Management & Leadership Capstone Project: Minimum 9 pages (Double space)
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ArticleReviewPresentation3.pptxARTICLE REVIEW PRESENTATION-3 (ORGANIZATIONAL LEADERSHIP)
“How Effective Leadership can Facilitate Change in Organizations
through Improvement and Innovation”
Management and Leadership Capstone
People from around the world may now quickly contact each other, thanks to the internet and the rapid expansion of the economy.
To thrive in today's fast-changing economic climate, business owners must produce relatively high-quality things at lower prices, adapt to current business trends and be flexible in coping with the fast-changing economic environment by employing methods intended to do so.
Effective leadership is critical for a company's long-term survival in the face of economic difficulties posed by rapid economic expansion (Abou-Moghl, 2015, p.201).
When faced with an uncertain future, executives must use their skills and knowledge to propel their company forward while also assuaging their employees' fears.
Leaders who influence their organization's direction, motivate their employees to work harder and achieve more remarkable achievements.
INTRODUCTION
To contact individuals from all around, it was simpler to use the internet and the fast expansion of the economy.
Company owners need to deliver reasonably high-quality items at reduced rates, use techniques geared to adapt the organization to the current business trends and be flexible in dealing with the rapidly changing business environment to thrive.
A company's long-term sustainability depends on its executives' ability to lead effectively despite the economic pressures of fast economic expansion (Abou-Moghl, 2015, p.202).
Must utilize a leader's ability and expertise to move the business ahead and assuage workers feelings of anxiety created by an uncertain future at the same time.
As a result of a leader's control over the company's direction and its impact on its workforce, the company's success is affected.
EFFECTIVE LEADERSHIP
Organizations have long struggled with change, which is also a fact of life for most people. Humans have a tough time accepting change since it forces them to leave their familiar environments, alters their habits, and causes them significant discomfort.
To deal with both the organization and the person, it is necessary to use organizational change management. They adjust to change at their rate and in their way.
By adequately adapting and responding to market changes, a company may acquire an edge in the marketplace.
The three stages of change management include adapting to change, controlling change, and implementing change.
Communication and collaboration between leaders and their workforce are essential for long-term process reforms (Wuestman and Casey, 2015, p.15).
The last phase is to retain and incorporate the new changes into daily life. Cannot predict a company's change management process due to its workforce's wide variety of competencies. Some individuals are eager to accept change, while others are more hesitant.
CHANGE MANAGEMENT
Good leaders can quickly motivate and inspire their employees and implement effective reforms.
Employees or members of a group who trust their leaders are more likely to be effective leaders themselves.
The more employees trust their boss, the stronger the relationship between them and the company as a whole, and the more un-likely it is that the company will have a high rate of employee turnover.
To sum up, leadership directly affects both employees and the organization's overall vision and aim, which is why it is so important. To assist their staff reaches the company's goals, a successful leader develops a plan of action.
Employees dislike being led by someone who has little to no comprehension of what they are doing and wastes time and resources on the unimportant; consequently, effective leadership that inspires employee trust is the only way to achieve this.
CHANGE FACTOR LEAD BY LEADERSHIP
To be a successful leader, people need to have faith in the people leading them. For a company to be successful, employees and management must have mutual trust.
When a business has a healthy culture, it enhances productivity and reduces turnover, but it also makes dispute resolution simpler.
A strong leader may push their employees to learn by using particular motivators, such as awards or prestige, to do so (Azzam, 2014, pg. 15). Learning new things is an excellent strategy for enhancing an organization's overall effectiveness.
To be competitive in today's business environment, executives must continually improve their leadership skills and expertise.
Cooperative and effective communication between employees is essential for a business's success since it leads to better outcomes for the organization and enables employees to learn from others about how they may improve themselves.
By allowing individuals to communicate their thoughts and feelings, the act of talking with one another may foster the emergence of new ideas. It's also a terrific approach to fostering cooperation and camaraderie among staff.
VALUES IN LEADERSHIP CHANGE
In today's highly competitive market, traditional business management methods are no longer sufficient to keep a firm afloat.
A business may be startled to learn that no one system perfectly fits its demands, so it's better to concentrate on the attributes that are right for their organization, despite leadership and management being two separate systems (Ionescu, 2014, pg. 67).
Organizational systems stress planning, budgeting, and supervision. However, no problem-solving system is entirely foolproof, and there will always be issues that can't fix.
The company's top management puts a high value on sticking to and following the company's plan while dealing with problems.
One of the primary responsibilities of leadership is to guide and inspire others to achieve the organization's goals by showing them the appropriate route to take.
As a result, without leadership, there will be no change in the firm's administration.
DISCUSSION
Many improve leadership and leadership effectiveness by implementing values-based leadership.
Understanding the organization's fundamental concepts is vital to building successful developmental interventions.
In the future, businesses and people will face a variety of difficulties.
This method blends values inquiry with reflective practice to develop self-reflection in future leaders so that they place a high priority on the person.
While addressing values in leadership training, being aware of what it takes to be a successful manager is crucial (Park et al., 2014, pg. 79).
Understanding the organization's fundamental concepts is vital to building successful developmental interventions.
This method blends values inquiry with reflective practice to develop self-reflection in future leaders, so that they place a high priority on the person.
SUMMARY
It is impossible for a firm to survive in today's business environment without strong leadership that can effectively manage change.
Individuals often find it difficult to adapt to change; as a consequence, they may experience discomfort and may even reject it, continuing to live their lives as usual and risking social isolation.
Individuals may be motivated and encouraged to change and pushed to change through leadership.
An organization can't survive and adapt unless its leadership encourages and stimulates change among its members. This assures that the firm will continue to grow and prosper.
Employees who are encouraged and motivated to learn, communicate, and contribute within the company's culture are more likely to do so, and this may have a positive impact on the company's bottom line.
In addition to creating a great working environment for employees, a healthy organizational culture provides workers a sense of belonging and increases their loyalty to the firm.
Encouragement of open communication and sharing of ideas will lead to the development of novel solutions.
CONCLUSION
Abou-Moghl , A. (2015). The role of organizational support in improving employees performance. International Business Research, 8(2), 198-203.
Atkinson, P., & Mackenzie, R. (2015). Without leadership there is no change. Management Services, 59(2), 42-47.
Azzam, A. M. (2014) Motivation to learn: A Conversation with Daniel Pink. Motivation Matters, 72(1), 12-17.
Ganta, V. C. and Manukonda, J. K. (2014). Leadership During Change And Uncertainty In Organizations. International Journal of Organizational Behaviour & Management Perspectives, 3(3), 1183.
Ionescu, V. (2014). Leadership, culture and organizational change. Manager, (20), 65-71.
Park, Y. K., Song J. H., Yoon S. W., Kim J., (2014) "Learning organization and innovative behavior: The mediating effect of work engagement", European Journal of Training and Development, Vol. 38 Iss: 1/2, 75 - 94.
Wuestman, D., C.M.A., & Casey, J. (2015). Lean leadership: Sustaining long-term process change. Strategic Finance, 96(8), 15-16, 61.
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