Analyzing Leadership, Change, and Development at XRS Laser

This report analyzes organizational change and development within XRS Laser, focusing on the impact of leadership skills on team performance and conflict resolution. The paper identifies macro and micro leadership skill deficiencies in the team leader, John, leading to underperformance. It examines issues such as lack of focus, poor communication, lack of confidence, and inadequate team-building skills. The report discusses organizational intervention strategies, including third-party intervention and team-building retreats, and evaluates the effectiveness of these approaches. The report explores leadership styles, team guidelines, and the importance of clarifying roles and setting goals for project team success. The conclusion emphasizes the need for effective leadership to foster organizational success and collaboration.

ORGANIZATION CHANGE AND DEVELOPMENT 1
ORGANIZATIONAL CHANGE AND DEVELOPMENT
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ORGANIZATION CHANGE AND DEVELOPMENT 2
Introduction
Organization moves forward through effective leadership that is capable of bringing together all
the members into a common goal. Without leadership skill, there tends to be numerous conflicts
among the employees leading to drop on productivity level of an organization. These leadership
skills are always gained through training and work experience that exposes every leader to
different social environments that have different cultural backgrounds (Shea et al. 2014, p.486).
Every employee goes through change and development that affect the operations of the entire
organization. Change has dependably been there in human life in all angles, for example,
political, financial, and political. Notwithstanding, globalization has given greater chance to the
development of different parts of human lives, prompting quick change and improvement in both
the human life and the tasks of associations. The individual changes results into the entire
development of an organization. Therefore organization development refers to the planned
changes in an organization to bring a change such as projects . These changes need effective
leadership skills to succeed. The process of learning to deal with diverse behaviors helps the
organization to reduce employee’s conflicts (Lillingsworth & Eschenbacher 2018,p.450). The
paper explores the organization change and development with respect to the leadership skills in
XRS laser. The paper explores the leadership skills that have led the increased gap between the
staffs, pointing out the macro and micro problems in the leader. The paper also examines
available problem solutions strategy and further provides recommendation for the problems.

ORGANIZATION CHANGE AND DEVELOPMENT 3
Leadership
Leadership is a skill that propels every organization to higher levels. Leaders are managers that
have the capability of tapping and motivating the employee’s talents to achieve the
organization’s objectives. Such leaders have different skills such as clear communicator, an
organized person, confident in the team, high integrity, influential Powerful facilitator, and
skilled negotiator among others (Horral et al 2018, p.449). A poor leader tend to have negative
impacts on the employees and destroys the company’s bottom line, for example leads to frequent
unresolved conflicts among the employees, poor or reduced productivity level, high rate of
employee turnover, poor employee engagement and among others.
The leadership skills are subdivided into macro and micro: the macro leadership skills require the
leaders to entail fully into trail-finding and building the culture. The trail- finding is summed up
as a process of identifying a way into the fruitful future, whereas the culture-building refers to as
a process of drawing employees into purposeful organization so as to exploit the current
opportunities extensively (Jackson & Garcia 2010, p.241). The micro leadership kills majors on
the styles that are capable of creating efficient working conditions and obtain a willing
cooperation so as to get the assigned task to be completed. John faces both the micro and macro
leadership skills
XRS Lase Leadership Problem
John the XRS team leader has been under pressure from Kate his boss to improve the
performance of the team. The team is underperforming mainly because John doesn’t offer
effective leadership resulting into friction among the employees resulting into poor performance.

ORGANIZATION CHANGE AND DEVELOPMENT 4
John does not participate with the team members in the training , rather is seen busy with non-
important issues during the whole training.
The Macro Leadership Skills Missing in John
Lack of focus of the task at hand- John faces a problem of always loosing as focus on the task in
the hand (Zhen et al 2014, p.689). This is evidential at the training when most of the time john
just joked, joined his team averagely 30 minutes later and at some point didn’t join the team
totally. Joking all around fro along time makes john not to make follow up of what is happening
within the group and the whole organization.
Communication skills – John lacks communication skill, an essential aspect in leadership.
Communication is a form of information exchange media, that have the capability in bringing
together of the same kind of culture. John’s inadequacy of the communication skills is evidential
first from inability to have a mutual communication with the team members to identify the
source of the problem, secondly, most of the conflicts within the organization (Taplin, Foster &
Shortell 2013, p.280). Effective communication aids in aligning and executing the set objectives
of an organization. In XRS Laser’s poor performance is as result of John failing to address the
team members conflict. It is evidential in many organizations that have faced conflicts,
communication have always been the best solution.
Lack of confident- John as a leader is faced with lack of confidence. Being John’s first job to
lead a project team, john doesn’t know how to go about the leadership challenges. John tends to
be intimidated by the group member hence making him to have less contribution toward the
topic of discussion (Strnadova et al 2014,p.16). A confident leader tends to be positive, happy
and ability to lead and resolve challenges, an aspect that John is lacking, the conflicts that john

ORGANIZATION CHANGE AND DEVELOPMENT 5
has upper hand of resolving had he communicated well with the team members and understood
their problem (de Prez 2016, p.158). The inadequate communication also leads to distortion of
messages resulting into poor performance of the XRS Laser.
Team building skills- Team building is a process of creating the team members to come together
to work toward achieving particular objective (Ulrich 2017, p.145). The inadequate ability of
john in building a team created a rift and conflict team members leading to low productivity.
Working as a team means that each and every employee supports the back and helps in
completing the assigned task, such organizations tends to completes [articular tasks in more
efficient way than a discoursed team.
Poor people skills- poor leaders tend to be negative thus lack the ability to motivate workers in
improving the rate of production (Mackie 2016, p.5). Employees working rate is directly related
to the level of motivation around the vicinity. In workplaces with poor working conditions, and
inadequate reward tends to break up the level of enthusiasm hence leading to low level of
production rate. This is the case with john who is unable to offer positive response to the
complaints raised by the team members, leading to the breakage of the morale. With that kind of
low morale of the team members, the productivity reduced tremendously.
Macho management technique- macho management is a management style that is characterized
with little consultation between employee, managers and the entire organization (Perkins 2016,
p.482). John is seen by the team members as the bully who wants to do all the things by himself.
The inability of john not to delegate duties makes the project team to fail the mission.
Organization Development Intervention

ORGANIZATION CHANGE AND DEVELOPMENT 6
Organization intervention refers to the planned actions that aim at assisting an organization to
increase the effectiveness of the organizations (Liebel 2015, p.67). The interventions are always
designed majorly to disrupt the status quo of the organization, so as to change the operations
towards positive direction. There is several intervention strategies used to safe organizations
such as the third party, the intergroup, organizational confrontation strategies, process
consultation and among others.
XRS Laser organization intervention
The intervention came after John was unable to rejuvenate the group that he was heading to
improve on the performance. These interventions are designed in regards to different levels such
as individual, group, organization and trans-organization .The situation forced Kate, the
departmental head to reach Ryan, who once had a working relationship with XRS Lacer to save
the team from breaking down. This type of interventions is called third party organization
intervention.
Third party intervention-Third Party intervention is a common thing in most situations of
conflicts whether at individual, group or organizational level, whereby a third party is invited to
resolve the problem. Conflict is common in the case of XRS Laser; Ryan was invited to see
through the team training.
Team building intervention-Team building intervention is essential in bonding the team in case
of a conflict with the team members. The XRS Laser team’s conflict resulted from the poor
leadership skills exhibited by John, leading to a retreat (Palmer 2012). That being the first job for
john, he lacked variable skills of bringing together the project team. The retreat was organized so
as to train the team members on how to work together as one, and how to solve the problems

ORGANIZATION CHANGE AND DEVELOPMENT 7
arising among them. Unfortunate, the project team leader was not serous with the program and
always joked around.
The team building retreat was not effective since the main cause if the problem, who was john,
never participated fully; therefore it is imperative that Ryan would have done much better to
capture the attention of John. To have an effective team building, the organizer should use
different theories such as Bruce Tuckman’s Model of team stages, Belbin’s Theory of team roles
among many others.
The Bruce Tuckman’s Model of Team Building
Tuckman’s Model, developed in 1945 by a psychologist who stated that there are four steps of
team development; these are forming, storming, norming and performing. the theory emphasize
that all the stages involved by the team in the initiate stages are unproductive and only become
productive ant the end by becoming a strong unit. The general outcome will depend on the
participation of the members in the team building process through the all stages. In the forming
stage, expectations are established and similarities are identified. During this stage, uncertainties
are numerous, and members start creating bonds within themselves developing trust and depend
on the leader (Sulich 2015).
In the storming stage, power and control issues are identified, communication is improved and
each member expresses their differences. In the norming stage, members tend to agree about
difference in duties, roles and responsibility. Decisions are always made through mutual
understanding among the members, meaning that the communication style and level have
involvement. The last stage is the performing stage that is an approval of the effectiveness of the
group as members of the group trend to be satisfied with the strategy.

ORGANIZATION CHANGE AND DEVELOPMENT 8
Leading a Project Team
In a project team leadership, transformational, scientific skills are critical; a specialized
capability in the expert territory of their task is likewise an unmistakable favorable position.
Keep in mind, however, that undertakings accomplish their results through individuals – an
assortment of individuals cooperating coordinately to deliver the coveted outcomes.
Empowering XRS Laser’s Task Group
group leader are expected to get the best out of their members, and therefore John should focus
on your general management and leadership aptitudes(Perkins 2016,p.481). A portion of these
expertise regions that you should focus on are: clarifying venture colleague parts ,setting group
and individual objectives ,monitoring and estimating group and individual execution ,feeding
back group and individual execution and resolving clashes between colleagues helpfully they can
use off every others' qualities and adjust for every others' shortcomings(Valentin 2014). Ensuring
that you have the correct blend of colleagues in your venture group is hence a vital thought.
Leading a group profiling exercise is additionally a successful technique for getting each task
colleague to value their individual qualities and shortcomings.
Group Team Guidelines
In the event that XRS Laser group stalls out stuck with heaps of ineffective clash, there are
various things you can attempt. In the event that you haven't effectively done as such, get your
group together to illuminate and concur the "standard procedures" that represent the group's

ORGANIZATION CHANGE AND DEVELOPMENT 9
conduct. Your "standard procedures" should cover these five key regions of group activity: team
gatherings, team working, team part connections and team basic leadership.
Talking about the standard procedures will reveal up to this point implicit suspicions. Each
colleague will come to see all the more unmistakably where other colleagues are originating
from and what they require from the group to complete their activity. Make certain to post the
concurred standard procedures in a noticeable place where the XRS Laser group meets
frequently.
Conclusion
Organization success needs effective leadership that is capable of bringing together the members
to work towards a common goal. The XRS Lasers are faced with inability of the John to perform
the assigned tasks as required; the team underperformed due to the poor leadership skills hence
the organization need an urgent intervention from the third party. The third party helped in
restoring the leadership of the company and the clients. Use of theories such as Tuckman’s Team
strategies help in removing the communication barriers and bonding the team to a stronger
workforce.

ORGANIZATION CHANGE AND DEVELOPMENT 10
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