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Change Leadership and Management: Hubbard

EDENZ Zealand Colleges

Learning Outcome:

Q. Identify and analyse the role of leaders and managers in achieving personal and entity goals.

Answer

Introduction: 

Hubbard Foods Limited is a New Zealand based that manufactures the products like cereals and other breakfast products based in Auckland.  It is known for its selling of cereals across the globe. The founder of the Hubbard Company is Dick Hubbard.  He became the CEO from the year of 2004 to 2007 and became the mayor of Auckland ("Hubbards", 2017). Besides its competitors like Sanitarium and Kellogg's, the company stood in the third position among the food and beverage industry.  The employees account around one hundred fifty with maximum production and high quality performance. Leadership is a significant function within the management operation that helps in assessing the efficiency and trains the employees towards development and individual growth. The leaders and the managers of the Hubbard Company through its effective and standard strategies and marketing plan have reached to greater heights and attain the targeted goals. The paper explores the leadership management and its importance within the organizational settings. 


Three different types of organizational change:

As examined there are several types of changes that occur within the organizational settings. However, the changes occur due to multiple internal and external factors. These factors are then affected by social and cultural upliftment and changes, economic challenges and technological advancement. The organizational changes that occur are assessed under the supervision of the professionals and organizational leaders. The Hubbard organization needs to adapt itself and its employees towards meeting the challenges and changes and allow every personnel to participate in the decision-making process (Anderson & Anderson, 2010). The structural changes affect the working structure and performance and provide alterations to the work assignments. However, it is not always that the structural changes affect the organization negatively but also brings out positive outcomes as well. However, the changes need not affect the targeted set of goals and the mission of the organization and need to understand the needs and requirements of the customers. Besides the organizational changes, there are other changes that occur that affects the overall production such as political, taxation, climatic and natural factors. There have been several debates and discussions over the study of the organizational changes (Sloan, Klingenberg & Rider, 2013)


Organizational wide change:

The operational or process related change within the organizational settings is interrelated with the technological developments, automation and knowledge transfer and processing. The operational change determines the factors and helps in retaining personal and professional activities and address the overall production and annual income and profits (Agote, Aramburu & Lines, 2016).  It is important to measure and determine the factors that affect the funds, shareholder involvement, high capital investment and the technological advancement and necessity of required equipment and how far it impacts the organizational performance. 


Transformational Change 

Transformational change states that the changes occur from the top most level of the organization that involves the CEO and leaders and employees. The organization is divided into certain hierarchy where the CEO and the leaders are placed at the top following the hierarchy through managers, shareholders, team leaders, employees, distribution and supply partners and staff (Garrison & Vaughan, 2013). Transformational changes affect the members of the entire hierarchy that needs to be assessed and examined under effective supervision and professional assistance. In order to transform the existing channel, production, work structure and performance the company need to foster and enhance the existing employees and members and allow them to participate in the decision-making process (Petrou, Demerouti & Xanthopoulou, 2017). Besides, the formulated plan needs to be evaluated before being implemented and be regrouped accordingly. It determines the necessary performance, production, profit, increment, benefits and overall bottom line of the organization.


Personnel Change:

The personnel involve leaders, managers, employees and eth staff. Every personality undergoes specific changes through their work experience. However such changes differ from individual to individual. Researchers have been debating over such issue. The personal and professional factors lead to personnel changes. The process is however complex. The company layoffs have necessitated powerful changes. There are organizations where there are employees of low morale while others of high morale causing mutual differentiation and limits team work (Higgs & Dulewicz, 2016). Therefore, effective training is need in motivating and encouraging eth employees towards performing better. 


Remedial change:

Remedial change involve a wide range of changes that are incorporated by the organization itself in order to curb the existing issues and challenges posed due to external and internal factors, mostly by the competitors. Such changes are generally forced upon the specific organization after the analysis of the production and performance (Anderson & Anderson, 2010). Remedies are formulated under the governance of the professional and under the decision of every leaders and employees. The changes are made under the evaluation of budget, pricing status, performance, distribution and supply, existing work structure and activities. In addition, the remedial changes need to bring positive outcome and be advantageous for the overall production. 


Unplanned change:

Unplanned Change refers to the changes that occur without proper knowledge and affect the overall production. Such changes appear when there has been a downturn in the political and economic factors. The change are referred to as unprecedented that was not asserted and assessed by eth company. Its sudden appearance affects the work force, activity economy, business productivity. This has caused a major impact on the food and beverage industry like that of Hubbard group.  As examined, due to the downturn within the world economy Hubbard had to undergo organizational change under immediate supervision towards efficiency and profit (Kok & McDonald, 2017). Therefore, the company needs to prepare of such challenges that might occur at any time and force the company to immediate unprecedented changes that is complex, painful and time taking.  In addition there are other challenges posed by eth natural factors like disasters, earthquake, floods, force the company to adapt such calamities and unprecedented situation and make changes in ensuring efficient and effective completion of the operations. The changes need to be formulated within a short term basis for long term benefits in fostering the management plans.


The key drivers of change for Hubbard:

There are multiple important drivers that results in the occurrence of changes. The driving force being is behind the factors are not only limited to economic factors but also factors like climatic change, governmental laws and policies, customer expectation and limitation, taxation, rise in economic scale, employee work structure limitation, dissatisfaction among members, internal conflicts. The factors affect the not just the production but the overall market distribution and supply of goods causing risk and threats within the operations (Shao, Feng & Hu, 2016).Besides one of the important driving forces is technological advancement affected by globalization. In order to meet the change it is important for eth Hubbard Company in maintaining funds and arranges a number of shareholders who will be able to meet the technological and environmental changes. 


The competition in relation to Kellogg have been rising resulting in tough competition of production, quality and market distribution (Mattli & Seddon, 2015). Such change need not affect the production that wills disappointment the targeted group of customers. Since it belongs under the food and beverage industry, the climatic change affect the production. The issues are sea level rise, rainfall and storm, flood, drought etc. convergence deals with the innovation, strategies, planning, technologies, that need to be assed in order to met the changes in the fields of functions, technology and economy (Bosch et al. 2016). Political and social factor affects the distribution of cereals around the world and often limits the supply due to social conflicts. Besides the external factors, internal driving forces affecting the production of Hubbard are internal conflicts, managerial issues, lack of employee performance and confidence, improper training, lack of equipments and sources. All these factors together limit the annual production and results in the weakening of the brand name. Internal forces that affect changes involve change in planning, human resources, production while the external forces involve macroeconomic, climatic, demographic and technological change (Kuipers et al. 2014)


In order to manage the changes it is important for the leaders and the management team in enforcing and empowering the employees towards growth and development and help them in attaining the objectives. It is important for the workers within Hubbard Company to act according to future needs and productivity that will give rise to profit resource sustainability. If eth internal forces affect the entrepreneurship and managerial activities the external forces affect the profit and distribution. Change management deals with the number of approaches that will help in transforming the existing work force under effective individuals and team work in creating a better future (Sloan, Klingenberg & Rider, 2013). With the help of strategic organizational change approach the company will be able to manage the existing challenges. Therefore, for the leaders it is important to critically analyze the changes and the factors behind the changes and propose new solutions for facilitating the best practices and motivate the workers towards profitable operations and functions yielding towards the fulfillment of goals. 


The role of leadership in managing change:

Leadership is the essential part the management team within the business operations. The leaders are important agent in driving the business. It helps in training and developing the existing workforce and performance of the employee. They motivate and encourage the members and the people in achieving goals of they recognized organization. The leaders of the organization need to have certain qualities in delivering their responsibilities. The characteristic features are constant learning, patience, wise, communication and talent skill, listening skill, decision-making power, strength of handling situation, problem solving and effective planning. they decide as to what is best for employees and how can the employees be trained under proper and systematic way towards achieving targeted goals (Bosch et al. 2015)


There training helps the workers to understand the objectives of the Hubbard Company, and better their work structure. They can be motivated if they are provided with incentives, benefits, rewards and promotions, such rewards are given out by the leaders and the human resource department after the assessment of individual performance, experience and talent. They need to allow the employees to seek learning, and gather knowledge about the data processing, production, profit and operations. Besides, one of the important tasks in the part of the leader is to transfer knowledge and be transparent in their behavior and nature so that the employees will be able to approach them when occurs an internal conflict (Higgs & Dulewicz, 2016). It is the leader who helps in the change management resulting from internal and external factors. The leader will help in managing the changes and challenges through several factors by the assessment of pre conceived and determined factors. They help in delivering their messages and important suggestions by arranging seminars and conferences. It is through the conduct of the seminars the leaders are able to deliver the issue related solutions and help the workers in the understanding of the process of generating solutions at different levels. In order to foster the change management it is significant in recombining and reconciling the existing practices, individual objectives with organizational goals. In handling changes, individual need to strengthen their practices for mutual support and coordination. In order to create a healthy environment the leader is responsible in motivating its employees towards socializing and helps them in understanding of each other. 


A leader through leadership traits helps in reconciling integrating the personal goals of the employees with the organizational goals. In managing the changes it is significant for eth leader to build support, care, and cooperation among the work subordinates who will be able to deliver the problem solving to the staff and other members. In order to foster and enhance work growth in fulfilling customer needs and demands, the leader needs to guide the workers (Sloan, Klingenberg & Rider, 2013). In bring out possible solution in managing changes the leader need to suggest and invite new innovations and suggestions through the operational objectives and strategize plan and programs in accordance to organizational satisfaction (Denis, van & Lepage, 2016). Therefore, the external factors like the political, economic, natural, cultural and technological factors need to be examined by the leaders under the supervision of professionals, shareholders, owner, in implanting the actions properly. Internal factors such as conflicts, occupational health and safety, work atmosphere. The three important leadership styles that help in the decision-making process and handle challenges and changes are laissez-faire, democratic nature and authoritarian. The authoritarian and diplomatic leadership style help in authorizing the employees according to the objectives of the Hubbard organization. 


Conclusion: 

The management within the organizational setting is based on organizational vision, mission and production and performance. The leaders are responsible in managing and controlling the performance and production by generating the best practices and approaches through the understanding of theories and organizational changes. In addition, it is impossible to manage the whole system of the Hubbard production, the employees need to be trained equally in order to take initiative towards the planning and attainment of everyday targets and be able to curb right decisions during the occurrence of unethical and economic issues. It is through the effective employee training that the leader’s responsibility and talents is brought out. 


It is the role and personality of the leader that inspires the workers and the staff, and motivates them towards problem-solving and be trained towards meeting and accepting the challenges and take necessary steps. Depending upon uncertainties, changes, the leaders need to implement their effective strategies and plans in addressing the issues by using different leadership styles that will help the current operations to gain profit for both short term and long term needs. 



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