Strategic Leadership for Change Management Article

Strategic Leadership for Change Management - Article Example The paper tells that human relations in many ways are nothing but a manifestation goodwill and common sense in practice. To a large degree of success entrepreneur in the field of human relations depend on such things how to make a nice job in a supermarket or an attractive work at the factory. Entrepreneurs often ignore these simple things, especially when their business is only growing. At the initial stage entrepreneurship, they generally have to worry only about themselves, and maybe it’s not numerous staff. Solid consciousness common purpose binds the owner of the company and its staff. But as addition, as new employees, this relationship is waning, if the entrepreneur does not pay enough attention to the so-called human problems. Currently, many companies have become so cumbersome that workers lose the possibility of human contact with their by employers. In some areas of manufacturing high degree of automation leads to the fact that workers lack, for example, feelings of satisfaction and involvement with the product, in which manufacturing have contributed. Many workers do not even have a clue about that the purpose for which the buyer uses their product. Robotic the nature of a significant proportion of their work does not have arisen from them a sense of self-esteem. Leadership has been the object of study when, in early twentieth century began for the first time to study management. However, only between 1930 and 1950 was the first time undertook the study of leadership on a large scale and systematic basis. These early studies set out to identify the property or the personal characteristics effective leaders. According to the theory of personal leadership, and certain set of common for all personal qualities. Developing this idea, it can be argued that if these qualities can be identified, people could to learn how to raise them yourself, and thus become effective leaders. Some of these learned traits - this level of intelligence and knowledge, impressive appearance, honesty, common sense, initiative, social and economic education and a high degree of confidence in itself. In the 40s, scientists began to study the collected facts of the relationship between personal skills and leadership. Unfortunately, despite the hundreds held research, they agreed on a set of qualities that certainly distinguish big leader. In 1948 Stogdill made comprehensive review of research in the field of leadership, which noted that study of the personal qualities continues to give conflicting results. He found that leaders tend to their intellect and the desire to knowledge, reliability, responsibility, activity, social participation and socio - economic status. However, Stogdill also noted that in different situations, effective leaders exhibited different personal of quality. He then concluded, with whom would agree today scientists - behavioral: "Man is not only the head due to the fact that he has a certain set of personal characteristics." The conclusion is that there is no set of personal qualities, which present in all effective leaders are often cited as evidence that the effectiveness of leadership is situational in nature. However, the Stogdill said that his view is not enough emphasizes the personal nature of leadership. He argues that there are substantial evidence for the fact that different situations require different ability and quality. Although he did not call back to an approach to leadership in terms of personal qualities, Stogdill concluded that "the structure personal qualities of the head should be related to personal qualities, activities and tasks of his subordinates." Change Management In present times, organizations of all types live many changes in nature and scale, different with temporalities and rhythms variables (Wentz, 1999, pp. 78). These changes appear, on the one hand, as more or less of questioning the ways of acting and thinking found unsatisfactory, also the

The organisational culture and employee behavior Essay

The organisational culture and employee behavior - Essay Example The following qualities will be examined in detail in the essay; All the above character traits can be used by leaders to influence organisational culture and hence employee behaviour. First of all, there will be a need to change corporate communication in order to create an open and transparent organisational culture. This can be achieved through giving clear communication thus eliminating here-say among members of the organisation. This enhances the way employees perceive themselves and will also affect their behaviour (Robbins, 2004) Decision making within any organisation needs to be done in such a way that it enhances independence. Employees need to feel that their respective organisations trust them to the point of allowing them to make decisions within the organisations. Experts have suggested that organisations where there is less bureaucracy in the process of decision making are generally more efficient. The reason why this occurs is that most employees will not waste time trying to maintain protocol. Details of how mangers can achieve this will be examined in the essay. Leaders need to motivate their employees. There are various ways in which this can be achieved; through reward systems, through allowances, flexible working hours and holiday provisions. Employees can also be motivated by possessing greater autonomy in the decision making process. Details of how managers can achieve this will be analysed in the essay. The overall effect of motivation is that it makes workers more energised. This can create a culture of hard work and will be manifested through employee behaviour. These interlink age will be elaborated further in the essay. (Dessler, 2001) The essay will also look at other quality traits that managers can utilise to influence their employees. This can be achieved through justice and honesty when handling employee cases. Leaders also need to employ