Sophia Tannis Essay

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CPA Solutions has made the decision to relocate and position one of its proficient and capable personnel, Sophia Tannis, to their offices in Europe. This approach and move is purposed to connect the company's corporate headquarters with the local personnel in Europe in addition to the general public. To Tannis, this is a significant point in her career in which she can either progress or see a downfall. However, this major move does not come easy and is filled with significant challenges (Blanchard, 2013). One of these challenges is that the personnel in Europe are hesitant in embracing the American culture, approaches and policies. Therefore, in their perspective, Tannis signifies the global headquarter and is an outsider. Another major challenge that Tannis faces is that she is moving to a position and environment that is male dominated. The organizational culture is also a barrier to Tannis' endeavors, as it does not encourage the sharing of information amongst personnel and thereby limiting the level of trust between them. The case study encompasses key issues that include change management, cross-cultural management, politics within the organization and the tangles of women in leadership (Blanchard, 2013).



Leadership Style



The style of leadership implemented by Tannis is transformational leadership style. In delineation, transformational leadership is a style of leadership that encompasses the leader or manager working in tandem with followers or the subordinates to ascertain required change, generate a vision to guide and direct the change by means of motivation, and implementing the change in partnership with devoted members of a group. Basically, through this approach, the leaders together with their followers elevate one another on to greater levels of morality and motivation. In being a transformational leader, one generates an inspiring and motivating vision of the forthcoming periods, motivating them to delve into and achieve the vision, manage implementations of such vision and in turn building relationships that are stronger and centered on trust with personnel (Bass and Riggio, 2006).

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This leadership style can be perceived in the significant transformational initiative that Tannis undertook in the southern United States, before being transferred to Europe. This encompasses the designing and execution of important cultural, policy and staffing alterations and playing a significant role in the course of a key merger and acquisition. Irrespective of going through several of the obstacles tantamount with working in the southern states, consisting of gender, culture, nationality and religion, Tannis was able to substantially deliver and form an accomplished team to maintain the changes instigated (Blanchard, 2013).



Change and Acceptance



For starters, change is an element that is inexorable for not only individuals, but also organizations. Change management together with alteration have come to be longstanding constituents for organizations in the present day. Change determinations are time and again unsuccessful as a result of the fact that change agents operate with a constrained viewpoint. They make solicitation of solely one or two lenses to come up with projects and thereafter misapprehend or totally miss unanticipated implications of their actions (Kotter, 1996). With respect to change management, Sophia Tannis is tasked with leading change in CPA in Europe and readjusting the very poise with respect to altering a number of longstanding beliefs and ways of undertaking things. This includes changing how major issues and decisions would be undertaken. In addition, Tannis is tasked with reattuning the power base, which implies enormous challenges within the organization and a great deal of opposition (Blanchard, 2013).



One of the major obstacles that Tannis faces is ensuring acceptance of the change….....

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References


Bass, B. M., Riggio, R. E. (2006). Transformational Leadership. New Jersey: Lawrence Erlbaum Associates, Inc.

Blanchard, K. (2013). Sophia Tannis: The European Transfer. Richard Ivey School of Business Foundation.

Hall, B., & Howard, K. (2008). A synergistic approach conducting mixed methods research with typological and systemic design considerations.Journal of mixed methods research, 2(3), 248-269.

Kotter, J. (1996). Leading Change. Boston: Harvard Business School Press.

Mihaela, H. (2014). A synergistic approach of cross-cultural management and leadership style. Journal of International Studies, 7(2): 106-115.

Zhu, Y. (2004). Intercultural training for organizations: the synergistic approach. Development and Learning in Organizations: An International Journal, 18(1), 9-11.

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