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The Leadership of Successful Organizations - Research Proposal Example

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The paper "The Leadership of Successful Organizations" discusses that leadership competencies is about one’s ability to modify or change existing patterns of behaviour, and ultimately to regulate those depending on the different circumstances that leaders are faced with…
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The Leadership of Successful Organizations
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Download file to see previous pages Research based on the investigation of 288 companies identified the resistance from employees at various levels as the biggest factor that hindered the implementation of change (Creasey cited in Haslam and Pennington, n.d., p. 3). This is so because the personnel tend to gain benefits from the existing business model of the organization. They have their ways formulated in such a way that any change in the existing business model can be a potential threat to their profitability. A leader is responsible to quell the resistance among people towards the implementation of a change that is compulsory for the organizational growth. The process of transition comprises three entirely distinct processes, each of which upsets the organizational personnel in its own way. The three stages are “1) Saying Goodbye, 2) The Neutral Zone, and 3) Moving Forward” (Haslam and Pennington, n.d., p. 3). Employees have reason to resist the first stage. At least they know how to work in the old system whether or not it works. Having worked in the old setup for quite some time, they develop a comfort level with the first stage. Lacking the set of competencies required by the new system, people tend to revert to the old system. The Neutral Zone, which is essentially the second stage, consumes most of the time and energy of people. Instead of taking the discomfort as a challenge and working their way towards the new comfort, people tend to go back to the same old ineffective but convenient ways of doing things. In organizations which have the culture of punishing employees for their mistakes, people hesitate to adopt the new system unless they are sure they will not make any mistake in the Moving Forward stage, which is the third stage. The need for security and safety causes people to resist change. It rests with the transformational leader to make the change implemented with minimum inconvenience. ...Download file to see next pagesRead More
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