September 3rd, 2014
Introduction
It is very clear that the company needs a leader who can help the organization succeed and win over a competitor’s audience since the changes will need to be made in stages. According to research, when the leader is able to strategize despite any of the changes and differences like the changes in management, culture, or organizational factors and the leader is still able to work through these changes is leadership (Speller, 2012). Based on this case, the XYZ will have to the five dimensions of Cumming and Worley of leading and managing any of changes. The company can adapt to any changes in order to achieve their goals (Weiss, 2012).
Three components of changes in organizational
In order for the changes to take place inside of an organization, there are three components of the Cumming and Worley dimensions that the organization that the company will need to consider. The three components of these changes are going to be intent, people, and delivery (Weiss, 2012). People are expected to appreciate and accept some of the changes as a part of the growing process and the delivery of these components that will allow the management of a lot of people. The leader will be responsible for providing all of the materials that all of the changes in the organization to be made (Weiss, 2012). The company should not use the strategy by itself because the employees of the organization need to be informed about the changes so that they are more prepared for the changes. If the changes are not done effectively, the employees and the company could be major impacted (Miller, 1995).
Five dimensions of change
In a working environment, the changes are mandatory to be incorporated in order to get the effectiveness of the management. The effectiveness is based on the amount of employees that are working together in order to achieve the goals of the company (Weiss, 2012). The position of the leaders will be that they can implement these changes without affecting the productivity or motivation of the team members. The team members will need to work in unity to implement these changes (Kreps, 2011). The five dimensions are that there must be a vision and political support, it must help the leaders to introduce the changes without any difficulties, should be given a momentum to those who will be affected, and there should be a managing transition for the ongoing changes (Weiss, 2012).
Motivation
The company requires that the employees be motivated so that they can easily accept the changes in the organization. When the employees don’t work together, it would prompt a contention between the administration and the representatives. The argument can have a huge effect on the whole organization and its profits (Weiner, 2009). The motivation will need to start within management and then move to the employees (Weiss, 2012). In order for an organization to get the best results of this motivation, the motivation will need to empower the employees to help them to know the changes are necessary. The employees would understand that the changes can help to improve the organization as a whole.
Vision of the organization
Before the company can enter into the international market, it is very important for a company to understand and study the culture and geography of the foreign market. The understanding will allow the company to be prepared for the changes when they enter into the different regions (Weiss, 2012). The core value of the company cannot be changed because it includes all of the basic services like product quality, customer support, accessories, and the new plans that can be added to the cultural difference of the company. It is important that the company that knows what vision will provide the company will some directions on handling things when they come up in the organization.
Regardless what the organization changes, the cultural environment and the economy will need to remain constant even in an expansion. Even though, there are some factors that could always hinder to successful changes like the attitudes of the customer, how the management is involved in the changes, and how the employees response to the implemented changes. Most of the time, the leaders of the company will not know how the shareholders are going to be affected by the changes. But if the shareholders are aware of the changes, then it should be easy to implement them.
Development of political support
It takes time to get the proper political support for the growth of the company. Therefore, the company will need to an appropriate plan and implement the plan. It will allow the company to see if their goals are attainable or not. If there is a strong network is present, then it is going to be a lot easier to get this political support. Therefore, the management team needs to know the internal employees enough to have a strong relationship with them (Weiss, 2012). When a person is a manager, the person will need to have a good relationship between the people of the corporation so that the corporation will be able to get the support in the future. One of the main requirements of the XYZ Company is that they can maintain their stability in the challenges that will come with the changes in the organization (Weiss, 2012).
Transition Management
The company should make sure that they are providing excellent customer service at the new operations in China. Therefore, the company will need to provide an excellent customer service by all of the employees. The employees need to make sure that the customers who are shopping are going to have a great experience (Ahearne, 2005). It is a good idea to start with the foreign land that the company is building a brand name for XYZ, and there are many processes that are required by XYZ to fulfill (Speller, 2012).
All of these factors have to be considered when it comes to the process of transition (Weiss, 2012). The process is better known as momentum because it starts the business. The transition process allows for a stronger and more powerful customer experience. Repeat customers are something that the company wants to get. The underlying aspect of the transition process is that the employees are going to feel like they have more power inside of the organization. The process will help the employees to know the requirements of their job. The more that the employees learn, the easier it will be for the company to be able to establish a good company in the market.
Momentum for sustainability
The growth of the company is going to depend on if the leaders of the company are ready to handle all of the challenges that they might face during the changes. The leaders can be motivated and can be loyal to the company. The leaders can ensure that they are committed to the company, no matter what it costs to do so (Kreps, 2011). When the leader is in a position to segment all of the customers based on their requirements, expectations, and desire to create a channel. The channel can give the company the opportunity to expand and grow. As long as the company is well-balanced, then will be able to handle the pressure and work, the company will be ready to face any challenge. When they are ready, the company can take any action to allow higher growth in the company (Benzant, n.d.)
The main vision is an important factor in order to implement the changes and to be successful with all of these important changes. The company should not have any adverse effects on the growth and development of the company. The company will be in a position to begin to face all of these challenges of starting a new business in the market of Shanghai (Edberg, n.d.).
The foundation for a successful change
If a leader works very hard to achieve something and the management team realizes the hard work, it will automatically motivate the team. Therefore, the team will work hard and allow the leaders to be a role model for the employees. A leader who is dedicated will be considered to be a hero (Edberg, n.d.). The company should be able to understand their position and all of the future requirements and allow them to achieve all of their higher goals. It is clear that the company can implement all of the five dimensions of the changes in leadership.
References
Ahearne, M., Mathieu, J., & Rapp A. (2005). To Empower or not to Empower Your Sales
Force? An Empirical Examination of the influence of Leadership Empowerment Behavior or Customer Satisfaction and Performance. Journal of Applied Psychology, 90(5), 945-955.
Benzant-Niblett, K. (n.d.). Eight key characteristics of a high growth sales organization.
Thunderbird School of Global Management. Retrieved on October 2nd, 2014, from http://www.thunderbird.edu/executive_education/consulting_network/knowledge_center/thought_pieces/_ekcofahgso.htm
Edberg, H. (n.d.). 25 Great Quotes on Leadership. The Positive Blog Happiness &
Awesomeness Tips that Work in Real Life. Retrieved on October 2nd, 2014, from http://www.positivityblog.com/index.php/2007/07/06/25-great-quotes-on-leadership/
Kreps, G. L. (2011). Communication in Organizations. San Diego, CA: Bridgepoint.
Miller, D. (1995). “Delivering Transformational Change.” The European Business Review.
Retrieved on October 2nd, 2014, http://www.europeanbusinessreview.com/?p=5933.
Speller, K. (2012). “Leadership Strategies-The Foundation to Successful Organizational
Communications.” Communications in Organizations COM 425.
Weiner, B. J. (2009). “A theory of organizational readiness for change.” Implementation Science.
Retrieved on October 3rd, 2014, from http://www.implementationscience.com/content/4/1/67.
Weiss, J. W. (2012). Organizational change. San Diego, CA: Bridgepoint Education, Inc.
