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MBA Essay写作范文MBA Essay写作范文-战略变革管理任务。本文是一篇留学生MBA Essay格式范文，主要内容是讲述“矩阵式组织试图将纯功能结构和产品组织结构的优势结合起来。这种形式同样适用于项目驱动的建筑公司等公司”。在矩阵式组织中，项目经理直接向副总裁和总经理报告的结构是不同的。下面就一起来参阅这篇留学生MBA Essay写作格式范文。  Harold (2008) opines that “the matrix organization is an attempt to combine the advantages of the pure functional structure and the product organizational structure. This form is identically suited for the companies such as construction companies that are project-driven”. In the matrix organizations the structure is different in which the project manager directly reports to the vice president and the general manager.
The project manager is responsible for the whole process and decision making in the project and at the end or at any time the manager needs to report then the report goes directly towards the vice president and the general manager. In this model the decision making in the company is very fast and easy by the project manager. In this model each centre becomes the potential profit centre in which the project manger is the in-charge of the project and decision making.
项目经理负责项目的整个过程和决策，在项目结束或任何时候，经理需要报告，然后直接向副总裁和总经理报告。在这种模式下，项目经理可以快速、轻松地在公司做出决策。在这个模型中，每个中心都成为潜在的利润中心，其中项目经理负责项目和决策。
Green (2007) states there are some merits and demerits of the matrix organization. The advantages of the matrix organizations are these. The cost of the project is minimised in the matrix organizations and also there are less chances of the conflicts between the employees. There is the ideal balance in the time, cost and performance. There is also the sharing of authority and responsibilities and al last the stress is divided in the team so no one is over stressed and given over burden to do something alone. So the matrix organizations are good in these aspects.
Green指出矩阵组织有一些优点和缺点。矩阵组织的优势在于这些。矩阵式组织将项目成本降至最低，员工之间发生冲突的可能性也较小。时间、成本和性能之间存在理想的平衡。还有权力和责任的分享，最后，团队中的压力是分散的，因此没有人会压力过大，也没有人会为独自完成某件事而承受过重的负担。因此，矩阵组织在这些方面都很好。
There are also some demerits of the matrix organizations like this model is not suitable for all the organizations specially the small organizations. The whole responsibility of the success or failure comes to the manager nor anyone else because of the decision making done by the manager not by others. The team which leads the project takes the whole credit which is against the common appraisals and equality in the organization.
矩阵式组织也有一些缺点，比如这种模式不适合所有组织，特别是小型组织。成功或失败的全部责任由经理或其他人承担，因为决策是由经理而非其他人做出的。领导项目的团队获得了整个荣誉，这与组织中的共同评估和平等是背道而驰的。
TRANSFORMATIONAL LEADERSHIP MODEL:转型领导模式
Timothy (2000) opines that transformational leadership style is the ideal style of the leadership which motivates and uplifts the morale of the employees to work with the commitment and eagerness to promote the growth of the organization. If the people or employees are less effective and used to be controlled by someone who does not have the commitment within themselves, in this situation, the leader with the transforming skills can encourage the employees and change the behaviours of the employees to work effectively and become more productive and good for the organization.
Timothy认为，变革型领导风格是理想的领导风格，它激励和提升员工的士气，以承诺和渴望来促进组织的发展。如果这些人或员工的效率较低，并且习惯于被自己没有承诺的人控制，那么在这种情况下，具有变革技能的领导者可以鼓励员工，改变员工的行为，从而有效地工作，提高生产力，对组织有利。
This model helps to transform other in such a way that the organization gets the advantage from the employees in a maximum quantity. Transformational leadership is ideal but in the bureaucratic organizations which are according to Kehoe (2007) which states that the system is so long in the bureaucratic system that the information is sometimes distorted and employees blame the organization for any mishaps in the company and the unity is damaged all the time.
这种模式有助于转变其他模式，使组织能够最大限度地从员工那里获得优势。转型型领导是理想的，但根据Kehoe的说法，在官僚组织中，这种制度在官僚系统中存在太久，以至于信息有时会被扭曲，员工会将公司中的任何不幸归咎于组织，团结一直受到破坏。
There are some aspects in the transformational and bureaucratic organization which are just the opposite, so the simple answer is this that the transformational is more effective as compared to the bureaucratic in decision making.
转型组织和官僚组织中有一些方面正好相反，因此简单的答案是，与官僚组织相比，转型组织在决策方面更有效。
TASK 1.2:
EVALUATE THE RELEVANCE OF MODELS OF STRATEGIC CHANGE TO ORGANIZATIONS IN THE CURRENT ECONOMY:评估战略变革模式与当前经济中组织的相关性：
The models for the change which are discussed in the above paragraphs are very effective and important. Leban (2008) opines that the in the matrix organizations the structure is different in which the project manager directly reports to the vice president and the general manager. The project manager is responsible for the whole process and decision making in the project and at the end or at any time the manager needs to report then the report goes directly towards the vice president and the general manager.
上述段落中讨论的变更模型非常有效且重要。Leban认为，在矩阵式组织中，项目经理直接向副总裁和总经理报告的结构是不同的。项目经理负责项目的整个过程和决策，在项目结束或任何时候，经理需要报告，然后直接向副总裁和总经理报告。
In this model the decision making in the company is very fast and easy by the project manager. This model is good in terms of decision making because the project manager is the in-charge of the project and he is not asking anyone if the decision is urgent and for the betterment of the organization. In the matrix organizations the credit is all for the team leading the project. This is the demerit of the matrix organizational model.
在这种模式下，项目经理可以快速、轻松地在公司做出决策。这种模式在决策方面很好，因为项目经理是项目的负责人，他不会问任何人决策是否紧急，是否是为了改善组织。在矩阵组织中，所有的功劳都归功于领导项目的团队。这是矩阵式组织模式的缺点。
In the transformational leadership model the model says the flexibility in the organization. There are no rigid rules and regulations like the bureaucratic organizations; the environment is very delightful and good because of the good leadership who cares for the employees. Kotter and Cohen (2002) states that the system is so long in the bureaucratic system that the information is sometimes distorted and employees blame the organization for any mishaps in the company and the unity is damaged all the time. There are so many delays are also there in this system so the transformational model is the best and the need on the companies.
在变革型领导模式中，该模式表示组织的灵活性。没有像官僚机构那样严格的规章制度；环境非常宜人，因为有关心员工的好领导。Kotter和Cohen指出，该系统在官僚系统中时间太长，信息有时会被歪曲，员工将公司的任何事故归咎于组织，团结一直受到破坏。这个系统中也有很多延迟，所以转型模式是最好的，也是公司的需要。
TASK 1.3:
ASSESS THE VALUE OF USING STRATEGIC INTERVENTION TECHNIQUES IN ORGANIZATIONS:评估在组织中使用战略干预技术的价值：
SITUATIONAL THEORY AND CONTINGENCY THEORY:情境理论和权变理论：
According to this theory, leaders everywhere behave in the certain manner and that manner always depends upon the situation of the time in the organization. Senior (2001) states there can be several situations in which there might be possible leadership behaviours but these behaviours depend on the situation of that particular time in the company in which the leader is working in.
根据这一理论，任何地方的领导者都会以某种方式行事，而这种方式总是取决于组织中当时的情况。Senior表示，可能存在几种可能存在领导行为的情况，但这些行为取决于领导者所在公司特定时间的情况。
In this theory, Timothy (2000) states leaders follow the climate in the organization and take decisions according to the situation and the situation can be either internal or external which affects the organization in different ways. This theory is very important in current leadership because in the time of recession, the decisions have to be with the situation and not the decisions which were taken in good time are good in this situation.
在这一理论中，Timothy指出，领导者遵循组织中的氛围，根据情况做出决策，这种情况可以是内部的，也可以是外部的，以不同的方式影响组织。这一理论在当前领导层中非常重要，因为在经济衰退时期，决策必须与形势相适应，而不是及时做出的决策在这种情况下是好的。
This is very close to the Contingency Theory which is the alternative of anything that comes against the productivity or the profit, the leadership takes contingency theory and work on this which is the option based theory as stated by James (2008) who opines that leadership must have the answer to every question arises in the growth and development of the organization.
这与权变理论非常接近，权变理论是对生产力或利润不利的任何事物的替代，领导层采用权变理论，并以此为基础开展工作，正如James所述，他认为领导层必须对组织成长和发展中出现的每一个问题都有答案。
Tesco Plc is also the well known and respected organization in which the leadership is going for meeting the targets and the decisions are taken according to the situation and this is the profitable strategy in the organization.
乐购股份也是一家知名且受人尊敬的组织，其领导层将努力实现目标，并根据情况做出决策，这是该组织的盈利战略。
PARTICIPATIVE THEORY:参与理论
The participative theory is very common and significant in the current leadership of the organizations. James (2008) states that the participative leadership and management style are open and flexible manner of management where employees have the prominent decision making role in the organization and the participation of the employees is considered as the asset of the organization. So this is very important factor in decision making of the organizational setup.
参与理论在当前的组织领导中非常普遍和重要。James指出，参与式领导和管理风格是开放和灵活的管理方式，其中员工在组织中具有突出的决策作用，员工的参与被视为组织的资产。因此，这是组织机构决策中非常重要的因素。
This style is very much appreciated in progressing and growing organizations. Employees feel responsible and honoured by the leadership which boosts the morale of them in order to complete the tasks of the organization as Avolio (1999) described. This leadership style helps in the organization in decision making and when this style is applied, the team work and dignity of the employees come forth and they become more and more productive.
这种风格在进步和成长的组织中非常受欢迎。正如阿沃里奥所描述的，为了完成组织的任务，员工感到有责任感和荣誉感的领导层鼓舞了他们的士气。这种领导风格有助于组织进行决策，当这种风格被应用时，员工的团队合作和尊严就会显现出来，他们的生产力也会越来越高。
Tesco plc is the organization that promotes the participative leadership theory in all departments and each and every sector of the branches of this giant.
乐购股份有限公司是一家在该巨头所有部门和分支机构的每个部门推广参与式领导理论的组织。
EXAMINE THE NEED FOR STRATEGIC CHANGE IN AN ORGANIZAITON:检查组织战略变革的必要性
As Klenke (2004) states that change is the demand of the organizations for growth. It is very simple to understand that the organizations do not remain the same in all the conditions and situations and there can be the need to change sometimes the few and often the many dimensions of the organizations. In Tesco PLC it is very important to give more and more satisfaction to our customers regarding some discount on some items but through the help of new advertisements and new aspects of the organization like clubcard and etc.
正如Klenke所说，变革是组织发展的需求。很容易理解的是，组织并不是在所有条件和情况下都保持不变，有时可能需要改变组织的少数方面，往往是许多方面。在Tesco PLC中，通过新的广告和组织的新方面（如俱乐部卡等）的帮助，在某些商品的折扣方面让客户越来越满意是非常重要的。
So now this card will help the customers to get the points on each purchase from our stores and after getting the specific points the customers will get the chance to have some sort of bonuses and rewards. For increasing our sales this system we are planning to implement as soon as possible. We had some sort of problems regarding the customer’s interest towards our sale of the specific items and the customers were moving to another retailer companies which is going against the profitability of the organization. So we as the best one the Europe has launched the Tesco clubcard to demonstrate the valuable step towards the good will of the organization. This is the main reason for the change in our organization named Tesco PLC.
因此，现在这张卡将帮助客户从我们的商店获得每次购买的积分，在获得特定积分后，客户将有机会获得某种奖金和奖励。为了增加我们的销售额，我们计划尽快实施这一制度。我们在客户对我们销售特定商品的兴趣方面遇到了一些问题，客户正在转移到另一家零售商公司，这不利于组织的盈利能力。因此，作为欧洲最好的俱乐部，我们推出了乐购俱乐部卡，以证明我们朝着组织的良好意愿迈出了宝贵的一步。这是乐购发生变化的主要原因。
Secondly we want the best staff to deal with the customers for that we are planning to recruit new and fresh people to get inside the company according to the Harold (2008), theory y which says that this the people work with commitment and eagerness not just to earn money and kill the time, so we are doing our best to get those people in the company for good results and meet the objectives.
其次，根据哈罗德的理论，我们希望最好的员工与客户打交道，因为我们正计划招聘新员工进入公司，该理论认为，员工不仅为了挣钱和消磨时间，而且还怀着承诺和热情工作，所以我们正在尽最大努力让公司中的员工取得好成绩，实现目标。
TASK 2.2:
ASSESS THE FACTORS THAT ARE DRIVING THE NEED FOR STRATEGIC CHANGE IN AN ORGANIZAITON:评估推动组织战略变革需求的因素
ECONOMICS:经济
As the global recession is the worst and the whole world is suffering of this financial countdown everywhere. This factor drives the change in the organizations. The true management in terms of finance or economics is very necessary and there should not be any kind of weakness in the organization to deal with these matters. Otherwise, therefore there should be the perfect finance management and dealing with the economy to sustain in the today’s economy.
由于全球经济衰退最严重，全球各地都在遭受金融倒计时的痛苦。这一因素推动了组织的变革。从财务或经济角度来看，真正的管理是非常必要的，组织中不应该有任何弱点来处理这些问题。否则，就应该有完善的财务管理和应对经济，以在当今经济中维持下去。
NEW MARKETS:新市场
Green (2007) opines the new markets and the production strategies are changing and advancing in terms of their struggle to overcome the recession time with great sustainability and profitability around the world. So new markets are the threats to the organizations and only the organizations which overcome and win the market would survive in this crucial time of history.
Green认为，新市场和生产战略正在发生变化，并在全球范围内以极大的可持续性和盈利能力克服经济衰退时期。因此，新市场是对组织的威胁，只有战胜并赢得市场的组织才能在这个历史的关键时期生存下来。
TASK 2.3:
ASSESS THE RESOURCE IMPLICATIONS OF THE ORGANIZATION NOT RESPONDING TO STRATEGIC CHANGE:评估不应对战略变化的组织的资源影响
As leadership and management deals with different issues in the companies, some of them are the most important because of their need and necessity in the organizations. Human resource is the vast department that organizes the major issues in the organizations.
由于领导层和管理层在公司中处理不同的问题，其中一些是最重要的，因为它们在组织中的需要和必要性。人力资源是组织组织机构中主要问题的庞大部门。
The first activity of the human resource is the “Recruitment and Selection with their costs” in the companies. Leban (2008) opines that the in the recruitment the duty of the HRM is in various sectors. Firstly, it publishes or advertises the need of the organization or the companies as the vacancy comes in them. This is also the duty of the HRM to contact with the recruitment agencies for the better selection of the candidates in the companies.
人力资源的第一项活动是公司的“招聘和甄选及其成本”。Leban认为，在招聘过程中，HRM的职责在各个部门。首先，它在组织或公司出现空缺时发布或宣传其需求。人力资源经理也有责任与招聘机构联系，以便更好地选择公司中的候选人。
After the ads the term comes when the candidates come to the recruitment section and the interviews take place, if somebody passes the interview then it is the chance for that candidate to go further and get the training to join the organization for the post he has applied or for the post the admin believes that the person can perform well according to the capability of the candidate.
广告发布后，当候选人来到招聘部门并进行面试时，这个词就出现了。如果有人通过了面试，那么该候选人就有机会进一步接受培训，加入他所申请职位的组织，或者管理人员认为该人能根据候选人的能力表现出色的职位。
This is the very important aspect of the companies. if the right people are not coming in the companies then it will be impossible to have more and more innovative ideas in the companies. From the very first stage to the ending stage the HR plays the significant role in bringing the right people in the companies. But by these processes the huge amount of time is wasted and the resources are also misused and the organization goes in the loss. This is one of the implications that do not respond to the change in the organizations.
这是公司非常重要的方面。如果公司里没有合适的人，那么公司里就不可能有越来越多的创新想法。从第一阶段到最后阶段，人力资源在为公司带来合适的人才方面发挥着重要作用。但通过这些过程，浪费了大量的时间，资源也被滥用，组织也因此蒙受损失。这是对组织变革没有反应的影响之一。
The next category is the Cost for Training Management. James (2008) states the training management is the favourable environment of the organization in which the organization gives the opportunity to enhance the capabilities of the employees. So the training of the employees is the responsibility of the HRM in the companies. In the trainings the employees get the idea and knowledge to perform well in the organizations. Now trainings are very important but the costs that affect the financial structure of the organization is the one of the major problems in the organizations. So this is also the implication of the resource that do not respond to the change in the organization.
下一个类别是培训管理成本。James指出，培训管理是组织的有利环境，在这种环境中，组织有机会提高员工的能力。因此，员工培训是公司人力资源管理部门的责任。在培训中，员工获得了在组织中表现良好的想法和知识。现在培训非常重要，但影响组织财务结构的成本是组织的主要问题之一。因此，这也是不响应组织变化的资源的含义。
TASK 3.1:
DEVELOP SYSTEMS TO INVOLVE STAKEHOLDERS IN THE PLANNING OF CHANGE:制定系统，让利益相关者参与变革规划
TEAM DEVELOPMENT:团队发展
Chance (2002) states that the “team management system is recognised as the foremost integrated system of work-based, research-proven assessment and feedback instruments worldwide_ supporting individuals, teams and organizations to effect positive and lasting change and achieve higher performance in the workplace”. Team management is the system to motivate the team to work hard and achieve the targets in a beautiful way.
Chance指出，“团队管理系统被公认为是世界范围内最重要的基于工作、经研究证明的评估和反馈工具的综合系统_支持个人、团队和组织实现积极和持久的变革，并在工作场所取得更高绩效”。团队管理是一种激励团队努力工作并以漂亮的方式实现目标的系统。
Team management is the commitment based eagerness to get the works done in the particular time period. The leaders in the team management do their best to motivate all the employees and try their best to improve the effectiveness in the employees and also the productivity of the employees to promote the organization.
团队管理是基于承诺的渴望在特定时间段内完成工作。团队管理中的领导者尽最大努力激励所有员工，并尽最大努力提高员工的效率和员工的生产力，以促进组织的发展。
If the organization wants the employees to improve the skills for future then team development is the main factor that influences the skills of the employees to become more productive and effective for good results. Timothy (2000) opines that transformational leadership style is the ideal style of the leadership which motivates and uplifts the morale of the employees to work with the commitment and eagerness to promote the growth of the organization. If the people or employees are less effective and used to be controlled by someone who does not have the commitment within themselves, in this situation, the leader with the transforming skills can encourage the employees and change the behaviours of the employees to work effectively and become more productive and good for the organization.
如果组织希望员工提高未来的技能，那么团队发展是影响员工技能的主要因素，从而提高生产力和效率，取得良好的结果。Timothy认为，变革型领导风格是理想的领导风格，它激励和提升员工的士气，以承诺和渴望来促进组织的发展。如果这些人或员工的效率较低，并且习惯于被自己没有承诺的人控制，那么在这种情况下，具有变革技能的领导者可以鼓励员工，改变员工的行为，从而有效地工作，提高生产力，对组织有利。
INFLUENCING SKILLS;影响力技巧
Influencing skills are important in the development of the organizations and the leaders in the organization must have the influencing skills, organizations need the skill filled leaders to cope up with all the situations and tackle the problems. James (2008) opines that the influencing skills enable us to increase our credibility and helps to achieve and get more when working with other employees. As credibility is the key skill of the leaders which helps to achieve the goals and manage the task according to the preference of those.
影响力技巧在组织的发展中很重要，组织中的领导者必须具备影响技能，组织需要充满技能的领导者来应对所有情况和解决问题。James认为，影响力技能能够提高我们的可信度，有助于在与其他员工合作时取得更多成就。因为可信度是领导者的关键技能，有助于实现目标并根据他们的偏好管理任务。
Besides this, managing the people is also the credibility of the leaders in this the leader encourages the employees and give them chance to feel good while working in the organizations. There it is also required to promote the collaboration and cooperation between the employees. Managing yourself, the purpose of managing yourself is this that if the leader is trained and skilled and had the good credibility among the employees then the environment will be very nice and the productivity will be increased.
除此之外，管理人员也是领导者的可信度，在这方面，领导者鼓励员工，并给他们机会在组织中工作时感觉良好。在那里，还需要促进员工之间的协作与合作。管理自己，管理自己的目的是，如果领导受过培训，技术娴熟，在员工中具有良好的信誉，那么环境就会非常好，生产力就会提高。
Timothy (2000) states there are many positive skills which influences the employees for more effective results. The leader should has the persuading qualities to convince the others for the good future goals and then to change the behaviour of the others so that they would love to work with you for the more productivity. There should be the agreeing targets, everyone in the organization should do good and there should be not any kind of conflict in the organization. The feedback must be given by the leaders to the employees so that they may learn how to accept the new things and become use to with the change.
Timothy指出，有许多积极的技能可以影响员工，从而获得更有效的结果。领导者应该具有说服力，说服他人实现美好的未来目标，然后改变他人的行为，以便他们愿意与你合作，提高生产力。应该有一致的目标，组织中的每个人都应该做得好，组织中不应该有任何冲突。领导必须向员工提供反馈，以便他们学习如何接受新事物并适应变化。
Coaching people is also an influencing skill that helps to tell the employees that there is no problem if there is any weakness but the desire to learn more and more must overcome the problems. If there are different opinions then there should be the quality in the leader to make unity in the employees and there must be the acceptance towards the new and best opinions.
指导他人也是一种有影响力的技能，它有助于告诉员工，如果存在任何弱点，都没有问题，但学习的欲望必须克服这些问题。如果有不同的意见，那么领导者应该具备团结员工的素质，必须接受新的最佳意见。
TASK 3.2:
DEVELOP A CHANGE MANAGEMENT STRATEGY WITH STAKEHOLDERS:与利益相关者制定变更管理战略
TRAININIG AND COACHING:培训和指导
The first learning style James (2008) states that the learning is the prominent and impressive way to develop from the trainings and the coaching. Training and coaching provide the scenario and the environment for the employees and the leaders to learn the desired skills and competencies. The companies that progress do arrange the trainings with the time to develop the skills in the employees.
第一种学习方式James指出，学习是从培训和辅导中获得发展的突出和令人印象深刻的方式。培训和辅导为员工和领导学习所需技能和能力提供了场景和环境。进步的公司确实会安排培训，以培养员工的技能。
MENTORING:指导
In the coaching, the experts share their excellent experience to the juniors to inspire and encourage the others for the good results in the companies. Klenke (2004) states the mentoring is the effective and suitable method of learning in the organizations and firms. In mentoring, the specialists in the companies impart their knowledge and first hand information to the people who learn in the mentoring classes. Mentoring get the employees filled with the personal and professional skills.
在辅导过程中，专家们将他们的优秀经验分享给大三学生，以激励和鼓励其他人在公司取得好成绩。Klenke指出，辅导是组织和公司中有效且合适的学习方法。在辅导过程中，公司的专家将他们的知识和第一手信息传授给在辅导课程中学习的人。辅导使员工具备个人和专业技能。
TASK 3.3:
EVALUATE THE SYSTEMS USED TO INVOLVE THE STAKEHOLDERS IN THE PLANNING OF CHANGE:评估用于让利益相关者参与变革规划的系统
Kotter and Cohen (2002) opine that the Team Development is a reliable and durable system of change which determines the foremost integrated system of the workplace. Everywhere in the organizations, the teams work is encouraged and appreciated but there should be the spirit of the team in the organizations to get the targets done and met the goals. This is the duty of the leader to train and develop the employees so that they may grow and become effective and perform their duties for the good will of the organizations.
Kotter和Cohen认为团队发展是一个可靠和持久的变革体系，它决定了工作场所最重要的综合体系。在组织的每一个地方，团队工作都受到鼓励和赞赏，但组织中应该有团队精神，以完成目标并实现目标。这是领导者的职责，培训和发展员工，使他们能够成长、变得有效，并履行其职责，维护组织的良好意愿。
Green (2007) states “team management system is recognised as the foremost integrated system of work-based, research-proven assessment and feedback instruments worldwide_ supporting individuals, teams and organizations to effect positive and lasting change and achieve higher performance in the workplace”. Now the there must be the unity in the team to work hard to do the tasks in the better and flexible way.
Green表示，“团队管理体系被公认为是全球最重要的基于工作、经研究证明的评估和反馈工具的综合体系，支持个人、团队和组织实现积极持久的变革，并在工作场所取得更高绩效”。现在团队必须团结一致，努力以更好、更灵活的方式完成任务。
The leaders must promote and regulate the team development to meet the goals of the organization. Senior (2001) opines that the Influencing Skills enable us to increases our credibility and helps to achieve and get more when working with other employees. As credibility is the key skill of the leaders which helps to achieve the goals and manage the task according to the preference of those. Besides this, managing the people is also the credibility of the leaders in this the leader encourages the employees and give them chance to feel good while working in the organizations.
领导者必须促进和规范团队发展，以实现组织目标。Senior认为，影响技能使我们能够提高信誉，并有助于在与其他员工合作时取得更多成就。因为可信度是领导者的关键技能，有助于实现目标并根据他们的偏好管理任务。除此之外，管理人员也是领导者的可信度，在这方面，领导者鼓励员工，并给他们机会在组织中工作时感觉良好。
After the credibility, there are the skills which help you to influence others. There should be the agreeing targets, everyone in the organization should do good work and there should be not any kind of conflict in the organization. The feedback must be given by the leaders to the employees so that they may learn how to accept the new things and become use to with the change. Coaching people is also an influencing skill that helps to tell the employees that there is no problem if there is any weakness but the desire to learn more and more must overcome the problems. These skills and team development are necessary for the organizations and the management should work hard on promoting both of these.
除了可信度，还有一些技能可以帮助你影响他人。应该有一致的目标，组织中的每个人都应该做好工作，组织中不应该有任何冲突。领导必须向员工提供反馈，以便他们学习如何接受新事物并适应变化。指导他人也是一种有影响力的技能，它有助于告诉员工，如果存在任何弱点，都没有问题，但学习的欲望必须克服这些问题。这些技能和团队发展对组织来说是必要的，管理层应该努力促进这两者。
TASK 3.4:
CREATE A STRATEGY FOR MANAGING RESISTANCE TO CHANGE:制定管理变革阻力的战略
There can be several strategies to manage the resistance in the organizations during the implementation of the change. First of all this is very important to know what exactly the resistance is. James (2008) opines the resistance can be physical, emotional, official and ethical and even cultural and it just creates hurdles in bringing and practically implementing the change in the organizations. The most effective area that helps the management to deal with the problems relating to the resistance in the change is the training and the education.
在实施变革的过程中，可以采用多种策略来管理组织中的阻力。首先，了解阻力到底是什么非常重要。James认为，阻力可以是身体上的、情感上的、官方的、道德上的，甚至是文化上的，这只会给组织带来和实际实施变革带来障碍。帮助管理层处理变革阻力相关问题的最有效领域是培训和教育。
The first learning style Klenke (2004) states that the learning is the prominent and impressive way to develop from the trainings and the coaching. Training and coaching provide the scenario and the environment for the employees and the leaders to learn the desired skills and competencies. The companies that progress do arrange the trainings with the time to develop the skills in the employees.
第一种学习风格Klenke指出，学习是从培训和辅导中发展起来的突出而令人印象深刻的方式。培训和辅导为员工和领导学习所需技能和能力提供了场景和环境。进步的公司确实会安排培训，以培养员工的技能。
So this is very important for the organizations that they adapt this method to tackle this problem that comes in the way of implementing the change in the organizations.
因此，对于组织来说，采用这种方法来解决阻碍组织实施变革的问题是非常重要的。
TASK 4.1:
DEVELOP APPROPRIATE MODELS FOR CHANGE:制定适当的变革模式：
KURT LEWIN’S CHANGE MANAGEMENT MODEL (UNFREEZE, TRANSITION AND REFREEZE):库尔特·路易斯的变更管理模型（解冻、过渡和再冻结）
James (2008) opines that Kurt Lewin gave the change model which has three effective and important stages. The first stage is called the Unfreeze, the second is Transition and then the last one is Refreeze. In the first stage, the author tells about getting ready for the change. This is half of the success in change because if the employees and stakeholders are happy and ready to receive and accept the change then the most of the times it does not take too long to implement the change. This stage makes the people ready and is very important in order to get the desired position.
James认为，Kurt Lewin给出的变革模型有三个有效且重要的阶段。第一个阶段称为解冻，第二个阶段是过渡，最后一个阶段是重新冻结。在第一阶段，作者讲述了如何为变革做好准备。这是变革成功的一半，因为如果员工和利益相关者高兴并准备好接受变革，那么大多数时候实施变革并不需要太长时间。这个阶段让人们做好准备，对于获得理想的职位非常重要。
The next stage is Transition which is actually the process and not just the event in the change. The transition is the inner movement of the theme of the change and the true introduction and implementation of the change. The second stage occurs when we make the changes that are needed in the organization to grow in all dimensions.
下一个阶段是过渡，这实际上是一个过程，而不仅仅是变化中的事件。转型是变革主题的内在运动，是变革的真正引入和实施。第二个阶段发生在我们进行组织发展所需的变革时。
Then the third and the last stage which is Freezing and the meaning of this stage is the establishing stability once the changes are made and done according to the change. In this stage the change are accepted and implemented and the new relationship develops among the leadership and the stakeholders.
然后是第三个也是最后一个阶段，即冻结阶段，这一阶段的含义是，一旦进行了更改并根据更改进行了更改，就建立了稳定性。在此阶段，接受并实施变革，领导层和利益相关者之间建立新的关系。
ACTION RESEARCH (PRIMARY SOURCE) 行动研究（主要来源）
The research can be taken in different ways but some specific terms are used in the research to make it more authentic and reliable. Research itself is power packed formula for the companies to be taken into consideration and the other things are just the secondary. Two techniques are very common in terms of taking the effective research in the organizations.
研究可以用不同的方式进行，但研究中使用了一些特定的术语，以使其更真实可靠。研究本身是需要考虑的公司的强大公式，其他事情只是次要的。在组织中进行有效研究时，有两种方法非常常见。
The first one is known as the Primary research technique which is very important in the process of the research. Chance (2002) states that the primary research technique is the one in which the data is taken directly from the customers or the market. The market is surveyed and then it comes to the authorities that something is not there then they try to make the things good and then satisfy the market with good results and products and customer services. Now there are different factors that are involved in this primary research technique. The primary research can be taken by the research in the field with the strong responsibility and honesty because this is very sensitive matter for the organizations, if the companies fail to do the proper research the it can be taken into consideration that the company or more are more sincere with their business and then satisfaction is not the main purpose for that particular organizations.
第一种被称为初级研究技术，它在研究过程中非常重要。Chance指出，主要的研究技术是直接从客户或市场获取数据的技术。对市场进行调查后，当局发现市场上没有什么东西，于是他们试图把事情做好，然后以良好的结果、产品和客户服务来满足市场。现在，这一主要研究技术涉及到不同的因素。由于这对组织来说是一个非常敏感的问题，因此具有强烈责任感和诚实的领域研究可以进行初步研究，如果公司没有进行适当的研究，可以考虑到公司或更多人对其业务更真诚，那么满足感就不是该特定组织的主要目的。
But the real purpose of the organizations to undertake the research in the companies is the more and more satisfaction of the customers and the best to put in the services so that the companies get the maximum results in the return. In the field research, some research takes in the interviews and some on the phones but both of these methods are reliable and authentic. Sometimes there are surveys which are taken online or by the physical appearance.
但组织在公司进行研究的真正目的是让客户越来越满意，并尽最大努力提供服务，使公司获得最大回报。在实地研究中，一些研究采用访谈法，一些研究通过电话进行，但这两种方法都是可靠和真实的。有时，有些调查是通过网络或外表进行的。
ACTION RESEARCH (SECONDRY SOURCE)行动研究（二手资料）
The one another research technique is the Secondary Research technique. This is also very reliable but not like the primary. Harold (2008) states that the secondary research method is the one in which the data is not taken directly from the market but the companies take the help from other scholars’ books and other materials to gather the related information required for the research in the plan for the better results. These kinds of results are very reliable and trusted. But the only thing to be considered is the fact and figures based on the reality.
另一种研究方法是二次研究方法。这也是非常可靠的，但不像一次。哈罗德指出，二次研究方法不是直接从市场获取数据，而是公司借助其他学者的书籍和其他材料来收集计划中研究所需的相关信息，以获得更好的结果。这类结果非常可靠和可信。但唯一需要考虑的是基于现实的事实和数字。
The research must be done transparently and very authentically. In the secondary research few factors are very important. The published texts and books, magazines related with the research are very common in the secondary research technique. Then media is also the very reliable resource of information while making the plan and doing the research in the organizations. From media there are different program in which the information is given but the authenticity depends upon the institute which is giving the data to the viewers. Then the data can be taken from different research institutes that help the organizations to deal information and then make collective efforts to come to the conclusion and do the tasks within the time period and then come to the place where they can make solid rules and regulations for the success of the companies. Now the secondary research methods are very important in the process of the research program for the organizations.
研究必须透明、真实地进行。在二次研究中，很少有因素是非常重要的。与研究相关的出版文本和书籍、杂志在二次研究技术中非常常见。在组织制定计划和进行研究时，媒体也是非常可靠的信息资源。媒体提供的信息有不同的节目，但真实性取决于向观众提供数据的机构。然后，可以从不同的研究机构获取数据，这些研究机构帮助组织处理信息，然后共同努力得出结论，在这段时间内完成任务，然后到他们可以为公司的成功制定坚实的规章制度的地方。现在，二次研究方法在组织的研究计划过程中非常重要。
PLAN TO IMPLEMENT A MODEL FOR CHANGE:计划实施变革模型
TRANSFORMATIONAL LEADERSHIP MODEL:转型领导模
In the transformational leadership model the model says the flexibility in the organization. There are no rigid rules and regulations like the bureaucratic organizations; the environment is very delightful and good because of the good leadership who cares for the employees.
在变革型领导模式中，该模式表示组织的灵活性。没有像官僚机构那样严格的规章制度；环境非常宜人，因为有关心员工的好领导。
Kehoe (2007) states that the system is so long in the bureaucratic system that the information is sometimes distorted and employees blame the organization for any mishaps in the company and the unity is damaged all the time. There are so many delays are also there in this system so the transformational model is the best and the need on the companies.
Kehoe（2007）表示，该系统在官僚系统中时间太长，信息有时会被歪曲，员工会将公司的任何事故归咎于组织，统一性一直受到破坏。这个系统中也有很多延迟，所以转型模式是最好的，也是公司的需要。
Tesco PLC is focused on giving quality services to the customers and the proof is the great response from the market in every branch or store or this mighty giant and the third largest food retailer in the world. Transformational model is the need and very important for the constant success in the companies in order to grow in all dimensions.
REFERENCES:参考文献
Chance, P. (2002). Educational Leadership and Organizational Behaviour, 1st Edition. NY. Eye on Education INC.
Green, M. (2007). Change Management Masterclass. London. Kogan Page.
Harold, D. (2008). Change the Way You Lead. 2nd Edition. Stanford. Stanford Business Books.
James, G. (2008). Business Research Leadership. 1st Edition. Virginia. Darden Graduate School of business Administration.
Kehoe, D. (2007). Leading and Managing Change. 4th Edition. London. McGraw Hill.
Klenke, K. (2004). Women and Leadership. A Contextual Perspective, 1st Edition, NY, Springer Publishing Company Inc
Kotter, J. and Cohen, D. S. (2002). The Heart of Change, London. Harvard Business School Press.
Leban, B. (2008). Managing Organizational Change. London. John Wiley and Son.
Senior, B. (2001). Organizational Change. Oxford. FT Prentice Hall.
Timothy, A. (2000). Journal of Applied Psychology. vol. 85. USA. McGraw Hill.
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