Role Of Situational Leadership In Facilitate - Myassignmenthelp.Com

Question: Discuss about the Role Of Situational Leadership In Facilitate. Answer: Introduction The purpose of this task is to provide a brief overview about the impact of changes in an organization and how they deal with them. In this competitive world, change is the only aspect which is constant in the environment so the organizations also need to initiate activities with respect to change so as to keep them competent in the professional world. Change can be because of many factors, whether they can be because of change in external environment or change in internal workplace management can also affect the working of the company. Such changes can displace the original place defined by the organization in market (Nir, and Piro 2016). Many organizations in the current era are unable to cope up with the changes present in their workplace due to which the brand image of the company is ruined in the target market. Result the change management practices are used by the organization so as to adopt the changes in their management easily without any hindrance. Further change management refers to the introduction of approaches which can help an organization to welcome the change and adopt them in the business process of the organization. There are many models which are used in the process of change management, and in order to initiate those approaches the managers need to use definite leadership styles so as to manage the change implemented in the organization (Goetsch, and Davis 2014). Further in my organization, as discussed below we have faced many situations where the organization faced changes in their regular process and needed managerial support to uphold their business activities in such crucial times as well. The below mentioned report tells about the critical circumstances of change, and how they impacted on the workings of the organization. Further it also tells about the policy implementation along with leadership style which the organization adopted in response to these situations (Wang, Demerouti, and Le Blanc 2017). Following to which the task tells about the change management theories which the organization shall adopt in order to tackle the upcoming changes which are going to happen in the organization. It tells about the leadership styles and the change management models which the organization can make use to change the external and internal environments better. Lastly, the task talks about the leadership styles which the managers shall use to deal with the potential situations or challenges attracting the working of the organization (Hayes 2014). Introduction of adequate leadership styles will help the company to handle the situations in a positive manner. More details about the task are discussed below: Different situations of change adapted by organization All organizations originate their business with a view to operate in long run, and it shall be noted that the external environment keeps on fluctuating according to the factors present there. Thus, there are many varied experiences which an organization faces while initiating regular business activities which are being discussed below: Introduction of Hi-Tech in manufacturing process: introduction of innovative technology is one of the factors which can affect in both positive and negative ways in an organization. Positive in a way that it will enhance the capabilities of the organization by implying new and efficient technology in their process and negative in such a way that many times the organization becomes incapable of handling the stress of such technological implementation in their business process. Further the organization faced this barrier in such a way that such technology adoption became difficult for the employees of the company to manage; as they were and efficient enough to understand the applicability of the process (Cameron, Green 2015). Furthermore, it became hard for the employees to understand the new technology revolving in the environment and all the other companies had already adopted such technology. Resulting to which the organization faced dilemma as the employees were unable to adopt th e technology and the company didnt wanted to lose its competence in the market by not using such technology (Bogers, West 2012). Lastly, this aspect of change became a major barrier in the growth of the organization as it was pulling the company back, apart from that this process was also hampering the regular profit generating activities of the company. Further the fact shall also be noted that although innovative technological implementation is an important aspect which keeps the business going in long run, it is difficult for large scale an rigid organizations to adopt such type of techniques in their process in a short span of time; due to which change management is required in the organization. Increase in employee turnover rate: Employee turnover rate refers to the rate which defines the pace with which the employees leave the company. Increase in employees turnover rate shows that the more and more employees are leaving the company due to many issues faced by them. So, it shall be noted that there was an increase in the employee turnover rate as the organization was not capable enough to handle the needs and requirements of their employees. It shall be noted that the managers of the organizations were not capable enough to match up to the expectation of client prevailing in the environment due to which they were pushing the employees to work in a better way to achieve their targets (Czarniawska, and Metzger 2017). And this motivation provided by the managers was going in the wrong direction as the employees were taking stress because of the pressure laid by the management (Waldman, and Jensen 2016). Resulting to which, the employees who were unable to bear this pressure s tarted leaving the job and increasing the employee turnover rate of the company. This was a crucial moment when all the people whom the company taught started leaving the job; also the company was left with unskilled labour to which the managers need to train from the beginning (By, Burnes, Oswick 2011). Change in premises of organization: This was one such big change which the internal management of the organization aimed to change. The top level management of the company decided to switch their plant to the industrial area according to availability of many resources. This decision was taken with the help all the stakeholders of the organization. The managers changed the premises because there were less available resource and lack of space as well. Resulting to which, shifting to new premises helped the organization to reduce the transportation cost of the raw material, availability of raw material was more efficient and larger space helped the company to initiate their actions easily and effectively (George 2016). This is a major change which negatively affected the growth of the company as the employees to the company became confused on how to implement their activities and where. There was lack of proper co-ordination due to which it took a long time by the employees to understan d the activities and initiate them properly to generate profit. Efficiency of the employee reduced to lack of management in the organization. The machineries placed in the organization were then situated in different ways and with efficient techniques, so this process dispersed the activities of the employees as they were now unable to understand the business structure, also lack of leader hindered to growth of the organization as there was no person to tell the employees on how to initiate activities and in what way (Burke 2017). Impact of changes in organization Below-mentioned is the impact of changes implemented in the organization. These are the impact of such change which affected the strategic decision making process of the organization. The above-mentioned report stated the change which was initiated in the organization, now talking about its impact it shall be noted that this change adversely affected the growth of the company. As the organization adopted this technology because every other company present in the industry was using such technology to gain success in the market but this approach of change was wrong as it lacked the in-depth analysis of the case (Ryan, and Tipu 2013). Further in order to compensate with the case the managers implemented adequate change management strategies in the business process, as change management helped the organization to learn about the change which they are going to implement in their process. So, in context to that managers initially self-understood the process and then helped their team to understand and cope up with the change which is implemented. This gave sense of support to the employees to deal with such change in the organization. Further the managers helped their t eam to move ahead together and adopt change management practices in their organization (Kim 2015). Furthermore talking about the leadership style it shall be noted that the organization implemented the transformation leadership process in their business. Transformational leadership refers to the leadership under which the leader along with their subordinate identifies the need to change and then implement this change together by inspiring and motivating each other to work better (Leigh, and Blakely 2016). Further the ways in which the decision making process was affected is that, initially the organization didnt believe in transformational leadership as this process displaces the business activities of the organization, but with the development of this process the employees became more comfortable in sharing their views with the manager. Initiation of good communication with this leadership improved the condition of the organization in a better way by making the employees adopt such change (Langley, et. al., 2013). The impact of increase in employee turnover highly affected the growth of the company globally. As discussed above increase in employee turnover affected the organization in such a way that it hampered the regular day to day activities of the organization as well. There was a major reason because of which the employees were not staying in organization. The managers were unable to train the employees due to which they used to face difficulty initiating their activities and resulted in increase in employee turnover rate. Further in context to the organization, the managers of the organization were incompetent enough to deal with the employees demand and issues resulting to which the employees became unsatisfied and started leaving the job. Further this harmed the company, as the management initially took time to train the employees according to the environment of the organization and help them to adopt the workplace environment (Helfat, Martin 2015). And with the termination of these employees the management suffered loss, as their time which gave in the training got wasted; apart from looking at the opportunity cost, in that time the managers would have done something productive instead of training such employees. So, this change adversely affected the state of the organization, apart from that it also hampered the goodwill of the organization present in the target market. As the employees who left the organization were dissatisfied with the activities of the company thus giving negative feedbacks in the external environment. So, basically these were the negative impacts preset in the company due to change in employee turnover rate (Ouma 2017). Further talking about the impact of such change on the decision making process, it shall be noted that after this initiation the decision making process started become more research based and practical as well. The management of the organization only employed the people who work in the organization with the aim of long run; also they aimed to target the interest of employees in the organization as well. As ultimately more satisfaction of employees will decrease the employee turnover rate (Lynch 2015). This was one of the biggest in the history of the organization which initiated a major change in the activities of the organization. Shifting from one premise to another is not an easy task for the management of the company. There were many situations where the organization faced issues, but this change helped the organization to analyze one fact that there is lack of adequate leadership in the organization. Due to lack of leadership the organization faced barriers in shifting their workplace (Antonakis, and Day 2017). Resulting to which, the organization faced inefficiency in their actions and poor development of their plant and premise. Also the employees in the organization faced difficult in adopting strategies to work in new and efficient premise. Further the purpose with which the organization aimed to change their premise worked in the opposite way, as the company aimed to increase the productivity of the process instead the productivity of the company decreased by shifting to new premise in the organization (Pugh 2016.). Moreover the decision making process of the organization was impacted with this phase as the management team felt insecure because of failure of this decision. It cannot be totally regarded as failure of this decision but the accomplishment of the project was unsuccessful which hampered the growth of the company in the global business. Resulting to which, the organization initiated major decision with the approval of all stakeholders of the organization. This process will also enhance the efficiency of the management of the company in internal as well as external environment (Coghlan, Rashford, de Figueiredo 2015). Change management strategy As discussed above change is an important part of the life cycle of a business, in context to that the organization shall also maintain and develop adequate change management strategies in their business process to improve the current conditions of the environment. Further the company shall implement the eight step change management process in their system so as to help the organization to adopt change easily (Hornstein 2015). This model was given by John, P. Kotter and more details about the ways of change management are discussed below: Establishing sense of urgency: Under this step the organization shall understand the opportunities which the organization shall receive by adopting such changes in their business process. The requirements of the business shall be identified for which they shall implement changes in their process, basically under this process the managers research for the urgency in the business which requires change of the profit making initiative which requires changes in their process. This step makes it clear for the managers to evaluate the need of the organization and plan a path of change which they shall follow. Creating the guiding coalition: This step of the change model is related to the process of putting together a group of efficient people who shall be capable enough drive the organization towards change. Large scale organization becomes rigid by working continuously in same field. Resulting to which the managers shall make a team of employees who are capable enough to lead the organization towards change. Further under this step the managers shall focus on the team work so as to establish a good change management strategy in the organization (Gollenia 2016). Developing the vision and strategy: Under this step the managers shall develop adequate vision, mission and strategic implementation for the organization so as to initiate the practices of change management. The vision which the organization shall maintain is that they should aim of change the managerial practices in such a way that it affects the growth of the organization in a positive manner. Further the vision of this practice shall also align the contemporary vision statement of the organization. With respect to these statements the organization shall also initiate action plan to support the vision and mission of the organization. The action plan shall be acceptable by all. Communicating the change vision: The vision, mission statement and the strategies of the organization to accomplish change management shall be communicated to all the stakeholders of the organization. As these strategies can also initiate change in the interest of the stakeholders resulting to which prior information shall be given to the affected people. Every possible vehicle shall be used by the organization to spread the new of changes implemented in the organization. Also they shall have a coalition who shall guide the employees to behave in an expected manner so that the process of change management is implemented in an expected way. Also this coalition shall govern the activities of the employees with respect to the mission of the organization Empowering people to effect change: In this steep of the Kotters model, the mangers of the organization shall develop strategies of the initial level so as to eliminate obstacle coming on their way. Further the strategies shall define procedures in such a way that slowly the system of the organization is changed according to the changed vision of the organization. The changed process shall bring origin to new ideas which shall innovate the business activities of the management. The practices shall be defined in a broad base which shall involve the employees of the company as well in their implementation plan. Lastly, the practices shall also give an opportunity to other people of the company to plan and take corrective actions according to the plan so for the purpose of initiating change in the organization (Insan, et al., 2013). Generating short-term wins: Short term goals shall be made and achieved in this process before aiming for the great change. This will help the organization to help and eliminate small barrier which are not seen by the organization while conducting their regular business activities. Accomplishment of short term wins will help the organization to come closer to the long term objective. This will provide a step by step approach to the organization so that the concluding change is achieved by the organization. With respect to this the organization shall also provide bonus and rewards to the employees who stand up on the expectations of the company. Consolidating gains, producing more changes: Under this process the organization shall use strategies and approaches which increase the credibility to change system, structure and policies which does not fit together and do not fit to the vision of the organization. Also under this process the company shall closely look towards the resources which are fit for adopting change in an organization and then they shall hire, promote and recruit people who competent enough to match the change management activities of the business. Sustaining new approach: Lastly, under this process the management shall analyze and evaluate the above mentioned approaches and then aim to sustain the approach so that the organization become more flexible towards adopting changes in their process. Productivity oriented behavior shall be adopted by the employees of the organization so that it fulfill the requirements of the customers of the organization. Also the change management which was aimed shall also be accomplished by the organization. And all such practices shall be developed by the managers to lead the organization as well. Development of leadership skills for the organization No change management practices can be initiated in the organization without adequate leadership procedures in the organization. So, it shall be noted that leadership is an important part to execute the change activities in the organization. The above discussed issues happened in the organization because there was no change in organization but also because there was no managerial leadership to lead the organization with new effective change. Further it shall be noted that leadership helps the organization to easily accept the change in a correct manner as well. So, in this way hurdles and challenges connected to the environment of the organization are solved by the managers in the organization (Epure, and Bucea-Manea-Tonis 2017). Looking at the issues currently faced by the organization, it is analyzed that the manager of the organization shall adopt the transformational style of leadership where the management is not bound to use a single type of strategic implementation. Transformat ional leadership refers to the leadership style where the leader works with their subordinates to identify the change required by the organization and then change it through vision and inspiration (Vaara, Sonenshein, and Boje 2016). Under this process of leadership change is executed in the organization co-operatively with the help of employees and the managers. The leaders do not force the employees to act any activity in the organization, but they motivate them and seek their advice to act changes in the organization. This type of leadership enhances the morale of employees and provides them variety of mechanism to act according to change (Northouse 2015). Relating it to the organization, it shall be noted that the above mentioned tells about the issues attracted by the organization because of change management and its impact on the organization. Introduction of innovation, increase in employee turnover rate and shift in premise are some of the change which were initiated by the organization but not execute properly. Presence of leadership in these activities would have changed its impact on the organization. Like, if the manage would act according with such leadership skills then they would have easily placed the company in a different premise, as the employees lacked co-ordination and direction due to which such change became ineffective (Jaques 2017). Thus, transformation leadership would help the managers to provide a direction to the employees which they shall follow to set up same kind of environment in new premise. This will provide similar environment to the employees due to which their work speed will not reduce. Thus in this way this aspect will eliminate the challenges in the organization. Furthermore talking about the impact of transformational leadership on the decision making process of the organization, so this type of leadership provides value to every persons word which increases the esteem of an employee in the organization (Gould, and Taylor 2017). Resulting to which, co-operative decision is taken by the top level management concerning the interest of all stakeholders of the organization. Thus, in way the company shall be implemented the transformational leadership to enhance their skills and efficiency in the environment (Tannenbaum, Weschler, and Massarik 2013). Conclusion Thus, it shall be concluded that the above mentioned task discusses about the change management practice which shall be implemented in the organization so that efficiency is achieved in the target market. Change is an important part of the lifecycle of any business which shall be adopted by all organization. So, flexibility is an important part which keeps an organization going in long run. If any organization is rigid then it becomes difficult for them sustain their business activities in the competitive world, further the above mentioned business is a large scale business running from a long time in the same industry (Girma 2016). So the organization never faced the need to change their business process, but with the changing environment the organization faced difficult in managing their business with orthodox practices. Resulting to which, it became a need for the company to develop business practices for the purpose of change management in the organization. The above mentioned ta sk discusses about the impact of changes which held in the organization and how they affected on the decision making process of the organization. Further it also tells about the change management strategies which shall be used by the organization to overcome the problem related to change and adopt the new and efficient practices of business prevailing in the environment (Alvesson, and Krreman 2016). Change cannot be implemented alone, it need leadership skills for the purpose of accomplishment. Thus, the task explains about the leadership style which shall be adopted by the organization so as to initiate the predefined objectives of the organization. For the vision of the organization the mangers shall develop the leadership skills to guide the employees of the organization. Like, in the case of shifting to new premise the employees faced the difficult of adequate guidance to initiate activities in new environment due to which the company was unable to adopt change in the organizati on. So if proper leadership is initiated by the management then the employees will work efficiently and effectively as well. These leadership skills will also help the managers to eliminate complications from the organization as well. Elimination of challenges will help the organization in initiating their business activities smoothly. So, in this way strategic leadership and development plan will help the organization to achieve the strategic goals. Thus, the above mentioned task successfully satisfies all the requirement of the report. References Alvesson, M. and Krreman, D., 2016. Intellectual failure and ideological success in organization studies: The case of transformational leadership.Journal of Management Inquiry,25(2), pp.139-152. 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