C

School of Business
and Economics

Assessed Coursework Coversheet

For use with individual assessed work

Semester: Spring 2020

Student Name: Gazi Md Nazmus Sakib
Student NSU ID: 1611041630
Course Code: HRM370
Course Title: Managerial Skills Development
Section Number: 1
Name and initial of the course
Md Kamrul Hasan (KHs)
instructor:
Exam Name Final Individual Assignment
Declared Word Count: 2402
Date of submission 04/06/2020
1. If I have to develop a team for implement a change initiatives, I’m following the team
development roles and responsibility. I’m planning to include three more directors to my team
to implement the change initiatives. We know that to develop a proper and perfect team we
need some specific roles. To create a team there are four important elements need and these
are clear purpose to create team, have a motivation to success the plan of the team, the
physical aspects and the diversity of members. I’ll develop the team by follow the four terms
and choose the person who has that capability to develop a successful team. So I’m (HR
director) the mediator of the team because I’m people oriented and I’ve to make everyone in
this group comfortable and work with people. The finance director is the driver of the team
because this person is task oriented and give all the focus to achieve the goal so he is the
perfect one to become the driver of the team. The procurement director is the analyst of the
team because he/she is task oriented but they are systematic problem solver. The Sales
director is the expressive of the team because his work is to communicate with the people and
more direct and have an excellent communicator.
So, If I’ve to develop a team for change initiatives, I’ll develop my team like this and I believe
that this team can achieve the goal of the organization.

2. I think the types of change which is I’ll pursuing for the initiatives is Master. I think this type
pf change is the best suited for the CPI project. Because Master type of change is a change that
always involve the people and equipped with the skill deliver. This is a common plan and this
project will happen when everyone is agreed with it. This type of change also involve the
person from top to down for any kind of change initiatives. And people are always invited to
give the design for the initiatives. So that’s why when any change is happened than no one is
going opposite of the decision because everyone is involved in the planning. If we look into the
case, we can see that majority of the peoples age of the organization is 40-50 years and
maximum of them is working more than 20-25 years in this organization. So if we take any
change initiatives without knowing them it can be a failure process and there is a huge chance
that they will reject the change initiative decision. So for this organization it is preferable thet
all the employee and leaders are discussing with each other and give priority to everyone’s
decision and make change model which is acceptable to every employee of the organization. If
we see at the Master type of change we can see that all that things which we need for this
organization is available in the Master type. This suites the most for this organization. In this
organization there is almost 20,000 employee works, so it’s very difficult to take any decision
without their input.
So, I think the most type of change will be best suited for the CPI project is Master.
3. I preferred Framing change leadership style for leading this change initiatives at CPI. This is
the most effective one in the case of CPI. Because if we look all the change leadership style we
find that Framing is suitable and appropriate for the CPI. In framing change leadership style we
can see that it measure that help other to understand that why the change is needed and for
the change everyone is involved to give their decision. It also ensure that work with the others
to make the vision of the organization and create the direction that what is need to change. The
most important thing in framing change is that in this system it shares the plans that we need
to do and also create a space for all the people for to do the happen for achieving the
organization’s goal. In this change style it gives priority to change the thing which is need to be
change and what is better for organization not that follow the thing which get done. So this is
the most effective and successful way to make change leadership style. If we take a look into
the case we can see that this is a big organization and a huge number of people work here. So if
we take any decision to change the leadership style it’s very important to clear with everyone
that why this is need for our company and take all the response and make space to share their
thought about achieve the organizational goal. So if we look at all these matters we can easily
find out that framing is the most effective change leadership style for CPI.
So, finally I can say without any doubt that Framing is the most effective change leadership style
for the case of CPI.

4. There are four key stakeholders in CPI. They are the finance director, the sales director, the
procurement director and the HR director (myself). According to the engagement mechanism
there are some people who is very effective for a project and some have very negative impact
on the project. By engagement mechanism we can know that by power, interest and attitude
we can differentiate the stakeholder’s on four groups and these are savior, sleeping giant, time
bomb and saboteur. From the case of CPI we can see that the finance director has high power,
positive interest and positive attitude about the project. It falls under savior. Saviors are always
have the most impact for any project. They want to successful the project and always give
support and want that other to go upper. The sales manager has high power, positive attitude
but negative interest so it falls under the sleeping giant. This type of person is not good for the
project and should not involve them in the project. Because they don’t have any interest on the
project. If anyone do any project they will support them but they will not give any attention on
it. Sometime they become dangerous for doing the project. So should try to know them about
the project and create interest to them on the project and take input and become them
sleeping giant to savior. The procurement director has high power, negative attitude and
positive interest on this project. It falls under the term saboteur. It means that the procurement
director has interest on the project but he doesn’t want that other’s get success. This people is
very much dangerous for any project. They have interest so we have to involve them but they
don’t want to success on the project. So procurement director is very much dangerous for this
project.
So from the above discussion we can say that for CPI the finance director’s role is the most
implementing because he/she falls under the savior. He/she has power, positive interest and
positive attitude in this project. So I’m planning to engage with the finance director, change
management manager and try to convince sales manager to give interest to the project and
become savior and also always be attentive from the procurement director. So this is how I’m
planning to engage with the stakeholders in this change initiative of mine.

5. If I face ant conflict among with the stakeholders during the implementation of this change
initiative than I will use the collaboration conflict management approach. From all the approach
of conflict management collaboration is the best approach. There are four phase in this
approach and I’m explaining all these. First one is identification of the problem. It means that
first of all we have to find out that what is the reason behind the conflict and in which purpose
the conflict start and then second one is generate the solution. It means that try to make a
solution and for it mainly focuses on interest not on position and everyone have to understand
the solution. Most importantly insure that the discussion part is fair and acceptable to all. Then
comes the negotiation part and it is very important because there are multiple simulation and
have to build trust and share the information with others. And the final and last phase is
implementation and follow-up the decision. From this approach there are no chance to get any
advantages for any team or any person and the process is very fair and clear to all. If I follow
and apply this approach in the conflict than I think everything will be fine and we will go to
achieve our goal.
So from the above discussion it is very clear that collaboration conflict management approach is
the best way to solve the conflict. And if I’ve face any conflict among the stakeholders than I
will use collaboration conflict management approach.

6. Out of the three model of change models, I will use the OD/OC Change Process -3 which is
established by Copperrider and Srivastva. As we look back then we see that for change
leadership style we will follow Framing and this change model is a structure of framing. There
are five stage of this model and for CPI this change model is the most effective and it will also
fulfill all the requirements of change initiatives. The five stages of the change model are

Define
Discover Dream Design
Deploy
A table with the stages, activates and the timeline is given below.

Stages Activities Timeline

Define In this stage the activities is I will give all the employee to
that find out the problem find the problem within 7
and need to create the days. I think it’s a
question that where we comfortable time for them to
should change. Not always identify the problem.
the CFO/CEO define. They
asked all the employee that
why we need to change the
model and asked them to
identify the thing where we
should change. So I will ask
the employees to investigate
that where the issue is and
where we have the problem
identify that. This is mainly
the activates of this stage.
Discover It means that if we solve the This stage take some time,
problem than how the like discovering the solutions
solution look like. It means and try to find the best one
think about the solutions and so I think it takes not more
try to figure out what can be than 5-7 days.
the solution and if it is the
solution than what impact
will come to organization.
Dream It means that when we This stage does not take
discover the solutions and much time. I think it will take
after that we try to think and 3-4 days of time.
dreaming that how the profit
increase and how we will get
benefit and achieve the
organizational goal.
Design This is one of the most This stage take some time
important stage of this and I think it will be 10-12
change model. So at this days.
stage we have to make a
design that what should be
our process and activities to
achieve the dream. At this
stage we have to work very
 carefully because
achievement is waiting for
proper designing.
Deploy This stage we have to This will take 12-14 days to
implement the design which observe that, is the
we make for the implementation work
organization. So the activities properly or not and find out
of the stage is implementing that are we going to achieve
the structure which we the organizational goal.
create.

So, this is the change model which I use for change initiative at CPI and these will be my
activities and timeline for the change model.

7. For articulating a vision of abundance for this change initiative, firstly I’ll give a clear
statement to all the employee and try to make the vision statement interesting to them and
they can accept it, like there will be a part of benefits and incensement of salary of the
employee and also try to make them understand that what we get if we make this change
initiative and then I will give them the priority and talk about the core values and all this thing
will be very straightforward and of course will make a symbol for this change initiative like that
can remainder us about the change initiatives. This is all I do for articulate a vision of
abundance for this change initiatives. And for the generate commitment among the
stakeholders for this vision I’m planning to do firstly ensure the commitment for all the
stakeholders and all the people. After that communicate the vision with all the employee and
finally make small win in institute like do some change initiative successfully in a specific team
or group. So that forwarding to achieve the change initiatives successfully. So I’m planning this
generate commitment among stakeholders for this vision.

8. If I have to use situational leadership theory for implementing this change initiatives at CPI,
I’ll definitely go for coaching theory. Because there are two types of leadership behavior one is
task behavior and other one is relationship behavior. In coaching theory both task and
relationship behavior get high performance priority. For this change model task should get high
priority and on the other hand in CPI most of the employee is working here for 20-25 years. So
relationship is a big matter for CPI. I cannot apply anything without thinking the relationship
with the employees and this can give a bad impact for the company. So if we look at the
situational leadership theory there are four theory. Supporting theory has low task and high
relationship behavior but for our change initiative task behavior should be high, then directing
theory means that high task but low relationship with the employee which cannot be apply at
CPI. Delegating is both low task and relationship behavior which cannot make change initiative
and finally coaching theory has high task behavior and high relationship behavior which help us
to successful change initiative and also build a good relation with employee like before.
So, from the above discussion we can clearly understand that from the situational theory for
implementing change initiative at CPI, “Coaching” theory is effective and I will use this theory.