Case study questions: Aster Group
An Individual change
1. If you were a member of staff during these changes what might be some of your worries?
If I was the member of the staff worries I have regarding these changes are uncertainty and loss of control and unfamiliar feeling to everything. And the concern of more work for same pay, fear of objection on competence, loss of dignity and major worry to become jobless.
2. If you were a manager (not leading the change) at Aster what would be some of your key tasks?
The key task of a manager during these organizational changes includes communicating the change, aims and goals of these changes, and emphasis on the role of employers. Internal communication is the core responsibility of a manager …show more content…
The aster group case study r reveal the fact that change must be pushed toward the finishing point, otherwise, change will stall if weak leadership is present.
D Leading change
1. What signs are there of visionary, connective or adaptive leadership in the Aster case study? Which of these types of leadership approach appeared to work best at Aster, or was there another style at play? Give examples, and explain your reasoning.
The former Chief executive was made the association with local authority and adopted an autocratic management style. Richard Kitson was aimed to move the organization away from the former chef’s leadership style and he worked with a rather coercive style which is very useful in some situations. His initial style was more related to pace setting, as he stated that “I am not sure that what we can do or not, but just try, and I think we will be succeeded to win the contract.
2. How do you think O'Neill's four change roles might have been carried out within the Aster …show more content…
He proposed 4 change roles of the leaders that include sponsor, sustaining sponsor, implementer and the change agent. The role of John Spens was a sustaining sponsor who was careful to do not transmit the cynicism. The role of Richard was an implementer. The implementer is responsible to implement the change, report a sponsor and have no direct authority over the implementers. His ability was to listen, inquire and address the questions to start an initiative. The role of advocate was also carried out by Richard in the current case study. In this study, the change agent was John Heffer, as he seems no to have a direct line authority over the
An Individual change
1. If you were a member of staff during these changes what might be some of your worries?
If I was the member of the staff worries I have regarding these changes are uncertainty and loss of control and unfamiliar feeling to everything. And the concern of more work for same pay, fear of objection on competence, loss of dignity and major worry to become jobless.
2. If you were a manager (not leading the change) at Aster what would be some of your key tasks?
The key task of a manager during these organizational changes includes communicating the change, aims and goals of these changes, and emphasis on the role of employers. Internal communication is the core responsibility of a manager …show more content…
The aster group case study r reveal the fact that change must be pushed toward the finishing point, otherwise, change will stall if weak leadership is present.
D Leading change
1. What signs are there of visionary, connective or adaptive leadership in the Aster case study? Which of these types of leadership approach appeared to work best at Aster, or was there another style at play? Give examples, and explain your reasoning.
The former Chief executive was made the association with local authority and adopted an autocratic management style. Richard Kitson was aimed to move the organization away from the former chef’s leadership style and he worked with a rather coercive style which is very useful in some situations. His initial style was more related to pace setting, as he stated that “I am not sure that what we can do or not, but just try, and I think we will be succeeded to win the contract.
2. How do you think O'Neill's four change roles might have been carried out within the Aster …show more content…
He proposed 4 change roles of the leaders that include sponsor, sustaining sponsor, implementer and the change agent. The role of John Spens was a sustaining sponsor who was careful to do not transmit the cynicism. The role of Richard was an implementer. The implementer is responsible to implement the change, report a sponsor and have no direct authority over the implementers. His ability was to listen, inquire and address the questions to start an initiative. The role of advocate was also carried out by Richard in the current case study. In this study, the change agent was John Heffer, as he seems no to have a direct line authority over the