Leading a Continuously Changing Organization - Admission/Application Essay Example

Leading a Continuously Changing Organization Introduction The leadership and management practices are closely linked to the major competencies of an organization to attain its desired outcomes. The changes needed by organizations should be geared towards the achievement of its long term goals and not to meet the short term needs of the current leadership. Change is a continuous process that every organization must undertake so as to ensure its survival and existence into unforeseeable future. The type of organization that I have been tasked with the responsibility of leading is marked by employees whom majority are not ready to accept changes into their current system of operations. This will require a very proactive approach in making them understand the need for change hence I will have to adopt a number of models and theories that are likely to work to the best interest of the organization. The foundational theories upon which I would draw to lead the organization. In order to successfully lead an organization into successful adoption of the necessary changes by all stakeholder, the Chief Executive Officer must come up with radical methodology needed to implement change. The leader need to view the organization in two dimensions so as to evaluate the opportunities for the future as well to handle the immediate issues arising in the organization (Belasen, 2000). To lead change in the organization, I will create a team of people who are influential in terms of their status, expertise and political. I then analyze the team based on their strengths and weaknesses. As a leader of the organization, I will adopt a number of leadership theories such as functional leadership theory, transactional leadership theory, transformational leadership theory and environmental theory. Functional leadership theory One of the theories that I will apply as part of my approach to leadership is the he functional leadership model that focusses on how things are done as opposed to who does them. In this case the leadership roles are distributed and the organization is geared towards one common goal. Since the organization has diverse skills and capabilities, there is need to create a channel through which they will be used to accomplish the things needed to achieve the goal of the organization (Cushman & King, 1997). The theory stipulates that the main job of the leader is to ensure that the employees are able to access the best environment needed to fulfil their duties. In this case, leadership does not rely on a single individual but rests on a number of set values and behaviors. It thus offers every person within the organization with the opportunity to take part in the leadership. Transactional leadership theory In my quest to lead the organization into adopting new changes and strategies, I will incorporate transactional leadership approach which stipulates that leadership emerges from the ability of an individual to reward as well as to punish the subordinates in regard to their performance at the work place. Under this model, I will have to possess the ability to train as well as to evaluate the specific performances of the subordinates as they strive to attain the set goals and to attain the rewards already set for them (Clement, 1994). As much as this theory advocates for the need to follow up subordinates so as to find their faults and mistakes, I will focuses on the part that seeks to rewards the top performing employees of the organization. This leadership model will tend to draw the employees into working together so as to achieve the commonly goal and is meant to appeal more to the employees who are rigid to change. Transformational leadership theory In order to ensure consistency and improvement among the employees, I will apply the transformational model which argues that the leader need to focus on developing a big picture and using effective communication to motivate employees. I will personal be present and accessible to the employees of the organization at all times so that I can receive their feedback and concerns as soon as they arise (Henderson, et. al, 2014). This leadership approach takes into consideration four aspects of an effective leader namely ability to inspire, being considerate to the employees’ needs and demands, showing charisma and application of intellectual stimulation. This will promote togetherness as well as fostering mutual trust among the employees and the management thus meeting the long-term needs of the organization. Environmental theory of leadership This model of leadership will require my ability as a leader to apply psychology and self-awareness in a bid to create a self-sustaining environmental conditions that will allow the employees to inspire and motivate one another. In this case, I will develop a culture that motivates the employees to work in the best interest of the organization and not to focus on their own selfish interest (Nickerson, 2014). This theory will lower the level of unhealthy competition that may emerge from the employees when they engage in self-interests. How I would assess the effectiveness of the foundational theories and adapt them to the diverse populations and settings represented in the above scenario As a leader to the organization, I will have to adopt some strategies that will ensure that the above theories apply effectively to the organization. My personal understanding of the things that motivate the employees will greatly affect the outcome of the change initiative. To ensure the successful implementation of the set changes, I will identify the fears that the old employees have towards change and them make them realize why the need the changes so that the organization may realize its full capacity (Beaudan, 2006). This will assist in the removal of barriers and resistance to the changes. After developing the baseline for the changes, I will work towards making the employees feel safe, secure and in control of the changes to be effected. I will develop a proper feedback mechanism that will ensure that I obtain reports from the various team leaders on the progress of every department (Hickman, 2010). This will allow corrective measures to be taken in time so that less interferences is witnessed in the implementation process. Feedback can be ensured through the use of emails, posters, departmental meetings and circulars being passed to employees from time to time. A statement of how my leadership skills and style would be an asset or drawback to my effectiveness as a leader in this environment. My personal attributes will serve as a great asset towards the realization of effective changes in the organization. My great communication skills will ensure that the change implementation process will cause less disruption to the operations of the organization as I will continually be in communication with the team members (McFarland & Goldsworthy, 2013). I will remain confident throughout the change process so that the employees can have complete trust in me. A sign of unswerving confidence towards the change process is what employees need so that they can internalize the whole idea of change thus work towards its realization. Being persuasive is an attribute that will enable the employees and all the stakeholders be connected to the changes. I will communicate the format the change document in a manner that can be acceptable and convincing to them so that they can see the benefit it will bring to the organization. Being thorough in terms of gathering all the relevant information regarding the organization and means of improving its current status is key to effective leadership. Through the application of the trait model of leadership, I will ensure that I use my personal attributes in ensuring success in the organization. Proper application of this model will impact positively on the organization owing to the fact that it serves as a yardstick against which my leadership traits can be assessed, it will offer a detailed understanding of my element as a leader during the change process. Conclusion As the C.E.O of the organization, I will strive to win over the confidence of all the employees and stakeholders since winning their confidence will greatly determine their ability to take in my ideas into consideration. The above mentioned theories cannot operate in isolation as they all must be blended accordingly so that all the issues affecting the employees can be addressed. References Beaudan, E. (2006). Making change last: How to get beyond change fatigue. Ivey Business Journal Online, 1-7. Belasen, A. T. (2000). Leading the learning organization: Communication and competencies for managing change. Albany, N.Y: State University of New York Press. Clement, R. W. (1994). Culture, leadership, and power: The keys to organizational change. Business Horizons, 37(1), 33–39. Cushman, D. P., & King, S. S. (1997). Continuously improving an organization's performance: High-speed management. Albany: State Univ. of New York Press. Henderson, R., Gulati, R., & Tushman, M. (2014). Leading sustainable change. An organizational perspective. Corby: Oxford University Press. Hickman, G. R. (2010). Leading change in multiple contexts: Concepts and practices in organizational, community, political, social, and global change settings. Los Angeles: SAGE. McFarland, W., & Goldsworthy, S. (2013). Choosing change: How leaders and organizations drive results one person at a time. Nickerson, J. A. (2014). Leading Change from the Middle: A Practical Guide to Building Extraordinary Capabilities. Brookings Institution Press. Read More