论文代写:案例分析

23 3月 论文代写:案例分析

论文代写:案例分析

当组织继续改变最重要的方面是关于领导力,有助于将改变顺利,在阅读案例评估,TR有限公司并没有考虑这些方面。他们只是迫使改变没有按照正确的步骤实现不发展规划师变化的模型。这样他们会面临阻力的员工。它可以明确表示,领导组织的是贫穷,这是变化过程是贫穷的原因。布莱克沃德(2000)评论说,抵制计划的变化可以从所有不同水平,这可能导致沮丧和侵略水平的员工对组织的生产力。最成功的策略的组织开始一个好的领导者,领导者带来的工具和愿景可以帮助克服这种阻力。

论文代写:案例分析

在这种情况下也已经提到的董事总经理组织并不愿意接受员工的过程中改变或与他们交流。这是一个糟糕的领导的例子,可以为公司的未来带来灾难。布兰查德(2013)评论说,没有一家公司能保持成功和成长在未来组织的员工快乐和满意他们的工作。任何形式的强迫会限制员工的生产力和保留的机会,可以公司的一大损失。Allcorn(2002)评论说,员工抵制改变的一个主要原因是管理不善,这是现在的情况只有董事的部门已经决定集体的变化,这种变化并没有正确与员工沟通。

论文代写:案例分析

When organizations go on with the change the most important aspect is about leadership that helps in bringing the change smoothly and after reading the case it has been evaluated that TR Ltd. Has not considered all these aspects. They are only forcing the change without following the proper steps of implementing the change without developing the model of planner change. In this way they are going to face resistance by the employees. It can be clearly stated that leadership of the organization is poor and this is the reason why change process is poor. Blackard (2000) commented that resistance on the planned change can vary from all levels and this can result in frustration and aggression levels in the employees that are not good for the productivity of the organization. The most successful strategies of the organizations start with a good leader and that leader brings in the tools and vision that can help in overcoming this resistance.

论文代写:案例分析

In this case also it has been mentioned that Managing director of the organization is not willing to take the employees in the process of change or communicate with them. This is one of the examples of poor leadership that can bring disaster for future in the company. Blanchard (2013) commented that no company can maintain success and grow in future until employees of the organization are happy and satisfied with their job. Coercion of any sort will limit the chances of productivity and retention of the employees that can be a big loss for the company. Allcorn (2002) commented that one of the major reasons why employees resist changing is bad management and this is present in the case in which only directors of the department have decided collectively about the change and this change has not been communicated with the employees properly.

Tags: