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Organisational transformation in practice - Essay Example

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Organisational Transformation in Practice Table of Contents Task One 3 Task Two 5 Task Three 9 Task Four 10 Task Five 12 References 15 Bibliography 18 Task One The impact of organisational values and beliefs upon leadership behavior is quite an interesting area…
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Organisational transformation in practice
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Download file to see previous pages The behavior of organisational leadership identifies how successful leaders will be at attaining the values, objectives and goals of the organisation (Tsai, 2011). It is worth mentioning that in order to remain competitive it is quite significant for an organisation to continuously assess its values and practices to ensure that they are aligned with the developed corporate strategies. With this concern, a culture audit permits an organisation to map and to assess its organisational values and current practices. It can also be utilised to evaluate the gap existing between the benchmark and the organisation’s actual behaviour in relation to its desired values emphasising on the fact that whether executives and employees practice the way they state (Cha & Edmondson, n.d.). According to Kets de Vries (2011), most of the organisational changes arise as a result of a stream of interaction between the numerous stakeholders in the systems, each of which is considered to be complex in its own way. In the contemporary times, one of the significant challenges that the leaders might face can be identified as related with managing their organisational culture in order to impede mounting happenings of corporate wrong doings. In this regards, they are supposed to assemble the market needs by making sure that internal environment of the organisation is aligned with the external forces (De Vries, 2011). In my organisation, cultural change took place because of the change in the organisational structure. I have experienced such changes numerous times in my recent past performances. However, most of the colleagues were not ready for such change in the organisational culture. With my personal experience upon change, I was aware of the fact that change in the workplace is inevitable. Such changes will have an influence upon all parties who tend to be involved with the organisational process. Yet, if the change in not managed properly, it might lead to several difficulties for the organisation. From my past experiences, it came to my understanding that when change takes place in an organisation, the most significant way of coping up with such changes is the ability of leadership to lead the organisation properly. In other words, it can be stated that during the time of change taking place in the organisation, leaders have a significant role to play (Bell, 2006). When the employees have complete faith on the capabilities of the formal leaders, they tend to expect high from the leaders for numerous aspects. For instance, when drastic changes take place, employees will expect that the leaders are going to demonstrate effective and sensible planning, proper decision making and complete communication in a timely way. I also noted the fact that when change takes place, employees will perceive leadership as sympathetic, concerned and devoted towards their welfare. It can be stated that playing the role of a leader is not at all easy. The leaders not only have the responsibility to lead; rather, as an employee themselves, they are supposed to deal with their own reactions to change and their role in the process (Ledez, 2008). From my past experiences, I further understood that communication also has a significant role to play in resolving most of the issues at the organisation. It is highly crucial for the leaders of the organisation to communicate regarding the mission, vision, goals and objectives of ...Download file to see next pagesRead More
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