Organizational change management (OCM) is a plan put in place to enable handling of a new process; it could be either a business or cultural, within the organization. It mainly focuses on influencing values, behavior, and attitudes while emphasizing on personal and professional development (Cameron & Green, 2012). Thus, it maintains organizations ability to perform through its employees.
In this paper, we are going to look at how effective and decisive leadership can help in facilitating organizational change management in a way that change implementation does not alter normal organization performance. Trust, readiness to learn, excellent communication, teamwork, honesty, and integrity are some of the characteristics of effective leadership (Hao, & Yazdanifard, 2015). A leader who possesses such qualities would be highly productive in implementing Organizational changes and handling problems.
For instance, in my current organization, there is a problem of poor planning, this has negatively affected the company on finances and time management. The primary cause of the problem could have been unplanned and untimely changes in the organization. Recently the administration introduced change in some processes making them wholly electronic, the motive intending to embrace technology or automation. In some departments, it seems to be working, but in some, it has indeed caused some significant slowdown in their work. Consequently, this change has adversely affected the registry and sales department majorly causing them to have a low performance compared to before thus ending up wasting more finances and time in trying to find out what is not working well.
The management should put into place their leadership skills to solve this issue and ensure that the change implementation follows due process. As much as the administration wants a good result, they should also take into account on personal and professional development both individually and the employees as a group. Leaders need to be team players in this because teamwork can deliver, that is, they work hand in hand with the employees as a group (Hayes, 2014). The change implementation should take three significant steps; plan for the change, manage the change and then reinforce the change.
In organizations where there is good governance, where also management can connect freely and create a conducive working environment for their employees, there are always good returns. If the administration introduces a new business process or changes from one form to another, they should always set out some time to train their employees so that they can have a clear understanding of output demands from their administration (Kneer, 2013). Whereas change may take a little more time to implement, in the end, it will have a positive impact on the organization and each member will be willing to accept the change.
Eventually, if an organization can adopt a useful and productive leadership policy and its leaders possess good leadership quality, whereas the employees play their roles the outcome expected will be achievable (Adair, 2013). The organization will be at level with the current business environment this is because only changes that can help a company sustain in this very competitive business environment. Leaders should be change agents since change is inevitable (Cawsey, Deszca, & Ingols, 2016), leaders should also put more effort in motivating and encouraging their employees so that they can give their best and readily accept changes for sustainability and development of their organization.
Adair, J. E., (2013). Develop your leadership skills. London: Kogan Page Limited.
Cameron, E., & Green, M., (2012). Making sense of change management: A complete guide to the models, tools and techniques of organizational change. London: Kogan Page.
Cawsey, T. F., Deszca, G., & Ingols, C. (2016). Organizational change: An action-oriented toolkit (3rd edition.). Thousand Oaks, CA: Sage. ISBN: 9781483359304.
Hao, M. J. & Yazdanifard, R. (2015). Global Journal of Management and Business Research: Administration and Management. How Effective Leadership can Facilitate Change in Organizations through Improvement and Innovation, 15(9). 1-4.
Hayes, J. (2014). Theory and Practice of Change Management. Palgrave Macmillan
Kneer, C. (2013). Change Management Enhance the Ability to Survive. Munchen GRIN: Verlag GmbH.
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