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IB9FJP Leadership Assignment Sample

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Introduction Of Leadership Assignment Sample

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Management in an organization requires simple planning along with remarkable changes in the resistance to succeeding. Leaders phrase the changes which have to be made in strategies and thereby communicate with the customers and the shareholders. Leaders also support the working of the employees as well as deduce changing initiatives. Armstrong's leadership trait is required for managing an organization for understanding the methods in which the changes in the organization occur. There have been certain strategies that have to be changed and worked on for improving the leadership trait.

The challenge experienced by me was a leadership trait from which I have learned certain things.

  1. Creation of a definite strategy- It helps determine the aims of the shareholders and measure them thus forming a business instance based on the company's achievements and maintaining proper timely updates of these (Dmitrijeva et al., 2020). Monitoring assumptions, spending, investments, possibilities and communal issues which might affect the progression of the task associated with the company.
  2. Effective Communication- For giving proper valid and thoughtful explanations to the shareholders about the undertaking of the changes and the benefits behind the changes if implemented properly as well as the methods of carrying out those changes (Ismail, Khater and Zaki, 2017).
  3. Authorization of the Employees- For updating the strategies of an organization, effective training, instructions, and development of skills are required (Higgins et al., 2019).
  4. For countering resistance- Identification of the issues faced by the employees and working on them accordingly for preventing those issues by modifying some initiatives of the company.
  5. Assist the employees- Leaders also provide counselling to the employees personally or individually if they feel it is required to do so for alleviating their fears.
  6. Maintaining tracks of progression- Keeping track of the implementations as well as calibrates are also needed (Coles et al., 2020).

For creating and implementing certain changes in the management which are required, these six components are needed:-

Figure: Actions to Implement Change Management

(Source: Tsai et al., 2019)

Certain changes which have come in the leadership traits are as follows:-

  1. Anti-change Leader- As a leader, one should avoid making huge changes in the terms and policies of the company. If required, then very small and minute changes can be made for the betterment of the organization.
  2. Rational Leader- For being rational, the leader should concentrate on oblige and ensure changes based on planning made logically and clarity at all the steps.
  3. Panacea Leader- The leader should have the belief in his way of responding in a compacted situation by communicating and motivating the employees(Da Veiga et al., 2020). To know the ways of encountering, these changes are needed by proper analysis.
  4. Bolt-on Leader- In this case, the leader endeavours for regaining control of a substituted situation in terms of certain management procedures to ad-hoc activities which are generally made in a pressurized situation. Thus, he aims more at helping others.
  5. Integrated Leader- He searches how the discipline, as well as the structure, can be useful basing on the concepts of combining, strategic concerns culturally and publicly.
  6. Continuous Leader- For being this, a leader works for creating an acrobatic and instant response from the organization which can instantly forecast any threats and thereby grab chances. They have the faith in disordering as a continuous process for which competency is necessary.

Part B

The trait and the changes in the leadership quality can be useful to an organization in different ways. Three main changes can be done by improving the leadership trait which is the re-engineering of the processes of the business, changes based on the technologies, and changes incrementally.

  1. Business Process Reengineering- Business Process Re-engineering (BPR) has been a strategy of management in terms of business which has been firstly introduced in the early 90s which focuses mainly on analysis and making necessary designs for the working and processing of the organization. It aims at helping the companies fundamentally and thinking about their working and providing services to the customers, reduce the amounts of operation and hence become multi spread competitors (Tsai et al., 2019). The BPR helps Companies to restructure their business radically by setting and performing logical tasks for achieving great outcomes. They focus on the ways to relate business processes with the objectives of the business.
  2. Incremental Change- It is a method for introducing plenty of small and gradual changes in the project despite having huge and frequent changes. It is a manufacturing agency that makes many minute components for ensuring a large product.
  3. Technological Changes- Technical changes (TC) recounts a complete process by inventing, innovating, and scattering technologies. They work for development, achievement, and gradual progress. Thus, it is based on the betterment as well as the inclusion of technology in the pre-existing framework of the company.

Also, there exists certain inside as well as outside changes like:-

  1. Outside Forces- There are certain economic factors like economics which is a very strong thing to be adopted by a company. For the tightening of the rates by the customers, the company has to adjust and reduce their rates for their lower demands. The competitive market has been another factor as necessary changes are required for launching new products, acquisitions, and avoiding crimes (Dhir, 2019). Contact threats have been received by the companies in terms of technology. For preventing those, new policies and techniques are required to be adopted by the company through digital means. Globalization has also been another cause for which adaptability to communication, new items, and cultural products. In addition to these new policies and Identification of the chances is also required which appears in the market globally and digging the actual value. Legislations or newly made laws by the government also change with time which can affect the company. Mostly, the companies should keep on working on adapting cleaner as well as culturally responsive methodologies for operation.
  2. There have been certain internal forces that an organization also faces. There are certain changes in the management as new CEOs or sometimes other employees are selected so that the company can have a good significance and impact. Restructuring the organizations is also a needed approach for development and creating new strategies of business for the betterment and profit of the company.
  3. Accessing the Needs of the company in terms of some cultural changes which a company should carry out needs for examining the pre-existing organizational as well as cultural operation (Zito, Burns and Lenschow, 2019). It also ensured whether it works properly or not.
  4. There are also certain changes which the company should include like changes in the mission, strategies, changes required for improvement in the organizations including various structures as well as ladders, technologies, culture, ensuring the development and improvement of the workers, ensuring a flow of working and making branding.

The nature of the development of the organization can also be conducted which is a development based throughout life (Hanelt et al., 2020). This includes an agent or a catalyst who thereafter abides by certain theories and policies for making some needed changes in behaviour, sociology, anthropology as well as phenomenology. This also involves proper study and interplay of several systems. There are certain applications based on which the organization can achieve something. The basic purpose of OD is evolving the need for success and expertise in the fields of processing and discovering facts for ensuring more effective working. These are conducted by various models like Weisbrod under which purposes, structures, relations, rewards, leadership traits, and certain mechanisms which can be helpful are mentioned (Azhoni, Jude and Holman, 2018). It also consists of involving in the process for description by Lewin's description by three steps of facing an issue and being aware of the changes required to be made followed by diagnosing the situation with newly made models and lastly followed by applying new types of behaviors and implementation of policies.

Part C

  1. Leadership change brings various challenges both for the leader and other people of the organisation. Proper knowledge of the possible challenges can help in building strategies to counter them. It is known to all that with great power is greater responsibilities. The first and foremost responsibility remains to gain the trust of all employees or people in the organisation (Rowland, 2021). Without everyone's acceptance the leader will face a lot of resistance from others. The way a leader strategies against problems and issues of the organisation often impacts others. The personality and plans should leave a positive energy across everyone working in the organisation. The leader should make organised plans to boost the morale of everyone. Uniting employees with different perspectives and making them work as a team by supporting them is a key attribute of the leader. Sustainable practises should be organised for the present and even future challenges (Kouzes and Posner, 2017). A leader should be able to understand what the future holds and strategies precautions for future problems. Making employees believe and respect the leader's vision is important. It's important to make others understand the need of the change and accept the new operations. Among all other challenges, managing conflicts is the most vital as the organization's performance will largely be affected by it. A huge effort is required to understand each and every employee and their point of view. Conducting an interactive season where all doubts and queries are answered. It is very important to make sure everyone understands the need for the change. The leader needs to actively participate in all problem solving operations and at the same time, be ready with solutions to counter the arguments that can occur in future (Rae, 2017). Patience is vital to control conflicts after leadership change. The conflict management skill should be present in every leader to maintain a healthy working environment. The employees often assume themselves as the victim of change. They think the change might harm their position and career. The insecurities and misunderstandings need to be handled with immense care. A sense of unpredictability and uncertainty are the reasons behind conflicts and constant resistance. Employees suffer with mental health due to concern over job security and salary. Leader goes through many dilemmas and paradoxes while planning a strategy. The strategy might make the employees work together but harm the development of the organisation and on the other hand another strategy might boost the growth of the organisation but create more conflicts among employees (Hofstadand Vedeld, 2021). Keeping the employees satisfied with extra benefits might make them trust the change but it can also increase the expenses of the company very much. Failure of any strategies at times of leader change might directly harm the organisation's future. To get through all the dilemmas, good understanding is required of the current needs. All the employees should be clear about the ultimate goal or the job they have to do. Rewards should be kept for achieving a particular aim so that employees stay motivated (Martin, 2021). The leadership group should make sure the positive side of the change is in front of everyone. Every organisation needs to adapt to the growing competition across the globe and take required actions for it. In order to improve and retain its position in the global market, strict regulations and changes should be implemented. A change in organisation's leadership should be made with the support of all stakeholders and shareholders. Reviews and feedback are effective to understanding problems and planning ways to keep everyone happy. Although employees can be influenced after the transformation, people sitting in the top level of an organisation must agree and invest fully on the process or else it might result in a complete failure (Miller, Slaterand Turner, 2021). A proper analysis and study of the situation is important before taking any action. An individual or group of people who are capable of controlling the situation and guide the whole process should be appointed and given the adequate authority and power.

Everyone should be given a clear vision about the future of the transformation and its objectives as this helps everyone in the organisation to work with a common goal. Any confusion might lead to different people implementing different ideas which can provide hindrance to the ultimate goal.

  1. People only feel motivated and determined when they know the aim of their works. The equal participation of all employees is crucial for the overall outcome. The situation after leadership change cannot be controlled only by well-planned strategies, it requires regular analysis of the situation and taking required actions for it. Accountability is the most vital aspect until the change process is completed and accepted by everyone which includes the new strategies getting cemented with the culture of the organisation. After the vision gets clear, the source of resistance needs to be identified (Chiuand Walls, 2019). Different type of resistance like employee conflicts, structural resistance and external resistance should be managed through different ways. People participating and accepting the change should be rewarded to reduce the employee resistance. Achieving the ultimate goal might be simplified through setting small targets. Executives should understand that controlling all factors is not in their hand and waiting patiently might be the only option. Some problems often get solved with time like employees getting used to the new regulations and objectives. Continuous monitoring is important as initial achievements often do not guarantee the smooth working of the process in future. Employees should go through training and motivational programs in regular intervals to maintain the pace of the performance. Even after the desired goal is achieved, one should understand that this acceptance of the change might be for the time being and confusions might still be created in the future (Miller, Slaterand Turner, 2021). The process of understanding, motivating and spreading awareness should continue until the acceptance becomes permanent. Organisations that adapt to the requirements of growth with proper leadership groups and motivated employees are the ones that succeed. Changing in leadership is must at some point for every organization but its growth depends on successfully managing all factors and facing all challenges during the transformation process.
  2. Leaders should examine and analyse each and every factor employee’s worry about after a change in leaders. The needs of employees should be understood and their insecurities should be solved. Any confusion might increase conflict and harm the working environment. The aim of the new leader should be transparent for the employees. The employees should feel secure about its power and position in the organisation (Martin, 2021). Changing market, changing leadership, changing goals also leads to changing requirements of the employees. A constant strategy might not be enough to control employees for a long period and new and innovative policies need to be created in regular intervals. New benefits and training programs need to be launched. The reward for achieving a goal should be good enough to make an employee give the best in the job. Creating urgency often makes reducing internal resistance better. A proper discussion and communicative session should be organised to spread the current and future threat among everyone. All employees should understand the intensity of the situation and accept that the change in leadership is the only way to battle all challenges. Skilled and visionary people should be selected to control the proper and smooth execution of the process (Rae, 2017). The job of these people is not only implementing the change to everyone but also to hold the organisation together. These people should share a healthy relationship with the employees and must be aware of their fears too. A balance of thinking about the welfare of employees and implementing sustainable policies is required as it affects the overall performance and outcome.

References

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Chiu, S.C.S. and Walls, J.L., 2019. Leadership change and corporate social performance: The context of financial distress makes all the difference. The Leadership Quarterly, 30(5), p.101307.https://www.sciencedirect.com/science/article/pii/S1048984318303412

Coles, E., Anderson, J., Maxwell, M., Harris, F.M., Gray, N.M., Milner, G. and MacGillivray, S., 2020. The influence of contextual factors on healthcare quality improvement initiatives: a realist review. Systematic reviews9, pp.1-22. https://link.springer.com/content/pdf/10.1186/s13643-020-01344-3.pdf

Da Veiga, A., Astakhova, L.V., Botha, A. and Herselman, M., 2020. Defining organisational information security culture—Perspectives from academia and industry. Computers & Security92, p.101713.https://www.sciencedirect.com/science/article/pii/S0167404820300018

Dhir, S., 2019.The changing nature of work, leadership, and organizational culture in future ready organizations.https://scholarship.claremont.edu/cmc_theses/2064/

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Ismail, M.H., Khater, M. and Zaki, M., 2017. Digital business transformation and strategy: What do we know so far.Cambridge Service Alliance10.https://cambridgeservicealliance.eng.cam.ac.uk/resources/Downloads/Monthly%20Papers/2017NovPaper_Mariam.pdf

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