ORGANIZATIONAL CHANGES Case Solution And Analysis, HBR Case Study Solution & Analysis of Harvard Case Studies

ORGANIZATIONAL CHANGES Case Study Solution

The problem faced was that there was no clear project in team and there was no team leader who could lead the team when the team faced difficulty in achieving the target as established by the superiors who made the team. The lack of structure led to the team having no person to contact when it needed assistance. Moreover, the team members were given goals which were unrealistic this led to lack of motivation in the team.

Polzer gave the way how the team should be established and managed in the start as the team should be formed with care in the start and there should be a careful analysis of the needs and the skills and diversity needed for the team.The team should be made with all the necessary skills required so that it could perform effectively.

The other theory which is used is of Belbin which states that there must be 9 roles which should be performed by 9 different persons in the team and these 9 roles will increase the chances of the team being successful in decision making.The team would cover every person who will give his expertise or pool his expertise in the team which can be further be used to help achieve the goals of the team and the team can achieve its goals in less time. The team can further present its problems and catch opportunities as necessary as the people will be given the responsibility for different things in the team and the responsibilities have to be met by the people who are performing the roles of the team.

These two theories are used to evaluate the potential problem faced by me in the project and the team and these issues were resolved with these two theories.

How ideas suggest different course of action

The leaders are the role model whom the followers follow.The leaders should have some distinct qualities in them, so that the followers can get some inspiration from their personalities and be able to follow their leaders as a role model.

The situation I faced was that a project was given to me and my team and we had to do the project and meet the goal of achieving the target as specified for the project. The project was being done by everyone in the team and the team was formed with the intention to achieve the end goal of completing the project on timely basis. The team did not have any formal structure and there were no designations being given to the team members as the team members were not clear about whom to follow in the absence of the team manager. The team did not have any coordination and the short-term goals were unclear as the leader was pushing the team to do the work without realizing the thing that the goals were unrealistic.

If polzer would have been known, then this might have resulted in the team building more strong as polzer says that there must be diagnosis of the task i.e. how complex the task is, how interdependent the task is and what are the objectives which are to be fulfilled from this. The second step is establishing the team rewards system and its responsibilities and the last step is to decide the size, skills, diversity, roles and leadership.

ORGANIZATIONAL CHANGES Harvard Case Solution & Analysis

The different course of action would be that the rewards should be established for the team’s performance and the responsibilities of the individual team members. The team members should be given the established objectives which should be used to assess the relative performance of the team members. The team should decide before the start about the diversity of the team, the skills which it requires rather than the skills of the team being decided after the team has been formed.

Leadership skills and qualities

The leader should have several qualities such as the knowledge required and he should be competent enough to do the job which has to be done. The leader should motivate his followers and he should have the skills to make his followers do the job and the relation of the leader with his followers should be good and strong enough so that they should work without any conflict. The leader should give the task structure defining who should do the work and the authority of the leader. The culture should be clear and the change which is beneficial for the organization and the followers should be clear.................

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