Essays on Leadership and Change Management Assignment

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The paper "Leadership and Change Management" is an outstanding example of a management assignment. Change for XYZ just like any other company plays a major role. However, it has its own pros and cons depending on the industry a company operates, its staff, and operations. Team building will require positive orientation and probity among members and the leaders together with the right personality. Progressiveness will also be required in team building to ensure business continuity and continuous achievement of team goals. Participation and involvement are some of the most efficient change approach that organizations apply in change management.

This paper discusses change management in relation to a construction services company, XYZ. The paper illustrates how this change has been implemented in the organization. Question 1; XYZ’ s approach to change management in comparison to Lewin’ s three-step Model Kurt Lewin three-step model to change management Lewis Kurt adopts a straightforward approach with three steps including Unfreeze, transition, and freeze (Schein, 1995). Unfreezing Unfreezing basically means breaking the norm. This involves adjustment or total scraping of previous systems, procedures, or policies that were a routine to the organization. This can be achieved by presenting new problems to the company and ensuring involvement in such a way that parties within the organization will be prompt to come up with new solutions, as they identify the need for change. Transition After getting rid of organization procedures that maintain the company’ s status quo, introducing new procedures and policies is the next step.

At this point, people’ s mindsets are prepared to adopt change. This can be achieved through a company structure, branding of company products, departmental procedures, and development of new ideas or improving existing techniques.

The management can bring in new preferred attitudes and organizational values. According to O’ Brien (2008), resistance might arise at this point, as a result of leaders underrating the levels of reactions by their followers in case change is introduced in the organization. Other than underestimating the rate of reaction, the response of management to people’ s resistance may also encourage or elucidate the resistance. Singh (2010) notes that, when leaders implement one change after another, employees become exhausted and lament instead of appreciating any further change. This in turn affects their commitment towards organizational changes, and they become resistant towards any changes proposed by the leaders (Ford et al, 2002).


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