Leardership and Organizational Change Concepts Worksheet

Leadership and Organizational Change Concepts Worksheet

University of Phoenix

Leadership and Organizational Change Concepts Worksheet

Concept Application of Concept in the Scenario or Simulation Reference to Concept in Reading

Goal Intersect Investment goal is to implement a new brand image that will help the company in the market and in Wall Street. For this reason, Janet Angelo was hired because she is a well-defined professional, a goal oriented person where she knows where she is, where she is going, where she wants to take her team, and where they company should be. “Goal-Oriented managers tent to find the right road because they know where they are going” (Kreitner & Kinicki, 2004)

Interactional Justice

Intersect Investment employees wants to feel part of the company by been part of the new plan. Annie’s concerns that the employees are leaving the company because they do not understand the changes, they do not believe upper management has the ability to pull off the new strategy and they are not getting the information they need to do their job. It is important for management to treat the employees fairly and respect.

“Quality of the interpersonal treatment people receive when procedures are implemented” (Kreitner & Kinicki, 2004)

Lewin’s Change Model

Unfreezing, Benchmarking, Changing and Refreezing

Changes will take place whether the employees at Intersect Investment are resistant to change it is up the leaders, mangers, supervisors and upper managers to delivery the changes in a positive and effective way. Changes should be introduced as a way of a learning experience for the employees as well as the managers. It is also important that managers help the employees in the process of dealing with the changes and dissolve the old behavior and attitudes by obtaining new ones. One believes that Janet is doing a good job by implementing Lewin’s Change Models by explaining the changes to the employees, also by admiring inputs from each team. “After unfreezing his employees with his dire financial information, Nikollaj began the change stage by brainstorming