The paper 'Options for Implementing a Leadership Change at Gene One " is an outstanding example of a management case study. Gene One propounded in the year 1996, is one of the most renowned companies in the field of the biotech industry. The win-win situation has facilitated the growth of the company to reach a target of $400 million in a span of just eight short years. Leadership changes at the Food and Drug Administration are being initiated so as to enhance the investor’ s confidence in the industry. The gene One’ s highly innovative, enthusiastic and proactive team end vision emphasis on the realization of the annual growth targets of 40 percent for which the only possible option left to explore by the company is to go public within the next three years.
The company at such times is in desperate need to raise its IPO capital for new development, advertisement, and marketing if it is to sustain itself and achieve its set targets. It is important to understand that changes are generally headed by the top management but any member of the organization can actually contribute towards its success.
The company in such a stage of conflicting ideas needs to follow the Lewin’ s force-field model whereby a three-phased process of unfreezing, changing and refreezing should be implemented (Yukl G, 2006). Firstly it is important for every member of the team to understand that implementation of IPO necessitates the realization that old ways of doing things are no longer applicable, the threats, opportunities and related circumstances need to be clearly explained and justified so that all members are ready to accept change and select a promising approach by a uniform consensus and agree to implement in future. A very important aspect which needs to be taken into consideration while incorporating a leadership change strategy is the ‘ force’ which is responsible to implement change in an organization.
The component of force include the nature of the workforce, the advancement and changes in the technology, economic shocks, competition, social trends and world politics are few attributes for continual change (Robbins P S, Judge A T, 2007). There are various kinds of organizational changes, but what is linked with Gene One is the role centered approach.
The workflow needs to be reorganized, the jobs need to be re-designed to include different activities and responsibilities, and the authority relationships need to be modified. The main assumption behind applying such strategic approach is that when the work role requires a person to act in a specific manner, a corresponding change in the attitude is reflected in their new behaviour (Yukl G, 2006). In the current case, Don Ruiz supported his team from the core of his heart and had full confidence in their abilities and capabilities to make the IPO project a success, but the practicality of the study clearly reveals the ambiguity which is visible in the current leadership structure and style.
Though the organization’ s core team has the best of all, still the membership does not abide by the requirements of the project. Teri Robertson, the CTO presents ideas that clearly define technology as a business priority and has time and again proved herself in attracting leading researchers who have further led to one new technology and one product after another.
Robbins P S, Judge A T, 2007, Organizational Behavior, Twelfth Edition, Published by Prentice Hall. Pearson Education, Inc.
Yukl G, 2006, Leadership in Organizations, Sixth Edition, Published by Pearson Prentice Hall, Pearson Education, Inc.
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