Change leader, as a person, is the most important tools for change. According to Goleman (2000) and Haidar (2006), change leader is the person who ensure the process of the organization change is running in the right direction in order to lead and manage the changing and improvement within the organization effectively, and also, change leaders are also need to manage organization in crisis. Change leaders must be empowered to make the decision, to create and transmit the vision for the organization change, and also need to overcome the resistance issues, resolve confusions and concerns during the change. Besides, Dinwoodie, Pasmore, Quinn & Rabin(2015) and Sidra, Zuhair, Norman & Sajid (2012) suggest that during the changing process of the …show more content…
Moreover, leaders are need to maintain the on-going for the change, gains support from the top-level and social, and always keep awareness during the process of the change. Stanley(2011) suggests leaders use analysis tools, such as SWOT matrix, to determine the need of organization change in the current suitation, find out the reasons of the change and make the change processing smoothly in the future. However, SWOT may also indicates the reasons that is not to change. SWOT identifies the strength(S) and weaknesses(W) which are the internal factors persist in the organization, and, opportunities(O) and threats(T) which are the external factors affect the organization. Through the SWOT analysis, strength and weaknesses analysis provides the information on the advantage in the organization, what is the better than other, which part should improve and what should be avoid, etc, such as human resources, finance, activities and process. On the other hand, opportunities and threats analysis provides the information on the external facts such as future trends in the field or the culture, changes in government policy related to the organization, the obstacles need to face, funding sources,
A solid theoretical foundation is required to lead and manage change. For efficient and effective change to take place it must be intentional. Leadership set the tone and the direction of an organization allowing it or hindering it to change and adapt. Leader can use tactics and skills to create an organic change environment with the right change models and interventions when the organization is most ready for change.
Wagner, T., Kegan, R., Lahey, L., Lemons, R.W., Garnier, J., Helsing, D., Howell, A., Rasmussen, H. T. (2006). Change Leadership: A Practical Guide to Transforming Our Shcools. San Francisco, CA: Jossey-Bass.
Change is a double-edged sword (Fullan, 2001). Change is a word that might inspire or put fear into people. Leadership is challenging when it comes to dealing with change and how individuals react within the organization to the change. Marzano, McNulty, and Waters (2005) discuss two orders of change in their book School Leadership that Works; first and second. Fullan (2001) also adds to the discussion in his book Leading in a Culture of Change, with regard to understanding change. In Change Leadership, Keagan and Wagner (2006) discuss many factors of change and the systematic approach to change. Change affects people in different ways. Leaders need to be able to respond to the individuals throughout the change process.
Management and leadership are viewed as two different perspectives in the business environment. As described by Dr. Warren Bennis ‘Managers are people who do things right, while leaders are people who do the right thing’, this means that managers do things by the set rules and follow company policy, while leaders follow their own intuition, which may in turn be of more benefit to the company.
Every organization will experience a change of leadership at some point or another. CEO’s of organizations will move on to take on different challenges in their lives or many of them will retire. There are few changes that can occur in an organization that could have a larger impact than a change at the top of the management chain. According to Firoozmand (2014) resistance from employees is an occurrence that is a part of the natural process of change. This is no different in the event of a change of leadership. New leaders will bring in a new vision, culture, and expectations that employees may not be ready or willing to accept.
The SWOT analysis (abbreviation for Strengths, Weaknesses, Opportunities and Threats) is an essential tool in marketing for understanding and supporting decision-making in all kinds of situations in business and organisations. In brief, it provides an accurate context for studying strategies, positions and directions of a company proposition. It is used mainly for business planning, competitor evaluation, marketing, business and product development and research reports. SWOT analysis is also a widely recognised method for gathering, structuring, presenting and reviewing extensive planning data within a larger business or project planning process. (Chapman, 2014)
Tom Rath explains in his book, StrenghtsFinder 2.0 (2007), that identifying and capitalizing on one’s strengths makes for a more fulfilled and effective employee, further benefitting the employing organization. Rath states that when in a position not utilizing our strengths, we are six times more likely to be disengaged in our work. Studies show that this disengagement or dissatisfaction carries over into our personal lives affecting our health and personal relationships.
Health care organizations are in a continual state of change so they can adapt and grow. Effective nurse leaders must be well equipped to handle the complexities of change, and be prepared to deal with resistance to change. According to Marquis and Huston (2015), change is a complicated process that requires planning, and it takes time to be able to recognize, address, and overcome resistance. Resistance to change can vary, but nurse leaders need to be empowered to buffer the negative effects of resistance (Montani, Courcy, Giorgi, & Boilard, 2015). The purpose of this paper is to discuss the importance of change and the how the effective nurse leader confronts and deals with resistance to change.
A SWOT analysis is simple exercise that could be implemented on multiple subjects including an individual or a whole corporation. The SWOT analysis is an operational tool for managing change, defining strategic direction and setting realistic goals and objectives according to Simoneaux and Stroud (2011). Discovering new opportunities and manage and eliminate threats that are present in the company and the surrounding market. SWOT is a valuable technique that leads to a better understanding of the strengths, weaknesses, opportunities and treats both internally and externally. The strengths and weakness are to be considered internal factors and opportunities and threats to be e...
A leader should be able to assess the effects change has on the team and provide support. According to Hewitt-Taylor (2013), change without resistance is no change at all. Resistance can slow down a change process or prevent the change for happening. A leader implementing change should identify what the various barriers to change are and find ways to manage them.
A SWOT analysis is an examination of an organization’s internal strengths and weaknesses, its opportunities for growth and improvement, and the threats the external environment presents to its survival (Harrison, 2010). Generally, the information gathered for the analysis is organized into matrix form, howe...
Change is inevitable and bound to happen in all aspects of life including business. Although change is important in an organization, it can also be seen as a strength and weakness. Effective leadership is about mastering change. One must be willing to change in order to grow and be successful. This paper will compare and contrast Kotter and Kurt Lewin step in their change management models. Furthermore, it will elaborate on the concepts and explain whether these methods can be used at the same time. In addition, this paper will include a Christian worldview of the information discussed and how it relates to the change management models.
These decisions were made using a SWOT analysis. The managers were able to identify strengths, weaknesses, opportunities, and threats to the company and adjust their strategy to optimize the situation.
Transformational leadership is one of the most popular leadership styles. According to Kendrick (2011), “Transformational leadership involves four factors: 1. idealized influence, 2. inspirational motivation, 3. intellectual stimulation, and 4. individual consideration.” These four factors make transformational leadership have an impact on followers. The goal of transformational leadership is to cause a positive change in individuals, help motivate them, and develop a leader within each individual.
The Pension building or the National Building Museum as it is known as today is a monumental building which served as a great technological advancement at its time with its use of ornamental terra cotta, and as a tribute to those who served in the Civil War. It occupies the entire city block it rests on in downtown Washington, D.C. The red-brick building, massive in size and scale, was designed by the war general, architect and engineer, Montgomery C. Meigs in the style of the Neo-Renaissance or Renaissance Revival. Like Italian Renaissance palaces, the Pension Building was designed with a single layer of rooms around the building's perimeter, each of which faced an interior courtyard; unlike its Italian models, the Pension Building's courtyard