LDRS612 Leading Change And Innovation

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LDRS612 Leading Change And Innovation

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LDRS612 Leading Change And Innovation

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Course Code: LDRS612
University: Trinity Western University

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Country: Canada

Question:

The first slide discusses about the organisational change in George Weston Limited where canning was previously used as the food preservation technique. The transformational servant leader brought about the innovative technology of high pressure processing that can be helpful in relation to food safety.
Wu and Long (2017) state that servant leadership puts the follower first.
Qualitative analysis: An empirical study of procrastinating.
A change-management guide for business, government and civil society.
Teaching organisational change management for sustainability:
Designing and delivering a course at the University of Leeds to better prepare future sustainability change agents.
Planned organisational change management: Forward to the past?

Answer:

The second slide elaborates on the advantages in relation to technology changes in the organisation. It states how the aspect of high pressure processing can retain the colour and preserve nutritional components that can be useful for the organization. The environment friendly technology can help in increasing the profit of George Weston Limited.
The third slide talks about the kind of resistance that can be raised by the employees of the company. The employees of the company will be resistant to the changes as they fear that it would lead to technological unemployment. The using of the new technology in the organisation would make education necessary for the employees and hence they would oppose the organisational changes.
The fourth slide discusses that the workers would fear that they would be subject to demotion in the event of them not learning the new skills. The employees would feel that they would not be able to do the task efficiently and hence they would not be productive in the organisation.
The fifth slide states that informing the employees is crucial for a transformational leader and it can help in communicating the benefits that change would be able to bring about within the organisation. The reassurance of the employees by the transformational leader can act as an effective step that can encourage the employees of George Weston Limited.
The sixth slide talks about the importance of communication that can help the employees in staying updated in relation to the organisational changes. Defining the expected results to workers of the company can help the employees in knowing about the new goals pertaining to the organization.
References:
Carnall, C., 2018. Managing change. Routledge.
Doppelt, B., 2017. Leading change toward sustainability: A change-management guide for business, government and civil society. Routledge.
Eason, K.D., 2014. Information technology and organisational change. CRC Press.
Hayes, J., 2018. The theory and practice of change management.
Lozano, R., Ceulemans, K. and Seatter, C.S., 2015. Teaching organisational change management for sustainability: designing and delivering a course at the University of Leeds to better prepare future sustainability change agents. Journal of Cleaner Production, 106, pp.205-215.
Pollack, J. and Pollack, R., 2015. Using Kotter’s eight stage process to manage an organisational change program: Presentation and practice. Systemic Practice and Action Research, 28(1), pp.51-66.
Rosenbaum, D., More, E. and Steane, P., 2018. Planned organisational change management: Forward to the past? An exploratory literature review. Journal of Organizational Change Management, 31(2), pp.286-303.
Weston.ca (2018). George Weston Ltd.. [online] Weston.ca. Available at: https://www.weston.ca [Accessed 13 Sep. 2018].

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