Hamsah Timraz
Com 574
Role Play Analysis
This role-play should teach us about the change process within an organization. As change is something inevitable in any organization, all leaders should have the ability to cope up with change, and help their subordinates go through change. Tom as a leader failed in facing the change that have been imposed on his department, it was hard for him personally to accept change, he felt that he was losing control over the situation. Moreover, letting go some of his supervisors was difficult choice he had to make. And that made him to shut off from communicating with his supervisors. He had difficulty to go through the change curve; Goodman and Loh argued that “ it is important for leaders for effected teams …show more content…
Under this stage there is a list that a leader should meet to achieve as much as possible easy process to change. Tom has failed in meting most of the list, such as, clear purpose and goal of the change, trusting and supporting each other, as it was clear that he started avoiding his subordinates, open communicating, meeting management, which he didn’t conduct with all his staff after he was informed by the management decision, and information management, which he clearly didn’t mange in a good way, as he held the information of the changes the department will go …show more content…
Tom wanted to share the information about the change of the position of Martin, and Martin wanted to sees that opportunity to talk with Tom about his recent attitudes towards his supervisors. The fact that each of them had certain information hidden from the other was crucial of how the role-paly would go. The potential face threating is if Martin found out about the change the organization will go through, and the situation escalated between the two of them. I believe to avoid this face threatening conversation; tom should first states his reasons why he held this information from his supervisors. Then, Martin should ask Tom if that was the reason of his recent aggressive behaviors. In other words, they should be calm, discuss, and go through their intended goals that they both wanted to address in the meeting. Personally I would have held a meeting with all my staff and addressed the change that the department will go through. By that, I will give time for each employee to process change, I would have the opportunity to watch and observe their reaction and actions. The whole department will support each other through that difficult time. I would hold one to one meeting, and explain each employee role in the process of change, and I will focus more on the ones who are the most effected by the
Com 574
Role Play Analysis
This role-play should teach us about the change process within an organization. As change is something inevitable in any organization, all leaders should have the ability to cope up with change, and help their subordinates go through change. Tom as a leader failed in facing the change that have been imposed on his department, it was hard for him personally to accept change, he felt that he was losing control over the situation. Moreover, letting go some of his supervisors was difficult choice he had to make. And that made him to shut off from communicating with his supervisors. He had difficulty to go through the change curve; Goodman and Loh argued that “ it is important for leaders for effected teams …show more content…
Under this stage there is a list that a leader should meet to achieve as much as possible easy process to change. Tom has failed in meting most of the list, such as, clear purpose and goal of the change, trusting and supporting each other, as it was clear that he started avoiding his subordinates, open communicating, meeting management, which he didn’t conduct with all his staff after he was informed by the management decision, and information management, which he clearly didn’t mange in a good way, as he held the information of the changes the department will go …show more content…
Tom wanted to share the information about the change of the position of Martin, and Martin wanted to sees that opportunity to talk with Tom about his recent attitudes towards his supervisors. The fact that each of them had certain information hidden from the other was crucial of how the role-paly would go. The potential face threating is if Martin found out about the change the organization will go through, and the situation escalated between the two of them. I believe to avoid this face threatening conversation; tom should first states his reasons why he held this information from his supervisors. Then, Martin should ask Tom if that was the reason of his recent aggressive behaviors. In other words, they should be calm, discuss, and go through their intended goals that they both wanted to address in the meeting. Personally I would have held a meeting with all my staff and addressed the change that the department will go through. By that, I will give time for each employee to process change, I would have the opportunity to watch and observe their reaction and actions. The whole department will support each other through that difficult time. I would hold one to one meeting, and explain each employee role in the process of change, and I will focus more on the ones who are the most effected by the