Assignment Sample on Consultancy Report
1. Introduction
Changes of management in the organization reflects as the constant method to gathering all types of adjustment to keep the aim of organization aligned with the environment. This case study analysis is based on consultancy reports with the help of case study on the basis of leadership. Critical evaluation of classical and contemporary leadership theories and assessment of the relevance in the organization are described here. The need to change the management, the process of changing, the change of the entire monitoring process and the estimated outcome is clearly described in this research work. Reflection on personal effectiveness and awareness regarding principles are mentioned in this report.
2. Leadership theory
With the help of explanation of leadership theories, the way and reason of being a leader is clearly evaluated. They keep an eye on the behavior that other people can easily acquire to develop the ability of being a true leader. As per the view of Issah (2018), that leaders should acquire accurate leadership skills, that will be the way of success in the change of leadership management. The theories mainly describe the characteristics and the style of a leader, and also summaries the role of a leader in a particular domain. It is a tough job for others to understand the leadership process and enlarge the perspectives to be an efficient leader. It is essential to change the leader or the leadership management style to be aligned with the aim of the organization.
2.1. Transformational leadership theory
The transformational leadership theory is also known as the relationship theory of leadership. This theory suggests the establishment of a positive relationship between leaders and team members. As per the view of Breevaart and Bakker (2018), leaders follow transformational leadership theory and can play a role not only in motivating or inspiring their team leaders but also helps in establishing a transparent relation between the employees and hierarchy. It has been found that having transformational leadership in an organization has some advantages such as it helps in lower turnover costs. Moreover, this style of leadership has been found to succeed in engaging employees more in their jobs.
Most importantly transformational leadership helps in driving the organization to its change in a proper way. As stated in the given case study that Jesus College needs to have an assistant manager, and their two supervisors applied for this post. It has been found that management has decided to place the supervisor with less experience for this post (Turnnidge and Côté, 2018). Although the change was mandatory in Jesus College the process of change was not following any recognized leadership theory as they fail to convey this message even to other team members. This can lead to a serious challenge to manage this change and could be solved by the transformational leadership theory.
2.2 Models
Transactional leadership
Jesus College is going through a change in the catering department as its second assistant manager has left his position. Besides that, the second supervisor of the department has been promoted to that same role without any communication or meetings with other people in the department. Transactional leadership model states that the leader in an organization has to provide its employees with proper input (Khan, 2017). As a result, adequate output can be obtained from the employees along with the gain of control over the employee actions. Provision of clear instructions to the employees can help the leader to avoid conflicts and development of misconception.
Servant leadership
Servant leadership is important for serving the employees in the first place in order to gain leadership over them. Therefore, it can be termed that the manager of Jesus College catering department has to listen to its employees. Opinions of the employees about the promotion to the position of assistant manager has to be considered for the organization (Gandolfi and Stone, 2018). In this manner, employee satisfaction can be gained and the manager has to discuss his own opinion and decision regarding the same. As a result, it can be observed that the manager has gained the trust of his employees more than earlier times.
3. Reflection on recent change
3.1 Need for change
Changes are essentially needed in an organization in order to cope up with the contemporary situations. A stiff process cannot fit every situation and it can result in delay of meeting the organizational objectives. It can be determined that the continuous approach to cope up with changing situations can enable an organization to find the best way to sustain. In other words, seeking better opportunities to fit in the external environment can be performed by using various processes of change in the Jesus College (Micelotta et al. 2017). Gathering the chances to improve in the role of Jesus College can contribute to their extended amount of sustainability. Besides that, they can be enabled to gain more competitive advantages as well as reputation for the industry.
Jesus College has been identified to be going through internal pressure regarding filling up the position of assistant manager. Internal employees of this college have been competing among themselves and it can be predicted to give rise to conflicts. Bringing a change in the recruitment system of the organization can be helpful for the manager to handle such issues (Khattak, 2020). Crisis management can be easier for this organization as they have an opportunity to change the organization personnel. This is commented due to the fact that both of the candidates for the position of assistant manager have organizational experience.
Several other changes can be included in the organization in concern and these changes can be mentioned as the technological advancement merging with other organizations. As a result of these changes, it can be expected that there will be a less need for physical beings as the majority of the processes can be automated and computer controlled (Khattak, 2020). Benefits if the change management process can be mentioned in terms of the organizational improvements and gathering of experiences.
New and innovative ideas of the employees as well as the higher authority of the organization can be performed effectively within an organization. In the case of Jesus College, it can be commented that they can pursue changes in the catering department in terms of electing a candidate. This candidate must be considered as capable of handling the position properly by the employees as well as the higher authority of the organization (Al-Ali et al. 2017). Cross-functional changes can be performed in the organization by aligning the changes with the existing organizational theories and tracking the changes after implementation of the processes.
3.2 Change processes
Various processes can be applied to the Jesus College in order to cope up with the changes that have been implemented in the department. One of these processes can be mentioned as the Lewin’s change management model that can be important for this organization in order to promote a sustainable change management in the organization.
Lewin’s change management model
Lewin’s change management model can be used in Jesus College in order to convince the employees to accept organizational changes. It is said that acceptance of the employees is more important than judging the sustainability of the change process. This is a three step process of change management and these steps can be defined as unfreeze, change and refreeze (Cone and Unni, 2020). In the unfreeze step, the manager of the catering department of Jesus College has to promote an attitude of change in the recruitment and increment processes.
In the second step, it can be suggested to this manager that he has to listen to the employee opinion as well as apply his own choices for recruiting the new assistant manager. Besides that, technological advancement and hierarchical changes can be applied to the organization in this step (Cone and Unni, 2020). The final step of this model is refreezing the organizational systems in terms of maintaining the newly applied theories and models.
These changes in processes are capable of coming up with several issues among the employees in terms of their acceptance. However, application of proper leadership and motivation for the employees can be helpful for the organization in order to manage organizational conflicts and maintain effective communication (Stouten et al. 2018). It can be mentioned in this context that communication methods can be highly effective for maintaining an improved quality of employee performance in the changing environment.
According to expert reports, changing organizational environments can be made effective with a smooth approval of the managers in terms of employee opinions. Besides that, governance tools can be used in the catering department of the college in concern in order to track employee performance in the changes that have been applied to the organization (Stouten et al. 2018). Therefore, it can be commented that the changes applied in the organization have to be people centric as it is aiming to increase employee satisfaction within the department.
3.3. Change monitoring
In order to implement any changes to the organization, it is important to monitor those changes on a regular basis. As per the view of Goyal and Patwardhan (2018), changes can bring several issues with it as employees in an organization are comfortable with their traditional system. Changing in their systems can cause uncertainty to their retention sometimes well. The following are some challenges that need to be monitored in order to implement changes in any organization.
Employee resistance
Resistance to the changes can start anywhere in an organization such as key stakeholders of the organization may not find any benefits for that change in the organization. As stated by Doyle and Brady (2018), it is important to communicate with them in an effective way with the benefits of changes so that management can be able to make their stakeholders understand the need for this change. In order to know the uncertainty among their key stakeholders’ proper monitoring after implementing any changes is needed.
On the other hand, changes can play a harmful role in employee turnover also. They may feel insecure about their jobs by having fear of the new management. Moreover, monitoring the position of employees is not only the way to change management. As stated in the given case study placement to the management post was unrevealed to the employees (Matthysen and Harris, 2018). This can be considered as the failure of management as they are not following any recognized theory. It can be said that change management needs to have proper as well as transparent communication with the employees as they want to know the reason or benefits of these changes. In that case, although employees are informed of the reason for this change but not informed about the person who is going to be their manager.
Communication issues
Proper communication with the employees needs to be in concern in order to make them aware of the changes. In the view of Soumia (2017), many organizations have concerns in communicating with their customers about their changes but having issues in maintaining internal communication in the organization. It is important to have concern in monitoring the opinion of employees about the changes in the organization leading to managing the changes properly. It has been found that every change management plan needs to be communicated with the employees so that they can be able to express their views on this. As stated in the case study, management has a lack of communication with their staff that can lead the college to face serious challenges.
3.4. Expected outcome
As per the given case study, a senior manager in Jesus College has been found to leave the position leading to increasing the workload continuously. This indicates the need for placing a new assistant manager in that position. Two of their supervisors have been found to apply for this post but the process of this change has also been found to be unilateral by the manager. This can be helpful in minimizing the workload as well as increasing the accuracy of their operation. As stated in the given case study the selected person for the manager post has 3 years of experience in colleges. Most probably it can be said that he can handle the manager position properly by having knowledge of the college sector. However, his experience in Jesus College is very insignificant in respect of the other supervisor.
It can be considered that placing S2 in the position of manager without consulting with any team leader or employees can also have a negative impact on the operation of Jesus College. This practice by the management of Jesus College indicates the lack of communication in their organization. This can also play a harmful role in employee retention in Jesus College as well as can cause employee turnover. Moreover, this practice can be considered as a major failure by the management of Jesus College as they need to communicate with other employees about their changes. As per the view of Budhiraja et al. (2019), employees can feel less value to their organization if they are not provided with vital information about organizational changes leading to make them feel to move on to another organization.
It has been found in the given case study that the team of Jesus College was extremely uncomfortable as well as demotivated by this decision. As stated by Soumia (2017), creating demotivation among the employees can play a harmful role in lowering the effectiveness of the organizational operation. As per the given case study, it has also been found that team members are not happy as well as frustrated with the manager due to his behavior of not informing about these changes. This can play a negative role in Jesus College.
4. Recommendations
Based on the research work, it can be recommended that the critical reflection on the basis of the changed management process is clearly described here. Leaders play an eccentric role in the change of management in an organization and encourage all the members of college to complete their work in a positive manner. Several recommendations will be made on this change of leadership management, such as:
Establishment of clear vision
An effective change in the management will need a clear vision which will be easy to understand and help to inspire all other members of college. The vision will be able to cover the changes will be made in the management process and which portion will remain same as previous. As per the view of Katayoon and Abrizah (2017), leaders will have to be aware of relations with all members to develop a successful change in an institution. A lucid image of the goals and aims of the organization will be created and it will enclose those effective changes to reach the estimated level of each and every domain of an organization. Communication will be done with the all members of the college individually on the behalf of the new changes of management, it will help to develop the estimated outcome based on the change in leadership and management.
Timeline of changed management
The change in an organization will need several unique strategies before, running and after the time of change. It will be essential for a leader to enquiry all members of the institution on behalf of their preparation about the upcoming changes. As stated by Heckelman (2017), the lack of effective leadership will lead down to the failure of changed management. Leaders will be initiative to communicate with the members about their personal goals and effectiveness. Throughout the change process it will be essential to concede the aims and actions based on the estimated changes. Subsequently the leader will take initiative steps to strengthen the goals of the organization with the help of nonstop surveys.
Effective communication
The members of the institution will be required to view and catch the information several times to reach sustainable change in the management. As stated by Kang et al. (2020), success of any change in management process widely depends on the effective leader. The possibilities of success on the behalf of a changed management process will be more efficient when the members will get the chance to communicate with others and share their personal views based on the new changes. The opportunities of discussion will furnish the effectiveness of recommended change in the organization.
Development of skills
The members of the college will be able to handle the new changes in management, when they will develop the time and stress management ability with the help of effective skills. On the time of swapping between new and old processes, it will be needed to align the members of college with effective skills to be confident with the changes. As stated by Heckelman (2017), it will be difficult to implement the new changes without clear guidelines. Strengthening the strategies of new management will be easy to implement with the help of those members and leaders.
Well support to the members of college
Leader will support the members of college at any situation during the changes and after the completion of the process. It will provide more confidence to be accustomed with the new changes. It will be natural for the members that they will overthink about the changes and feel fear and anxiety which will be not good for the organization. As per the view of Issah (2018), that leaders should acquire accurate leadership skills, that will be the way of success in the change of leadership management. The leaders will take initiation to support them and communicate with them to remove the fear, fatigue and anxiety. Several steps will be recommended to help the members of college, such as: organization will construct the opportunities of learning which will assist to handle the changes aligned with the changes.
5. Conclusion
Based on the research work it can be concluded that changes of management are considered as the sustained method to assembling all types of adaptation to retain the aim of organization lined up with the environment. This case study analysis is based on the consultancy reports with the help of case study based on change of leadership in an organization. The classical and contemporary theories based on leadership are critically evaluated in this work. Relevant assessment according to the organization is described here and the necessity of change of management totally mentioned in the report work.
The success and failure of the changed management process is eventually covered in this report and due to bad communication, the failure of management is also mentioned here. The accurate strategies and achievable goals are lucidly described in this report work. Based on the analysis it can be concluded that roles of changed management is a need to develop the entire process of any organization.
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