Leadership is very essential in presenting the change at Desert Communication, which is a fundamental type. Fundamental change is synonymous with transformational leadership hence the leadership style should be of that nature. Furthermore, apart from being leadership a proper management should be implemented, which monitors and evaluates: efficiency of the organization, quality of services, responsiveness of employees to customers, and innovativeness of the strategy (Senior & Swailes, 2010). The change can be presented through five steps which include:
1. Motivating Change
This is done by change preparation and overcoming change resistance. Change preparation is implemented through making employees dissatisfied with the status quo through pressurizing organization to change, reveal proof of failures in current system, and preach positive expectations of the future. Resistance of change is done through training, communication and participation (Yukl, 2010).
2. Vision Creation
The leader should create a vision of what the majority members in the company want. The vision should define the objective and values that would make the company achieved its strategy. The vision would also act to focus team members on the common goal (Yukl, 2010).
3. Mounting Political Backup
This would entail functions such as assessing the power of the change agent which in this case is the decreasing demand of communication products, identification of influential stakeholders, and influencing the identified stakeholders.
4. Transition Management
This is done through planning of activities, commitment, and change-management structures so as the desired outcome is achieved. Plans should be clear and specific.
5. Sustaining Momentum
This would be done through activities such as reinforcing new behaviors, setting up of proper support system for the change, skills development, resources provision, and focusing of the aim.
The kind of collaboration that would be effective in implementing the strategy is participative collaboration where leaders consult with employees and take their opinions into consideration. Collaboration affects the operational change in numerous ways in that: employees can brainstorm numerous ideas which ultimately generate best possible ideas in a given situation; overall attitude will increase resulting to more productive and motivated employees; enhanced communication hence fewer conflicts; and more efficiency since every task would be completed in time (Senior & Swailes, 2010).
However, collaboration is not always smooth and so there are some instances that would make employees not get along or even result in conflicts in an organization. Reasons for conflicts according to Yukl, (2010), can be diversity, improper communication, and unhealthy internal competitions. For this reason collaboration can be complex, hence improving collaboration in the company can be through:
Leadership coming up with a culture that inspires and rewards open communication and collaboration.
Leader sharing corporate strategy with every employee through every communication channel and face-to-face.
Results and expectations are to be regularly relayed to employees with a scorecard developed. Middle managers in this step should aid employees having a difficult time catch up.
Division and departmental goals to be realigned with the organization’s strategy to reduce conflicts and unhealthy competitions. This has a detrimental effect of reducing the maximum potential of the company.
The company celebrating all types of successes whether big or small so as the commitment to the strategy can be reinforced.
Senior, B., & Swailes, S. (2010). Organizational Change. New York: Prentice Hall. Pp. 45-178
Yukl, G. (2010). Leadership in Organizations (7th ed.). New Jersey: Pearson Education Press. Chapters 1, 3, & 8.