Initiating and implementing organizational changes is complex because of resistance and limitations that limit efficiency. However, managers’ leadership styles can significantly alter outcomes and foster a supportive environment where all parties and shareholders thrive. Atlantis Global Corporation’s change management initiatives obligate the adoption of transactional leadership techniques to solicit the positive contribution of all employees and enhance their satisfaction. Nevertheless, the organization might face various internal and external threats during the plan’s implementation phase, including competition, disrupted workflow, strain in some departments, and change resistance. Regardless, analyzing the severity of potential threats and prioritizing mitigation strategies can help shield the organization from their negative effects.
AGC’s New Leadership Style and Organizational Culture
AGC’s management intends to adopt a transformational leadership style because it effectively deals with staff issues and enhances productivity. Transformational leadership involves evaluating the core components of an organization’s culture and making gradual changes to improve outcomes. Transformational leaders focus on building teams and encouraging members to provide feedback (Eliyana & Ma’arif, 2019). Therefore, the technique is feasible in addressing AGC’s issues as it will allow staff to contribute by identifying potential threats and challenges and offering solutions to counter issues. The ultimate aim of transformational leadership is to give everyone a voice in organizational matters and facilitate self-reflection. As a result, it inspires leaders and employees to align their personal goals with the organization’s values.
The implications of transformational leadership on organizational cultures are visible in how employees engage and interact with their responsibilities. Transformational leadership prioritizes the needs of employees and encourages self-discovery. Therefore, instead of directing employees, transformational leaders inform staff of their roles and how they can assist the organization in achieving its goals. Transformational leadership fosters a culture where employees are dedicated, empowered, and self-motivated (Eliyana & Ma’arif, 2019). Thus, the technique can assist AGC in enhancing communication between employees and managers in its subsidiaries and gradually address issues that limit efficiency and productivity. Moreover, it will foster a culture of collaboration and appropriate staff treatment, thus enhancing job satisfaction.
The Internal and External Threats the Organization Might Face
Although ACG plans to implement effective changes in its operation and leadership approaches, the organization is at risk of various internal and external factors that might limit its success. For example, change resistance, disruption of flow, and poor team chemistry in the initial phases of the initiatives are some internal factors the organization should consider (Nam & Park, 2019). These components are often the result of significant shifts in processes and a change in leadership teams and techniques. Similarly, the organization will be exposed to high levels of competition, strict business policies, and varying regulatory standards in different jurisdictions of its external environment. Therefore, these issues might interfere with the success of planned initiatives and inhibit positive development.
Solutions to Detect Internal and External Threats
AGC’s ability to detect and address limitations before they cause issues will determine whether its initiatives bear fruit. Therefore, a reliable solution to identify potential internal threats is ensuring effective communication between employees, mid-line managers, and top-level leaders and a reliable feedback system to encourage continuous reporting. Effective communication allows everyone to play a role in the organization’s development by noting shortcomings and proposing solutions (Nam & Park, 2019). Hence, the organization will leverage all its members’ expertise in identifying and resolving arising issues. Conducting a comprehensive market analysis in all three subsidiaries will allow the organization to inform its leaders of what is required and strategies to avoid infringing on regulations or standards. Additionally, a market analysis will provide critical information about consumer needs and how the organization can enhance its value. Identifying all internal and external threats will put the organization in a better position to deal with setbacks.
How to Protect the Organization from These Threats
The most effective solutions to mitigating the implications of internal and external threats are creating awareness, informing staff members of their existence, and educating employees on how they can avoid issues at a personal level. For example, change resistance is a threat that can significantly limit staff motivation and their enthusiasm toward completing tasks (Eliyana & Ma’arif, 2019). However, informing managers how they can deal with change resistance and motivation issues puts them in a better position to avoid negative effects. Similarly, creating awareness and training programs for employees and managers will encourage them to adhere to standards and evaluate each other’s initiatives. Consequently, continuously doing what is required will help avoid issues and encourage the adoption of more effective remedies.
Conclusion
Expanding into global markets requires comprehensive preparation and planning to acknowledge critical issues that might affect the project’s success. However, transformational leadership is effective in managing a global task force because it allows employees to contribute to establishing the organization’s culture and realizing goals. ACG may suffer from internal and external threats such as stiff competition, change resistance, varying regulatory standards, and disruption of workflows. However, conducting market research, engaging staff, encouraging communication, and creating awareness can help prepare for and avoid associated issues.
References
Eliyana, A., & Ma’arif, S. (2019). Job satisfaction and organizational commitment effect in the
transformational leadership towards employee performance. European Research on Management and Business Economics, 25(3), 144-150. https://doi.org/10.1016/j.iedeen.2019.05.001
Nam, K. A., & Park, S. (2019). Factors influencing job performance: organizational learning culture,
cultural intelligence, and transformational leadership. Performance Improvement Quarterly, 32(2), 137-158. https://doi.org/10.1002/piq.21292
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