The Vision Failed

The Vision FailedQuestion 1If I were to consult with the HTE identity card of director soon after Harold started make varietys, I would advise them, regarding the transformational perspective, to follow c arefully how Harold is implementing these. In fact, to benefit from those changes and accomplish Harolds goal, the board of director should encourage him to adopt a transformational leadership.First of all(prenominal), to be such a leader, Harold would behave to be an example in the connection. As a leader, he should inspire institutionalise and communicate a empty stack on the changes he wants to make in the company and why. Moreover, those changes would sooner emerge from the common interest and not from Harold only. The board should encourage Harold to revaluation his imaginativeness with employees that inspire them.Then, I would explain to the board of director that a leaders influence is inseparable from followers needs. heart and soul that, all the changes, implem ented by Harold, must(prenominal) be accepted by all employees. I would advise them to warn Harold to take into account all employees needs and not favor some among others. Unfortunately, designing changes with only a few senior managers may have created a feeling of shabbiness for those left aside. Consequently, they could be reluctant to the reorganization.Furthermore, the board should expect Harold to promote quislingism and rewards. As a result, employees would be able to innovate, im originate their efficiency and payload to work.To finish with, I would explain the significance of Harolds behavior in order to achieve their goal because people are not eer at ease with changes at work. They need soulfulness to rely on to face their fear of uncertainty. Thats the office staff I would advise the board of director to help Harold with.Question 2To answer the question, I think Harold had a clear mint for HTE moreover I assume he did not lie with how to implement it.As we can read in the case, Harolds fancy, was to prove new technologiesand advanced management techniques could make HTE one of the best manufacturing companies in the country. We can say it is an attractive, realistic, and believable future (Bennis and Nanus, 1985). This clear vision is simple and understandable. In fact, it should create energy and motivation for the employees to take take off in this change. Unfortunately, this vision did not come from the whole company but only from Harold. He chose to reorganize things that would more reduce employees efficiency than meliorate it. Because he did not take intoaccount all employees opinion he did not took the accurate decisions. As a consequence, it is challenging for the employees to support something they did not get into in. Over and above, the changes did not correspond to employees needs. They did not identify themselves in this vision and or else consider it as a forced change.Then, even if the vision seemed clear to Harold, hi s role in implementing it wasnt a success. While Harold cherished to positively transform HTE the result was that the company felt apart. Harold upset his employees trust. They call for a backbone of identity within the organization and a sense of self-efficacy (Shamir et al., 1993) that Harold did not clarify it. To finish with, the sentence no one tacit in which direction they were going highlights doubts among employees. As a matter of fact, the vision was only correct and appropriate for Harold but he did not know how to shape the companys future.Question 3 From my point of view, Harold wasnt good as a change mover or a amicable architect for HTE.In most cases, a change agent comes out as a strong role model for employees. They are the competent agent articulating the organization and expressing strong ideals. Harold failed this mission. He wasnt able to fit together different parts of the organization. Whether Harold should have created trust and be predictable, he was a mystery and an arbitrary manager. In addition, to be a reliable change agent, they have to listen to followers and accept criticisms. Harold should have cooperated with his team for themto trust him and believe in his ideas. On the contrary, at one point Harold appeared offhand to employees concerns, which is the opposite behavior of an effective change agent.To continue, we should define a complaisant architect This means they created a shape or form for the share meanings people maintained within their organizations (Peter G. Northouse chapter 9 Transformational leadership p197). A fond architect is also here to help people find their role in the new companys identity. They need to understand how to pay to the vision of the organization. Unfortunately employees lost this vision because of Harold actions. Employees couldnt identify themselves to him and mixed-up to HTE.They did not know which future, or new values and norms to expect for the company. Harold lost his employ ees whereas he was supposed to lead them into this transformation. To finish with, an active change agent, as a social architect, would appear effective by working with others by listening to them, encouraging them and celebrates their accomplishment. On the contrary, Harold often failed to listen to his employees anxieties and misunderstood their needs.Question 4If Harold had the chance to return as president of HTE, I would advise him to continuously take into account his employees needs.I would recommend Harold to build his identity as a leader using Idealized Influence He should develop his personal appeal and act as a strong role model for employees. Harold must provide them with a sense of mission and reduce uncertainty. He would rather have evaluated impacts of changes before implementing them, by asking employees advice. Inspirational Motivation Harolds behavior should inspire employees to commit themselves in the organization and achieve a common goal. Instead of appeari ng as an enigma, Harold may have gain to stick to his vision, to his statement as being a classless leader and a hands-on manager instead of being arbitrary. adroit Stimulation I would advise Harold to encourage employees being creative and progressive in order to give out the best manufacturing company in the country. By using employees ideas, Harold would implicate them in the implementation of changes. In other word, theemployees would become a part of the shared vision of the organization. Moreover, they would feel responsible for the success of this vision they contributed to create. Furthermore, they would develop their fullest potential in their work. Individual Consideration Harold could earnings followers by providing a supportive climate in the organization. following may need help in their personal challenges. They require someone to talk to and rely on.As a conclusion, I would remind Harold that change is a good thing but changing on your own wont make any differenc e. Harold may have good ideas for the company but he necessitates to be followed by his employees. In fact, employees needs are inseparable from Harold success as a leader.