Mba 520 - Critical Analysis of Leadership Solutions Paper

MBA 520: Organization Transformation

Critical Analysis of Leadership Solutions Paper

Organization transformation is not an easy task, and will take finesse, and people skill to be successful. The organization structure, and its relationship to culture will need to be understood to develop a action plan that will fit the current, and future organizational culture. Once the culture has been dissected and analyzed, its important to know who the key players are, in other words, those who have the power, and authority to make decisions will be the most instrumental to the success of organization transformation. During the change process it’s necessary that one possesses a certain skill set, or techniques to help deal with resistance once discovered. Communication, the art of negotiation, and people skills are the best tools one can possess when dealing with resistance to change. Once those attributes are exhibited, techniques will need to be implemented based on the leadership style of the organization, for example, authoritative versus participative.

Organizational culture is a set of understandings, or meanings shared by a group of people that are largely tacit among members and are closely relevant and distinctive to the particular group which are also passed on to new members (Allaire, 2007) The observable level of organizational structure at Affiliated Computer Services (ACS) consists of the behavioral patterns, and outward manifestations of the organizational structure. Our organization culture is created, and maintained largely by leadership, they are responsible for articulating for core values and norms of the organization. The use of artifacts is instrumental, and should be consistent throughout the organization, and reinforced by leadership. We have a logo that specific to ACS that help other outside the organization to distinguish out organization from other organizations. Everything from the correspondence used, coffee cups, email insignias are use to separate ourselves from other organizations.

The value of ACS can be found on our web site, and is published for anyone who would like to review them. ACS values, it’s customers, it’s client and the community. ACS respects each individual knowledge base, and encourages each employee to be creative with problem solving strategies. ACS is always looking for new ways to integrate the organizations vision with the individual values of the each employee. By doing the right thing, at the right time, with the right people on board helps build confidence that change is necessary, and is a good thing.

Management at ACS depends on power, and authority to ensure employees get things done and the objective of the organization are fulfilled. The organization structure provides the framework for the formal distribution of authority. (Dallas Tech, 2007) Formalization is the method used by organization to establish and standardize the rule and procedure use to govern the employees. In organizations where formalization is high this provides a clear direction for employees, when formalization is low employees have a great deal of freedom in which to complete tasks. Authority is the power of management that allows management to direct, and guide employee behavior, and enforce the policies and procedure of the organization. (Allen, 2007) Power can be described as the ability the exercise influence in the organization beyond authority, managements power to influence affects they way the organizations object are met.

At ACS formalization is on the low side and work groups are self managed, when a periodic review of the work group is made, the team demonstrates through documentation of how goals of organization have been met. The work groups are free to be creative, and try out new industry techniques in meeting the objectives set by ACS.

The rationale for resistance if often straight forward and based on rational, or irrational assumptions. In order to assist an organization to overcome change one will have the art of negotiation, know when reactions are based on emotions or logic, and have great interpersonal skills. The fear of the unknown can be a great motivator for some to act in ways that may pose a threat to the change process.

The use of facilitation is the best approach in creating change for an organization. Working in concert with the organization will help the organization achieve their immediate goals, and also help the change management team accomplish the goals set before them. The use of education to inform of impending change can help those affected by change to feel empowered by learning new skills and processes. Involvement of key players can help facilitate change, by involving people early in the change process and will help persuade others to become involved which