MGMT 8025 – Changing Leadership In A Company Characterized by Psychopathic Disorder Checklist

Review of the Leadership Situation in Fortune 500 Corporation

The paper focuses on defining new leadership for Fortune 500 Corporation that is characterized by Psychopathic Disorder Checklist. Psychopathic disorder is characterized by a number of negative traits which are quite extreme and annoying. These include preying ruthlessly to the followers using violence, deceit, charm, or any other technique that permit a leader to get what he or she wants. The psychopathy symptoms include lack of sense of guilt or conscience, pathological lying, egocentricity, lack of empathy, continuous social norms violation, shallow emotions, disregard of the law, and history of victimizing others. It also characterized by manipulative and canning behaviors, inability to make realistic long-term goals, being irresponsible, and failure to accept or take charge for own actions among other negative characteristics. This demonstrates how poorly the organization was lead and the level of impunity, and other unethical aspects practiced in the organization. The main aim of this paper is to structure leadership change to completely get rid of the psychopathy disorder characteristics in the organization.

Leadership Change in the Company

Making leadership changes in an organization is a challenging process, particularly due to the fact that any organization leadership influences the organization culture. It may therefore be hard to change the perception of leaders who had embraced unethical leadership that defined the organization culture. Some may also resist the proposed changes and use their influence of employees to instigate rejection of the new changes. In this regard, as the president of the company, the first step to change of the form of leadership would involve the elimination of leaders that are so drunk into the old unethical way of leadership. This will assist in reducing the level of resistance in the organization when changes are introduced (Ford et al., 2014).

The president will need strong support from powerful and influential individuals in the organization to enhance changes. The president will therefore consider influencing individuals that mean a lot to the organization workers to be able to gain enough support. The president will also employ new individuals to replace the dismissed leaders. The new leaders will easily assist in structuring new policies and in their implementation. The new leaders will effectively implement the new policies since they were not influenced by the previous form of leadership. Policies implementation will include educating workers on the new company policies and making they confirm that they will follow the new policies by signing an agreement. The new policies will include procedures of resolving conflicts, and the consequences of failing to adhere to the new rules.

The next step will involve developing a new organization vision, mission, culture, as well as policies, and influencing workers and leaders into following them. Based on the situation description, the organization does not have long-term law that governance its operations. In addition, the organization was governed in a lawlessness situation. Thus the organization needs to change from its initial state into a governed situation where people have to adhere to a certain way of behaving. Thus, new policies will need to be introduced and to be successfully implemented. The implementation process can be enhanced by good communication. The leaders will communicate vision for change and its importance to workers. They will help in making the employees understand the benefits that come with change. This will increase their chance of accepting the change. The leaders should make them understand the difference between the current and the past form of leadership and why they should embrace this change in the organization. They should particularly insist on the benefits the employees will enjoy with these changes such as end of discrimination, harsh treatment, violation, and introduction of workers right, definition of individual duties, limitation on working hours, and end of any form of abuse, and helplessness in the work place among others (Kin et al., 2014).

The next step would be elimination of obstacles of change. This will involve identifying individuals who are resistance to change and who are not willing to change their stand regarding this. These individuals should be dismissed to enhance efficiency in the employment of change in the organization. Other obstacles are employed by employment of protocol in various organization operation processes. This eliminates chances of intimidation of employees by some leaders. Other strategies include defining duties in every job or job descriptions, individual work limit, including working hours among others. Any other aspect that will be realized to act as an obstacle in the current anticipated change should also be addressed.

The president will develop short-term goals that will contribute in enhancing changes in the organization. This includes establishment of short projects that can be easily accomplished and impact of change seen. These projects should be easily handled by those who advocate for change without the need for assistance from those who oppose changes. Others include offering reward to those who embrace the change and act as ambassadors of change in the organization. The organization should not declare success very soon, the strategies of change should continue being implemented and strict monitoring done to ensure that the change policies have been embraced to for a new organization culture. The president should fight to ensure the organization embraces new changes and accept them as their culture. He should also ensure the implementation long-term policies that will govern the organization even in the future to prevent any future disorientation in the organization (Mary et al., 2015).


Change in an organization is always faced by a number of challenges that include resistance from the employees and other organization leaders that include supervisors and managers. In this regard, the president should consider following a strategy that will ensure successful implementation of change. This includes identifying the main problem, and seeks massive support to as many people as possible. The change vision should them be established and communicated to all. All obstacles to change should be eliminated and the change should be strongly enhanced for the success of the company. This should include ensuring that the change has been embraced as the organization culture.

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