Affecting Change

Affecting Change Terence Brown University of Phoenix LDR/531 Organizational Leadership Kevin Harris November 7, 2010

Affecting Change

Leadership has been defined as the ability to motivate and influence others to work towards achieving a goal/ Leaders if any organization are faced with challenges of encouraging employees to adapt to organizational structure and culture changes. In large organizations the effectiveness of managers depends on influence over superiors and peers as well as influence over subordinates (Yukl, 2006). In the leadership simulation, as we acted as the Chief Operating Officer (COO), for Smith and Falmouth (S & F), we see the challenge of leading a group of stubborn employees, but still focusing on the companies goals. The following discussion will address the present cultures within S&F, and will make a recommendation for restructuring the organization to empower employees. According to Robins and Judge, when an organization becomes institutionalized, it takes on a life of its own, apart from its founders or any of its members, S&F has the present culture/subculture which has been led by the project management team. The primary project manager has been running the departments the way he sees fits best for him, not worrying about the entire organization, Although he works well with the logistics manager mind his team, the culture of a group can be defined as a pattern of shared basic assumptions that the group learned as it solves its problems and are taught to new members as the correct way. When we are taught a behavior incorrectly, it is hard to correct such behavior because we feel as if we are doing what is right. The structure has been identified, as centralization the decision-making in an organization is heavily dependent on the type of organizational culture existing in the organization. This fact holds true when decisions are made at higher levels and also

Affecting Change applies when decisions are made at mid to lower levels. The levels of centralization or decentralization with respect too decision-making in an organization stems out the prevailing organizational culture. Smith and Falmouth specializes in teleshopping and mail order has implemented a new online division that has been operational for roughly six months. The new COO has been hired to act as a change agent for the company and increase online sales for the organization. Tension comes with any type of change and with the results being asked to take affect in a short period of time; we must recognize the change, which comes along with this. As the COO of the organization, the system of organizational culture which can also be used is: People orientation, which is the degree to which management decision take into consideration the effect of outcomes on people within the organization (Robbins and Judge, 2007). What has also been observed within the departments is the formation of different cliques and groups; this is outside the normal organizational structure in any organization. The cliques basically are formed in each department, each team seems to be able t work independently, but the fact that leaders from the project management and logistics have problems when their power is restricted is a major flaw for the organization. In order for the restructuring to take place, the COO will need to identify the major players in the organization whim have had influence over the different social groups and cliques. The COO will need to also find a way to get the decision makers to become part of a collaborative team, so they can work as one unit. Within S&F, the project manager embraced the hiring of the COO. He has assumed the leadership role with a charismatic approach; with this approach he is able to maintain a strong following from his subordinates. The COO can affectively use him as

Affecting Change an ally to help implement the new vision and goals of the organization. The first major hurdle was helping everyone understand the need for the change and accepting the change, Who the help of the project manager, the COO called a team meeting where he used a transformational and situation leadership style in creating a vision and also establishing an open door policy. This type of leadership style empowers employees and helps hem understand that although the COO has control over the operation, their opinion matters as well. As the department restructures the groups who are not showing as much respect to the COO will soon adapt to his vision or become miserable employees, who will halt operation and eventually be out of a job. Successful leadership can be recognized by how effective your team is for the organization. You have to have the ability too influence a group of people that your vision not only benefits the organization, but them as a person. In S & F a lot of the workers have become complacent and are comfortable in producing what is asked of them at their own pace. With the COO coming on board they do not feel as much of a part of the company and the culture has suffered as a result of this. The resistance to change is identified, and understood, but lack of production is not an option, this affects the product lines, budgets and promotions, which can be granted within the company. With the size of S&F, the new structure of leadership will be difficult to adapt to, but the need for the collaborative team effort is evident. The CEO of S&F had direct reports prior to the hiring of the new COO; she has given up responsibility and has delegated her authority, which is another change for the organization. The leadership team for the organization must realize and understand the overall goal of the company will not be achieved without each department working together. S&F is large enough to

Affecting Change establish collaborative meetings between all departments to continue to strive towards the growth goals, which have been set. As an organization S&F must understand that together everyone achieves more, the role of culture in influencing employee behavior appears to be increasingly important in todays workplace (Robbins and Judge, 2007). Business growth will be obtained when all ideas are taken into consideration and egos are left at the door. The title of employees should not matter, only the direction of the organization. With team effort and proper attitude, we will see not only the online division increase in sales, but the organization will grow and be more competitive as well. The strategic vision of S&F has to be carried out and assembled in ways where everyone is held accountable.

Affecting Change

References

Organizational Behavior, Twelfth Edition, by Stephen P. Robbins and Timothy A. Judge. Published by Prentice Hall, 2007 Leadership in Organizations, Sixth Edition, by Gary Yukl. Published by Pearson Prentice Hall, 2006 University of Phoenix (2010). Leadership in Action Simulation

Affecting Change

Affecting Change