Managing Change with Delegation and Leadership Motivation and Decision Making.Prepared for Management in Organization
Soakai Vea, Department of Business, Tupou Tertiary Institute.
This research was kindly supported via Sample Grant Program.
Correspondence according to this article should be addressed to Soakai Vea, Department of Business, Tupou Tertiary Institute, Fasi moe Afi, Tongatapu.
Contact: [email protected]
Table of Contents
TOC o “1-3” h z u Change Management, Delegation & Team Leadership PAGEREF _Toc517113800 h 3Motivation & Change Management. PAGEREF _Toc517113801 h 7Leadership & Decision Making. PAGEREF _Toc517113802 h 10References PAGEREF _Toc517113803 h 12
Change Management, Delegation & Team LeadershipUnfreezing, this refers to the current status of the business concerning of breaking it down before rebuilding a new ways and paths of operating in the business for success. Certain points to view why the current operating pathways cannot continued. This is very recognizable in which you can point out to sales figure, financial health etc.… in fact, these shows that things should reconsider using the current operating ways. For a successful business, you need to start from the core areas like beliefs, behaviors, values and so on which examines everything. For this changing it might be not supportive but especially the business might come to a down-fall. Well this part maybe the hardiest part in terms of cutting down how things are done which makes everything off balance in the business which you may suggest positive forms in people hence the purpose that’s exactly what to be done. In relation to Billy’s Awesome Seafood Company Limited, unfreezing owner making all critical decision into involving the staff in innovation and ideas for the success of the business like making an immediate decision.
Change, this stage refers to people findings new ways to handle things like resolving hesitation. This refers to people adapting to new ways and acting towards the new direction. Alteration from unfreeze doesn’t take overnight: with new direction people takes time to adapt to the new ways. For the successful of the business they had to accept and act on it, well people needs to know what advantages they have. At this stage, everyone will not fall in line in terms of the changing and benefits the business in which this difficulty should be avoided. For some people, they are not confident with this change which mainly those who earn so much from the current status. Others may delay time to initialize benefits change brings in which it should be screen this typical situation. Communicating and time are central for changing occurred succeed. People need space to understand changes, and feel connected to the transition throughout the transition period. In relation to Billy’s Awesome Seafood Company Limited, moving from owner held all decision making to having other staff member involved in decision making represent a major change and needs to be screen if this is to succeed.
Refreeze, this stage refers when people starts to adapt and understand the new era of working, the business are on its way to refreeze. Signs of refreeze are stable job description and so on. This concern that the changes are in a consistent time basis that used all time, and somehow amalgamated in day-to-day business. In terms of stability, workers feel comfortable and confident with the new ways of working. In Billy’s Awesome Seafood Company Limited, carefully managed the success of involving staff in decision making must apply in everyday business and employees feels comfortable with the new ways of working.
iii. Confirm understanding
iv. Confirm commitment
v. Avoid “reverse delegating”
vi. Ensure accountability
In the Forming stage, in the case of Billy’s Awesome Seafood Company Limited, staff crews show up at a new environment, new task with some of their co-workers and perhaps some new workers. The Forming stage takes place as each one hanging around their cars and vans waiting for work to start and figuring out who is who and what they will do on the new job. While forming happens without recognized in various work groups, it is an essential development stage, as key roles began to in-form and the atmosphere of the group can develop quite early.
Storming, the next stage of group development, this points out for some, not all, groups interacts with storming which this phase members test each other’s like challenging the power of individuals in the group. Groups experience over differences who is in charge, making decision and what requirements is expected from members. At Billy’s Awesome Seafood Company Limited, confrontation and conflicts on processing plants are generally fixed out by the owner. This phase may be demonstrated by high intensities of conflicts or may concern of reasonably slight phase. Groups which tries to avoid any conflicts in an early storming phase often happenstance resistance and conflict during stages of group development. Groups pass through storming phase may go through again on storming as members are changed or condition.
Norming stage, groups go through this when forms of attitude and the way we do things starts to arise. Starting a meeting is an illustration of norm group. Allowing each one to talk as long as they like are group norms, limitation of discussion are group norms which its decides by the group members. Having cup of coffee and lunch all together is a norm which this is important to the owner’s project at Billy’s Awesome Seafood Company Limited. Group norms suggest the comfort and confidents and familiarity of works, which can be one of the most importance aspects of working with others, specifically when the business is changing.
Performing phase, this stage is when a group of people began to reach their goals or achieving their target. The workers at Billy’s Awesome Seafood Company Limited work hard to achieve their goals together. The owner express this as a flow, the encounter is to maintain and increase sales, and knowing the performance standard of your team. As Billy’s Awesome Seafood Company Limited case suggest, for business partners, knowing the right size to grow the company.
Adjourning stage, finally while some groups still on progress for a long period of time, other groups complete their mission and go through this phase. Staff crews constantly re-forming a project with diverse selling unit, requiring different team configurations. When a group disbands, it mainly passes several stages of adjourning. During this phase, members may review the job, evaluate the group’s performance or celebrate victory or accept failure. Some had difficulties with endings. They might protect themselves from being loss by breaking group norms. Successful team may complete their original task and may attempt to search for diverse task or jobs to be taken to keep the group together. For like Billy’s Awesome Seafood Company Limited, a successful team may remain together for future task as this demonstrate leadership. Alternatively, some may not meet each other all over again.
Group-task-role points straight to the completion of task, achievement of purpose. This part concern of roles and behaviors which this means job leader, information getter and so on. To minimize having diverse activities is getting the rightful person for the job which he/she is familiar with what the task is required in order for the completion and achievements of goals.
Group-maintenance-role function is to form and maintain social needs of group members. This role can strengthen interpersonal skills of staffs in Billy’s Awesome Seafood Company Limited in facts providing a good interpersonal character with the group members makes them feel like they are valued.
Self-orientated-role this concern of having a self-strengthening oriented by intrapersonal skills which demonstrate diverse skills to cover diverse roles in the company with this relates to Billy’s Awesome Seafood Company Limited by the staff providing diverse intrapersonal skills to improve sales which benefits the company.
Motivation & Change Management.1Misunderstanding about the need for change, this is about when the staff members do not understand the need for change which is unclear especially the one who really relies on the current way of works being done and for a long period of time! Secondly, change in the status quo, resistance can also depart from thinking of the change that people hold. This refers to people feels they’ll be worse off at the end of the change and are unlikely to give their full support. Just like staff thinks that if changes are to be made their might be some favors with new staff members which is unspoken in terms of anger and dis-belief which may likely to be resistance. Thirdly, low trust, this is when staff feels like they can’t even manage the change which is likely to be resistance. Lastly, changes in routines, this concern of comfort and confidentially referring to comfort zone, we do like them a lot which it makes us secure. So, there’s bound to be resistance when we are configured to do things differently.
Education and Communication, telling the workers beforehand so that they will be involved in the change process will prevent that the changes in the organization is inaccurate. Excellent communication can be supported by training and other terms of study. Employees will have a fair understanding of the purpose of the change process and they will be more persuaded to be cooperative. Secondly, Participation and involvement, by increasing the involvement of employees will reduce the resistance. Results, employees will be trustworthy and they will concentrate on teamwork for some reason they interact more closely from diverse organization division so that the desired change can be applied. Thirdly, Facilitation ; Support, Employees experience addition problems during change process will benefits from supportive management, it really helps them deal with inner behavior in terms of fear referring to a transition period for as job loss or other form of re-organization. Providing support in training and counselling, this can minimize fears. Lastly, Negotiation, when employee lose power during change process, it is important to keep them motivated. Through financial with this can move employees to a positive direction. This can be adjusting their contracts or another unit offer or promotion is to be made which mainly this offers to employees that have senior position.
For future benefits of employees and the company as well. For the safe and job securities of staff members even their resistance it will take time to initiate with future benefits and somehow offers opportunity for staff members to get higher standard of education and promotions to a better standard for the comfort of each individual member.
Misunderstanding about the need for change, this is about when the staff members do not understand the need for change which is unclear especially the one who really relies on the current way of works being done and for a long period of time! Secondly, change in the status quo, resistance can also depart from thinking of the change that people hold. This refers to people feels they’ll be worse off at the end of the change and are unlikely to give their full support. Just like staff thinks that if changes are to be made their might be some favors with new staff members which is unspoken in terms of anger and dis-belief which may likely to be resistance. Thirdly, low trust, this is when staff feels like they can’t even manage the change which is likely to be resistance. Changes in routines, this concern of comfort and confidentially referring to comfort zone, we do like them a lot which it makes us secure. So, there’s bound to be resistance when we are configured to do things differently.
Hierarchy of Needs Theory and Theory X and Theory Y, Maslow’s Hierarchy of Need contains five levels that shape motivation style. To motivate employees, the organization must move to the pyramid of needs to ensure all of an employee’s needs are met. The foundation of the pyramid contains essential needs for like food, shelter and rest-time. Safety makes up the next level and also the third. The upper two levels of the pyramid contain self-esteem and self-actualization. Successful organization concentrate on the upper level of the pyramid by providing employees with the essential appreciation and developing opportunities for employees in order to feel they are valued and reaching their potential with the company. By motivating the airline staff to keep up their hard working and potentials they can reach in the company. Theory X & Theory Y, Douglas McGregor proposed two theories related to employee motivation. His theory is divided into two categories. Theory X employees avoid work and dislike responsibility, in order to motivate and support the duties they are doing with this employer’s need to apply rules and apply penalties. Theory Y, employees enjoy putting forth effort at work when they have control in the workplace. Employer’s must acquire prospects for employees to take accountabilities to show creativity as a way of motivating Theory Y employees. Allocating staff to their mature and confidents in the Air New Zealand Airline will motivates the staff members to keep on striving for the best and pushing employees to succeed on setting responsibilities to take part for as customer service.
Get to know the employees as individuals, to have any hope of motivating, finding the right key for psychic lock, you have to understand a single thing concerning of the employees. What is it that standing between the ability and execution? What Are their Dislikes? What are their hopes? What are their fears? The more you know the more chance to turns things around. State clear your expectations, this refer to the expectation from the employees being stated clear. Be fully conscious of personal and team dynamics, I often found dissatisfied employees, this may refer to the character of the workplace which can make the difference between frustration and disengagement.
Leadership & Decision Making. i. Decide: leader held all the decision making and solve problems alone and delivers the outcomes to the group. Becoming a store manager somehow express your inner behavior with doing the decision and solving a problem alone with further engagement you held all responsibilities whatever decision your making, you alone deliver the outcomes of your decision as well as solving a problem in store department. This may lead to improvements in terms of gathering information from the group members.
ii. Consult: leader individually slants to group members individually and often express them the problem. This refer to leader taking into account the member’s suggestion and somehow forms the decision to make, either the suggestion by member must be valued or does not help. With the company’s senior managers making it clear that the quality of in-store leadership is a major point of difference between competitors in industry either the junior managers takes this to account or not but they decide if they could use the suggestion of staff members or not.
iii. Consult: this refers in a group meeting where the leader examines the problem as a whole not individual members. This includes members are given an opportunity to share ideas and give suggestion during this time of meeting. Then the leader itself makes the decision making alone, deciding which suggestion obliged by members to use or not. Likely results are having a good effect on group members as they organize things generally avoiding rumors which may dis-lead them.
iv. Facilitate: this is a group meeting as well but differ from consulting advance as leader not giving a hard time to each member as decision are made by group agreement and not by the leader itself. With a good result which having the capabilities of each member feeling that they are valued and somehow act as a team-work status in making a difference between them and the competitors in the industry.
Delegate: this concern of leader not participating or laying a hand on decision making, but the leader prefer information provider and getter and somehow encouraging. Encouraging of senior managers to juniors are the quality of in-store leadership which providing resources and encouraging them with the corporate moving up of hierarchy.
Disadvantages of Transactional Leadership is having Unyielding Leadership which it shows that it doesn’t have a clear structure or policies and law or rules, not Encouraging Creativity with this examines not having innovation and new ideas for the better and good of the business and Accountability of Employees however varies when doing trials of jobs to workers along with rules and regulation to be followed, if something doesn’t go right the workers will be to blame.
Advantages of Transformational Leadership is creating and manage change, with brands and stock evolve, they must be willing to change, improve and expand over time. Engages full person, transformational leaders capable of high productivity from followers in terms of seeking the demand of personal motives. Transformational Leaders are excellent communicators, this refer to having a proper communication which it’s been lack by various corporation with group members aren’t informed properly they cannot be fully productive.
“I believe that showing people the problem and show them the solutions they will be moved to act.” (Gate. B, 2018)
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