Case Studies in Organizational Change and LeadershipPosted by Winnie Melda on December 10th, 2018 Introduction A case study analysis requires one to investigate a given business problem, assess the alternative solutions and then propose a solution among them that can be most effective in solving the problem using supportive evidence. The paper describes two case studies that entail organizational change and leadership. It involves identifying the problems, ranking the critical issues, evaluating the proposed solutions, stating the method of communicating the cases and the benefits of the case study methodology. Identifying the problems in the cases The case study by Andre Mitraud and colleagues (2008) presents the business problems brought about by major organizational changes followed by the subsequent departure of some of the key employees. Some of these problems include a decrease in total quality management and productivity initiatives, reduction of the process engineering efforts and the delays in implementing enterprise resource planning among others. The other case by the Institute of Organizational Development (2011) presents the problems of organizational change and development as difficulties in development planning, and lack of ideas that managers can use to conduct feedbacks and create development plans. The Rank-order of the Critical Issues The order of the critical issues in the Andre Mitraud and colleague’s research included:
The next case of the Institute of Organizational Development orders the critical issues regarding organizational change and leadership as follows:
Evaluating the proposed solutions Michaud team proposed the solutions as immediately creating a cross-functional team after the departure of key employees, nourishing the culture and respect of artifacts, creating emphasis on training, recruiting and developing the next leaders. The solutions can best help bring positive changes and development in an organization because it will help organizations have a positive reaction to organizational changes and leadership. The Institute of Organizational development (2011) proposed the changes as the acquisition of proper human resources, validation of models, partnerships with the business, training managers on how to conduct dialogs, standardization of processes and alignment to performance management. The solutions of this case may not work for changes in an organization because it focuses on the project development. Recommendations I suppose that the solution to the problem of organizational change and leadership should entail the examination of what motivates the employees and creates their loyalty. I will focus on those elements so as to ensure that the employees have no negative impact of any changes that occur in an enterprise. I suggest that there be appropriate mechanisms in place that would help in enhancing the understating of employees concerning the changes that have an introduction in the enterprise. Benefits of Study Case Methodology The use of the case study methodology helps in providing a source of good ideas about behavior whose implementation can create positive results. The method also helps in providing a good opportunity for innovation apart from also providing a good ground to challenge theoretical assumptions. The case study methodology can also help in offering a good alternative or enhancements to the group focus of psychology. The method is most appropriate for my topic of organizational change and leadership as it offers a plethora of sources and ideas on which to address the changes in the organization that relates to leadership and organizational change. Additional Insights from Case Studies to my Topic The ideas I have been able to glean with the use of the case study is that while there is an increase in conventions and competitions between organizations, there is a need to create innovative ways that will help organizations conduct their business. I learn that leadership plays a big role in organizational change and innovation. The leader acts a change agent to manage an enterprise or the process of organizational change in an effective way especially if the manager is capable and competent. I also learned that rapid developments in technology, high client expectations, and ever changing market situations do compel organizations to reassess and evaluate the way they work and understand changes in response to changing trends. I learned that organizational change is something that is a must to occur if an organization has to survive. Case study analysis helps glean a manifold of ideas that goals in light of organizational change implementation have to be in place. Changes are taking place every day, and some of them might be positive while others may be negative, so it is the mandate of the organizational leadership to have solid plans that will effectively handle the two. It requires leadership that has competencies of innovative approach and vision plus other characteristics of handling organizational change with success. Organizational change can result in innovation that is the key derived from the competencies of leadership, sustainable success, organizational change and innovation literature. References Institute of Organizational Development (2011). Case study – leading organizational change. Available in the school library. Mitraud, A. (2008). The impact of organizational change, structure and leadership on employee turnover: A case study. Journal of Business Case Studies, 4(1). Sherry Roberts is the author of this paper. A senior editor at MeldaResearch.Com in custom essay research paper if you need a similar paper you can place your order from online research paper writer. Like it? Share it! More by this author |