论文代写：公司变革
这些公司面临着领导陷阱。领导不能引导人们走向改变的范式。这使得人们不去考虑公司前进的方向。管理层为利益相关者做出决策的过程将被视为对公司的一种胁迫形式(Amason & Mooney,2008)。他们认为这些行动是傲慢而不是自信。人们开始失去对管理政策的信任。这些导致了更多的问题来说服人们改变对人民的抵制。领导应该灌输一群人的思维过程，以确保所有的人都能感受到变革的管理。
论文代写：公司变革
在公司的经营过程中，某些部门比其他部门更重要。例如，如果营销部门比研发部门更重要，那么产品的功能就会有一个缺口(Amason & Mooney,2008)。该产品将不会创新，因此公司将在以后的阶段面临销售问题。这只会让各部门更加重视和尊重公司。在这种模式下，满足消费者需求和增加销售额的最初目标将被忽略。因此，公司的所有部门都应该包括在变更过程中。应根据各部门的投入，制定可行的行动计划。冲突是一个自然的有机过程，在这个过程中应该由领导来管理。
论文代写：公司变革
The companies face leadership traps. The leadership does not guide the people towards a changing paradigm. This causes the people not to consider the direction in which the company is moving forward. This process of the management making decisions for the stakeholders will be perceived as a form of coercion for the companies (Amason & Mooney, 2008). They consider these operations to be arrogant rather than confidence. The people start to lose their trust in the management policies. These lead to more issues to convince the people leading to change resistance by the people. The leadership should instill a group think process to ensure that all the people feel included in the change management.
论文代写：公司变革
In the operational procedures of a company, certain departments are given more importance than the others. For example, if the marketing department is given more importance than the R&D department, there will be a gap in the functionality of the product (Amason & Mooney, 2008). The product will not be innovative and hence the company will face issues in sales at a later stage. This will only lead the departments to seek more importance and respect in the companies. The original objective of meeting consumer demands and increase in sales will be overlooked in this paradigm. Hence, all the departments of a company should be included in the change process. Feasible action plan should be drawn based on the inputs of all the departments. Conflict is a natural organic process that should be managed by the leadership in this process.
