AROKA ONLY- 5 ASSIGNMENTS BY SUNDAY AT 4 PM EST

Module 03 Project - Chart

Reflecting upon your Module 02 Discussion post (my response is below), utilize your response to create a chart or diagram representing the change model that you are implementing -make sure to create a comparative demonstrating showing the old model against your new change plan.

Example: If you have chosen to use Fiedler's Contingency Model as the change model to utilize with your project, your chart will reflect how your will create organization change based upon the model's situational leadership style and situational favorableness.

Once you have created your change model chart, write a short description of its elements.

Note: The chart will be included in your final project proposal. 

Example of Charts:

Module 2 Discussion Post

For this discussion, reflect upon your chapter and module readings and articulate your personal view as to which model would be most effective in achieving results in your project case study. Since the selection of a model must apply to a given situation, please provide an example of how your selected model will be implemented in your change initiative. 

My Response:

I think that the Fieldler's Contingency Model would be the most effective in achieving results in the project now because the model states that effective leadership depends not only on the style of leading but on the control over a situation. There needs to be good leader-member relations, task with clear goals and procedures, and the ability for the leader to hand out rewards and punishments.

Since Delta is now a client driven company and they will be working with people instead of producing mass numbers of products, they need someone that can help with the relationship issues and talents of the people of Delta to make the client feel they are what they need from them.

Previous Project Assignment to use Model in below

Overview and Outline

The Delta Pacific case study gives a presentation of the challenges that is typically faced by an organization which is in the process of transiting to a new model of business and is dependent on the expertise and knowledge of their employees in building of the good relationship with the customer, instead of concentrating on the products and services that they are supplying. Resistance from the employees faces the process of changing to a new business model (Kotter, 2013). Some of the reasons attributing to resistance can be categorized into three;

• Logical; this is the fear on the period needed to learn and adapt to the new model and the potentiality of the undesirable conditions

• Psychological fear; this is the fear that comes as a result of status loss or the fear of the unknown

• Sociological; this is the fear of changing to the level of social interaction.

The second lesson gleaned from the Delta Pacific case is based on leadership. It can be deduced that the success of every organization relies on effective leadership that is practiced within. Thus, in leadership, a firm should be in a position of choosing the kind of trait that will align with their business operations. Some of the most practiced traits in successful organizations include; the transformational style of leadership, charismatic and transformational style of leadership. Lastly, it can be learned that for an organization to succeed in its business activities, employees’ recognition is always crucial. The process of identification can be enacted through the motivation process which can be regarding rewards. This always makes the employee feel appreciated in whatever they are doing within a firm.

Outline

1) Introduction

In the global business, competition is highly experienced amongst companies with the aim of winning customers which increase the profit margin of a company in the long run. Therefore, it is evident that the industry is characterized by an increasing change in technology and thus the firms must adapt to remain competitive in the harsh environment. Therefore, Delta Pacific will be our area of concentration with regards to change in the new business model (Kotter, 2013).

2) Overview

This paper will mainly focus on the issues at the Delta Pacific case and the type of leadership that best fits within an organization to enhance its success (Cohen, 1995). Leadership is always crucial since it always gives a light on the direction in which an organization is headed. This is because the leaders have the mandate of setting directions and goals of any given firm. Finally, the paper will include my change model that will enact change. In the Delta Pacific case, the issues being experienced is the resistance to switch to a new business model, leadership crisis, and employee issue. Resistance to change is being facilitated by factors such as psychological fear, legitimate fear, and the sociological factors.

3) Thesis

My business model would be the adaptation of Lewin’s Change Management Model. This is because the employees can easily adapt it. An organization's culture is always the center for the success of any business entity since it counts removes any form of fear that an employee may have when a change is to be implemented. The leadership trait that would work best is the transformational leadership. This is because it is mostly applied in the motivation of employees in performing the organizational tasks. This is usually critical since it always contributes to the recognition of employee through rewards or promotion.

4) Supporting Ideas

a) Acceptance of the change model process:

This model can readily be accepted by employees since it always explains employees ‘expectation in the new change that is to be implemented. This reduces the resistance of the employees in accepting the new model.

b) Transformational Leadership theory:

The transformational theory can best apply to this kind of model. This is because there is increased coordination and teamwork with the employees. This is a recipe to less resistance to new business model.

c) Motivation:

This can work for the organization since employees will feel recognized in their line of duties. Hence reduce the new change that is to be implemented.

5) Recommendation:

a) Application of Good leadership traits:

Leadership plays a crucial role in the coordination of the organizational activities and thus the trait selected should work for the organization.

b) Continuous Review of the Employees performance:

The organization should review the organizational performance in a continuous basis. This is to identify problems that may cause poor performance in an organization.

6) Conclusion

Change is always crucial for the success of any organization and thus leaders should come up with strategies that would reduce the resistance to the implementation. Leaders should consider involving motivational factors to enhance productivity amongst employees. This is because every individual in the organization always feels good to be recognized in their line of duties.

Reference

Cohen, A. N., Carlton, J. T., & U.S. Fish and Wildlife Service. (1995). Nonindigenous aquatic species in a United States estuary: A case study of the biological invasions of the San Francisco Bay and Delta. Arlington, VA. Retrieved from

http://nsgl.gso.uri.edu/conn/connt95002/connt95002index.html

Kotter, J. P. (2013). Leading change. Boston, Mass: Harvard Business School Press.