LEADERSHIP AND CHANGE MANAGEMENT OF ADANI GROUP OF INDUSTRIES

                The founder and chairman of Adani group industries are Gautham Shantilal Adani, who born in the year of 1962 on the 24^th of June. He is the son of Shantaben Adani and Shantilal Adani. They migrated from thread to northern Gujarat. Gautham Shantilal Adani married to Priti Adani. Priti Adani is a dentist by her profession. She also pays her duties in Adani Foundation as a Managing Trustee of the foundation. Gautham Shantilal Adani and Priti Adani have two sons namely Karan Adani and Jeet Adani. Karan Adani is married to Paridhi Shroff. Paridhi Shroff is the daughter of Cyril Shroff. Cyril Shroff is one of the biggest names in India’s corporate lawyers.  Adani is also known as the president of Adani foundation, which is chiefly run by the wife of Adani named Priti Andani. The net worth of Adani is estimated in the year of 2018 on August as $8.7 billion. In India, he was ranked as the 4^th most powerful person in the year 2017 (Vyas & Preeta, 2015).

        Adani group is a well-known multi-international corporation in India. The headquarter of the Adani group is located in the Ahmedabad, Gujarat, India. The founder of a corporation is Gautham Shantilal Adani. This corporation is founded in the year of 1988 with a trading business, first it was known as Adani exports limited later it turns into the Adani enterprises limited. Different types of diversified businesses are done by this corporation in which, agribusiness, energy, logistics, resources, financial services, aerospace, defense, and real estate are included. With the 50 countries and 70 locations, the revenue of the group is round about $11 billion. In the port developing of India, this group is known as the largest group. Adding more, they have ten terminal and ports in which Mundra port is included which is known as the largest port in India. The group of industries does a joint venture with the company of Singapore named as Wilmar International with respect to this the largest edible oil brand fortune is co-own by the Adani group of industries (Kumbar & Rashmi, 2013).

            Adani group of industries has always looking for different types of the idea of Nation building. They are focussing on the betterment of society very seriously. Adding more, they are focussing on taking the responsibility and to operate towards the development of society. They have many contributions in developing the economies of India. The Adani group of industries produces the largest private thermal power in India, largest port operator in India, largest edible oil brand in India, largest coal trader in India, largest Indian investor in Australia, largest integrated infrastructure corporation in India. Due to these things they are focussing on developing the economic growth of India as much as they can. Adani group of industries are also playing different roles in different types of other businesses such as the aerospace, trading businesses, agribusinesses, etc. (Pandey, 2015).

Literature review on best leadership and change management practices

        In any business, leadership is directly linked to the performance of the business. It is defined as the art of motivating the individuals in order to achieve the required goal whereas the change management takes place when there is a need to change the systems, process, job rules, and organizational structure in order to improve the performance of the organizations, industries, businesses, etc.

Effective leadership for the organization

        For the growth of the organization and industries then great men are considered consequently and irrelevant. Leadership plays an important role in order to achieve success in business. A leader is only the one who can guide the individuals on different perspectives. Subsequently, there are different types of theories which are used in a different type of organization and industries in order to make the leaders a great man.

        In any organization, business and industries the leaders used different types of strategies and theories in order to enhance the performance of the individuals in which the first thing is the vision of the project success. In this, different leaders use to paint the picture of the thinking that how the business become successful in the future. In this, the writer said that all the things of the businesses depend on the vision of the leader that in which way the leader thinks and in which way the leader portrait the picture of the future. When the vision is not set then the leaders, as well as the other working individual, could not be able to get the positive results. The writer said that the vision brings the employees together with leaders to achieve the desired goal at the time (Priest & Simon, 2017).

        Encourage recognition is the second strategy that helps the leaders to effectively achieve the goals. With respect to this strategy, different types of organizations are paying more attention to the recognition by setting the time of the required goal and giving the reward on achieving the goal at the time. The writer also said that different types of studies showed that in the workplace only 60% of the adults agreed on personal recognition. The answer of the 40% is that they really not need any recognition but from the evaluation of the result, it is concluded that the 96% of the individuals said that they get motivated and inspired when they receive personal recognition. Likewise, different types of organizations are paying more and more attention to personal recognition. They are rewarding more and more on the achievements of the goals. This helps a lot to enhance the performance of the employees (Yee & Rachel, 2013).

        The next strategy, which is used in different types of organizations, is the speaking from the heart. The writer said that different people think that the leaders are born but the reality is the will power of the man promotes the common person into a leader. Many of the individuals think that the budget of the organization speaks but the writer said that everything depends on words that come from the mouth of the individual, that how the leader motivates the employees and how is the behavior of the speaking of the leaders.

        One of the best leadership strategy, in order to engage the team, is to empower them by delegating greater responsibility. From different types of studies, the writer concluded that the if the self-worth is felt by the leader than they are giving the opportunities to the employees in order to give the higher post in the organization that the employee desire. Some of the organizations are giving the authority to the employee of the specific place if they feel hard work of the employee. This technique is motivating the employee. The writer said that the many of the workers wait for the leaders to check the work before the completion these things demotivate the employees for changing the demotivation to the motivation different organizations are empowering the employees by giving the special training encouraging and coaching them and giving reward to them (Nanjundeswaraswamy, 2014).

Change management strategies of ADANI GROUP OF INDUSTRIES

        Change in management takes in that organization where the management performance is lower or the individuals are not working properly. With respect to these different types of process and changes takes place in an organization, firm or industry.

        Change management is a theoretical way of representing and describing the change of process, through a number of stages. The focus of the change model is usually the importance of identifying the reason behind the change, creating an urgency that relates a specified and communicating vision or reason (Pugh & Lyndon, 2016).

Lewin’s Force Field Analysis of ADANI GROUP OF INDUSTRIES

            In 1947 Kurt Lewin developed one of the earliest change models. The change model developed by Kurt Lewin was also known as the 3-step model.  In 1958 Kurt Lewin model was further divided into three steps i.e. unfreeze, change and refreeze. It is also called equilibrium or transition model because in this process system transitions from one equilibrium point to another. For the purpose of understanding development and change in the organization, this model offers a generic recipe (Swanson & Donald, 2014).

            Altering the stable equilibrium which is used to maintain present attitude and behaviors refers us to the stage of this model which is unfreezing. In this process it considers the accepting change of equilibrium in a natural state to motivate the people to accept the change that threats the inheritance. In this model, organization has to full fill a primary requirement i.e. organization has to pass through or go through a self-reflection period which is helpful for the organization to create a readiness and motivation among the performers present in the organization which takes part in the routines and orientation deeply. For the change, it is necessary to minimize reluctance with the workers of the organization and for developing and better change in the organization time is very important. An organization should invest in time for better results. Cognitive restructuring is referred to moving or changing, possible and desired change is that where the performers acquire information by showing evidence. There are many changes that alter existing activities or relationship. These changes can be as transformation off process, discussion and improvement of behaviors with the performer or a new system for performance appraisal, new equipment for better research and better results and organization restructuring. In this whole process, there is a critical role of the manager towards the employee or the performer for the promotion, commitment and adjustment of the employee or the performer. The third and final step is called refreezing. At this stage, all the changes are permanently made in this transformation to set a new equilibrium. By these changes, the behavior of an employee or the performer becomes good and better towards the work and then the employee or the performer will give better response towards the manager and the assigned work. Kurt Lewin's field analysis model is one of the simple but very effective models. By acting upon the Kurt Lewin's field analysis model organization can easily overcome the plan at the same time by using this model or technique organization can minimize the difficulty level to get assign work done easily (Sutherland & Karen, 2013).

Distillation of the key theories of leadership and change management in the Adani group of industries

        The Adani groups of industries are using different types of strategies in order to improve the leadership and the work of the employee due to which the management performance increases. Gautham Shnatilal Adani uses the transformational leadership strategy in which in the start he looks for the vision of the business that how is the future of the business. After this, Gautham Adani uses to reward different employees on achieving the goals. This rewarding system that Adani use motivate the team members to work hard with dignity and passion in order to achieve the goal. Adding more Adani is focussing to develop the relationship between the team members as this relation act like a steel bar in the organization. Subsequently, they are using the strategies of empowering the team members in different places. With respect to this, the Adani is developing the training sessions through which the team members learn different types of skills and technique that are used after the empowering of the employees. With respect to the change management, the Adani are focussing on different types of strategies the major one is Kurt Lewin’s analysis. With the help of this Adani first gave the free hand to the team members for the work such as empowering the members after this, they see the result that is evaluated from empowering of the employees. If the result seems positive than the Adani works on it and if the result that is evaluated is negative then the Adani refreeze the work and start to work on it (Sharma & Manoj, 2013).

Leadership and change issues in Adani group of industries

        The Andani group of industries are focussing on the leadership in a way to enhance the performance of the employees that are working in the industries. Different types of strategies are used in order to step the industries towards success. They are using the strategy of empowering the employees and team member by developing the new training sessions in which different types of skills and techniques are taught to the employees and team members by which they can be able to take part in a different category of works. Adani group of industries face different types of an issue due to which they have to apply different types of strategies in the leadership. The issues that are faced are as the employees or team members that are working making different types of mistake repeatedly. Adding more the employees can not able to focus on their work (Storey & John, 2016).

Leadership approaches of Adani group of industries

        The leadership of the Adani group of industries is autocratic which means that are really effective as there is the little margin of the error takes place. With respect to this, the leaders of these industries have control over each and everything of the industry. They are not used to make a decision on there but also take the advice of the team members that what the team member is thinking about the same perspective. The duty of the leaders in this industry is to tell about all the processes about the work, about the things that in which way the positive effects can be gained easily. The rules of the leaders of the Adani group of industries are clearly outlined and communicated. With respect to this, the leaders can be able to make the decisions quickly especially when the situation is stressful. Adding more the leaders address the command to the employees and team members directly in a clear way (Yammarino & Francis, 2013).

Change management of the Adani group of industries

        Due to the change, management there is an excessive increase in the performance of the team members. First, the team members just have the limited rights in order to perform the task but after the change management, the employees have maximum rights due to which they can be able to do in the industries but this happens only under the leaders. Through these different types of things are evaluated which has positive impacts as well as negative impacts. In the positive impacts, the employees can perform the right task without the guidance due to the relation between the team is equal and they share the things with each others. in the negative impacts, the Adani group of industries have to face the irresponsibilities of the employees and team members which also gives a bad impact on the corporation (Onyango & Were, 2014).

Gaps between the existing leadership and change management of the Adani group of industries

        The gap between the leadership and change management is that the Adani group of industries are being failed in order to take the team members and the employees with them in different strategies due to the change in the infrastructure of the industries and due to the arrival of the new technologies. The employees and team members cannot be able to make a relation with the new technologies as the technologies are advanced and there is less training session are provided to the employees and team members in order to know more about different types of new technologies, skills, and techniques. Adding more, it also seems that the relation between the team members and the leaders are not much satisfying due to which the Adani group of industries have to face the gaps in the leadership and change management.

New leadership and change management plan for the Adani group of industries

        It is highly recommended to the Adani group of industries to develop different types of training sessions and classes in which they have to teach the employees and other team members about the new technology that are being used in the future or that are using at the time. Teach them how it works and how they can be able to get positive impacts from the latest technologies. They also have to teach the employees and other team members about the different types of skills that can be used to achieve the goals easily and in an excellent way. Adani group of industries have to focus on teaching different types of techniques that how to cover the work rapidly. Adding more, they have to teach the new employees and team members about the rules and regulations of the industries in order to complete the required work perfectly in the time.

        They also have to focus on building the relationship between the employees, team members and leaders as it studied that the relationship between the workers and the leaders are known as the backbone of any industry, company, organization or firm. Subsequently, for developing a good relationship with the employees and team member they have to focus on the life balance of the employees.

Improvement of the existing leadership and change management with the help of a new plan

        The new plan helps a lot to the Adani group of industries in order to achieve the desired success in the limited time as per the Gautham Adani. The developing of the training session helps the employees and other team members to know about the different types of technology. The member of the team and the employee get know the different types of skills and technique that how they can be able to complete the work in a limited time. They get to know about different rules and regulations that will teach the in training season. Adding more, with the help of the training session that will be developed by the Adani group of industries, the employees and a team member will know their weaknesses and try to covert their weaknesses into the strength. By focussing on the life balance of employees and team members, they will be able to know about the needs of the employees that which thing an employee required, by giving these things to the employees in the form of reward, motivates the employee to work with passion and integrity.

References of LEADERSHIP AND CHANGE MANAGEMENT of ADANI GROUP OF INDUSTRIES

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Nanjundeswaraswamy. (2014). Leadership styles. Advances in management, 57.

Onyango, & Were. (2014). Effects of Organization Culture on Change Management: A Case of the Vocational Training Centre for the Blind and Deaf Sikri. European Journal of Business and Management, 204-214.

Pandey, M. (2015). Gregory A. Baker, and Deepali Tewari Pandey. "Supply chain re-engineering in the fresh produce industry: a case study of Adani refresh. international Food and Agribusiness Management Review, 115.

Priest, & Simon. (2017). Effective Leadership in Adventure Programming. Human Kinetics.

Pugh, & Lyndon. (2016). Change management in information services. Routledge.

Sharma, & Manoj. (2013). Leadership management: Principles, models and theories. Global Journal of Management and Business Studies, 309-318.

Storey, & John. (2016). Changing theories of leadership and leadership development. Leadership in Organizations, 33-58.

Sutherland, & Karen. (2013). Applying Lewin's change management theory to the implementation of bar-coded medication administration. Canadian Journal of Nursing Informatics.

Swanson, & Donald. (2014). Sharpening the focus of force field analysis. Journal of change management, 28-47.

Vyas, & Preeta. (2015). Evolution of Fortune Brand Communications of Adani Wilmar. Asian Case Research Journal, 155-181.

Yammarino, & Francis. (2013). Leadership: Past, present, and future. Journal of Leadership & Organizational Studies, 149-155.

Yee, & Rachel. (2013). The relationships among leadership, goal orientation, and service quality in high-contact service industries: An empirical study. International Journal of Production Economics, 452-464.