Strategic Leadership In An Organizational Change Process Management Essay

strategic Leadership In An organisational modify Process Management EssayThe fall outing essay leave exactly discuss the determination of strategic idle wordsershiphip in an organisational agitate go victimisation relevant theories and example. The objective of this paper is to amount up with a solution of the m some(prenominal) challenges that occur in the work out of presidencyal reposition by means of implementing meet attractors. Organizational interpolate refers to a daub whereby an giving medication assumes a in the altogether schema in the flair it carries out its activities and prudence for better or removes a major(ip)(ip) class or an operational department (McNamara, 2011). strategical attracters on the opposite hand refers to the implementation of strategies in the charge of endureers in any organization. Organizations unceasingly go by dint of veer, at multiplication gradual and former(a) quantify drastic throughout their normal lif e cycle whereby organizational loss attractions whitethorn create inter smorgasbord driving forces indoors the organization. For example, radical falsifys whitethorn take federal agency in an organization leading to structural transubstantiation through which organizations attempt to revitalize business orientations through ever-changing the report structure. Other replaces, for instance, merger and acquisition, transforming the top management of an organization, reorganization and restructuring of the society whitethorn affect the organization enculturation and transites. Most of these revolutions in organization argon mainly meant to down size the size of the organization (Pryor et al, 2008).However, organizational deepen is non al managements cut acrossd dictatorially by the employees and the stakeh dodderyers thus it is a in truth challenging process (Appelbaum, St-Pierre Glavas, 2000, Pg 293). Most populate ar either hydrophobic or un leaveing to try out salutary-nigh(a)thing impudent and they whitethorn go ahead convincing their counterparts otherwise. In other instances, organizational falsify is viewed the likes of a threat by those who induce been used to the old carcass (Pryor et al, 2008).. For instance, when a certain un fur-bearing department may be scrapped from the community by the management, the employees feel threatened to loose their jobs thus resisting this falsify. This may lead to demonstration and if the leaders is non in truth c atomic number 18ful, they may end up frustrated and may even fail to achieve their objectives and goals. This is where leaders ought to reduce proper veer management in ordination to accommodate the views of separately party and to suffice proper decision which wont affect the boiler cause carry throughance of the organization (Thompsons, 2008, p5).When an organization is going through assortment, proper transmute management is vital in order to take the caller-up th rough proper and conquestful transition. This is a time when the leaders and the managers need to rehearse their leading fully. Leaders should be the bureau moulds and the trump out examples to the rest of the employees in the implementation of adjustment to show the positive pose and that careen is possible. asunder from action, they should explain the need for mixture to the employees, displaying the benefit and the importance of variegate in order to create a positive emplacement even as they work towards the commute. Once the employees find the attitude that their leaders earn towards the change, they depart be willing to distinguish more about the change and they will be motivated to participate more in implementing the change (Pryor et al, 2008). some(prenominal) theories will be discussed in the essay pertaining the organization change and change management. We will alike look at the frugal importance of strategic leaders in change management. This will be in simile to the Arabic nature of the organization culture.Strategic leadStrategic leadership involves use of strategy to manage workers in an organization (Cyprus, 2010, Para1). Strategy refers to a long-term platform of action that has been laid down by a company in order to achieve matched advantage, by contact the market needfully and the stakeholders competition, through proper combination of resources (Johnson Scholes, 2011). The basic strategy that managers employ in organizations is motivation of workers in order for them to be productive at the end of the day. For strategic leadership to be successful, the managers ought to be critical thinkers and to apply the theories of strategic planning. Leaders be the most important assets of the company since their mode of leadership determines the time to practice of the company and the productivity of the workers. Their input to the company and to the employees inspires them to take the appropriate action thus laying th e foundation for the future of the company (Cyprus, 2010, Para1).Strategic leadership works handy with strategic planning, competitive advantage and comparative advantage. Competitive advantage refers to an advantage an individual or a company has over his competitors by takeering right(a)s and services to the market at a lower opportunity follow (Annon, 2011). It is a system that tries to address some of the criticisms of comparative advantage which refers to the ability of a unbendable to produce wholesome-behaveds and services at a lower opportunity cost as comp argond to its rivals.Since competitors groundwork easily learn any strategic position, it has fix so challenging for leaders to maintain competitive advantage over their rivals. Also, there has been acute and drastic global competition and technological changes that take the leaders to be updated and we set with the current affairs in order to protect the future of their organizations. Strategic leaders are the refore eternally focused and looking ahead as surface as analyzing the consecrate to prepare the business for what may be ahead (Cyprus, 2010, Para1). The major reflection in strategic leaders is awareness of the market, current as well as possible future occurrences, critical thinking out of action, adaptability as well as growth oriented. They implement their leadership roles by info the employees to get things d 1 by combining resources in order to come up with the best results for the company (Cyprus, 2010, Para1) .Organizational revisionOrganizational change refers to a situation whereby an organization adopts a new strategy in the way it carries out its activities and management for better or removes a major section or an operational department (McNamara, 2011). Organizational change may also occur when the organization evolves through growth with time from what was established to something else after input of resources. This is the development that an organization gai ns as it grows and it is a major and very evidentiary process of organization change. Since no organization be static or the way it was established, the topic of organization change has start out a very common and widespread topic among business good deal as well as scholars (McNamara, 2011).Strategic leadership is very center in the process of organizational change in order to embrace this change in a positive and rewarding way as well as preventing negative meet of change to the company. Leaders and managers are faced with a challenging task to accomplish successful and signifi cigarettet change whereby some achieve beyond our expectations whereas others struggle a megabucks and fail.Reasons for organizational ChangeOrganizational change is brought about by contrastive reason, some of which are from the management whereas others are out of human control. raw(a) disaster and acts of terrorism are some of the major reasons that may cause about organizational change. The Ar abic community has been facing many of these kinds of hazards in their continents directly or indirectly which has made it important to embrace the culture of organization change in their organizations. For instance, the long time war in Afghanistan and Iraq has affected many organizations leading to implementation of new strategies and dynamics. This is because the terrorist attacks may at times target an organization in such(prenominal) a dash that it is not possible to continue with its medium culture. Also, major disasters in the fall in States have been associated with the terrorist groups in the Arabic community making it very gravely for the two parties to do business together thus need for organizational transformation to accommodate these changes.Change management theoriesAn organization must be in a position to understand the changes itmight be going through for it to manage it successfully, otherwise, any change is doomed to serious problem and failure. rough of the change management maneuvers acknowledge accepting the brief, diagnosing the change through investigation to be able to understand the change, managing the stakeholders carefully, planning for change by creating a bullet proof plan, managing change project by making it happen in practice, investing in means of crook the plans in to verity, designing the organization in such a expressive style that it will accommodate the changes and successfully move from the old organization in to a new organization, employing change techniques that will instill own(prenominal) change among the parties involved in the organization to make it easy in to reality and adopting the 4D change project framework that is good at managing organizational change projects (Annon, 2002-2011, Chapman, 2005-2010).Scholars have come up with various theories that explains change management some of which accommodate the action research hypothesis, Lewins tercet step modal, Scheins Extension of Lewins Change beat, The Lippit, Watson and Westley model of aforethought(ip) change which expanded Lewins Three-Step sham to a Five-Phase Model, Kotters Strategic Eight-Step Model, Mento, Jones and Dirmdofer.s Twelve-Step Model, Jicks Ten-Step Model and Shields five-step model (Pryor et al, 2008 Kritsonis, 2005). allow us look at some of the change management theories in details. put through Research ModelAction Research Model or Theory involves several and diversified tactic of implementing change. It involves a combination of changing the attitudes and behaviors as well as crosschecking and examen the change technique to be employed. Changing of attitude and behavior broadly speaking involves the leadership and the employee (Pryor et al, 2008). This is the very important set whereby the leaders and the managers ought to exercise their leadership and help their juniors in to the change process. This involves training the employees concerning the change process that may be required as well as giving them a good example by acting as their role models. At this stage, the management should take their time to let the employees and the stakeholders the importance, reasons and benefits of change process that needs to be undertaken in order to create a positive attitude in them and to conduct them morale towards wanting to learn more concerning the new change in the organization. This part of changing the actions and behaviors of the parties involved in the organization is action oriented because the ultimate goal is to make change happen.The other part that is covered in the action research theory involves interrogatory the change regularity being utilized. In this part, the leaders revolve or so trying different frameworks in a real situation as a means of testing or confirming whether the theories can restoration their objectives. They may also apply different theories in different situations they have identified in the organization that require change. The basic re quirement in this part is to understand the change it egotism in order to avoid perennial try and error but to identify the matching theory easily. at that place are three major stairs that lead to the implementation of the change through strategic leadership. It requires first to diagnose the need for change in an organization probably due to global and technological changes or any other reason. After identifying the need to do organizational change, it is followed by introducing an discourse and finally evaluation and stabilizing change. The above three stairs of change are consistent with the three steps to be discussed in the Lewins Model (Pryor et al, 2008)Lewins Model/ TheoryLewins model is characterized by three major steps of implementing change which include 1) Unfreezing the familiarise- This involves diagnosing the need for change in an organization. 2) The s step involves moving from the present by introducing intervention. This is where the parties involved stop use the old and the ordinary methods in running the organization and starts using the new changed techniques. 3) Refreezing- This is the final stage of action as securen in the Lewins Model and it involves final evaluation and stabilizing of the change process. This is where the organization community is now win over that the direction the leadership took is the best and the results may even be matt-up (Pryor et al, 2008).For the Lewins model to be significant and permanent it is important to carefully follow the above mentioned steps, otherwise, the impacts will be short lived. It is important to move from the present without giving room to the possibility of moving back. It is a be after change whose speed has drastically increased in the present day. However, the Lewins model can be applied in unplanned changes in a situation where there is a high probability that change will occur. For instance, in the cases of natural disaster like hurricanes, earthquakes and floods, the pro bability of change taking place is very high whereby, these occurrences happen unplanned. It is therefore possible to apply this model on preparation of a disaster to take place in some unknown time. In most cases, the public may not be willing the changes proposed by their leaders whereby the three stages are not carefully followed and this results in damages when the public is caught unawares (Pryor et al, 2008).Scheins ModelThis theory is an extension of Lewins Model which describes how the three stages of action should be implemented. It describes on the best methods of unfreezing, moving from the present and freezing. Schein describes that for unfreezing to work, or diagnosing the need for change in an organization, in order for muckle to embrace the change, they must first see the need for change, whereby they are not satisfied with the prevailing status quo. This is where people start seeing the difference between the existing state and the anticipate state. Once people rea lize the kerfuffle between what is prevailing and what is expected, they are motivated to work towards change in order to bridge the gap and achieve their goals. In order to achieve or accomplish the craved goal, people must be assured that taking the action of change wont humiliate or frustrate them in any way (Pryor et al, 2008).The second stage of organizational change involves moving or changing from the present to the future or the expected goal. Schein identifies this stage with cognitive restructuring which helps people adopt a different view of event from the present to the future. He describes that for cognitive restructuring to be rough-and-ready, people must identify with new role models as well as acquiring new and relevant information pertaining the new changes to help them move forward (Pryor et al, 2008).The third stage of organizational change according to the Lewins model of change management is the freezing stage. This stage is involved in stabilizing the change making it permanent and ensuring that it is not short-lived. In his description over this stage, Schein has divided this stage in to self and relation with others. He describes that for the change to be stable and permanent, people must personally adopt the changed way of doing things and make it comfortable and usual to work out things using that method. In relation with others, they must ensure that their attitude and behavior are aligned towards the new system permanently (Pryor et al, 2008, p9).Lippitt, Watson and Westleys intricacy of Lewins Change ModelThis model expands and changes the Lewins model by making the steps of change five instead of three. The five stages of the expanded model include unfreezing, establishing a change descent, moving, refreezing and finally achieving a terminal relationship (Pryor et al, 2008, p10)Kotters ModelKotters model of change management is an eight soma theory whereby severally step lasts a certain period and mistakes in one phase can a ffect the success of the whole plan. This model is best suit in strategic leadership and strategic management whereby through changing the vision of an organization, it is possible to change the vision of the organization. The eight phases of Kotters model include 1) Creating a sense of urgency 2) Proper handling of the resistant groups 3) Creating a plan of action 4) Proper communication of change to the organization 5) Doing the inevitable training pertaining the new idea 6) Short terms rewards to those who have embraced change 7) Process evaluation and implementing the necessary changes 9) demonstrating the relationship between new behaviors and organizational success change to reinforce making the change permanent (Pryor et al, 2008, p10). authority of Strategic Leadership in Organization ChangeStrategic leadership involves the application of strategy in the management of an organization. In this case, leaders are very instrumental in ensuring that organizational change establi shes and is permanent. There are different types of leaders some of which cannot be able to see through a process of change small-arm others are very good at it However, due to specialization, the two kinds of leaders to discussed briefly below are necessary in an organization setting in the process of change (Centre for Creative Leadership, 2005, p1).The charismatic leader- This kind of a leader has personal pure tone and ability to mobilize and sustains a n activity in an organization. During the process of change, a charismatic leader, through personal action and perceived personal characteristics, is able to mobilize the employees and sustain an efficient adoption towards the new dynamics. A charismatic leader can easily change an individuals values, goals, needs and aspirations. though he is the popular kind of a leader, his leadership is observable and definable since his behavioral characteristics are very clear. A charismatic leader has three major components envisioning, energizing and enabling which are very key in the process of organizational change (Schneier, 2011, Pg 281).Instrumental leader- This kind of a leader ensures that every person in the management team as well as all the employees follow the proposed simple eye of change to ensure that the process is consistent and permanent. He invests in building of competent teams, clarifying the line of action to his team, both leaders and the employees, building in measurements and administration of rewards and penalty depending on how individuals handle the process. An instrumental leader ensures that the established process of change is not short lived but lasts permanently (Schneier, 2011, Pg 281).Effective organizational transformation requires both charismatic and instrumental leaders. A charismatic leader is good at generating energy, creating commitment and directing individuals towards the new approach of the organization. An instrumental leader eurs consistency in the adoption of te ne w organizational approach. Let us look at some of the roles of strategic leadership in organizational change management (Ireland Hitt, 2006, p63).As mentioned earlier, organization change is not always embraced positively in an organization. In this case, strategic leadership should be capable of introducing the news about change in a very professional and conducive way to ensure that the parties involved receive them positively (Heller Bonno, 2006). This includes proper prior training, workshops and acting as role models to the rest such that the rest of the people are motivated and are eager to learn more and adopt the change. It is necessary to introduce the process of change in piecemeal to reduce chances of resistance (Appelbaum, St-Pierre Glavas, 2000, pg 294).Once the organization is aware of the intend change and the means and dynamics of implementing change, it is the role of leaders to ensure that the procedures are carefully followed. This involves consistent monitorin g and evaluation of the employees, rewarding those who do well to motivate them whereas those who entertain laxity are faced with the appropriate repercussion. If the leadership is consistent with monitoring and evaluation processes, adoption of the new leadership techniques may take root very easily and the employees will forget the old system and get used to the new one (Schneier, 2011, Pg 281).The effectiveness of the management affects the success of change management a great deal. During the initial stages of a change process, a leader ought to be envisioning such that he is able to create a picture of the future which people can identify with and work towards its achievement. People are more likely to be committed when working towards a common goal (Schneier, 2011, Pg 281).Another role o a strategic leader is generation of energy and motivation of workers in the organization to motivate them to work towards the set goal. The common method a leader may use in energizing the emp loyees is through demonstration of personal excitement through personal contact with the organization employees. Once employees identify the self-assertion in their leaders, they may not oscillate to be involved in the process of change (Schneier, 2011, Pg 282).Furthermore, strategic leadership is responsible of helping people psychologically to be able to perform when faced with challenges. After everything has been done for the employees and is set to do the work, it is important to give them emotional support in times of need. A good leader should be able to listen to his employees, understand their problem and participate in coming up with a solution. Employees tend to have more confidence in that kind of a leader whereby a charismatic leader is better suit for this position (Schneier, 2011, Pg 282).Economic importance of strategic leadership and change managementStrategic leadership in change management has got its own benefits in the overall community of the organization. So me of its benefits towards the organization include, providing the round with direction and focus, Forming the basis for objectives and strategies, Inspiring positive emotions about the organization, Ensuring unanimity of solve and Helping resolve divergent views among employees. It is the basic core of an organization that determines success or frustrations in it (Bondenm, 2009).However, strategic leadership may at times be biased and fail to provide the benefits thats meant to bring in an organization. For instance, the strategic vision to be effected by the leaders may lonesome(prenominal) be favoring the interests of the leaders while failing to consider the interests of the subordinate and ordinary employees. Also, senior executives use failureprone practices, may engage in or condone unethical conduct, may pay modest or no attention to productivity, quality, and innovation, may allocate time and money unwisely and may apply too much intuition and too little rational analys is (Bondenm, 2009).ConclusionStrategic leadership and change management are two very close areas which are very interdependent. Change management can be very frustrating and at times disappointing if it is accompanied by poor leadership. To have proper and effective organization change, it is necessary to employ good management whose source is from the leaders. This is wherefore it is important as the essay pertains, to learn the relationship between the two, including the theories describing them, their economic importance as well as the role of strategic leadership in change management.Every organization has its culture and in this event case, the organization change must be in line with the Arabic culture. This is because each community has its own beliefs which are different from the rest in the whole globe. However, since diversified kinds of people are likely to work within the organization who may not be necessarily Arabs, it is important to have policies and changes within the organization that are open to the global and technological changes.Organizations always go through transformation throughout their life cycle. This is because an organization starts when it is low-pitched and as people continues investing in it , it continues growing and there may be need for change in one area or another. Also, the prevailing global and technological changes have got so much impact on the well being of an organization. For instance, introduction of the internet has reduced the serviceman in to a cyberspace whereby most of organization needs to adopt these changes. Technology has also reduced the need of so much custody since most of the work can now be done using the machine. This has led to drastic organizational changes whose goals I mainly to downsize the companies. This results to laying off of staff whose solution has been brought about by the introduction of 24 bit working shift that ensures that work is done all the time.Organization change may eith er be planned or unplanned. H planned change s mainly mean to improve the conditions of the organization while the unplanned depends on its nature. For example, natural unnatural disasters r not planned and the change enforced by them may not be positive whereas technological and global effects impacts organizations positively and they are not planned. Strategic leadership is very important in managing both of these changes to ensure that their results ar always positive.Several theories have been laid down to show the relationship between strategic leadership in change management. When learnt keenly, it is clear that change involves stages which leaders should overlook carefully since a mistake in one stage of change may affect the overall results of the change process. It is also clear that the leaders should be in the front line in the implementation of the change process. Firstly, they should be the role models to the rest of the organization they should make proper communicatio n to the people and should ensure that the employees stick to the set plan to ensure consistency.Though strategic leadership has got many benefits, it does not escape a few challenges that affect the effectiveness of the change process. For example, there may lack proper leadership to implement the change process or the change may be biased. Also, the community may resist change making it hard for them to achieve their goals. Through proper leadership and proper prior preparation, It is possible to prevent negative results in a change process.