Leadership And Organizational Change Concepts Worksheet
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Leadership and Organizational Change Concepts Worksheet
Application of Concept in the Scenario or Simulation
Reference to Concept in Reading
In the Simulation, CrysTel contracts consultants to conduct surveys internally to identify the weakest and strongest of the departments characteristics. The consultants have been given a budget of $65,000. An Employee Satisfaction and Climate survey (with a total cost of $48,000) was utilized by the consultant. This is the optimal decision for getting perspective on how the employees will feel about their work-related issues (teamwork, communication, and supervisory guidance) and employees attitudes towards organizational climate (motivation levels, job security, etc) (Scenario: Building a Culture for Sustaining Change, 2007).
“It almost goes without saying that employees receive objective feedback from others such as peers, supervisors, subordinates, and outsiders. Perhaps less obvious is the fact that the task itself is a ready source of objective feedback” (Kinicki & Kreitner, 2004, p. 328).
“Feedback is objective information about individual or collective performance” (Kinicki & Kreitner, 2004, p. 326).
“Feedback is, quite simply, any information that answers those “How am I doing?” questions.
Good feedback answers them truthfully and productively. Its information people can use either to confirm or correct their performance” (Kinicki & Kreitner, 2004, p. 326).
The Individual-Organization Exchange Relationship
CrysTels Marketing department is weak in employee and management communication, does not empower its teams, and does not initiate mentoring activities to train less experienced employees. The organization climate is not very strong in regards to leading by example, risk taking, and resolving conflicts (Scenario: Building a Culture for Sustaining Change, 2007).
As the consultant, I suggested management be open to constant communications and listening to employees, encouraging teams to decide on targets and leaders, creating a conflict resolution forum, and developing training calendar with mentoring.
With CrysTels implementation of these suggestions, things improved but there were still issues.
As a consultant, I would implement some type of recognition program (above and beyond the current professional progress hierarchy) to motivate and communicate what goals is expected.
“Adams points out that two primary components are involved in the employeeÐ-employer exchange, inputs and outcomes. An employees inputs, for which he or she expects a just return, include education, experience, skills, and effort. On the outcome side of the exchange, the organization provides such things as pay, fringe benefits, and recognition” (Kinicki & Kreitner, 2004, p. 291).
Forces of Change
Managerial Behavior/ Decisions
CrysTel faces rapid and frequent advances in telecommunications technological and administrative changes regularly. The company is a responsive organization working to keep up with the volatile demands of the market; it is likely to change its product portfolio or offer new products on a regular basis (Scenario: Building a Culture for Sustaining Change, 2007).
“One side of the force field model represents the driving forces that push organizations toward a new state of affairsÐsome of the driving forces in the external environment, including globalization, information technology, and a changing workforce.” (McShane & Von Glinow, 2005, p. 504).
“External forces for change originate outside the organization. Because these forces have global effects, they may cause an organization to question the essence of what business it is in and the process by which products and services are produced” (Kinicki & Kreitner, 2004, p. 674).
“Internal forces for change come from inside the organization. These forces may be subtle, such as low job satisfaction, or can manifest in outward signs, such as low productivity and conflict” (Kinicki & Kreitner, 2004, p. 675).
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