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Questions: How the Leadership Process creates impact on the employees during change management? What are the necessary resources for implementing change? Answers: Introduction Organisational behaviour determines the actions, shared values, and interactive methods of the associated people within an organisation. According to Frederick (2014), organisational behaviour is sometimes conceptualized as the scientific approach that is applied to manage the associated workers. The human resource management and the organisational leaders are managing the entire organisational behaviour. It is their primary responsibility to manage the team work and motivate the workforce to bring out the best performance outcome. Moreover, it is also necessary to manage the organisational functionalities to make profitability in this competitive business scenario (Chumg et al. 2016). It is notable that the organisations are undertaking many of the innovative techniques to ensure the sustainable growth for the future. Many of the organisations try to expand the business or undertake innovative functionalities to remain competitive. The leaders need to make the necessary modification s and changes within the organisation to make it competent and sustainable. During the change management system, it is much necessary to manage the entire workforce with proper competency skills. The research is based on the reflective case study analysis of an organisational change management process. The study will discuss the leadership roles to manage the workforce during such changing scenario. The study will also shed lights on the necessary resources for facilitating change within the organisation. Based on such discussion, the preferable recommendation will also be provided in this study. Case Study Description I am currently working as the Human Resource Manager in ABC Limited. The company offers the high quality and designer clothes to the people in Australia. In last few years, we have achieved remarkable appreciations and established the strengthened customer base in Melbourne, Sydney, Perth, and Victoria. The market share is also much commendable in last few years. The upper management of the company has thus decided to expand the business in another country and establish the strengthened position in a competitive market. Being a human resource manager, I have observed that Singapore is the ideal market for the business expansion and selling the fashion garments. It will beneficial to generate more revenues from the Singapore market. However, expanding business in a new country is not an easier process. The company needs to change the organisational functionalities. Moreover, it is essential to pay attention towards the cultural aspects of the country that is completely different to th e Australian culture. While expanding the business entity in a new country, it is essential for us to understand the basic needs and preferences of the customers. Accordingly, the fashion clothes are to be designed and the pricing strategy will be structured. Due to the cultural differences, sometimes, it is even difficult to understand the required resources for the changed business scenario. Therefore, the company has decided to establish the partnership business with one local company in Singapore. I believe that it will be beneficial to understand the customer segmentation in the country. Moreover, the local company is aware of the legal and regulating aspects in Singapore. In addition to this, establishment of the partnership business with the local company will provide the knowledge about the local market and necessary organisational activities. However, it is therefore necessary to engage the workforce in a changed organisational scenario. It has been observed that the employees feel insecure about their job retention when the organizational functionalities are changed. Especially, expanding the business in a country with diverse culture is also much challenging for the existing employees. In such cases, the company has decided to bring the changes in the leadership style and investing more resources to motivate the workforce and make them adaptive to change. The further analysis of the case study will provide the insightful knowledge about the leadership process and the required resources for managing the workforces in a change management scenario. The upper management of my company is quite worried about the proper management of the organizational functionalities. We have conducted the sufficient market research to gain the ideas about the Singapore environment and the organisational structures. We have been observed that the workforce in Singapore reply on the management. The management structure is following the autocratic style to manage the entire workforce. However, the employees need to be motivated by using the right leadership style. The establishment of the business set up requires the proper budgeting process. On the other hand, the human resources are also essential for the company to support the business functionalities in a new environment. While establishing the partnership business with a Singapore Company, it is necessary to manage the new and existing workforce in a new cultural setting. We believe in providing the employees proper flexibility and liberty at their workplace. Therefore, it is essential for us t o manage both the new and existing workforce. The power control needs to be flexible for the workforce in order to manage the organisational workforce. We are looking forward to establish the proper leadership style for retaining the existing workforce. On the other hand, it is my responsibility to keep the concentration on the proper resource management as I am the senior executive of human resource department. It is quite important for our company to manage the entire resource and keep the concentration on the capital investment. It is important for us to plan the entire change process with proper resource management. I need to maintain my responsibility of managing the entire changing scenario as well as the workforce in a new country. Therefore, it is essential for me to understand the basic needs and demands of the business in a new country. We need to even undertake some of the technologies to restructure the organisational functionalities. It is essential for the company to invest the sufficient capital resources on the business establishment process. The establishment of the business set up requires the proper budgeting process. On the other hand, the human resources are also essential for the company to support the business functionalities in a new environment. While establishing the partnership business with a Singapore Company, it is necessary to manage the new and existing workforce in a new cultural setting. It is a significant opportunity for us to conduct business in a different cultural setting. Simultaneously, it is much challenging for us to maintain the workforce in a diverse cultural setting. Hence, we need to be cautious about our movement and activities. 1.The employees are the necessary asset for every organisation. The leaders and the human resource management are the main driver to the organisational growth. During a change management scenario, it is often noticed that the employees become insecure about their job retention since they are unaware of the new functionalities (Hashim and Wok 2014). In such time, it is the major responsibility of the leaders to motivate the employees in a significant way. In fact, it is useful to provide the proper information to the employees while facilitating the change management. It is to be indicated that the organisations in Singapore usually adopt the autocratic leadership style for managing the organisational functionalities. On the other hand, in Australia, the autocratic leadership style can create the negative impact on the teamwork (Avolio and Yammarino 2013). The power control needs to be flexible for the workforce in order to manage the organisational workforce. Therefore, it is essenti al for the leader to undertake the proper leadership style that can motivate the workforce to perform the organisational functionalities in a changing scenario. The changes in the leadership process will be beneficial in managing the new and the existing employees. I believe that the establishment of the transformational leadership style would be effective enough in generating the reliability among the associated workers and motivating them in a changed scenario (Lozan, Ceulemans and Seatter 2015). The transformational leaders provide the significant opportunities to ensure the growth in the professional and personal skills of the employees. In a country with the diverse culture, the employees will receive more opportunity to learn innovative techniques. There is the huge opportunity to establish the cultural diversity within the organisation (Kark and Shamir 2013.). Hence, it is essential for the leaders to motivate the employees and provide the sufficient opportunities to develop their career goals. It will be much motivating for the associated workers since they can explore a number of opportunities to develop their skills and promote growth in the international level. 2.Business expansion in a new country is not possible within a day or a month. It requires the proper market research and sufficient resources to facilitate the changes. When the company is facilitating changes while expanding the business entity in a new country, it is essential for the company to invest the sufficient capital resources on the business establishment process (Dong, et al. 2016). The establishment of the business set up requires the proper budgeting process. On the other hand, the human resources are also essential for the company to support the business functionalities in a new environment. While establishing the partnership business with a Singapore Company, it is necessary to manage the new and existing workforce in a new cultural setting (Contrafatto and Burns 2013). Investing the sufficient resources to manage the workforce, providing proper benefits, and managing the necessary activities are the major criteria for the changed scenario. The effective management a nd the supports from the workforce will be beneficial to achieve the pre-determined objectives of business expansion. Hence, it can be inferred that the investments of the proper resources is necessary for a changing scenario of the business. On the other hand, it is necessary to undertake the proper planning procedure for managing these resources within the organisation (Hornstein 2015). The association of the efficient leadership capabilities and the core competency skills would be beneficial for ensuring the sustainability business positioning in a new country. Recommendation The case study analysis report provides the ideas about the necessary implications that are needed to be undertaken for the future sustainability. However, in order to maintain the continuous improvement, it is essential to pay focus on some of the preferable recommendation that will be beneficial in motivating the workforce in a new organizational setting. It is essential to provide the proper training and development process to the employees. It works as the effective motivational process. The training is necessary for adopting and using the new technologies undertaken for new organisational scenario. The company needs to invest more capital resources for providing the proper wages and the benefits for the further development. It is essential to adopt the cultural trait. The complete market research is essential before establishing the business in a new cultural setting. Maintaining these aspects would lead the organisation towards enormous success even in a different cultural setting. It is essential to manage the organisational behaviour in a significant manner. The continuous development and review process will be effective enough to ensure the sustainable growth. Conclusion I am a human resource manager in ABC Limited that provides fashion retail garments to the people in Australia. After achieving enormous success in Australia, the company has decided to expand the business in Singapore market. It is essential to understand the needs and demands of the people in Singapore. Therefore, the partnership business with the local company would be much beneficial. However, the company needs to change the organisational functionalities. The transformational leadership style would be much preferable in managing the workforce. The transformational leaders provide the significant opportunities to ensure the growth in the professional and personal skills of the employees. In a country with the diverse culture, the employees will receive more opportunity to learn innovative techniques. On the other hand, the investment of the adequate capital and human resource is also essential. It is necessary to manage the new and existing workforce in a new cultural setting. Inv esting the sufficient resources to manage the workforce, providing proper benefits and managing the necessary activities are the major criteria for the changed scenario. References Avolio, B.J. and Yammarino, F.J. eds., 2013. Introduction to, and overview of, transformational and charismatic leadership. InTransformational and Charismatic Leadership: The Road Ahead 10th Anniversary Edition(pp. xxvii-xxxiii). Emerald Group Publishing Limited. Avolio, B.J., Keng-Highberger, F.T., Schaubroeck, J., Trevino, L.K. and Kozlowski, S.W., 2016, January. How Follower Attributes Affect Ratings of Ethical and Transformational Leadership. InAcademy of Management Proceedings(Vol. 2016, No. 1, p. 16854). Academy of Management. Breevaart, K., Bakker, A., Hetland, J., Demerouti, E., Olsen, O.K. and Espevik, R., 2014. 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