This assignment focuses on Implementing the Change Management Plan . There is as well an analysis of  Poor leadership. So, it can be argued that the long standing micromanagement of employees and the labelling of the workforce as ‘reactive’

Implementing the Change Management Plan – Poor leadership Analysis

The culture of KLCorp can e described as promoting a teacher-student dynamic as opposed to one driven by mutual respect. This typified by the fact that without instruction and pressure from management.  Employees would not promptly act on issues (Abdullah and Siti-Nabiha, 2012). This is a concerning practice and warrants the question on why this  never tackled in its infancy. It is  possible that the performance of the plants owned by KLCorp were either achieving or exceeding targets, hence there was never any value laid upon understanding the underlying work ethics within the plant. Machela, Kunene, and Mbhele (2019). Noted that misaligned personal and organisational objectives can lead to negative consequences. In the case of KLCorp, their inability to recognise the importance of aligning employee and organisational goals has resulted in adverse consequences for Pemancar. Since this detachment firmly imprinted in the psychology of the organisation.

Implementing the Change Management Plan – Poor leadership Analysis

Subsequently, it is no surprise that change  met with resistance once Nova took control over Pemancare As the acquisition disrupted the KLCorp established ‘cultural web’ (Johnson et al., 2014, p. 156).  Especially its organisational and power structures. It has suggested that one of the reasons that employees don’t fulfil their potential IS. Due to low motivation and weak engagement from their managers (Poor leadership reinforces skills and productivity gap, 2010). If this is true, then this contradicts the statements that levied against the Pemancar employees by their managers.So,  It can  argued that the long standing micromanagement of employees and the labelling of the workforce. Since its ‘reactive’ (Abdullah and Siti-Nabiha, 2012) was the root cause of why the employees was not as productive

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