Organizational Intervention

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Organizational Leadership

Organizational leadership is the most essential feature of any successful institution, business or any organization at large.It entails various strategies put in place that ensures such bodies are run smoothly.It involves acquiring new personnel, proper handling of disputes,appropriate decision-making and directions too.Effective organizational leadership is achieved by leasing competent individuals armed with good leadership skills and have gained pertinent qualifications.Such a responsible management is obliged for sound management.

Topic / Issue Identification

Central facts of the case

The following approaches to an organization are ways of achieving the organization’s goals; willingness to change, proper decision making, and coping with change .Such strategies to be made have to be incorporated a positive attitude and work ethics all round .Change in an organization is the key component instigated by the administration.This is the continuous and perpetual force that propels smooth operations and transitions within the organization hence leading to a successful organization.

Change ensues due to the need for an organization to propagate and expand in order to attain its goals. They can achieve this when they are ready to downsize and restructure their cultures. Therefore, decision-making encompasses organization change, need to employ more staff, and make appropriate procurement decisions.

Communication is the core in undertaking organizations operations. It is a vital tool for passing instructions and fostering coordination among employees. Managers ought to bar barriers to effective communication mainly on issues pertaining to operationalization of a firm (Senior, 2002). Through effective communication, conflicts can be managed, and misunderstanding is kept at a lower level among employees. Eventually, it will enhance the corporate performance of the organization.

Change is inevitable in an organization as far as returns are required. The concept of change is implemented by the top management purposely to improve the efficiency of production. Appraising need for change is paramount to the going concern of the organization. However, external parties and even the culture of an organization can influence change in an organization just the same case as with the acquisition of [Master] by [sundown].

Major Overriding Issues/Questions Addressed

Change in an organization is magnificent when it is introduced due to its impact to the existing culture. Employees’ perception on the main adjustments affects their performance. Therefore, employees can either respond positively to change or negatively depending on their take. It is important to train, make them understand the need for change, and communicate change effectively. It stops them from resisting change.

Analysis / Evaluation

Stakeholders/Stakes/Challenges

The primary stakeholders are the management. Their primary role is to ensure that organizations’ activities are smoothly supervised. Managers should offer solutions to challenges that are affecting organizations by undertaking proactive approaches to problem-solving (Burke, & Cooper, 2008). Management contributes immensely to adoption of new methodologies, new changes, and the introduction of new policies.

Stakeholders ought to be investing with the purpose of sustaining the organization in a competitive market for posterity. They should have perfect knowledge about the threats, weaknesses, strengths and opportunities that are existing. For instance, know how to handle change as well as employees who are resistant to it.

Ethical Responsibility/Tensions

Management’s prime goals are to increase productivity in an organization. It should ensure that any change that is implemented has a benefit it as well as inculcating significant developments. Managers are the organization figureheads who are accountable for any unethical behavior that hampers success (Gold, Thorpe, & Mumford, 2010). However, decries exist in unethical practices and the policy of an organization because management is concentrating on profits than issues relating to ethics. This clearly demonstrates the issues of affairs in the case study of [Sundown and Master]

Recommendations

Organizations objectives captures the mission and vision that are result-oriented. They should not compromise their performance due to uninformed decisions. It is mandatory for them to make informed decisions that introduce new procedures and processes. Human Resource department should comply with the political environment in recruiting new employees. They should put into consideration their economic implications before transforming their business so that economic forces may not influence them negatively. Such strategies are imperative in protecting organizations against economic downfall that are unforeseen (Senior, 2002).

Learning Outcomes

Organizations leadership entails; proper decision-making, giving directions, handling conflicts, and staffing. Change is a pivotal aspect of decision-making in an organization. When these functions are mishandled then its implications are adverse on both employees and the organization at large. Effective management is a sign of success that reaffirms significance of decision-making or change management.

Investing in top leadership by offering trainings and development programs to managers revolves around core values, goals, vision and mission of the organization. Change is permanent, and it only depends on how an organization introduces it. To avoid change resistance, employees are involved in decision-making as well as effectively communicating about it. Proper understanding and adequate knowledge constitute to effective leadership instruments

References

Burke, R. J., & Cooper, C. L. (2008). Building more effective organizations: HR management and performance in practice. Cambridge, UK: Cambridge University Press.

Elsmore, P. (2001). Organizational culture: Organizational change?. Aldershot, England: Gower.

Gold, J., Thorpe, R., & Mumford, A. (2010). Gower handbook of leadership and management development. Burlington, VT: Gower.

Senior, B. (2002). Organizational change. Harlow: Financial Times Prentice Hall.

 

 

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