Ethics the Organization's Leadership Wants Thesis

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Acquiescence to cynicism breeds failed change programs, increasing the level of organizational cynicism, making future change programs more likely to fail as well (Reichers, et al., 1993). To give this guidance, the leader must understand the implications of the change process. Some of the managers and employees will struggle in the new environment. Thus, the company must be prepared to either let these individuals go, or be prepared to help them through the process. The leadership of the firm must therefore be available to help managers in crisis. Communications must reinforce the change plan and its necessity throughout the process, to keep up the momentum that has been built. The firm may even struggle financially through the early stages of the process -- the leadership must assume responsibility for such an eventually to help avoid the development of fear in the organization, which could cripple the change process.

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Given the situation at present, leadership seems to have not provided sufficiently leadership with regards to this change program. The problem is ill-defined, so the first recommendation is to better define the problem, to better justify the proposed solution and to set goals for the change program. The next step for leadership is to engage the managers in the program -- they are learning to become leaders; they are not being managed. The approach thus far has failed because the company has not provided sufficient support for the change process -- managers and workers cannot shift culture overnight simply because they have been requested to do so. They need guidance, motivation and support through the process. Leadership needs to step back from the change until they have a system in place to provide these things to the organization.

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