Change Management vs Change Leadership - Essay Example

?LEADERSHIP IN CONTEXT and Leadership in Context Introduction In recent years, change in leadership has been a prominent feature because it implies one of the most significant developments in a large organization, which results to success in development of the enterprises. Where there is good management, there tend to emerge a systematic order of quality dimensions of work and efficient of products. According to technology, there is a great international competition in all the industries which has helped the ongoing of workforce among many considerations, which has resulted to more necessary changes in survival and effective competition in the globe. Many incidents occur in management because of the misconception which arises between leaders in the organization where by they should understand that management is doing things right while leadership is dong the right things. Leadership is very interesting because it does not only have a concern with the management task, but it also explores sociological nature of mankind. Critical Analysis According to Burnes (2009) critical analysis of communication approaches applied in organizational change affects the implementation of organizational in the modern society. This is because the approach involved in change evaluates results to less attention. Change in leadership has always been a characteristic in organizational life though many of the people urge that frequency and magnitude are greater than ever before. Today businesses face an increased challenge of funds in competition in the markets for their inputs. According to Lewis (2011) organization must take in to consideration the driving forces and restraining forces for change whereby the driving forces must exceed the restraining forces. Regardless of the challenges and dynamics, the business environment organization must adopt their ethical behaviors and practices in real life time and external conditions. Basing argument with Conant and Ashby philosophy in implementation theory outlines that the research agenda in organizational changes towards contingency includes observing an organizational change initiative by using a different process of models. Again it focuses on identifying and diagnosing how and when to respond to break down changes in an organization. Therefore, ones model to fit in an organization results to strategic questioning in the research agenda by comparing the advantages of organizational model fitness (Wagner 2012). According to Burnes (2004), change has always been a characteristic of organizational life, although many argue that frequency and magnitude of change is now greater than ever before. The implication of this statement with respect to contemporary understanding of the change process is that, management makes the system of the people and technology flow in a systematic way in day to day life thus making the organization technology to run effectively and efficiently. Basically, according to today’s life, change in leadership is much more in relation to putting more effort in order to change the whole process of management in the organization thus making it move faster and more efficiently (Burnes 2009). Change leadership is more about the people, and their decision making plans according to vision and mission in their project activities. Change in leadership has potential of controlling things in an organization; for example, in today’s world, the talks are always on the side of change in management hence the world does not do much about change in leadership since it is associated with the ways on how to make things move in an orderly manner. It maybe hindered by some the challenges, but the fact is that there is nobody who is perfect in doing the right thing, so it is obviously a big deal in most of the organizations. The goal is often set to minimize the distractions and the impact of change which concerns’ with the driving forces and visions in the organization. Models of Planned Change The models have been highly influential in understanding organizational change and in helping senior managers to implement planned and strategic changes. According to Kotter (2011), the argument is on the side of integrating and accelerating the strategy implementation in every organization. Practically, people around the globe only concentrate on the change management and not on the leadership since they would like to control and maintain the status quo rather than meeting their set goals and objectives. Change is an on going process which never ends in an organization because it always explains, predict and control process in organizational changes, which often does not even rely with the expected ways (Cotter 2010). Breakdowns in Models of Planned Change Lewin (2004) argues about break downs, which occur in the models of change in every working organization changes which do not have the relation in the conceptual model. This is because the gaps are perceived in between the change process observed in an organization and the mental model of how the change process should be done. For example, a change agent with a perspective and contextual model of the planned change would perceive a breakdown when the participants fail to follow the change plans thus making important times predict and for change agents to take actions, reflections and strategies in models of the organization. The action strategy generally corrects the people in the organization by preventing the change from the unfolding expectations by explaining to participants about the logic and reasons for planned change (Smith 2013). It outlines change in management leadership, which entails a step in problem solving approach. As a problem solver, a change agent tries to control a change by detecting change process from unfolding the change agent. Action strategy assumes the change agent is correct and observed by activities that are deviated from the problem solving conditions. Reflection strategy focuses on the examining ones mental model that fits on the process of change unfolding in the organization (Wagner 2012). For example, change agent might occur with complex model that promotes constructive conflict among the participants in the organization hence emphasis on making sense to change which associates with social understanding. Conclusion The ability to manage the effectiveness in organization change is a very crucial component to make the success by identifying the critical factors in the environment and adapting them in an appropriate way. Leadership is very interesting because it does not only have a concern with the management task, but it also explores sociological nature of mankind. Bibliography Bernard Burnes 2009. Managing Change. Prentice Hall, New York. John Cotter 2010. Change Management versus Change Leadership. Retrieved from http://www.forbes.com/sites/johnkotter/2011/07/12/change-management-vs-change- leadership-what-the-difference/ Johnsons M. Heide 2008. Speaking of Change Three Communication approaches in Studies of Organizational Change. International Journal Vol 13 No 3. Pg 288-305. Jaap J Boonstra 2012. Cultural Change and Leadership. John & wily Sons, United States. Kurt Lewin 2004. The Planned Approaches in Change. A Journal of Management Studies Sep 41, 6. Luther Beer & M. N Nohria 2002. Breaking the Code of Change. Harvard Business School Press, Boston. Lemmmington Luthans 2005. Organizational Behaviour. McGraw- Hill, New York. Nilakant Ramnarayans 2006. Change Management. Response Books, New Delhi. Real K. Poolems 2005. Innovation Implementation. A Journal of Research in Organizational Change and Development vol 15. Pg 63-134. Sylvia Vorhausr Smith 2013. Three Reasons Performance Response Management Will Change In 2013. Viewed on 12/12/2012 from http://www.forbes.com/sites/sylviavorhausersmith/2012/12/16/the-new-face-of- performance-management-trading-an Tony Wagner 2012. Change in Leadership. John & wily Sons, United States. Read More