Leadership Assignment On Transformational Change In An Organization

Question

Task: There are five major themes that form the bases of the lecture sessions:

1. The Challenges Facing the Field of Organizational Change Management:
2. Diagnosing Change in Organizations and the Role of Change Agents,
3. The Process of Change: Readiness to Change and Designing Change Frameworks;
4. Managing Resistance to Change;
5. The Role of Leadership and Culture Change during Transformational Change.

Answer

Article 1: Change Management through leadership: the mediating role of organizational culture

Summary: The article of Al-Ali, Singh, Al-Nahyan & Sohal (2017) explored in this leadership assignment focuses on interrelationships amongst the leadership, culture and change management practices in an organization. The mediating role performed by the culture of organization in affecting the change management practices is also interpreted in the paper. It has been found in the article that the strategic planning, which is implemented by the organization while undergoing a transformational change, is greatly influenced by the leadership strategy of the organization as well as its culture. In fact, the leadership strategy has its roots in the organizational culture and thus it has a direct impact on the change management strategy of the organization. The article is primarily associated with the managers and leaders who contribute to the management of transformational change in the organization.

Critique: As per Al-Ali, Singh, Al-Nahyan & Sohal (2017), leadership of an organization is based on the organizational culture largely. The leaders of an organization not only consider their interpersonal skills but also the goals and norms of the organization while forming the leadership strategy. According to Taylor, Santiago & Hynes (2019), the increase in global competition has caused organizations to bring about changes and innovation. Thus, the organizations have ensured that their leaders are capable of making proper decisions and handling conflicts through employee motivation and employee engagement. Ghasabeh, Soosay & Reaiche (2015) suggested that leadership plays the most essential role in managing organizational change through proper strategy, has further enhanced this concept.

Since the organizations are increasingly involved in bringing about change and innovation to keep pace with the competitive level of the global business market at present, it is necessary that the leaders and managers ensure to manage the changes effectively. The various processes of training and development of employees should be considered in this regard. It cannot be denied that employees are the fundamental resources responsible for accelerating business processes of an organization (Taylor, Santiago & Hynes, 2019). Thus, it depends on the leader whether employees will give their best performances at the workplace or not.

In this context, Ghasabeh, Soosay & Reaiche (2015) have also suggested that in order to increase employee engagement in business activities, an organization should create a proper culture, thereby developing a proper strategy of leadership. This is because the primary activities that take place while bringing about transformational changes in organization such as decision making are accelerated with the help of the leaders and the employees.

Conclusion: The article covered in leadership assignment helps to conclude that leadership and organizational culture greatly influenced the change management practices in the organization. While leadership and organizational culture are directly related with each other, the change management practices have direct and indirect relation with leadership and culture of an organization respectively. It has clearly depicted the fact that the leadership strategy is formed by considering the culture and values of the organization. Hence, when the organization undergoes any change in terms of products, processes or services, the change management practices are kept intact with the leadership strategy of the organization.

References:
Al-Ali, A. A., Singh, S. K., Al-Nahyan, M., & Sohal, A. S. (2017). Change management through leadership: the mediating role of organizational culture. International Journal of Organizational Analysis, 25(4), 723-739.

Ghasabeh, M. S., Soosay, C., & Reaiche, C. (2015). The emerging role of transformational leadership. The Journal of Developing Areas, 49(6), 459-467.

Taylor, A., Santiago, F., & Hynes, R. (2019). Relationships among leadership, organizational culture, and support for innovation. In Effective and Creative Leadership in Diverse Workforces (pp. 11-42). Palgrave Macmillan, Cham.

Article 2: Role of leadership for employee motivation in context with Kurt Lewin’s change model

Summary: As per Hussain et al. 2018, it has been found that the implementation of the change model of Kurt Lewin is found to be highly effective for increasing the competitiveness of the business environment. Therefore, the implementation of this particular model is found to be comprising of three stages such as the unfreezing, movement and refreezing. Implementation of this model helped in understanding of the shift of the business culture of the organizational processes and the strategies that are followed within the respective organizations. On the other hand, it has been found in this leadership assignment that the importance of the role of leadership tend to play a crucial role for providing motivation to the leaders while implementing the transformational changes that are taking place within the organization (Bligh, Kohles & Yan, 2018). The study shows that the transformational changes are more effective if the leads towards positively impacting on the employees working within the workplace.

Critique: Reviewing of the information about the role played by the leaders for providing motivation to their employees working within the workplace clearly determines that gaining clear concepts of the works assigned to them will be advantageous for increasing the efficiency of the perks that are carried out by them. Hence, it can be said that adapting with the Kurt Lewin’s model and categorizing the activities within the three stages tend to be beneficial for the employees for identification of the changes, which requires prioritizing in order to improve the business environment. Followed by, the transformational leadership styles such as the laissez-faire and transformational leadership styles has been evident for increasing the efficiency of the activities that are undertaken by the leaders of the respective business for increasing the performances and productivity. Implementation of this leadership style helps in maintaining the stability of the mindset of the individuals and their attitudes for helping them to proceed in the right direction. Thus, the role played by the leaders for motivating the employees will be carried out effectively as well as abiding by all the norms and regulations of the respective organizations.

Conclusion: The study carried out within the leadership assignment infers the relevance and the importance of coping up with the new trends of the changing working procedures of the activities that are carried out by the functional business organizations. Thereby, adapting with the Kurt Lewin’s model for has been observed to be adapted by the leaders who are responsible for managing and guiding the individuals for accomplishing their tasks and increasing their performances. Provided it should be noted that the rapid growth of the industrial sectors has also increased the rate of increasing the use of the advanced technologies for completion of the tasks. Thus, the requirement of the employees towards accomplishing their tasks consists of numerous roles and responsibilities, which needs to be fulfilled for contributing effectively for the growth and development of the organization. The importance has also been given on the eagerness and dedication of the employees for understanding of the concepts associated within in order to obtain better outcomes.

References: Hussain, S. T., Lei, S., Akram, T., Haider, M. J., Hussain, S. H., & Ali, M. (2018). Kurt Lewin's change model: A critical review of the role of leadership and employee involvement in organizational change. Journal of Innovation & Knowledge, 3(3), 123-127.

Bligh, M. C., Kohles, J. C., & Yan, Q. (2018). leadership assignment Leading and learning to change: the role of leadership style and mindset in error learning and organizational change. Journal of Change Management, 18(2), 116-141.

Article 3: Transformational leadership behaviours in context with the women in socially dynamic environment

Summary: According to Sharif, 2019, it has been found that the paper aims in emphasizing on the determining the behaviour of the transformational leadership of women in the socially dynamic environment. The study of the research made clearly showed that the characteristics possessed b y the women leaders were more effective as they tend to nurture the employees with motherly affections. The presence of active listening skills helped them for conducting open minded communication for identifying the issues that are faced by them during their working and taking actions for resolving the same in order to improve the performances and help them in their personal as well as professional development at the same time. The study of the paper by Elrehail et al. 2018 further helped in emphasizing on the two types of transformational leadership styles such as transformational and authentic leadership styles for understanding the progress made by the respective functional organizations of business. The outcome of this study revealed that transformational leadership styles tend to be more effective as compared with the authenticity leadership styles that are being adapted by the leaders present within the organization.

Critique: Over viewing of the study carried out in both the research papers it can be criticised that the leaders of the organizations required to be actively involved within the activities that are taking place within the business organizations. The active engagement helps in identification of the issues within less interval of time and helps towards avoiding the issues that would disrupt the flow of works that are being carried out. It has been evident from the recent studies that women leaders tend to be more influential with their kind and soft nature. However, the study also reveals that both genders are becoming equal within their workplaces and tend to contribute effectively for the growth and development. Further, the impact as well as the influence of transformational leadership styles has proved to be helping the organization towards maintaining their competitiveness and sustainability in the existing business environment.

Conclusion: The study carried out in the above section of this leadership assignment helps in determining the social dynamics of the transformational leadership styles and the practices that are adapted by the transformational leaders working within the organizations. The outcomes obtained from the study determine that with the increase of the competition in the current business environment women are also not lagging behind. The works carried out by the women leaders practicing transformational leadership styles are more aware of their surroundings. The women leaders are observed to be actively engaging within the activities carried out by the members of their team and guiding them towards accomplishing the mission and vision of the organization in prosperous manner. Hence, the study is considered to be advantageous as this helped in gaining a clear understanding about the benefits obtained from adapting to the practices of the transformational leadership style.

References: Sharif, K. (2019). Transformational leadership behaviours of women in a socially dynamic environment. International Journal of Organizational Analysis.

Elrehail, H., Emeagwali, O. L., Alsaad, A., & Alzghoul, A. (2018). The impact of transformational and authentic leadership on innovation in higher education: the contingent role of knowledge sharing. Telematics and Informatics, 35(1), 55-67.

Article 4: Transformational change and the characteristics of leadership

Summary: According to Seijts & Gandz, 2018, it has been evident that the characteristics of the leadership during the transformational changes comprises of following the virtues, personalities and the values of the organizational norms and regulations in an effective manner. The paper discussed within the current study of leadership assignment is found to be focusing on the framework of the John Kotter’s eight-step model for observing the aspects associated with the changes that are occurring within the functioning of the organization. The eight step model is found to be useful for organizing the tasks according to their importance, such as increasing the efficiency, building of the team, development of the vision and communicating for buy-in. Followed by, empowering the nation, creating short term wins, don't let up and making the change stick. Along with this, the reviewing of the data it has been found to be influential towards revising and determines the importance of the requirement for creating a productive team for improving the organizational structure (Taborga, 2019).

Critique: The values obtained from conducting the study has been advantageous for determining the characteristic possessed by the leaders for implementing the transformational changes to take place within the working procedures carried out by the organizations and retaining their sustainability at the same time. Therefore, the characteristic that were observed to be present comprised of presence of extrinsic motivation, resistance to change and involving within the works that are being carried out for improving the business environment of the respective organizations. The emphasis of the study was also found to be given on the various stages of the leadership models implemented by the organizations for increasing their productivity by eliminating all the flaws in order to maintain the competitiveness of the business and its prosperous growth as well as development. Followed by, identification of the different characters were found to be beneficial as this helps in enriching the areas of business which were lagging behind and strengthening the flexibility of the workforces for overcoming all the challenges encountered by them during their working within the organizations.

Conclusion: Hence, completion of the study within the leadership assignment helps in inferring about the importance of identification of the characteristics possessed by the leaders for implementing the transformational changes on the businesses carried out. The study is thus, considered to be able towards providing deeper insights about the processes that are highly important for accomplishing the assigned tasks of the employees for meeting up with the progressive changes that are taking place in the business environment. Further, this is advantageous, as the study will help in organizing the tasks of the organizations and prioritizing the same for generating the desired outcome within the given period. The implementation of the eight step model of the John Kotter is considered to be another essential element as this helps the leaders for helping the employees establishing their sense of urgency, planning their tasks as per suitability and completing the tasks in prosperous manner.

References:
Seijts, G. H., & Gandz, J. (2018). Transformational change and leader character. Business Horizons, 61(2), 239-249.

Taborga, J. (2019). Leadership stage development and its effect on transformational change. Leadership.

Article 5: Cultivating the transformational leadership styles by the leaders in the 21st century

Summary: According to the study carried out by Dumas & Beinecke, 2018 tend to uphold the perspective of the leadership styles and characteristics, which requires overcoming all the challenges faced while working in an effective manner for widening the opportunities present within the current business. The study of leadership assignment is considered to be advantageous for identifying the changes that have been occurring due to behavioural changes, adapting with the new traits and styles adapted within the activities initiated by the functional organization of business. On the other hand, the emphasis of the research carried out by Hansen, 2018, helps in reflecting upon the importance of understanding about the developed objectives of the organizations which requires to be accomplished by each of the individuals working for implementing the change in an effective manner. The focus of this study can also be evident for understanding the culture followed within the business organization present in the country and the perspectives of the individuals residing within in order to facilitate a healthy working environment for all.

Critique: The understanding and the values learnt while reviewing of the two papers helped in widening the concepts that are present within the practicing of the transformational leadership styles by the leaders during the 21st century. The business are found to becoming complex in nature and incorporating of the advanced technologies, software and systems issues that are found to occurring are the presence of less skilled individuals who will be capable of using the technologies. Thus, the leaders are found to be working efficiently for providing guidance to the workforce during their tasks and for increasing their existing set of skills and knowledge. The importance has also been upheld in these papers about the importance of presence of minds of the leaders for tactfully dealing with the issues that will be occurring for understanding the concepts themselves in the initial stage and guiding the members of their teams, which will increase their self-development. Therefore, the completion of the activities or tasks assigned within given time frame will lead to widen the opportunities are also found to be been discussed in elaborate manner within the study.

Conclusion: The completion of the study about the cultivation of the transformational leadership styles by the leaders in the 21st century helps in denoting the importance of eliminating the issues identified for avoiding the risks associated. It is also evident that the rapid growths of industries are evident with the globalization and incorporating of the advanced technologies. Further, the study of leadership assignment reveals that the leaders of the 21st century requires to be actively involved within the activities that are being carried out for improving as well as enhancing the internal and the external business environment of the business organizations. Thereby, the effective meeting with the developed objectives will be capable of maintaining the transparency of the works that are carried out and helps in maintaining the competitiveness as well as sustainability of the organization during their future working.

Reference List
Dumas, C., & Beinecke, R. H. (2018). leadership assignment Change leadership in the 21st century. Journal of Organizational Change Management, 31(4), 867-876.

Hansen, M. (2018). Cultivating change: The relationship between organizational culture, leadership style and communication style with organizational change