Organizational Leadership and Change Essay

Have urgent, constructive purpose. The members of the team should acquire an urgent behavior in a constructive manner. Demanding performance keeps the team motivated to achieve goals. Also, rewards should be part of the challenges.

There is a difference between leadership and management, although they are similar in some ways. While, they both want to achieve common goals, influence people, and work with people, they are different. Managers aim to create consistency and

Leadership vs. Management, are they the same? No!. “A leader focus on setting goals and direction, challenging the norm, and seeking new ways of working towards the goals. On the other side, Managers specialize on conformance to the standards. They manage teams and individuals, organizing, directing and controlling to achieve goals” (EBA, 2016).

The theoretical model that relates to the proposed change of implementing the Language of Caring, is Lewin’s model

Individual barriers are multiple. Fear and lack of experience with technology is an individual barrier. Computerized systems can be overwhelming and challenging to use because of the multiplicity of options, screens, and navigational aids that health care professionals may not be used to, which may bring forth great fear in employees. Much of this fear may even be fear of the unknown. In addition, lack of experience and frustration with technology may significantly impede the learning process and cause employees to abandon the new system altogether (Randeree, 2007). Another significant barrier that hinders change to be successful is through lack of buy-in from staff related to unenthusiastic management. It is well-known that organizations that do not possess an advocate for the change have a higher implementation failure rate (Anderson, 2009). If management conveys excitement and optimism surrounding the change, employees are likely to follow. However, if this is absent, employee motivation will

Organizational change is any action or set of actions resulting in a shift in direction or process that affects the way an organization works. Change can be deliberate and planned by leaders within the organization (i.e., migrating from legacy technology to new improved Internet Protocol infrastructure), or change can originate outside the organization (i.e., new government regulatory process) and be beyond its control. Change may affect the strategies an organization uses to carry out its mission, the processes for implementing those strategies, the tasks and functions performed by the

Before a widespread panic occurs managers should get the employees involved with the change. If an employee is involved in the planning and implementation of change, he or she will be valued and more likely to be motivated to make the change successful (Noe).

Creating change through an organization can be difficult especially when the leader is the outsider coming into a new city. Miriam Krehbiel, the President, and CEO of United Way of Greater Topeka, stirred the pot of the Topeka United Way and created change as the new CEO coming from California. Strong leadership and devotion helped guide Krehbiel through different forms of leadership. These main concepts that connect with Krehbiel’s time of change in the Topeka United Way were two principles from Jim Collins’, Good to Great, traditional change agent, adaptive leadership, and a leader with a complex system. Through Krehbiels’ creative ideas for the Topeka United way, she created change and updated the organization’s way of conducting business. These changes were greatly accepted, yet the people revolted against change at the same time.

2. MOTIVATIONAL PLAN 2 When leaders show a positive attitude about a mission or project, workers show anincreased desire to perform and reach the goal. The challenge comes when a project has a longduration of time to complete. For example, a team leader has a year to complete a project and sheneeds ensure each member of the team contributes to help complete it. She has given the teamtimelines and performance guidelines that need to be met, but the fact this project will last anentire year has the team discouraged. Removing the team’s discouragement is the first task forthe team leader. Next is to increase the team’s motivation, job

Organizational change can be intimidating for business leaders. The internet hosts several sites for small consulting firms that specialize in helping corporate leaders initiative positive change in their organizational culture. One such firm, Change Management Solutions, Inc., (CMS) uses a five-step change model, which encompasses contemporary collective and collaborative theories and models of change and change leadership. The firm considers culture, organizational leadership, and change planning as essential tools to prevent “becoming one of the 75% of businesses who fail at change.” (Puelo, n.d.)

Centuries ago, a famous Greek philosopher, Heraclitus disputed conventional wisdom that things will always stay the same. He used the flow of the river as a metaphor to describe the changes that was going on. He challenged the Greek leadership to acknowledge these changes or risk their global dominance. Two thousand years later, modern civilization is facing the same challenges as their predecessors. A rapid improvement in technology compounded with an increase in competition due to globalization has led to the emergence of change in most major industries around the world. One industry were change has become inevitable is the health care industry. Like Heraclitus, today’s experts are calling for change to

Catalyses commitment to and vigorous pursuit of a clear and compelling vision; stimulates the group to high performance standards.

Believing in your employees and take pride in their work following McGregors Theory Y. Trusting employees will have a significant impact with every team

The first factor to consider for motivating change deals with whether the organisation is facing some obvious need for change, such as increasing competition; pressure on prices; changing customer needs / expectations; advances in technology; reductions in external funding; or regulatory changes. The actual change does not occur until the force for change exceeds that of the force resisting the change. People who may not necessarily lose from the change still contribute to the force resisting change. People inherently resist change because change causes uncertainty and ambiguity. Through good management these uncertainties and ambiguities will be removed and the resistance to change will not be as great.

1. Create constancy of purpose towards improvement of product and service, with the aim to become competitive, stay in business, and to provide jobs.