Case Study

Running Head: DISCUSSION 1

DISCUSSION 6

Discussion

Michell Muldrow

Columbia Southern University

Reflection Paper

Unit VI

It is often seen that organizations find it hard to introduce changes because employees resist them. But nor reality change is the only force that could take the organization forward. The world of the 21st century is completely dominated by technology and technology is changing at a very fast pace. Very new advancement brings a new rate of efficiency and effectiveness to business and if businesses do not adopt the new change then they lag behind in terms of effectiveness and efficiency hence staying back in the competition. This is why when a change was to be introduced in the organization, the organizational leaders believe that change has to be introduced with full force and make it a necessary element of success. The role of change mediation has been given to me as the human resource manager. Now it is my responsibility to prepare the organization for the change process and enact the change with its full effectiveness. To do so leadership qualities are required because leadership in its every sense is one able to influence others in doing something which they otherwise will not do. So, I will have to convince the employees in accepting the change which they otherwise will not do. For this purpose, I will have to use the most effective leadership style (T.Lee, 2016).

Although the concept of leadership has evolved a lot over the period of time the traditional leadership style is still in use in some organizations for some projects. A very traditional leadership style is the authoritarian leadership style where the leader gives the order and everyone has to comply. There is no opinion involved of the team member of followers. The leader is the ultimate authority. Neither does he consider it important to take opinions to form the subordinates nor does the followers raise their voice. This leadership style remained in use for centuries and even now it is dominantly sued in military setups where direct orders are given to the subordinates and they follow it without questioning its integrity. This leadership style is based on eh bling trust in the personality of the leader. This type of leadership style be originated from the personality of the person or it could be because of the formal designation. While authoritarian leadership style has been in use for centuries but my leadership style is different from this. I am a democratic person and believe in the democratic leadership style. On the contrary to the authoritarian leadership approach, I believe that everyone has their opinion and their opinion matters and it should be taken into consideration while making the decision. This is why when I have to make any decision, I gather all the connected stakeholders for a meeting and discuss the situation with them. I take their opinion and based on their input I make the final decision which is generally based on the opinion of the majority. I believe that the democratic leadership style which is also called participative leadership is the most suitable method because it gives ownership to people. This organization we are working for is not mine alone. Every employee has a connection with it and they must have a say in their decisions. Furthermore, I believe that the participative leadership style results in more effective decision-making. For one thing, it incorporates the wisdom and experiences of many people and no just one and secondly when this decision is to implement all stakeholders try the level best to implement it in letter and spirit so that it receives the best outcome (Sharma, 2018).

Democratic leadership style will be the most leadership approach for the cornet situation. As mentioned above, they often employee resist the change. They resist change because they feel that it will be difficult and it will not bring them any good. But if employees are involved in the process of decision making, where they understand the significance of change for the organization and for the employees, they will not resist it. That is why the democratic leadership style will be employed for engaging employees in the change process. They will be asked to share their opinions on the issue of the organization and how they can be resolved through change. Furthermore, the change process can be introduced in a number of ways. Our goal is to get the desired result and there is no fixed process for it and that is why the option of the employees will be taken and the most liked approach will opt. Once the employee involvement is guaranteed in the change process, there will also be involvement in the implementation phase which will help us reach our desired results.

The selection of the supervisor for the project is based on their motivation for the project and their influence on the teams. It is often misunderstood that most high-performing employees must be selected for the supervisory role. In certain conditions that is the better choice but for this case, the supervisor will be selected based on their understanding and motivation for the project and how much influence they have in the employee network because if they perform well in their individual capacity but they are not liked or trusted among the employees then it can result in good results' will mentor them on the ground of the democratic leadership style where they have to adopt a supervisor role while engaging with people hence they know that participation from the employee is a strength which the leader or anyone in the supervisory position must know how to channel it.

Lastly, the leadership process will be paired with the motivational theories needed for initiating the change process. Although there are a number of motivational theories which can be sued for this particular case, two motivational theories will be employed including McClelland's need theory and McGregor's participant theory. For McClelland's human motivation theory, employees in the need of affiliation will try to achieve the new organizational change because it will help them affiliate with the organization and team members. Similarly, those who have a need for achievement can be put in the supervisory role and they can get the required motivation while leading the teams. Moreover, under McGregor's' participation theory both theory X and theory Y can be sued where needed. At large the democratic leadership style along with these two motivation theories will have to be customized for every team group because different people have different motivations in life. With the help of supervisors, the motivational needs of the employees can be assessed and right sued along with the leadership roles in order to achieve the required change (Kilicoglu, 2018).

References Kilicoglu, D. (2018). Understanding Democratic and Distributed Leadership. Educational Policy Analysis and Strategic Research. Sharma, D. L. (2018). A Study on the Democratic Style of Leadership. International Journal of Management and Information technology, 54-57. T.Lee, M. ( 2016). Understanding employee motivation and organizational performance: Arguments for a set-theoretic approach. Journal of Innovation & Knowledge, 162-169.