MANCOSA: MBA YEAR 2 53 ASSIGNMENT 4: MANAGING STRATEGIC CHANGE DUE DATE: 10 SEPTEMBER 2012 Read the case study below and artswer the questions that follow: Wolfgang Keller at Konigsbrau —Hellas A.E...

Managing Change 1
Managing strategic Change – Wolfgang
Keller at Konigsbrau – Hellas A.E.
Managing Change 2
Contents
Introduction: .................................................................................................................................................. 3
Drivers of Change ..................................................................................................................................... 3
Question 1: .................................................................................................................................................... 4
Review of several problems: ......................................................................................................................... 4
Recommendations: .................................................................................................................................... 7
Question 2: .................................................................................................................................................... 7
Leadership style and theories on Keller: ....................................................................................................... 7
Leadership Theories applicable on Keller: ............................................................................................... 8
Trait theories: ........................................................................................................................................ 8
Behavioral Theories: ............................................................................................................................. 8
Situational Leadership: ......................................................................................................................... 9
Contingency Theories: .......................................................................................................................... 9
Leadership Style of Keller: ..................................................................................................................... 10
Transformational Style of Leadership: ................................................................................................... 12
Leadership and Organizational culture: ...................................................................................................... 13
Organization culture: .............................................................................................................................. 13
Changing organization culture: ............................................................................................................... 14
Conclusion: ................................................................................................................................................. 15
References: .................................................................................................................................................. 16
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Introduction:
Organizational change and a systematic approach to it-organization are to change at every step in
the dynamic changing world. The factors can be internal or external like the carbon credit an
external factor while growth target changed an internal factor. The change can affect the
organization as well as the employee at large so; a good decision needs to be taken taking care of
all the aspects of the organization. Organization change should foster the change that is targeted
on the improving the performance of the working staff as well as the organization as a whole.
The foundation of an systematic approach is that when a resource whether that is a person,
function, or a product or service that is a part of the organization as an whole. A change in one
thing will bolster the need to change something/s related to the former thing. System thinking
helps the managers to seek the need of doing a research analysis to monitor the effect that a
change will have on the board perspective on the company. Taking a broad view of the things
that needs to be changing this will help them to identify the concern areas and issues this whole
will help to quickly resolve the issue at hand. Systematic approach does not guarantee that the
change will be without the ill-affects and guarantee that this will help the organization to
integrate the aims of the changes within the organization.
Change management is a systematic process whereby an organization responds to and adapts to
the forces in its micro- and macro-environment in order to increase its effectiveness and ensure
its survival. In short, managing change is all about moving an organization from its current state
to some future desired state. And because what happens in an organization is driven by the
attitudes and behavior of the individuals in that organization, change management must also
consider altering the behavior patterns of the people within that organization. If the change is
planned, the process typically involves the use of a systematic approach to ensure the change
activities are on course and on target with respect to cost, time, and expected results.
Drivers of Change
The drivers of change come from one of two sources: either from outside or from inside the
organization. The externally driven changes are not easily controlled. The external
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environmental factors have the biggest change-shaping impact on influencing organizations to
change. What happens is that these environmental shifts influence a firm‘s business model by
creating new requirements for success. This in turn requires firms to rethink their strategies,
which in turn may require changes in the organization‘s structure, administrative support
systems, staffing, culture, and processes.
There are numerous forces that affect why organizations change and their ability to remain
competitive—for example, demographic shifts, new rivals, new technologies, new regulations,
and other environmental changes that sometimes seem to come out of left field.
Executives may make suboptimal strategic choices if they fail to understand how the different
driving forces are changing and how they can exploit the changes as they occur. This is
especially acute in complex, rapidly changing environments. The more important of these forces
include human capital, economic/political, global, technological, and market/competitive forces.
Managers at all levels must remain alert and sensitive to these forces as many are interrelated and
fuel the constant change that organizations face today and will face in the future. What direction
a change initiative takes will depend on whether the driving forces are perceived as an obstacle,
challenge, threat, or opportunity.
In the given report we will bring into focus different aspects of change management, in context
to the leadership and the management perspective.
Question 1:
Review of several problems:
The main issue or the problem that was faced by Keller was in context of the performance and
leadership in its subsidiary company. The main problem centred around Dimtri Petrou, the
commercial director of the company in context to his performance and leadership context. Petrou
was handling the marketing and the sales of the company in North America. The main problem
of this context was categorized in two different perspective i.e. performance management and
how to become an effective leader.
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There is a conflict between Keller and Petrou, the major reason for conflict at the managerial
level is the differences in the leadership and managerial styles. Clashes in the attitudes,
personality traits, perception can be detrimental for the success of the organization. Both of them
exhibits different characteristics and have different perception and style of working which has
resulted in conflict of the two.
―A Leader is one who knows the way, goes the way and shows the way‘ – John C. Maxwell
A leader is one who matters in every aspect and functional area of a business. A Leader
demonstrates distinctive skills, experiences, personalities and motivates employees. A leader
must be capable and should facilitate interactions within a group. A leader provides direction,
encouragement to evoke desired behavior he also motivates them to overreach themselves. Both
Keller and Petrou exhibited different kinds of leadership style which was one of the reason for
conflict between the two.
Considering, Keller, we can say that Keller was a young leader, which was evident from his age
and his way to interact with his subordinates in the organization. Considering the skills of Keller
we can say that Keller possessed poor interpersonal skills. Being a young blood, he was highly
focused on innovation and getting quick results. Keller had a strong focus on making key
decisions; achieving results; overcoming obstacles; and promoting innovation. He did not focus
on displaying participative leadership. He did not have a strong focus on spending time with his
team and subordinates, nor he give his team a strong recognition and its contributions towards
the organization and its working. But he was concerned about different needs and requirements
his team. He focused on fulfilling the emotional needs and requirements of his team, he also
helped in providing them the direction to work and help them in different ways so as to solve the
given problem. He also focused on helping the team members to who were not able to meet the
standards of working required in the organization. Overall we can say that Keller had both
negative as well as positive characteristics of the leadership. He overall displayed Dominance
leadership style of leadership.
Leaders have several characteristics and traits which help them to think out of the way and
succeed, with their skills, knowledge and style the leaders are able to lead the way. Leaders have
the power to influence others and shape the behavior of others in a particular direction. The
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leader needs to have several characteristics such as self-confidence, strong decision making,
motivation, focused which will help in influencing their followers and will help in enhancing
their performance and the growth of the organization.
Leaders have several traits such as empathy, charismatic, good decision making, enthusiasm, and
courage. There are several social, physical,...