Relationship Between Leadership And Change Management Essay

Relationship Between star(p) And Change Management striveOrganizations halt to endure signifi orduret and traumatic diversenesss in purchase battle array to exist in the dynamic and competitive billet environment. leadership plays a zippy single-valued function in the implementation of institutional re mystify.This deal entrust hash out how draws would effectively implement such strategic replaces with specific approaches, theories and modal values of leading.The creator entrust relate to inhibit organizational examples and incorporate academic frameworks sits of lead.shaping LeadershipAlthough some battalion founder tried to define attracters there is no exclusive definition that would capture the essence of attractions. loopy suggested that Leadership is an influence relationship among leaders and following, who intend real metamorphoses that devise their sh ared purposes (Daft 2008, p.4).Yukl stated that Leadership is the process of influencin g former(a)s to understand and agree close to what involve to be done and how to do it, and the process of facilitating single and incorporated efforts to accomplish shared objectives (Yukl 2006, p.26). two Daft Yukl gave similar find points and spoke close the office of a leader to influence pursual in severalize to arrest out a shared objective.For some people, leaders is a peculiarity or ability, for others it is a skill or behavior whereas still for others leaders is a relationship. and then it is evident that people have a panoptic range of perspective on lead (Northho mapping, 2009). whence it is taken into authors rumination that leaders is the ability to influence chase to improve performance in sequence to carry out a shared objective. For a leader to be able to achieve the objective he/she should possess the right placement and right skills..Defining ChangeDawson (2003 , p.11) stated that there trick never be a universal theory for organizational chan nel, as careen involves a movement to some future state that comprises a condition and time that remains unkn witness. Whereas Matcheva (2010) mentioned that organizational modification refers to the fundamental and thorough transplant of focus in the way the organization operates.Organizational commute whitethorn pass on due to several internal and outer environmental factors. The external factors willing consist of political, scotchal, social and technological stimuli where as internal factors will be factors such as organizations maintainment policies and behaviors, systems, procedures and employee stances. (Buono, 2009)Perry (2006) argued that transform is inevitable and accordingly should be planned for and form break away of the normal process of management. Burke (2011, p.1) gave a diametric prognosis mentioning Organizations change entirely the time each and on the whole day. The change that occurs in organizations is for the about part unplanned and g radual.Relationship mingled with leaders and changeChange has been a challenging area and has affect many organizations. Organizations have to endure such significant change in order to survive in the dynamic and competitive business environment. The change must be aligned according to organizational market-gardening, values, people and behaviors to get on the desired results. then gracious leaders plays a secern role in making change a success.Such transformation is tough and will definitely result in resistance and resentment by employees. The social and psychological fear of change and the lack of technical expertise will affect the change process. Therefore Leaders should be weaponed with skills that would enable effective strategic change.David (2004) also exclamatory how leaders could stand by overcome resistance to change. He indicates that In order for World carve up Organizations to survive, management must understand that change is inevitable and that they the mselves are responsible for(p) for over culmination employee resistance through sound management and change-oriented leadership (David, 2004).Globalization, technological changes, companionship management and cross boundary collaboration are the four major forces affecting organizational change. Change could occur either in the external environment or macro environment. Organizations are in quest of advanced(a) and creative great dealaries who understand how to make decisions in such changes Tappin (2009).An effective change leader should have a sense of purpose and a vision, ability to manage people through tough situations, ability to take righteousness and tariff and motivate people to achieve respective goals. Once people believe in leaders, the excitement will drive them to achieve targets.Therefore it is evident that there is a significant relationship between leadership and change. Leadership plays a major role in minimizing resistance to change as sur see as ensuri ng smooth execution of change.Importance of leadership in changeThe roughly challenging aspect of a business is leading and managing change. With the business environment macrocosm subject to fast paced economic and social change modern businesses need to adapt and be on the table to survive. The main challenge in leading change is to manage humans resources.As mentioned by Kotter (1999, p.19) More change demands more leadership Kotter emphasized the need of a leader to manage change. Nilakant Ramanarayan (2006) also mentioned the importance of leadership during each phase of change, mainly the execution stage.Kotter (1999, p.7) set one of the most common errors of organizational failures during change as its inability to fix a powerful guiding coalition. He stressed on the importance of strong line leadership during change.Kotter determine a 8 stage change process which consist ofEstablishing a sense of urgency.Creating a guiding coalition. developing a vision and dodge.Com municating the change vision.Empowering broad based action.Generating bypass term wins.Consolidating gains and produce more change.Anchoring novel approaches in the culture.(Kotter, 1996, p.21)In order to follow the in a higher place steps, an maiden needs to be taken which demands leadership. by the above approach leaders would be able to act as a change agent minimizing resistance to change.Tappin (2009) mentioned that a leader needs to develop the following characteristics in order to manage change.A vision, and be able to communicate it to their organizationsAn orientation to servingAn entrepreneurial mind-setA commitment to continuous innovationA global mindset excuse and confidence with technologyKnow-how in systems thinking (a broad view of the inter-relationship of an organizations parts, rather than a narrow view that is foc apply on one part or event.)A sense of ethics and appreciation of spirituality in the workplaceA commitment to continuous skill, someoneal and professional instructionTappin stated characteristics that he believes should be present in a change leader. An in-depth analysis need to be taken in order to place the most effective approach a leader could follow when managing change.As the characteristics of a change leader have been laid down above. It is take into account to carry out a thorough analysis on leadership meanss and approaches and thus identify which expression or approach is greatly suited. bearings of LeadershipThere have been many studies conducted to evaluate and identify different types of leadership miens. Goleman (2011) identified six leadership names. They are overbearing, Authoritative, Affiliative, Democratic, Pacesetting and Coaching. He argued that leaders who have four or more trends especially Authoritative, Democratic, Affiliative and Coaching drifts will be able to drive a better business performance and sustain a neat climate delivering better results. concord to Northouse (2009) the pr imary study on styles of leadership was conducted by Lewinn, Lippitt and White (1939). The main styles of leadership they identified are Authoritative, Democratic and Lassiez-faire. Northouse (2009) mentioned that a leader may display a combination of these styles and execute each of these styles in a given circumstance.Coercive styleThis style is also known as the Autocratic model. harmonize to Goleman (2011) coercive type leaders carry immediate compliance from its pursuit. These types of leaders are very competent in self control, initiating and achieving results. The above style works outmatch in crisis situation where quick change is take as well as situations with problem employees. But the coercive model may have a detrimental effect on the employees therefore should be used with extreme care. It may impact the morale and feelings of the followers and may negatively affect employee motivation.In almost all cases, lordly leadership style helps improve organizational effi ciency and contribute to the buttocks line in the short-term. This improvement is however a quick fix, coming at the cost of erosion of a phoners underlying assets and laying the induction for permanent damage in the future (Nayab, 2010).Therefore this can be considered as the least effective style of all leadership styles since it has a negative influence on the overall climate of the organization.In 2007 Martha Stewart single handedly turnaround her ailing Martha Stewart Living Omnimedia. In her we find a material amount of controversy but she continues to prosper with her organization and is effectively served by her imposing style of leadership as well. But critics say that she wouldnt have reached the verge of bankruptcy and would have achieved more if she had not followed her autocratic style (Nayab, 2010)This example suggests that Martha was not able to reach her full potential and achieve success with her autocratic style during the turnaround because of its aggressive nature.Authoritative StyleAn authoritative leader is a person who guides people towards a vision and follow organizational goals and strategies. This is a more flexible strategy where the followers are permitted to be innovative, experiment and take calculated risk which will give the follower a sense of belonging and involvement to the organization (Goleman, 2011).This style of leadership works best when change is required in a new vision or clear focussing is needed.His seek indicates that this is the most effective style of leadership. But a leader who is operative with experts who are more experienced will find it difficult to entertain this style. The squad members may sense that the leader is trying to dominate.Northouse(2009) also gave a similar view on authoritative style of leadership. He mentioned that imperious leadership is used to give direction, set goals, and structure work. He identified positives and negatives of using such style for leadership. The positives are that there is a person to give direction and clarity to employees work which will bring about productivity and efficiency enabling accomplishments of goals in a shorter period. On the other hand this style will hamper individuality and will create dependence on the leader which will result in subordinates losing fire and becoming dissatisfied with their work.Both of the viewpoints above can be link up to Mc Gregors surmisal X. The assumptions he do are applicable for the followers of dictator leaders. He made three assumptions which are as follows.The intermediate person dislikes work and will avoid it if possible.Because people dislike work, they need to be directed, and sometimes threatened with punishment or reminded of rewards to make them work.The second-rate person prefers to be directed, wishes to avoid responsibility, has little ambition, and wants security more than choice.(Northouse, 2009)The authoritarian leader needs to provide direction to its followers and control them. Therefore they will be in charge and take up responsibility to control the group.Considering the above three authors ideas the authoritative style of leadership would be a suited style of leadership in managing change because during change the entire company needs to be given proper direction and their needs to be someone to take responsibility and take initiative by creating a vision to manage change.The CEO of Microsoft Bill furnish is considered an authoritative leader who was able to roaringly move Microsoft in the direction he saw the industry moving. He is considered as a leader with a vision who aligned Microsoft with that vision (Authoritative Leaders,2006)CEO of DELL Michael dell identified the requirement of change in their customer services segment and executed a unique strategy of his own to retain and encounter its large customer base, unlike other companies he introduced a strategy where customer queries are directed to a real human give tongue to n ot a voice mail system. In an environment where the slip is towards voicemail systems Michael Dell introduced such a system (Franklin, 1998)This in fact displays his leadership and vision in understanding the work his people do at all levels as well as his understanding the requirement for change according to the trend.Affiliative styleAffiliative style of leadership is a more human friendly style. Its a style which helps to create harmony and prove turned on(p) bonds. People come first always. conference is considered a key element. This style is best suited to motivate people during stressful situations. Even though there are true advantages of using this style constant use of this style will also have its drawbacks. When employees are over praised they magnate lose focus and may lead to poor performance. Over conviction on this model may lead the company to fail (Goleman 2009).Kotter (1999, p.37) mentioned Communication of ideas helps people see the need for and the logic of change. Therefore according to his findings the affiliative style could be considered a suitable style of leadership to adopt during change due to it focusing on communication as a key element.Democratic StyleThe democratic style of leadership gets the followers to move into and express their opinion. The leader builds trust, respect and commitment from the employees. Communication collaboration and team leadership plays an important role. The leader will listen to employees ideas and concerns thus consumeing how to keep the spirit of the employees steep (Goleman2010).This style will work best when the leader itself is uncertain about the path to be taken. The drawback of such a style is that the leader will be receiving endless opinions resulting in difficultness of making a proper decision.Northouse(2009) also gave a similar view on democratic style of leadership. He said that democratic leaders always try to treat its subordinates fairly. This leader will not to be control ling rather they will listen and obtain support from all subordinates. This is a collective approach of leadership where the leader will be consulting subordinates.The democratic leadership style resembles the assumptions of Mc Gregors Theory Y. Which are as followsPeople like workPeople are self makePeople accept and seek responsibility.(Northouse, 2009)Since people are fully adequate to(p) of doing their work alone theory Y stresses that people neednt be controlled by their leaders as they are self motivated.Kotter(2009, p.38) has also mentioned the importance of involution and involvement to overcome resistance to change . The democratic style concentrates on participation and involvement which will help overcome resistance to change. Therefore could be considered as a neat style of leadership to manage change.Anne Mulcahy, CEO of Xerox also used a democratic style of leadership. She led Xerox through a major transformation. In the task of cutting costs quickly, she used the knowl knock against of employees and encouraged them to give their opinion. together they were able to do so. (Helliriegel, Jackson and Slocum, 2008, p.509)Pace setting styleThis style focuses on developing people for the future. The leader set high standards and expect employees to follow them. The leader demands for excellence, therefore employees will feel that they are being stretched beyond their capability. This is best suited when quick results are needed from a motivated and competent team, but gives an overall negative impact on organizational climate (Goleman 2010).Since change in a company is a long term effect the pace setting leader may have a negative effect. They do more harm than good when an organization needs long term results (Chynoweth 2008).The 8th CEO of ecumenic Electric Jack Welch strongly believed in leading by example. He was a persistent and demanding executive and showed characteristics of a pace setting leader. He turned the company from $12 one mill ion million million into a $500 billion market capitalization. He was renowned for his human process to drive change having respect for each individual in the process of change (Pace scenery Leadership, 2006)Coaching stylePersonal success purely brings achievement. Helping others trace confers genuine accomplishment. Passion for success through others -the common aspiration of the consultant, advocator and coach is a source of synergy and a hallmark of leadership (Goldsmith Lyons, 2006.p.1).These types of leaders train new leaders for the future. The leaders help employees to learn and develop their skills even if it may take time and not achieve organizational goals. This style is the least used by leaders the undercoat being leaders not having time to go through teach employees in a highly pressurized competitive business environment. The style will work best where the employees are willing to improve their performance and build long term strengths (Goleman, 2010).Other than Authoritarian and Democratic style of leadership Northouse identified the Lassiez-faire style which does not resemble any of the characteristics of the above six styles.Lassiez FaireNorthouse (2009, p44) mentioned that The Lassiez-faire leader is a nominal leader who engages in minimal influence. This style has no relation to either Theory X or Theory Y. The leadership responsibilities are shared by all. This mainly relies on good team work and good interpersonal relationship skills also can be useful in businesses where creative ideas are important. Unlike the autocratic method this style of leadership can be highly motivational as people have control over their working life. (Northouse 2009).This style is suited for less critical areas of change where followers are specialists who are capable and independent. But it is arguable whether change could be happy with such a hands-off style of leadership.Gucci CEO Robert Polet uses the lassiez-faire style but deep down a framework so that he doesnt lose control (Gitman Daniel, 2009). He may have opted to choose the above strategy due to the drawbacks of the leadership styleTheories of LeadershipTrait TheoryThere are many different types of leadership attributes, traits and qualities these may differ from person to person. E.g. Bill furnish is known for his intelligence and for being a visionary, whereas Oprah Winfrey is recognized by the piece as a very influential leader and an excellent communicator.As listed by Northouse (2007) some of the positive leadership attributes are, trust worthy, positive, dynamic, honest, encouraging, motivational, builds confidence and intelligent. that there are also some negative attributes that leaders carry with them which are asocial, egocentric, loner, dictatorial and ruthless. One or more of these attributes are commonly very commonly seen in every individual although they would differ from person to person.Leadership traits are the qualities that people often associat e with leaders. As indicated by Shead (2007) the five most important leadership traits are, honest, precedent looking, competent, inspiring and intelligent.Both Northouse and Shead mentioned the importance of honesty as a key attribute to leadership. When Toyota had to recover vehicles due to faulty brakes Jim Lentz, CEO of Toyota wieldd the situation really well by being transparent and honest. He was brave enough to face a live interview. His quick response helped minimize the damage made to Toyotas reputation.Therefore it is evident that leaders should be equipped with the necessary skills and competencies to handle change.Transformational Theory thick Riggio (2006, p.3) described transformational leaders as those who capture and vivify followers to both achieve extraordinary outcomes and in the process, develop their own leadership capacity. Transformational leaders act inspire and motivate people, encourages creativity and stimulate followers, pays individual attention t o its followers in order to become successful (Bass Riggio 2006).Hacker Roberts (2004, p.3) Transformational leadership is the comprehensive and integrated leadership capacities required of individuals, groups or organizations to produce transformation as evidenced by step structural improvement.The two statements above have a common thinking which suggests that the leader should be the transformer and has to act as the initiator.Hacker Roberts gave a broader view concentrating on the individual as wel the organization. Whereas Bass Riggio gave a more specific view as in how leaders could be transformational as an individual.To be successful at transformational leadership there are some components that were put forward by Bass and Riggio (2006). They mention four components that describe the transformation leader and leaders are strongly required to possess these components in order to be successful transformation leaders. The components put forward by Bass and Riggio (2006) ar eIdealized Influence Leaders should behave as role models they can be counted on to do the right thing demonstrating high standards of ethical and moral conduct.Inspirational motivation Leaders must behave in ways that inspire and motivate followers. Team spirit should chevvy while displaying enthusiasm and optimism.Intellectual stimulation Stimulate followers efforts to be innovative and creative, by questioning assumptions, reframing problems and approaching old situations in new ways.Individualized consideration Leaders should pay attention to each individual followers need to achieve and grow by being a coach and mentor to them. The leader also improves communication between the followers and also must be a careful listener.Through idealize influence, individualized consideration, intellectual stimulation and inspirational motivation, transformational leaders are belike to promote performance beyond expectations and achieve enormous changes within individuals and organization s.The above four components are evident in Sam Walton the founder of Wal-Mart. He showed his appreciation and thus inspired his associates and spoke to his customers by visiting all of the Wall-Mart stores around the country. His approach enabled to minimized resistance to change in Wall-marts culture of constant change (Bergdahl, 2006).Charisma could be considered a key ingredient in transformational leaders. Bass Riggio (2006, p.5) Transformational leadership has much in common with magnetised leadership, but charisma is only part of transformational leadership.Steve Jobs is also considered a transformational leader. His vision, charisma and communication skills are part of his success (Krietner, 2007, p.453). His vision enabled him to position his company in the changing world market by introducing cutting edge products like iMac, iPad and iPhone.ConclusionThe global competitive business environment has changed dramatically over the past. As a result the need for competitive l eadership to handle change is clear. One of the most difficult responsibilities of leadership is leading change. This study reveals certain leader skills and abilities necessary for successful organizational change.Leaders who exercise attributes such as a vision, good interpersonal skills, communicational skills, motivational skills and supportive team skills are more effective in driving change because they are the key elements through which successful results can be achieved.There are lots of arguments for and against each of the leadership styles and approaches. According to authors observation the lassiez-faire style, coercive style and pace setting style may considered least effective whereas affiliative, coaching, democratic style and transformational approach could be considered the most effective.There is no exact model of leadership that could be used rather there are multiple models all of which have their place depending on the demands of the organization. The leader sho uld be capable of identifying the best method appropriate in a given situation taking into consideration the individual leader and organizational environment.Different styles of leadership will suite different types of change. There is no hard and fast rule that a certain type of leadership is perfect for a given change situation. The leadership style will depend on the organization, individual skill levels and attitude of followers. Therefore authoritative style and democratic style could be recommended in general as the author thinks it is the most appropriate because it powers commitment, communication as well as direction.