The Experience Of Organisational Change Management

1707 Words Jan 30th, 2016 7 Pages
In this paper, I am going to critically discuss a few examples of organisational change which I have personally experienced while completing a summer internship in an international logistics and transport company called UAB Transimeksa. The main purpose of this essay is to analyse the experience of organisational change management in relation to applying multiple perspective theories and models which will help critically evaluate and present reasoned arguments of effective change management. In doing so, this paper will be divided into three parts. The first and second part will focus on reviewing my experience of organisational change related to two different themes which are change leadership and organisational culture. The third part of …show more content…
The last style is called laissez-faire leadership. Here leader usually participates minimally and let team members find their own way out by allowing complete freedom in decision making (Simmons and Striley, 2014).
On further analysis, I am going to apply Lewin’s behavioural theory of leadership to my experience of organisational change management. For example during an internship in UAB Transimeksa I worked in a transport department. Most of the work was done using computers. Whilst working there, the company had some major changes in their IT systems. Employees were warned about upcoming organisational changes still it was difficult to get used to new IT systems. Transport department was fully under the control of a general manager which I believe was more of a leader. Similarly, to Kotter’s (1990) thoughts on characteristics of a leader, our general manager was always seeking to align his subordinates to his vision. Furthermore, a general manager always tended to “involve individuals in decision-making and goal setting” (Lewin and Lippitt, 1938; Lewin et al. 1939) which made his style of leadership democratic. In the manner of researchers, democratic leadership is not only the most effective style but also “usually associated with greater levels of subordinate satisfaction” (Dawson and Andriopoulos, 2014). In contrast, I believe that democratic style of leadership in the
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