Organizational Leadership and Change Management and leadership are viewed as two different perspectives in the business environment. As described by Dr. Warren Bennis ‘Managers are people who do things right, while leaders are people who do the right thing’, this means that managers do things by the set rules and follow company policy, while leaders follow their own intuition, which may in turn be of more benefit to the company. Reviewing this chapter as whole, I noticed that there is no fixed
Success in any organization is often determined by how effective organizational leadership manages cultural change. People naturally resist change of any kind, especially when that change affects the way they work. As a result of this resistance to change, any organizational culture change is likely to negatively affect employee morale. Employees will complain and resist this change, asking why it is necessary. In order for cultural change to be accepted by employees, one must anticipate this reaction
The role of leadership can best be understood in organizational change as a multi-dimensional phenomenon. Depending on the conceptualisation of organizational change you adopt, the leader’s role could be perceived to be a variety of things, from that of an initiator/visionary, the influencer of culture, a trigger for follower organizational identification, someone who redefines resistance, or a sense maker who introduces new discourses. The most useful approach can be to consider an issue from a
was a leader, and there was an organizational culture amongst the children. The leader of the children announced my arrival and decided that I was cool enough to join them. The scouts shared toys and stories, and there was a feeling of trust amongst the group. As I reflect back to my childhood, I’ve realized that leadership and organizational cultural was introduced to me at a young age. I will analyze Qualcomm Incorporated from two different perspectives; its leadership of the entire company and its
accelerated the rate of organizational change. “The workplace is characterized by the frequent organizational change that accompanies business growth, innovation, globalization, complex regulations, competition, and evolving consumer tastes” (Cullen, Edwards, Casper, & Gue, 2014, p.269). However, a growing body of research on organizational change has shifted the focus from the antecedents for organizational to the antecedents of failed change and the challenges leader’s face with change planning, practices
Organizational change can be intimidating for business leaders. The internet hosts several sites for small consulting firms that specialize in helping corporate leaders initiative positive change in their organizational culture. One such firm, Change Management Solutions, Inc., (CMS) uses a five-step change model, which encompasses contemporary collective and collaborative theories and models of change and change leadership. The firm considers culture, organizational leadership, and change planning
create rapid organizational changes in order to remain competitive meeting stakeholder preferences, as well as forecasting market trends and demands in an international marketplace. Both virtual and brick-and-mortar organizations must utilize complex adaptive change systems to learn new organizational practices that will enable organizations to adapt and improve making them competitive in the evolutionary marketplace of modern society. Organizations that have enough organizational flexibility to
previous research in understanding the effects of organizational culture and leadership style continue to contribute to the field of business management. The concepts of leadership style and organizational culture lead to various theories that add to the foundation of understanding business management and to the premise of daily operations. The following literature review focuses on the theories and principles pertaining to leadership styles and organizational climate and culture. Results demonstrate
Consequent to leadership challenges and persistent socio-political decadence in Nigeria, governmental organizations that espouse value orientation, positioned to sensitize attitudinal change are expected to operate with grander leadership efficiency for the actualization of organizational goals . The need for re-orientation of values in government organizations increases as lack of accountability, blatant disregard for the fundamentals of the rule of law, corruption and lack of ethics have become
The approach used in studying organizational behavior is called the system approach. This approach interprets people-organization relationships in terms of the whole person, whole group, whole organization, and whole social system. Its purpose is to build better relationships by achieving human objectives, organizational objectives, and social objectives. In this paper, I propose to study leadership and motivation, as among the most pressing issues in organizational behavior. Further, I will discuss