Cracking the code of change

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In the article " Cracking the code of change" The author describe 2 approach/ styles in implementing change.
* Describe 2 different methods of change and what each approach emphasizes?
There are two theories that illustrate the methods of change. The first is the Theory E which highlights the significance of economic value based on the returns from the shareholders. This is a problematic approach. However, it increases profits via financial incentives, desperate layoffs, and reformation. This focuses on the values of the enterprises and economic gains (Beer and Nohria).
An example of this is the “Chainsaw Al” Dunlop’s dismissal of approximately 11, 000 employees and distributing shares. Thus, increasing the shareholder value up to $9 billion. The other method refers to Theory O, which is a more straightforward approach. This depends on the association of culture and human capacity, thereby gradually fostering trust within the work environment. This leads to an increase in the emotional commitment to the company through cooperation and coordination (Beer and Nohria).
* What leadership style would you associate with each approach?
In the theory E leadership style, changes must be accomplished from the highest position in the hierarchy first going to the lowest place. The leader shall establish objectives without consulting the management teams. Furthermore, smaller unions will most likely not have participated in the decision-making process (Beer and Nohria).
By contrast, in the theory O leadership style, the employees in the lowermost position in the hierarchy are first encouraged to participate in the business to promote company commitment. An example of this is engaging the employees in the lower ranks to help in problem identification and to allow them to form solutions to the existing issues. Through this method, th...