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Analysis of Leadership styles, theories, roles and strategies in Organisational Change

This Blog will reflect upon my overall analysis about Leadership styles, Leadership theories, role of leaders and strategies in Organisational change. Leadership is a process of influencing others to understand and agree about what needs to be done and how to do it.” (Yukl, 2010). Leadership is not some mystical power but an observable learnable sort of behaviour. For organisation success, the leaders should have fast collaborative skills and team building ability with trust as their foundation. Leadership abilities according to me include:

Bravery and Honesty.

Influencing Personality.

Great Listener.

Taking Ownership and Responsibility.

The leadership abilities could be jugged by considering following theories:

Trait theories of personality:

Trait theory mainly focuses on particular personality or behavioural characteristics which assume that leaders are born and not made (Mullins, 2010: 375). Like for example Mr. Bill Gates being the chairman of Microsoft Corporation is a living example to success. His inbuilt leadership talent which makes him to attend the top position in the business world. He followed the Authoritarian style of leadership were he took the entire decisions single handed and accordingly gave rewards and punishments based on members performance.

Contingency theories:

Determines particular leadership style best suited for the situation (Mullins, 2010). Leadership or work could be based on situations like for example, in JC Penney’s case study (Purkayastha D; 2007) the situations of working style changed after in involvement of new leader. He made in working environment very friendly by having informal work place which resulted in the boost of sales. He followed the Democratic style of leadership which enabled him to be within the group, take decisions and allot specific job based on their abilities and skills.

Management theories:

Based on leadership on a system of rewards and punishments along with supervision, organization and group performance. Here again we can take the example of Mr. Bill Gates because his managerial skill is very refined. He has a skill to identify most suitable employee for recruitment. Bill Gates has full control over evaluating employee’s performance and allotting raise, promotions and rewards accordingly. Here Bill used the Laissez-Faire style of leadership (Mullins, 2010: 381) where he observed members of group and their performance which helped him identify their weaknesses and also helped build a strong team.

Relationship theories:

Connection formed between leaders and followers. Building good relationship within the group is very essential. Me being a leader in my group while working on course presentation, had a very good relation with the team mates as it helps create an environment in such a way that members feel free to put forward their views and ideas and finally resulted in success for our group. Here the Democratic style was used by me to understand the sensitivity of members and work as a team.

Source:

Mullins, Laure.J (2010). MANAGEMENT & ORGANISATIONAL BEHAVIOUR, 9th Edition U.K: Pearson Higher Education.

Yukl, G. (2010), Leadership in Organizations: Global Edition, 7th Edition, Pearson High Education.

Purkayastha, D. (2007) “Remarking JC Penney’s Organizational Culture”, Case Study. Accessed on 7 Dec 2010.

ROLE OF LEADER IN MANAGING CHANGE AND RESISTANCE TO CHANGE:

Employee looks towards leaders for a number of major or minor things. Leaders should be effective, sensible enough for planning in any situation by showing effective communication skill along with intellectual decision making ability and high confidence level. They should possess such a personality that could be convincing enough to handle and manipulate in any situation. Leaders need to be concern about the goal and should be committed for welfare. They should not work in indecipherable way as it can harm the performance of the company. They should always welcome new ideas by subordinators and appreciate their work. The leaders have to guide and navigate the group for facing any kind of situations in this changing environment.

The responsibility to lead depends on own reaction of change. Resistance of change include:

Education and communication.

Fear of unknown.

Lack of trust.

Habit.

Fear of failure.

Selective perception.

With a clear view about how to approach this change and following these points one can overcome resistance to change. Education is the best way to make people understand how to react and work in this change along with effective communication. Educations can help build confidence in people mind which will make them challenge the fear of failure and also will give them the ability to overcome those failure. Fear of a new environment i.e. the fear is unknown is a very common issue faced which can restrict oneself to open up with others and hence work becomes difficult. Resistance to change should be brought about for overcoming the barriers and also for the success of organization and individual.

Source:

Google. (2007). The Importance of Leadership In Managing Change. Available: http://work911.com/articles/leadchange.htm. Last accessed 15th Dec 2010.

KET ISSUES OF LEADERSHIP:

As a result to change that is occurring rapidly, three aspects – Globalization, Innovation and organisational change are becoming very important influence on leadership.

Globalization:

Globalization is increasing because technologies and communication are improving which are resulting in disappearing of barriers between nations hence exposing people to new cultures. Globalization will continue to have new ways of life that every one needs to face. By exposing young leaders with new cultures, the global perspective will be developed hence crossing all the boundaries for success. Globalization needs lots of planning and thinking on all aspects for leadership. The strategic leadership means a plan of action to finish or accomplish a particular objective. Strategic leadership includes Strategic Planning and Decision making. A strategic leader need to look through all possibilities of how the work will be done and what results could be obtained.

Innovation:

Innovation does not mean developing individual creativity alone but creating a sustainable innovative environment. In this fast growing life, innovation plays an important role in improving skills and giving a new direction for higher success in future. Innovation involve being creative but has to have a clear purpose. Leaders have a habit of continuous evangelise change. An innovative leader always encourages experiments but to be truly agile, for innovation thinking you should be ready to welcome failure and freedom to try new ideas for success. Every new venture is risky but that should not stop one self to stop trying.

ORGANIZATIONAL CHANGE:

People here in this business environment is all surrounded by different challenges. Culture indicates how work will be done in an organisation. Organisational change is not just a change; it affects both individual as well as organisation. Successful management of change is clearly essential for continued economic performance and competitiveness is the life-blood of business success (Mullins, 2010:759). Organisation changes only when its people changes. Influencing individual and change agents are the important factors in an organisational change. It mainly focuses on gearing to improve the performance of organization and people. Organizational change need to be understood and manipulated properly for keeping up with the changing world. A person should be able to diagnose at what position they are in and whether those changing them would help remove blockage. The strategic organisational change help cultivate capabilities for change for facing any strategic situations that might inevitably arise in future.

Source:

Bryn Meredith. (2005). Innovation: A leadership issue. Available: http://www.innovationtools.com/Articles/EnterpriseDetails.asp?a=187. Last accessed 13th Dec 2010.

Vennym. (2006). New Aspects of Leadership with Globalization. Available: http://www.echeat.com/essay.php?t=30838.

Last accessed 11th Dec 2010.

ETHICAL RELATIONSHIPS BETWEEN LEADERS AND FOLLOWERS:

Leaders and followers are unified in an interdependent relationship exemplified by the idea of teamwork. Ethical concerns are a valuational element necessary for improving faith, loyalty between them. Their should be a climate of trust between the leader and subordinators as it’s a voyage through time for shared experience. The main thing that mattes are that the leader’s motive and mission is accomplished. Ethical behaviour depends entirely on Honesty and Fairness which makes the base of a strong relationship between team for accomplishing the work. Like for example while working as a social event leader held in my past university, I managed all the team members and motivated them to work as a group for making that event a success. I shared all the information that I had related to the event between my groups and directed them the right way for working effectively. We shared a bond of loyalty and faith which resulted in a great success and appreciation as compared to previous years events.

In this ever changing world, Leadership skills and its application is very essential for organizations benefits. With the example of Mr. Bill Gates given by me previously explains managerial and leadership qualities and how to survive in this strategically changing environment where as in JC Penney’s case study, it explains about how to change according to the changing environment and what all measures need to be taken to make a organisation grow. The role of leader in relation to managing change and its resistance with Globalization, innovation and organisational change behaviour is very necessary for meting objective and fulfilling requirements.

Source:

Google. (2009). DEFINITION OF ETHICAL BEHAVIOUR FACULTY OF HEALTH PROFESSIONS. Available: http://healthprofessions.dal.ca/Files/EthicalBehaviour.pdf. Last accessed 14th Dec 2010.


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