leadership and change management
Assess the different drivers for change using a range of real-world examples to support your answer. Using the organizations you have included for your examples,
Change is caused by a number of factors in organizations. The drivers of change can be categorized under two distinct heads, i.e. the external forces of change, or the internal forces of change. In general, the external forces if change can be associated with any factor like that of introduction of some new technology within the working environment of an organization(Doppelt 2017). Other than this, it can also be some change brought about in the geopolitical environment. There are also certain internal factors or drivers of change like that of some sudden change in the growth cycle of a company or a sudden merger or acquisition of the company; concerned resulting into charge of the company’s main heads. Some of the companies which have superbly dealt with change are shell, Santander, target, apple, Abercrombie & Fitch.
2 Compare how each of the organizations have responded to the drivers for change, Considering similarities and differences in each organization’s approach to dealing with change
Different organizations as mentioned in the above paragraph have different forms of change management. For example, Shell faced a typical oil crisis in the year 2004 because of which the sales rate dropped down. It was at that state that the new Chairman i.e. Jeroen Van Der veer came up to hold the new organizational patterns. He made changes in terms of structural transformation which was applicable to all the operating units of Shell. Even though he acted as an efficient leader, yet the new policies were not free from risks. Hence a number of risks were involved and by which they could bring an overall transformation into the condition of the company(Hornstein 2015).
Santander is a reputed banking sector based in UK and it was a little later than 2008 when they had to make certain risky decisions to its banking schemes. They tried to incorporate the new banking regulations and norms and shed away with the old schemes. I this way, they were able to incorporate and deal with various Change management schemes.
The next example is that of target this is one of the largest retail based store in the US. However this company also had to face challenges in US and in the initial stage its business was restricted to U.S which later spread to Canada and other regions. This was the result of Change management structures within the company.
Abercrombie and Fitch is another casual wear company that was founded in the world 1892. The CEO of this company that is Michael Jeffries brought a new change in certain aspects with reference to change in outfits or patterns to be used by the athletes, the women or men(Hayes 2018).
Another reputed brand in the field of Technology is Apple. This company was undertaken by Steve Jobs and he was given the responsibility to run the company on his terms. Steve Jobs was made the interim CEO and he decided to drop this title only in the year 2000. He was responsible to develop a number of mobile technology based applications like iPhone pads, which has proved to be a revolution in the era of telephones to people. However, after the death of Steve Jobs the company was highly changed in terms of structure, values and other means. Hence it is very clear from this analysis that different companies have developed different outlooks to deal with Change management or to deal with drivers of change.
Evaluate the ways in which the internal and external drivers of change may affect the leadership behavior and the behavior of the teams and individuals. You should use examples to support your answer.
The internal and external drivers of change affect the leadership behavior as well as behavior is of teams and individuals in most of the cases. For example the internal environment of a company refers to all the people, all factors of structures that are associated with the company in anyway. Hence the people or factors are directly under the control of the company and the company establishes its policies and mission statements or values of organizational culture by basing on these(Salman and Broten 2017). The purpose of a company is directly associated with it and affected by this. This also includes the leaders who play a typical role in working as well as in encouraging others to work in a particular way to make a decision or to carry out different organizational activities. Hence leadership is influenced by organization and their changes in leadership. In certain cases, during an important change of environment, i.e. in internal or external environment, there are cases that operate outside the organizations which are not under the control of the company like that of competitors of that company or the overall economy of that country or the technology applicable for that company. There are also certain political and social conditions or customers associated with that company. It also refers to the resources which are used to develop a product for that company(Hussain and Ali 2018). Hence they also help to influence the staffs working within that organization so that they can bring sustainability or growth for the company and its products in the long run. They also include the higher officials of an organization comprising of the leaders and the managers who have to keep up to the needs of the company or they have to develop certain changes from time to time so that they can meet their needs as well that of other staffs. In this way they can adjust themselves and react in a positive manner to the changes. Apart from these factors there are other factors like that of environmental scanning in change. This is also associated with the working pattern of the leaders and managers working within an organization or management. One has to analyze the internal environment or the factors of external environment before he can bring about a successful change.
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Personnel Management Assignment Help
Task 1: Understand the difference between personnel management and human resource management1.1 Distinguish between personnel management and human resource management
Task 1: Understand the difference between personnel management and human resource management1.1 Distinguish between personnel management and human resource managementPersonnel management is regarded as a continuous process that brings growth and evolution which includes acquiring and assimilating skills and expertise as defined by Torrington.HRM according to Armstrong HRM resembles personnel management in many ways with an exception that this process is marked by the involvement of strategic approaches and having a philosophical touch. Storey defines personnel management as an orthodox approach while as HRM as an HRM as a new and different approach regarding people at the workplace. (Koster, 2002)Personnel management evolved to be more dynamic and transformed itself to HRM during the process of its evolution. It is the function of the enterprise that helps them in the process of selecting suitable employees, recruiting them, training and developing them. (Aswathappa, 2007)
Personnel Management Assignment HelpHuman Resource Management contributes the organisational purposes in many ways;
- It oversees all the activities of an individual from its entry to exit in the organisation
- It is integral part of planning of the human resource
- It conducts the analysis and the design of the jobs
- The process of recruitment and selection of the employees are in the purview of the HRM
- It enhances the employee performances by organizing programs for training and the development of the employees
- Motivating the employees and encouraging them to involved in communication
- It guides the management about its business needs (Aswathappa, 2007)
- Employee Engagement – Line Managers act as supervisors and are responsible for the creating of culture in the respective team. He is responsible to appreciate employees to participate in communication and increase in employee participation.
- Performance Appraisal – As line managers are in direct interface with the employees they judge and rate their overall performances in the process of appraisal. Line managers provide valuable feedback to employees about their performances and improvement of the shortcomings.
- Discipline at the work place – The policies of the HR department helps the line managers to set expectations regarding the disciplined code of conduct. These influence the performances of the employees directly. Line managers in any organisation should set example for the rest to follow.
- Performance related hike in the pay scale- If businesses implement the scheme to judge pay scale on the basis of performances, line managers inputs on the performance of individuals are an important source of determination for the Human Resource department (MacDonald, 2014)