Leadership and Change Management Doc
Added on 2020-04-21
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Leadership ManagementProfessional Development
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Running head: LEADERSHIP AND CHANGE MANAGEMENTLeadership and Change ManagementName of the StudentName of the UniversityAuthor’s Note
1LEADERSHIP AND CHANGE MANAGEMENTIntroduction (background of the Case)Change in an organizational management is essential for maintaining the organizationalperformance, despite of the fact that same task performed by an individual employee increasesthe efficiency. It however, creates a stagnant and monotonous environment in the organizationthat decreases the performance of the employees. This is due to the decreased motivation inperforming the similar task. There exists number of models that can help the organisations toadopt change in their system. Moreover, the process of change can be segmented into varioussteps. These can be summed up as understanding of change, planning for change,implementation of change and communication of change. The leader can further incorporatevarious models in the process as per requirement for receiving desired outcomes. The followingreport identifies the stages of change along with the models possible to implement in case ofMoroccan Lights Co. The Moroccan Lights Co is an Arabic light manufacturing companysituated in Marrakesh, which is currently in need of an operational change in the system to avoidmonotonous work environment. The new manufacturing in-charge is however, facing troublingimplementing as one of his subordinates is opposing the proposed job rotation scheme. Thefollowing will identify the change that can be brought in the organisation to increase theperformance of the company. Question 1As identified by Chen et al (2015) job rotation is important in any field of employment.They conducted their study on 266 registered nurses in two of the Taiwan hospitals. The resultscame out in favour of job rotation as it contributes in job satisfaction of the employees. It furtherimpacts on the organisational commitment of the employees. Hence, it will be unwise for
2LEADERSHIP AND CHANGE MANAGEMENTrejecting the opinion of job rotation. Study conducted by Santos et al (2016) on the softwarefirms concluded that the balance in job rotation is necessary, while keeping the balance as it hasdirect impact on the cognitive workload. It can also have adverse effect on the performancefeedback. McGurk and Van Rossenberg (2013) reflected on the opinion of the HR consultancyfirm Cornerstone OnDemand and supported their opinion. They linked job rotation with theemployee morale and stated that job rotation contributes towards higher employee morality. It isoften evidenced that the employees working in a single position for a longer time gets boredfrom performing similar activities. Moreover, it also limits the knowledge of an employee, inturn breaking the morale. Job rotation can potentially develop the greater sense of vale in theemployees as they understand multiple, roles in the organisation. Disadvantages on the other hand will restrict the development of any particular skillswithin the employee. However, the situation will only occur if the job rotation takes place oftenthan necessary. Hence, it can be avoided by implementing proper planning. The seconddisadvantage possible to point out is regarding the safety of the employees if they are notproperly trained for their new role in the organisation. This can also be mitigated with propertraining to the employees before shifting roles (McGurk and Van Rossenberg 2013). The second decision considered by Oussama is to impose the decision of job rotation onthe subordinates is a reflection of autocratic leadership, which also has a number of pros andcons. The benefit of this leadership is the employees have little say decision making process andthey have to follow whatever decision is made by the manager. This will help the organisation toincrease discipline and order in the organisation.
3LEADERSHIP AND CHANGE MANAGEMENTThough, autocratic leadership sounds effective for the organisations, it is no moreefficient to increase the organisational performance in modern days (Vinkenburg et al 2011). Theautocratic leadership will only decrease the satisfaction level of the particular employee.In the option proposes for a sequential switch between job rotations satisfying everysubordinate’s opinion. According to Khan et al (2014), this decision represents the democraticleadership style. The benefit Oussama will receive from this decision will satisfy the need ofevery subordinates. Increased satisfaction will help in receiving greater employee performance.However, Grant (2012) argued that it is likely to have adverse effect by increasing the risk offailure. First, the company is likely to lose the control over the employees from this decision andlose its balance. Moreover, this fails in serving the purpose of job satisfaction the employeeperforming the task other than his choice is likely to decrease the motivation, which ultimatelyfails to reflect any improvement. The last decision made is the call for awareness program among the employees. This willcommunicate the advantages and disadvantages of job rotations to the employees enabling themto take more rational decision. As per Avolio and Yammarino (2013), this reflects a nature oftransformational leadership where the leader will involve himself in the process to aware theemployees about the benefits of job rotation. It will successfully address the issue of jobsatisfaction of the subordinates and also increases the morale. However, the only disadvantage ofthis process is the time required as stated by García-Morales, Jiménez-Barrionuevo andGutiérrez-Gutiérrez (2012). This is a time consuming process as the leader has to make his or hersubordinates understand the advantages of job rotation. As the third subordinate is quite stubbornabout his negative view regarding job rotation, it will require considerable time, effort andresource for communicating the benefits of it.
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