The aim of a strategy is to manage the activities of a company. Hereby, the strategy should be based on the provision of the solution to the problem and the prediction of difficulties that the company could experience in the future. One of the essential components of every strategy is the change management approach that may lead the company either to success or failure. The idea of every business strategy is to place a high value on the target customers by offering high quality products and/or services they demand in the industry. In fact, such approach to the business operations defines the overall profitability of the company in the target market. However, it makes sense in case the company can create a niche for itself, which will surpass its competitors and lead the company to its target goals. This research will discuss the aspects of leadership in terms of managing change in the governmental and non-profit organization known as the Southeast Asian Ministers of Education Organization (SEAMEO).
The Southeast Asian Ministers of Education Organization (SEAMEO) is known as an international governmental organization that was established in the middle of the 20th century by the governments of Southeast Asian countries. The purpose of SEAMEO is to promote the means of collaboration in regard to “education, science and culture” across Asia. The organization cherishes human capacities since it takes advantage of the human potential. It operates in the target market based on the high quality of its products and services that are created due to the aspirations of its employees. The goal of the organization is to maintain its work by offering more value to the target audience, including the internal personnel. It is interested in the personal growth and professional development of its employees; thus, it provides a variety of educational programs that are oriented towards “health, culture, communication technologies, languages, alleviation of poverty, agriculture and natural resources”. SEAMEO is managed by its council that consists of eleven countries in Southern Asia that deal with educational challenges. The values of the organization are based on the attitude to people, development of character of the personality and improvement of human behavior. The organization offers various training sessions and seminars in terms of the enhancement of expertise that people have in “technologies, management, leadership, networking, and cooperation skills”. The idea is to create an opportunity for people to take advantage of the programs in such spheres as “education, science and culture” in Asia (SEAMEO 2014).
The problem could be defined from the position of performance of employees in the workplace as well as their overall productivity and effectiveness at work. Since this is a governmental and non-profit organization, the employees do not have much willingness to work effectively. At the same time, they do not tend to take advantage of all their potential, including their personal qualities, skills, talents, and experiences. As a result, it leads to the poor position of employees in the workplace (SEAMEO 2014).
However, it is important to acknowledge that SEAMEO has much strength and opportunities that could be used in the target market. In fact, this is a governmental organization that works without any profit and political concern. The other strong point of SEAMEO is that it comprises eleven member countries from Asia that support the delivery of educational, cultural and scientific programs. The organization is flexible and problem-resistant, which enables its members to tackle the challenges and difficulties easily. As a result, the organization can transform its difficulties and challenges into the opportunities that it can use in order to develop both social and economic sides of life in the Asian countries. The organization is also a professional in its technical activities that makes it unique in the target market and industry as a whole. At the same time, the organization has a powerful infrastructure that comprises both physical resources and all the relevant equipment. Moreover, there are SEAMEO campuses across the Asia. These campuses provide training sessions and seminars with respect to the research and improvements of the dormitory facilities. As a result, the organization performs its activities at a high level in the target market. What is more, the organization has many non-tangible resources that comprise great experiences and data which could be used together with a strong network of contacts, providing different linkages for the organization. In fact, the operations are made both locally and internationally. Furthermore, the activities of the organization are aimed at the utilization of the unique way of attracting human capital to the company. The problem is that it is difficult to find highly professional employees in the marketplace. Therefore, the organization develops the staff internally based on their skills in sustainable development and overall approach to education. Consequently, it helps SEAMEO to attract new people from different countries who are willing to contribute to the sustainable development of the Southeast Asia. As a result of such competencies of the personnel and their technical experience, the organization offers a variety of educational programs with different activities of the top quality. Hence, superior personal qualities and outstanding professional qualifications contribute to the business projects of the organization across the Asian market. Moreover, it helps to add more value to the educational programs that offer all kinds of training in terms of education, culture and science all over the Asian region. Finally, such operations of the organization lead to the enrichment of experiences that employees possess within the organization.
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On the contrary, the weaknesses and threats of the organization relate mostly to the decrease of effectiveness and efficiency of employees in the workplace. At the same time, the employees have some difficulties in managing interpersonal communication with each other. There is a tendency to think that the employees lack proper communication skills needed to manage their working processes effectively. Thus, the executive management should also consider the change management practices in order to improve the performance and effectiveness of employees in the workplace. The overall working performance tends to have a strong negative impact on the productivity of employees as well as on their styles of working with other people. It also relates to the cultural implications that address different ways of communication between employees. Another drawback of the organization is that it does not pay much attention to the employees of both senior and subordinate levels. Thus, it becomes apparent that some employees are more responsible compared to the others and, therefore, they continue to perform their tasks in a good way. However, there are still many employees who are not much responsible, and this causes many problems in terms of their productivity and effectiveness in the workplace. At the same time, it is important to emphasize the fact that not many employees take advantage of their personal qualities and professional qualifications. As a result, they do not perform their working functions adequately, which negatively influences the projects they manage.
In order to address all the above issues, there is a need to take advantage of the transformational change and management processes. The overall aim is to manage such changes while utilizing leadership and innovations in terms of managing people. In this case, it makes sense to apply the changes towards the means of leadership and management by using a number of theories such as Porter’s Five Forces Model and Porter’s Generic Strategies, Kotter’s 8-Step Change Model and Strategic Planning of Bryson. In fact, these strategies could be applied in order to improve the working process and, thus, increase the quality and speed of the business activities in the organization. Moreover, these theories could be employed in order to create a distinctive strategy for leading and managing change towards sustainability in the target market. At the same time, the utilization of these theories will help to increase the operational effectiveness of the organization since the employees will be determined to show the improved working performance. Simultaneously, the application of these theories will allow the organization to operate using a sound strategy in the target market, thereby competing with its rivals in the industry. Moreover, such approach to managing and leading change will help the organization to face its failures and predict them in the future. It will also help the organization to grow by enhancing the qualities and competencies of employees while they undergo the process of transformational leadership change. Thus, it will trigger organizational effectiveness based on the leadership traits and operational improvements. The idea is to enhance communication between employees in order to improve the business processes. The theories could be also applied in terms of management in order to encourage employees to face the transformational change through the perspectives of leadership (Hill & Jones 2007).
The first theory to apply is the Porter’s Five Forces Model. Apparently, its key points address the importance of evaluating the potential of employees in order to guarantee the profitability of the organization in the target market. It also could be used to examine the balance of power in different situations that address the overall difficulties of the organization. In other words, by applying this model, the organization could take advantage of its strengths and opportunities. Thus, it could enhance its business processes with respect to the five forces that determine the competition (Moore 2011). For example, the supplier power could be used to establish the prices for the products and services in the profit organizations and provide substitutive offers on the basis of a non-profit organization. The buyer power is also focused on prices that could be used in order to support a charity or similar projects that promote the initiatives of the organization in terms of education, culture and science. The competitive rivalry could be addressed from the position of strengths that manifest themselves as organization’s opportunities in the target market. The threat of substitution could be applied to some extent to provide various educational products and services to the target customers. Moreover, the threat of new entry addresses the opportunities that the organization can use in order to enter the competition and gain a greater market share. It leads to the increase in profits in the end of the annual period. Consequently, the organization needs to apply the Porter’s Five Forces Model with respect to how each force influences the organizational performance in the target market. In fact, this process directs the strengths of the organization towards the improvement of its position in terms of the effectiveness of employees in the workplace, including the improvement of the overall productivity and profits of the organization in the industry. At the same time, the application of this model allows the organization to direct its forces towards managing the balance of power in favor of the organization in its target market (Porter 1996). In addition, the organization can take advantage of the Porter’s Generic Strategies in order to address the options of “cost leadership, differentiation and focus” and use them as advantages in the target market. In other words, the organization can enhance its business processes through the use of Porter’s Generic Strategies while increasing its input and surpassing the key competitors. At the same time, the differentiation strategy will help the organization to win its market share by providing unique opportunities for its target customers based on a greater value of its products and services. Finally, the strategies focus on the improvements of employees’ accomplishments through the application of leadership and differentiation strategies in the target industry (Moore 2011).
Another theory to be used is the Kotter’s 8-Step Change Model that addresses the change management processes of the organization in the best possible way. It helps to manage the process by creating a detailed action plan that provides proper foundations for the change management strategies. As a result, the organization could take advantage of the urgency in its actions, employment of the powerful leaders, and the incorporation of effective communication methods. Consequently, it will help the organization to remove various effectiveness and productivity aspects of work that relate to the overall performance of the organization in the target market. In other words, the application of this strategy helps to create the win-win situations that have a positive impact on the organizational culture. Hence, the organization could take advantage of the proactive and transformational community that will help it to envision positive changes in terms of employee effectiveness, productivity of the personnel and overall performance of the organization in the target market (Hill & Jones 2009).
One more theory to be used is the Strategic Planning of Bryson that addresses the implications of the ten-step strategy change cycle. Overall, the change management process should address the strategic planning initiatives in terms of the agreement on the change strategy. The next step is to identify organizational mandates that will direct the working processes effectively. The other step is to determine the mission and values of the organization from stakeholders’ perspective. The next step is to evaluate the internal and external environments. On the one hand, the external environments should address the key trends of the organizational forces, including the use of resources, and the ability to collaborate and compete in the target market. On the other hand, the internal environments should address the use of the same resources with respect to the existing strategy of the organization and its key performance indicators. However, the evaluation of the anticipated changes should be made from the position of strengths, weaknesses, opportunities and threats of the organization. The other step is categorizing the strategic issues in terms of goals, visions and objectives of the organization. The next step is to communicate the strategic issues towards collecting the resources of the organization to manage the difficulties and solve the problems. The consequent step is to reconsider and adopt the strategic plans with maximum details. Subsequently, the other step is to establish an efficient vision for the development of the organization in the future. At the same time, the organization needs to address the next step that should seek to develop an effective way of implementing the strategic process towards both actions and anticipated results. The final step is to reexamine the strategies and the overall process of strategic planning towards the development plan for the organization, its operating activities and related business processes (Bryson 1988).
The recommendations for the implementation of the change management strategy would be to follow all the processes of leading and managing change strictly and timely. Apparently, it makes sense since the organization could solve its problems by improving the performance of employees on every single level of the strategy implementation. At the same time, it will lead to the overall increase in the performance of the organization in the target market. However, the change management plan should be managed in accordance with the above theories. It should also be directed towards the most important elements of the change management plan that refers to the vision and objectives of the organization in the target market. Thus, the vision for the change management should address the idea of managing personnel more effectively based on the leadership best practices. At the same time, it should refer to the strengths of the organization that open new opportunities for the future growth and development. In fact, such growth and development include the application of all the qualities, skills, talents, and experiences of employees. It also refers to the vision for the use of full potential of the employees by means of inspiration and encouragement to show improved productivity of employees in the workplace (DuBrin 2008). As a result, it will lead to the increase in the overall performance of the organization in the target market. The idea is to take advantage of the improved behavior of employees through the incorporated teamwork. It will also have a positive impact on the productivity of employees and their performance in the workplace. The other solution that could be used to increase the productivity of employees and overall performance of the organization is the need to establish an internal community. With regard to the best leadership and management practices, it has proven to be an essential element of creating a better environment for the employees. It also helps the employees to improve their achievements and minimize their failures, which will also have a positive effect on the performance and productivity aspects. In fact, the use of the best leadership practices could be enhanced by feedback that the employees receive within the community. Consequently, it automatically triggers better effectiveness of employees in the workplace and leads to the positive changes in terms of operational efficiency and organizational performance of the organization (Furrer 2010).
It is also important to reward employees even for a slight increase in their performance, as this will encourage them to work more effectively in the workplace. The idea is to exceed the expectations of employees regarding their working tasks and add a sense of inspiration that will improve the working plans and help the employees to work with greater productivity. At the same time, such approach to the working process helps companies to improve the performance of employees as it enhances their personal qualities and professional qualifications. As a result, such actions of the organization towards the implementation of the change management strategy increases personal qualities and qualifications of employees, which also helps them to operate more effectively in the workplace (Gaughan 2010). In addition, the organization could enhance these qualities and qualifications by offering its educational programs to its employees absolutely free of charge. Thus, it will significantly increase employees’ interest, which will trigger better performance of the organization in the target market. At the same time, the organization could take advantage of the best leadership practices in order to improve the working process by enhancing communication between employees and senior management. Such changes could be improved based on the use of the change management strategies with respect to the working policies, organizational processes, and records on individual performance of employees. Overall, it will lead to the improved behavior of the personnel that will lead to their better productivity in the workplace. Finally, it will direct the organization towards a successful application of the leading and managing change strategy, which will drastically improve the overall performance of the organization in the target market (Hitt, Ireland, & Hosk 2010).
The case study offered an analysis of the leading and managing change process with respect to the change management requirements of the Southeast Asian Ministers of Education Organization. The findings of the case study were addressed from the position of the application of the Porter’s Five Forces Model and Porter’s Generic Strategies, Kotter’s 8-Step Change Model and Strategic Planning of Bryson towards the improvement of the effectiveness of employees in the workplace. As a result, it is expected that by applying the above strategies, the Southeast Asian Ministers of Education Organization would be able to increase the overall performance of the organization in the target market. At the same time, it will have all the resources to tackle the challenges and manage the difficulties in the target industry through the application of the workshops addressed in the case study. In addition, the Southeast Asian Ministers of Education Organization could take advantage of the best leadership and managing practices with respect to the implementation of the change management plan, thereby leading the organization towards the increased efficiency of the employees in the workplace and higher performance of the organization in the target market. Moreover, the change management strategy of the Southeast Asian Ministers of Education Organization should be risk-free. It should also add more value to the target customers by offering high quality educational products and services in the target industry. Overall, these activities will lead to the absolute advantage of the organization in terms of its transformational activities aimed at placing high value on the areas of education, culture and science.
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