their responses, approaches and traits immensely influence the organization. There ar4e great
examples of leaders who have successfully taken an organization to great heights and enhanced
the environment of the company positively. However, there also are examples when an
organization has been impacted negatively due to the leadership which has been adopted in the
company and the leadership trait of the person who is followed and drawn inspiration from, by
the employees (Naile & Selesho, 2014). The employees are driven towards goals and objectives

MANAGING ORGANIZATIONAL CHANGE
according to the culture and motivation in the company. They follow the path set by the leader
and work in a unified manner to achieve the common goal. Whereas, if the leader is critical and
negative in the approach, it might impact the attitude and responses of the employees. The
organizational culture might exhibit a downward slope leading to poor performance and
productivity of the company. Culture and organizational traits are transmitted in the organization,
from one person to another. Leaders set values and ethics in the company which get transmitted
and build up the organizational trait. Therefore, leadership directly impacts the organizational
traits.
Explaining leadership theories
Transformational Theory of Leadership
Transformational leadership is based on several different factors of personalities which
inspire employees and followers. These factors are attention of the person, charisma and rational
recreation. The employees in such a leadership model in practice get inspired and motivated by
the transformational leaders. The leaders in such a situation work to identify the changes which
are needed and aid in the process of implementation of the change by creating a vision
(Ghasabeh, Soosay & Reaiche, 2015). The leader communicates the ideas clearly with everyone
which allows everyone in the organization to achieve the common goal. This is often considered
to be the best leadership theory to be practiced for optimum results.
Situational Theory of Leadership
Situational Leadership can be defined as the style of leadership in which the leader
should understand the correct form of leadership which is to be followed to influence and help in
the development process of the company. The leader will, thus have to adjust the style of
leadership o the needs of the company a situation. Situation leadership allows the leader to

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change the style of leadership to influence the company and the employees in the best way
possible (McCleskey, 2014). Therefore, situational leadership can be very effective to maintain
balance for the organization by adapting to the needs of the team.
Democratic Theory of Leadership
Democratic leadership can be referred to as the style in which people can take part in the
process of decision making. It is also called the participative style of leadership. The members or
employees are provided with the opportunity to be a part of the decision making process and free
flow of ideas and opinions. The individuals who are part of the group or organization are
considered to be equals and possessing equal powers according to hierarchical standards (Khan
et al. 2015). The emphasis is laid on collaborative process of work in democratic style of
leadership. The style is most functional and effective when the leader is working with a group of
skilled employees as it provides opportunity to the employees to showcase their creativity and
strength which can help the company grow (Khan et al. 2015). The leaders who follow this
leadership style encourage communication.
Practical limitations of Leadership Theories
Transformational leadership may tend to be disruptive and risky for the organization
adopting it, if it is not followed precisely and effectively. It requires continuous feedback for
being functional, which might not be feasible in a large scale company. The limitations of
situational leadership is that the focus lies mostly on short term and immediate needs rather than
future oriented, long term goals. If the environment based, then situational leadership might be
very ineffective to carry out. Situational leadership is also considered to be confusing when it
comes to understanding of needs, expectations, roles and responsibilities. Democratic leadership
also has practical limitations which include negative emotions and reactions as it is a

MANAGING ORGANIZATIONAL CHANGE
participative style of leadership. The decision making process might be very lengthy as it
provides opportunity to people to be able to place their ideas and opinions There can be very
less accountability of the members if there is failure.
Conclusion
It can thus be concluded by saying that leadership is very important when it comes to an
organization. During the process of change, leadership plays a very important role, as leaders are
the visionaries who show directions to the individuals. The members follow the paths set by the
leaders to achieve common goals and objectives. There are various leadership theories which can
be adopted by companies to be able to facilitate change in organization in a rapidly changing
world and business conditions. The traits of a leader directly influences the organizational traits.
However, the leadership theories which can be followed, also has its own practical limitations. It
is because of the same, that organizations should choose leadership style efficiently, based on the
need as it is very crucial for success.

MANAGING ORGANIZATIONAL CHANGE
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