Essays on Change Management - the Super Star University Case Study

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The paper 'Change Management - the Super Star University " is a good example of a management case study. To continue existing, in the current global competition epoch, the businesses and organizations have realized the significance of innovations as well as an innovative approach in their business strategies and model. Evidently, as sourced from a number of publications and reports, companies from various countries and geographical regions are spending lots of money for innovation, and the amount allocated for innovation is constantly increasing (Jones & Harris, 2014). For Super Star University (SSU), which under new vice-chancellor desires sustainability and excellence in the university, had to reflect on the leadership with the innovative approach so as to develop a strategy by changing their concepts of innovation into realism (Waddell et al. , 2011).

So as to improve the external and internal performance the university had to change and it was time demand. As mentioned by Crawford (2010), an organization that cannot espouse changes can hardly continue existing in the market. Undoubtedly, the process of change is exceedingly tough and essential for organizations and may drive the organization towards the success path (Kempster et al. , 2014).

It may as well make them able to meet upcoming demands as well as to compete with other players in the market effectively. The argumentative essay seeks to analyze the Super Star University case study relating to organizational leadership during change management, the change process, and resistance to change management. Discussion The change processes in the Arts faculty and the faculty of Engineering, Architecture, and Environmental Sciences at SSU were undoubtedly different. For instance, in the faculty of Arts, the changes recommended included greater internship opportunities for under-represented groups.

As a part of the succession plan, the administrative working party suggested voluntary staff renewal, strengthening transparency and accountability in processes of making decisions, and merger of two faculty research institutes in addition to a new structure of academics that would result in setting up of just four schools. Other changes recommended in the faculty of Arts included the introduction of face-to-face and online classes, and participation with the wider community (Waddell et al. , 2011). On the other hand, in the faculty of Engineering, Architecture, and Environmental Sciences, some of the recommended changes included processes of research training in addition to increases in quantity and quality of the research output per capita.

Differently from Arts faculty, this faculty called for a new recruitment strategy, engaging with the future students, government, industries, and philanthropists (Waddell et al. , 2011). Changes in an organization as noted in SSU offer different considerable advantages like it improves financial functionality, competitiveness, customer and worker satisfaction, and importantly is drives the organization towards incessant sustainability as well as improvement.

Such are organizational advantages and not all persons in any organization may achieve benefits individually from such changes, but all people working in that organization normally have the same objectives and such changes make the organization stronger as one (Becker et al. , 2005). The majority of organizations will concur that effective leadership these days is one of the most crucial contributors to the general organizational change as well as performance. Leaders with intellectual capability are those who possess a pile-up of knowledge and skills achieved from experience that enables them to manage tasks efficiently and effectively.

As evidenced by SSU’ s new VC, effective leadership is at all times needed to handle organizational change issues, Thomas and Hardy (2011) cite a number of blockades which may have an effect on the efforts change management, and they include the silence culture, individualism culture, and secrecy culture. Professor Block’ s competent leadership can manage and handle these problems given that he has exhibited competence able to manage knowledge in addition to other capabilities and skills.

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