| Title |
Change leadership at Tata Motors / |
| Translation of Title |
Pokyčių lyderystė ,,Tata Motors". |
| Authors |
Singh, Vikramaditya |
| Full Text |
|
| Pages |
84 |
| Keywords [eng] |
change ; leadership ; challenges ; change leadership ; resistance |
| Abstract [eng] |
Change is the inevitable characteristic of a business organization which cannot be overlooked. The business world is becoming more complicated with the constant changes in the business environment. This Master thesis is based on the concept of change leadership and the ability of the change leaders to manage an effective transition by overcoming resistance. Previous research has shown that 70% of the change initiatives fail due to the lack of leadership traits. Therefore, it calls upon a greater need to emphasis on the topic of change leadership rather than change management. The main research problem for this Master thesis is how to use Change leadership to effectively handle change management? The literature review goes into depth exploring the concept of leadership and linking it with change management. With the help of change models the concept of change leadership was defined. Using Kotter’s 8 step for managing change the role of change leaders were elaborated. The section ends with the designing of pre-condition for measuring the employee perception of change leaders handling of change. The pre-conditions are essential especially when handling resistance from employees. The research methodology involves the usage of both quantitative and qualitative research. The changes to be analyzed have been identified at Tata Motors with the changes being the acquisition of Jaguar and Land Rover and the introduction of the world’s cheapest car, Tata Nano. The research design is made keeping these two changes in mind and therefore the respondents sample size was taken to be the employees who had experienced the change at Tata Motors. The results of analyzes revealed that the change leader at Tata Motors was able to successfully make the transition, although few years down the road it encountered problems but they were successfully tackled. The results revealed that communication at all levels of the organization was missing and the workers at the lowest level were not aware of the key benefits due to the change. The key challenges for the change leaders were to readily accept and convince the stakeholders and employees to accept the change and to find efficient means to communicate the need, urgency and benefits of change to all levels of the organization. |
| Dissertation Institution |
Kauno technologijos universitetas. |
| Type |
Master thesis |
| Language |
English |
| Publication date |
2016 |
