American Writer Literature Writing Help

4

Leadership Versus Management

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Leadership Versus Management

The chosen article, written by Hechanova et al. (2018), is accessible via the link: https://www.emerald.com/insight/content/doi/10.1108/LODJ-01-2018-0013/full/html

The article examined the relationships among implicit change leadership, change management, and commitment to change. The authors noted that today’s business and educational organizations face change-related pressures largely arising from globalization. These organizations need to be responsive to the dynamic environment. The researchers posited that the congruence of a change leader and follower schemas is a predictor of change management, which in turn predicts the organization’s commitment to change. In this regard, leadership and management are interlinked factors that influence an organization’s commitment to change. Although all organizations are subject to change, they operate in different environments. Differences exist concerning the ideal schema and traits of a leader for effective change management. The attitudes and perceptions of followers have a major bearing on the ideal schema and traits of the leader. The congruence in the schemas of followers and the leader influences change management. The study found that execution was the strongest predictor of the effectiveness of change management essay help in business enterprises while social competencies and strategic competencies were significant predictors of the effectiveness of change management in academic institutions. The researchers noted that the findings presented major implications for change management. The study underscored the significance of understanding change leadership schemas to effective change management. Effective change management calls for employee engagement and sensitivity to the context.

I would apply my learning from the article to plan for my expansion in my current position in three perspectives. First, I would develop an understanding of the healthcare organization and engage employees to understand the schema and leadership traits that suit the healthcare organization. As the organization has a diverse workforce, I would engage employees from diverse backgrounds throughout the organization and learn about their attitudes and preferences regarding leadership. I would also undertake professional development in cultural competency to enhance my understanding of different cultures and their implications for my workplace. This understanding would help me to develop leadership traits that align with the leadership schema of my expected followers and the organization.

Second, I would use my knowledge of my organization and the wider healthcare environment to identify changes that would improve the organization. Greater competition due to globalization and other factors create the need for organizations to become responsive. Ongoing change initiatives would help the organization to benefit from the opportunities associated with the changes in its environment while addressing the related risks. I would use my leadership skills to champion an organizational culture that is receptive to change. I believe that a change in attitudes such that the organization’s culture is receptive to change would create opportunities for me to expand my role in writing essay help.

Third, I would commit to developing effective change management skills to enhance my competency in managing change in a healthcare environment. The article noted the important role of alignment in follower schemas of leader traits to the leader’s traits in effective change management. It would be necessary keep abreast of the latest knowledge on change management in the healthcare context. Such current knowledge would enhance my opportunities for success because it would help me to integrate leadership skills, which would be congruent with the organization, and effective change management techniques to implement change in the organization.

Reference

Hechanova, M. R. M., Caringal-Go, J. F., & Magsaysay, J. F. (2018). Implicit change leadership, change management, and affective commitment to change. Leadership & Organization Development Journal, 39(7): 914-925, https://doi.org/10.1108/LODJ-01-2018-0013.