Organisation and Management Report: Change, Delegation, Leadership

This report provides a comprehensive analysis of key concepts in organization and management, focusing on change management, delegation, and leadership. It discusses Lewin's three-stage model for managing change, including unfreezing, changing, and refreezing, and examines forces driving and restraining change within organizations. The report also explores effective delegation strategies, team leadership through Tuckman's team development stages, and the roles individuals play in group leadership. Further, it addresses resistance to change, the importance of motivation in change management, and differentiates between transactional and transformational leadership styles. The analysis is supported by relevant theories and examples, offering a holistic view of organizational dynamics and leadership practices. Desklib provides access to this and other solved assignments.

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Organisation and management
Report
6/20/2018
Student Name

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Contents
Introduction...........................................................................................................................................2
Question1. Managing Change...............................................................................................................2
Question.2 Delegation...........................................................................................................................4
Question.3 Team Leadership.................................................................................................................6
Question4. Group Leadership................................................................................................................8
Question5. Resistance to change...........................................................................................................9
Question6. Motivation and change management.................................................................................11
Question7 (A) Leadership and leadership decision making.................................................................14
7(B) Transactional and transformational leadership............................................................................15
Conclusion...........................................................................................................................................17
References...........................................................................................................................................17

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Introduction
The objective of the assignment is to outline the role of change in management, leadership,
motivation, team development and delegation of authority. The report answers the question
related to the case study.
Question1. Managing Change
Change in management plays a key role in the competitive world. There are numerous
theories which are related to the change management that are developed in the workplace.
One of the theories that is Lewis theory with three stages model has been discussed below:
Unfreezing
Unfreezing refers to the stop of each and every activity in the organization before the new
changes are implemented in the organization. In this step, the improvement and enhancement
of the people towards stage change are done to develop the culture of modernization and
they can be overcome with the existence comfort and effective zone of the organization
(Dawson & Andriopoulos, 2014).
Changing
This step is also known as the transition or moving stage. This is the stage when the change is
implemented in the reality in the organization. During this stage, people began to learn the
new behavior, processes, and ways of thinking in the organization which will be helpful for
them to sustain in the business environment.
The four forces which lead to the change in the organization which is applied by the Billy’s
Awesome Seafood Company Ltd. are as follows:

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Change in technology
Technology plays an important role in the company of Billy as all the work is done using the
new technology in the business. If the company uses the advanced technology and software
in its business then the customer complaints can be reduced and the logistics in the company
will be maintained properly (Mariani, Buhalis, Longhi & Vitouladiti, 2014).
Globalization
Globalization can be defined as the way through there will be the integration of the work can
be done easily. Using this in the organization the implementation of change can be done with
the effectiveness and efficiency. It also increases the consumer demand, needs and
requirements in emerging global market (Cleverism, 2018).
Knowledge Management
Knowledge management can be defined as the management in which the company is trying
to find out the needs and requirement of the consumers. The preference of the consumer,
technology updating required in the business and innovation in the products offered by the
company. The employees which are taking the initiative for the innovation should be given
incentive so that they get motivated for adopting the change in the organization (Benn,
Edwards & Williams, 2014).
Social Media
Social media is one of the tools for the company to opt for the changes in the organization.
The updating of the company changes in policy can be updated using the media. The business
of Billy’s Seafood can be managed and get more utilization through the social media
platforms (Fullan, 2014).

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There are three restraining forces against the change which the Billy’s Seafood Company is
facing which are as follows:
Uncertainty
Uncertainty exists in every type of business irrespective of its nature and size of the business.
The employee’s in the business are afraid of the changes that will take place in the work does
not affect their potential in the company.
Group Resistance
Group resistance is the set of group norms which are decided in advance by the group
members. Failure to comply with the rules and norms followed in the organization by the
group results in a sanction against the group members. Thus the group resists adopting the
managerial and organizational changes in the workplace (McCleskey, 2014).
Dependence
Dependency refers to being dependent on others for the work. Dependency leads to the
rigidity which ultimately brings the resistance to change in the individual. Thus organization
focus on the independence followed by each and every individual (Renninger, Hidi, Krapp &
Renninger, 2014).
Question.2 Delegation
Delegation can be defined as the way through which the work can be transmitted to other so
that top level management can focus on the core activities of the organization. There are
several ways from which the delegation and outsourcing of the work can be possible. There
are six steps for the effective delegation which are as follows:
Match the person to the job

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In this, the right person is selected to do the task in the company. This right person can be
chosen by the past performers of the organization as they are considered to be as the accurate
predictor. The rule is that the important task is not delegated to the person (Firestone, 2014).
Agree on what is to be done
In this, the right person has been selected to do the task in the organization. There will be an
explanation given to the right person that how the job has to be done and what are objectives
of doing the work.
Explaining that how the job should be done
In this step, the person told about that how the job should be performed by the individual to
get the ultimate work done by them. The approach of preferred working and method is
decided in this step. The past performance of the similar job is to discuss by the trainer
(Pinder, 2014).
Taking the feedback
In this step, the feedback is given by the right person whether he has understood the profile
and work given to him or not. From this step, it can be understood that the whether the
employee is able to grab the information and objective explained by the trainer.
Set a deadline
In this step, the deadline is set by the past performers that how much time is required to
complete the task. His entire schedule is based on the timeline given to him to complete the
task. At the same time, arrangement for the regular reporting and periodic inspection is done
(Wang, Luo, Lu, Sun & Maksimov, 2014).
Manage by exception

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Manage by exception is nothing but the core areas of the job are identified and analyzed.
Management by exception is a powerful time management tool from which the work can be
done efficiently and effectively with other people (Bressman & Gluck, 2014).
If performance is moving in the direction as per the expected schedule then no short plans are
made to improvise the performance and vice-versa will be taken in the rules and regulations.
But if the job is not going according to the schedule or decided then some measures are taken
to cover those deviations which are coming in the way. The quality and quantity of the work
are maintained by the employee at the time of performing the job (Mega, Ronconi & Beni,
2014).
Question.3 Team Leadership
(Source: 12Manageteh Executive Fastrack, 2018)
The arrangement of groups is common in a business environment to sustain in the business.
Developing the team spirit in the organization is just so to have the coordination and
cooperation in the organization. There are five stages in the Bruce Tuckman team
development which are as follows:
Forming

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In this stage, the formation of the group is done in the organization. The interpersonal
relations are maintained by the people to have the group to consult the things. The team
members behave quite independently. They may be motivated by the team harmony and
support by the top level but are relatively uninformed of the issues and objective of the team.
The project manager will try to bring the team together and trust and team together to ensure
that they trust each other and have the ability to develop a working relationship among them
(Mostashari, Sanghavi & McClellan, 2014).
Storming
In this step, various ideas are competing with each other for a consideration. Using this
method, the team members get the confidence in themselves that whether they are moving in
the right direction or not. Another advantage of using this development stages is that the team
members are showing their own personalities and express themselves freely. The manager of
the team guides them how they have to move and which direction is g0od for them (Beck &
Cowan, 2014).
Norming
Norming can be defined as the rules, methods, behaviour and regulations followed in the
organization. using the norming in the structure enable the project team members to work
with more effectiveness as they know in advance what role they have to perform an in which
manner they have to behave by following the rules and regulations. Efforts are taken by the
manager to resolve the problems of the individuals and to achieve the group harmony among
them (Day, Fleenor, Atwater, Sturm & McKee, 2014).
Performing

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In performing the interpersonal structure of the organization becomes the tool task. In this
stage the role of the members become more flexible in the organization. Project team is able
to done the job smoothly and effectively without the inappropriate conflict or the need for
external supervision.
Adjourning
In this stage, the task is being completed and the team is being disabled. In this stage, the
team members felt that they are felt apart and lost by the group. The introduction of the new
stages is there that is the forming stage of team development (Tschannen, 2014).
Question4. Group Leadership
Group leadership can be defined as the finding the person who can able to lead the group and
can manage the workings of every member of the team. It has been found that the various
roles are played by the team members to support the work and to accomplish the goals as
early as possible. Some roles which are been performed by the team members are group task
role, self-oriented role and group maintenance role (Biemann, Cole, & Voelpel, 2012).
Group task role is based on different roles needed to take a project in which the work is done
step by step from initial conception to an end action. In this group task role, the objectives
and goal so the group are fulfilled by the group members. This will encourage and motive
them to work effectively and efficiently. On the other hand, maintenance roles are focusing
on maintains the group ethics and boosting the morale of the employees so that they can work
better in the organization. This role is tries to improve the interpersonal relationship in the
organization. It will bring the harmony and integrity in the work and the common goals that
are the organizational goal can be achieved (Colbert, Judge, Choi & Wang, 2012).

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Self-orientation roles in the individual made them to achieve their goal which earning high
from the company and this will be achieved only when the organizational goal are fulfilled.
The group maintenance role helps in maintaining the good and strong relationship with the
team members in the workplace. This will fulfil the interpersonal needs and the requirements
of the group members. This will maintain the effective communication and collaboration in
the workplace. By maintaining the group roles, self-orientation roles, company can be to
maintain the cultural and leadership in the organization (Ginkel & Knippenberg, 2012).
Question5. Resistance to change
There are various reasons existed to which the employees resist to change in the organization.
Some of which are as follows:
Poor communication
Poor communication in the staff members affects the working of the organization. Not only
the working is affected but the profitability and culture also get harnessed. If the
communication is not done properly then the implementation of changes in the organization
is difficult.
Misunderstanding the need for change
In this staff member of the company are misunderstand the need for the change. They
understand that the change will decrease their potential to work which will ultimately harness
the working and adoption to change in the organization (Palthe, 2014).
Fear of the unknown
Sometimes staff gets fear by the name of the change in the polities and roles in the
organization. Staff members fear by the unknown changes implemented in the organisation.

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Low Confidence
Lack of trust, confidence, and motivation in staff also affects the change in the management
process adversely. Low trust is a sense of feeling among the staff members that do not have
faith and believe in the organizational change policy (Lucas, 2014).
In the given case study, the CEO of the company needs to use the ADKAR theory to manage
the changes which are occurring in the work environment.
B) The approaches which can be used to resist the changes in the organization by the staff are
as follows:
Education and communication
CEO can start the training and development program in the organization so that the staff
members know in advance what they have to do to achieve the goals of the organization.
Providing the proper education to the staff makes them aware about the new technologies
which are going to adopt the changes easily don in the organization. The communication of
those changes in advance makes them feel that they are also the part of the company
(Samimi, Zarinabadi & Shoshtar, 2014).
Negotiation
Offering staff the good incentives when they are performing well in the organization can
make them the changes easily without any fear. The negotiation approach is used in the
organization when staff losses its power or works during the change procedure. Negotiation is
used to get motivated and inspired staff.
C) Possible drawbacks of the approaches which are explained in part B is discussed below:
Drawback

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Education and communication
This approach will take a lot of time in giving training to the staff and educating them. Not
only the time, the cost is also indulged which is quite high.
Negotiation
Sometimes negotiation approach used in the company may result in the ineffectiveness and
inefficiency. Due to lack of flexibility in the organization, negotiation approach may not be
useful (Leonard & Frankel, 2011).
Question6. Motivation and change management
A. There are ample reasons to implement the change in the firm that is discussed below.
New technology
It is one of the significant reasons to initiate the change management in the workplace.
Identification of new and innovative technology helps in performing work effectively
(Herrmann & Nadkarni, 2014).
Performance gaps
The firm goals and targets are not being met or other organizational needs and requirements
are not being satisfied. The changes are essential to close these gaps.
Identification of opportunities
To find the effective and unique opportunities, the company initiates the changes in the
workplace (Hornstein, 2015).
It has been analyzed that the CEO of Air New Zealand Company can use Kotter’s theory to
implement the change in the workplace. This theory focuses on the people more instead of