Sample Paper on Role of Leadership in Organizational Change

Role of Leadership in Organizational Change

Introduction

Change is undoubtedly an important part of life. Change is inevitable, and everyone must go through it at any one point in life. It is an aspect that can have an impact on every scope of our lives such as; relationships, career, and education. With the advent of digital technologies and globalization, many organizations have been forced to embrace new strategies that would enable them to survive and thrive in the dynamic business world. Additionally, most organizations have opted to apply new changes in the form of ideas, all in the pursuit of making massive profits. Moreover, most organizations adapt to new changes so as to keep in line with the customers’ requirements and specifications.  This paper thereby elucidates the process of implementing new changes in an organization and the role of leaders in implementing organizational changes.

Question 1

It is critical to prepare an organization for change as it allows the employees, stakeholders, and other important business entities to acknowledge, accept, and be in synchrony when implementing the new changes. The first stage of preparing an organization for change entails a lot of communication between the leaders/managers, the staff, and the stakeholders on the new changes (By & Burnes, 2013). Through communication, the employees are kept aware and become committed to working towards making the new changes a reality. Additionally, the employees may inform the leaders on the risks that they would likely encounter when implementing the new changes. This enlightens the managers who would thereby develop a risk assessment plan providing some of the suitable solutions that would counteract the expected risks (Fullan, 2011). Preparing an organization for change is, therefore, regarded as an imperative step that allows the management to formulate the most effective plan, assess the risks to be encountered, train the employees on how to tackle the risks, and motivate the employees through constant communications (By & Burnes, 2013).

Question 2

Leaders are known to play an essential role in guiding the entire organization to implement new changes. Therefore, leaders are required to possess certain vital skills that would assist an organization to implement the new changes effectively.

  1. A leader is required to be a strategic thinker to successfully ensure that the organization implements the new changes. However, before the idea is communicated to the employees and stakeholders, the leader is required to have done thorough research on whether the new ideas are in line with the customers’ expectations and cultural beliefs of the target customers (Fullan, 2011). This information would allow the manager to make a informed decision before commencing with the new organization changes.

 

  1. Aside from being a strategic thinker, a leader also ought to possess good problem-solving and decision-making skills (By & Burnes, 2013). It is prudent for leaders to acknowledge the risks and problems that the organization would likely encounter while effecting the new changes.

 

  1. It is for this profound reason that the leaders ought to have stellar problem-solving skills that would allow them to tackle both expected and unexpected problems skillfully. Also, the leader ought to possess good decision-making skills that would best befit the entire organization. This would also build confidence among the employees who would be motivated into implementing the new changes.

 

  1. To add to this, a leader ought to have good communication skills. Communication is an integral tool used to convey and receive valuable information to and from the respected parties. Good communication builds trust between the leaders and the employees. A leader can identify problems that are faced by the employees through an established communication channel (By & Burnes, 2013). Through feedbacks, a leader may commend an employee for his/her good efforts whilst also informing the employee on areas that he/she would need to hone.
  2. To attain the much-expected results, it is important for leaders to delegate tasks. Therefore, a leader ought to possess great delegation skills that would allow him/her to divide tasks and issue them to employees who would best perform the tasks (Orridge, 2009). A leader should also monitor and assess the performance of every employee so as to ensure that they are all working towards effectively attaining the set goals.

Question 3

  1. Size of the organization: It is paramount for leaders to assess the size of an organization. This is because, the larger an organization, the higher the quantity of resources required and the higher the number of the workforce needed. Assessing the size of an organization enlightens the leaders to calculate the amount of capital required to fulfill the organization’s goals (Cadwell, 2004).
  2. Past experiences with change: Through past experiences with change, a leader may be able to use the lessons learned before commencing with the process of change. Monitoring and evaluation of past experiences of change will enlighten the leaders on the risks that are to be expected and how to evade or tackle the said risks so as to effectively implement the new changes.
  3. Legal and political requirement: By assessing the legal and political state of a country, the management can make a sound decision on whether or not to continue with the process of implementing new changes within an organization (Anderson & Anderson, 2010). It is essential for leaders to keep in mind that they ought to abide by the laws governing the country.
  4. Resource allocation: It is important to recognize the fact that resources are scarce and limited. In doing so, the management ought to assess the available resources so as to develop a resource management plan that would enable the employees to maintain productivity and implement the new changes with the available resources.
  5. Existing culture: It is important for the management to research and effect new changes that do not oppose the cultural beliefs of the target customers, the employees, and the general society. This is because cultural beliefs may either hinder or help to implement the new changes.

Question 4

It is important to assess an organization’s and the customers’ readiness to the suggested changes before its implementation. An organization can check on the employees’ readiness of working towards implementing the proposed changes during meetings where they would be allowed to air their views. Additionally, the management may administer questionnaires to the employees and customers who would give out their opinions with regards to their approval and readiness to effect the new changes. Moreover, SWOT analysis may be used to assess and analyze the strengths, weaknesses, opportunities, and threats that the organization would likely face while implementing the new changes.

Question 5

The information garnered from a carried out SWOT analysis would allow the management to prepare for the threats and tackle the weaknesses that the organization would likely encounter (Anderson & Anderson, 2010). Additionally, the leaders may use content analyses records while delegating specific tasks and responsibilities to the employees. To hone the employees’ skills, it is important for an organization to carry out training assessments that would allow them to monitor areas where every employee would need to perfect before embarking on the process of change (Kavita, 2005). Through content analysis record, the management may also provide constructive feedback to the employees who would either be required to further hone their skills or continue with their good job.

Question 6

An organization that is essentially ready to effect new changes is one that has;

  1. The right people who would work towards implementing the new changes and the sufficient amount of capital required to fulfill the organization’s intended goal towards change (Cadwell, 2004).
  2. Moreover, an organization is considered ready for change if there are enough resources and equipment that would be used to make the changes a reality. Also, it is important for the employees to receive excellent training before working on the changes (Anderson & Anderson, 2010).

Conclusion

Leaders are thereby known to play a crucial role in the process of organizational change. Aside from ensuring that everyone in the organization is on board, a leader serves to ensure that the new changes would enable the organization to succeed and survive for a long period. In addition, it is important for leaders to perform thorough research on the customer’s and employees’ expectations of the changes before implementing them. Besides, the organization should use the SWOT model to analyze the strengths, weaknesses, opportunities, and threats that would likely affect the organization. In essence, this assignment has enlightened me on the different key aspects that need to be considered before, during, and after implementing organizational changes.

 

 

References

Fullan, M. (2011). Change leader: Learning to do what matters most. Chichester: Wiley.

Cadwell, C. M. (2004). Leadership skills for managers. New York: American Management Association.

By, R. T., & Burnes, B. (2013). Organizational change, leadership, and ethics: Leading organizations towards sustainability. London: Routledge.

Kavita, S. (2005). Organizational change and development. Place of publication not identified: Excel Books.

Orridge, M. (2009). Change leadership: Developing a change-adept organization. Farnham, England: Gower.

Anderson, D., & Anderson, L. A. (2010). Beyond Change Management: How to Achieve Breakthrough Results Through Conscious Change Leadership. Chichester: Wiley.