ORGANIZATIONAL CHANGE AND LEADERSHIP

Organizational Change and Leadership



Organizational Change and Leadership

Introduction

Organizational change is the formation of a new organizational structure; this formulation is adequate to the nature of changes in the external environment. Organizational changes are accompanied by scrapping conventional and shared staff values, norms and patterns of action. In addition, the change involves the modification in traditional methods of decision-making which may turn out to be an obstacle in adapting the organization. It can be realized that due to several modifications in the structure, work environment, culture, norms, standards and strategies formulated by organizations several issues may be encountered. The organizations in this type of scenarios require adequate leadership skills; because they may turn out to be critical if they are not countered by using effective leadership skills.

Leadership can be defined as a procedure of communal persuasion, in this process an entity influences other to join him in order to achieve the common objectives. The process of leadership is about constructing a method for natives to provide their assistance in order to achieve the objective beyond limitations. Efficient leadership is the capability to productively incorporate and exploit accessible resources present in the internal as well as the external environment in order to achieve the organizational objectives or shared goals. The evaluation criteria on which I would like to evaluate myself is the traits that a leader should have. A successful leader is the one who prioritizes the common objectives before his own.

Discussion and Analysis

The organizational change is often influenced by the external or the macro factors (market fluctuations, change in consumer buying behavior, modifications in law and legislature etc). These are the factors that have a significant impact on organizational culture and practices (Poole, Ven, 2004). Several changes related to organizational structure occur globally, requiring a new approach and strategy by the organizations. This process should be supported by the effective strategy formulation otherwise this change will lead an organization to uncertain future outcomes. There are some changes critically affect the organizations; these changes are inevitable and uncontrollable by the organization; however, the others can be easily coped with.

The comprehensive resistance of organization personnel is an integral part of any qualitative change in the organization. The planned transformation of the organizations has a significant impact on organization personnel; in addition, it is positively correlated with the employees of the organization (Backer, O'Hara, 1991). There are several issues that can be realized while an organizational change; the main issues among them are enlightened below:

Stages of Organization Change

The change within the organization can be realized through several phases; there are three main stages of organizational change:

Stage 1

The first stage is characterized by the appearance of an imbalance between the driving and stabilizing forces in the organization. At this stage it is essential to explore and combine the driving forces of the organization; in addition, the restraining forces should be minimized (Backer, O'Hara, 1991).

Stage 2

The second stage is characterized by an active rupture and the transformation of values ??and norms of the ...