Strategic Leadership vs Strategic Management - Assignment Example

1.How does the CSO deal with the changing status quo? 2.How should the CSO transfer the new knowledge that accompanies change? 3.How can the CSO achieve commitment, on the part of employees and the organization, to work toward change?4.What kinds of collaborative efforts/techniques will more effectively achieve change?Managing people in the 21st organization is a vital element that needs to be studied. Organizations are constantly under duress to understand their assets and people to be lucrative.

This paper will examine the different facets of management for strategic leadership, empowerment and motivation along with leadership. Without a doubt, motivating employees is one of the major concerns of any organizations who seeks to be a dominant force in that industry. The CSO must deal with the changing status quo in various ways. First and foremost, he must boost Employee morale and motivation plays a crucial role in the success of the organization. By empowering and boosting morale, the manager can effectively be a good leader in embedding change across enterprise.

The CSO transfer new knowledge by mutual learning and PDU points. Conducive research indicates that mutual learning is exclusive and symbiotic because it harnesses excellent learning. When change occurs, many employees are often confused because they lack the proper education. New training should be a mutual symbiotic relationship and not assigning courses to employees. CSO can achieve optimal growth by promoting overall growth and net scores. Net scores generally for employees are a great way to ensure that employees are satisfied with the overall quality of the work.

Net promoter scores also measure the impotence of the organization from a holistic view which gives management a pure understanding of how the company is performing.Another interesting model proposed by research indicates that Information, Motivation and Behavior change model is deemed applicable even though so much used in promoting good health seeking behaviour by other life styles. Holistically speaking, this theory builds on a foundation of an effective communication, which takes into account of keeping in mind the need to work by investing in in the employee itself.

A performance management systems leads to a better job improvement because employees are invested in the program itself and are willing to work hard. Most employees feel that they are happy with the goals of the organization as tuition is covered, work from home is a flexibility, and goal is inevitable. However, many employees also felt that growth is limited over short-term is not feasible. Additionally, larger organizations are known to segment its work in smaller departments, which can ruin personal development.

Overall, the consensus was clear that larger organizations have a difficult time keeping the employees happy according to this theory. Commitment of employees come when employees feel that there is a long-term growth for them in the company. CSO’s must empower Employees should collaborate and have confidence to have team effectiveness. Team effectiveness is based on collaboration and constant team work. Evidence of effectiveness is portrayed by seamless integration of collaboration. Picking specifically at the goal setting theory ensures that team collaboration is effective.

Team effectiveness also allow, that may affect performance. When discussions breakdown, it is crucial for the team leader to take in charge and make a strong decision. Egoism and selfishness is difficult to control because team members wants to confirm to empowerment. Empowerment of volunteers could be judged by how well they perceive themselves as part of organization and holding a high sense of fulfilment.ReferencesFay, J.J. (2011). Contemporary security management (3rd ed.). Burlington, MA: Butterworth-Heinemann