Organizational Change In The Film Glory

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The Fifty Fourth Regiment Approximately 620,000 soldiers died from combat, accident, starvation, and disease during the Civil War (Nelson & Sheriff, 2007). The film Glory tells the story of an all-black volunteer infantry regiment known as the “54th”. This paper will provide a description of three key moments of organizational change during the movie, how did the leaders handle those situations, how did the environment affect how the leaders managed change, how the situations could have been handled differently, which characters resisted the changes the most, and concludes with how I would have handled those characters resistance to change. Glory is the finest civil war film ever made with central themes such as honor, bravery, and leadership. …show more content…

It shows great examples of many organizational changes within the entire movie. This film depicts the challenges and obstacles of tremendous change during the time of the civil war. Focusing on the role African Americans played in the Civil War with an all black regiment, led by a white Colonel named Robert Gould Shaw, the son of a wealthy Boston abolitionist played by Mathew Broderick. Other key cast members are Carey Elwes as “Maj Forbes”, Morgan Freeman as “Sgt Major Rawlins” and Denzel Washington as “Trip”. These amazing actors walk the viewer through all of the trials and tribulations of the 54th showing the steps of organizational change while telling the story of an all-black volunteer regiment. Starting with Colonel Shaw giving an inspirational speech and implementing his vision. This is the first of many organizational changes within this …show more content…

Starting with Colonel Shaw giving an inspirational speech and implementing his vision. This did not go over well at first, until Col. Show appealed to the values and emotions of his followers. This style of implementing a vision is described in an article written by Susan Heathfeild when she states, a fundamental necessity for a vision is to display and reflect the unique strengths of the followers such as culture, values, and beliefs (Heathfield, 2015). Immediately after his speech, Col Shaw began to instill common values and mentoring his junior officers when he reprimanded Maj Forbes for partaking in signs of fraternization with an enlisted soldier, ultimately instilling the knowledge and empowering others to act on his vision. Maj Forbes did not take to this reprimand very kindly, but in doing this Col. Shaw displayed traits of a transformational leader as Drew Hendricks explains in his article in Forbes, transformational leaders lead with vision (Hendricks, 2014). Col. Shaw handled the final key moment in a welcoming way when he ultimately led the 54th into certain death during the assault on Fort Wagner. Col. Shaw did not resisted the change the most of having a full collared regiment, but after the battle that he was injured in, he was reluctant not only to lead the 54th but also, to return to battle, suffering signs of what would now be PTSD. The white solders resisted this change tremendously

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