This designates a fundamental and radical re-orientation in terms of organization’s operation. Successful change must involve the highest management. In most cases, a champion will lead the pack to instigate change through his vision, persuasion, and consistence. The role of the change agent is to translate the vision into a realistic plan and execute the plan. Change is best carried out as a team-wide effort.
Finally it is the capacity to lead. As said by Neely, et.al (2000) Leadership and the management are the two interlinked factors; it is not just the leader only who searches for the new ideas, in this process, the management also plays an important role. The management and the leader of the organizations need to work together for the success of the
Introduction According to Schein (1992), organization culture is becoming very significant nowadays compared with the past because it will affect the overall performance of an organization. By understanding the organization culture, it enables managers to analyze the organization behavior in order to lead and monitor (Ojo, 2010). Organizational culture is the system of sharing the common actions, values and beliefs that develops within an organization despite the characteristic of the members are different and it will guides the behavior of its members (Schermerhorn et al., 2011, p 366). It acts as glue that holds the overall organization together with the common practices (Tichy, 1982). Pettigrew (1979) argued that style of an organization in conducting a business is mostly depends on the different level of culture based on the multifaceted set of beliefs, values and assumptions.
An organization culture is the set of shared values and norms that control organizational member’s interactions with each other and with people outside the organization. Organizational cultures are used to increase organization effectiveness because organization culture controls the way members make decisions and the way they interpret and manage organizational environment. An organization’s culture thus consists of the end states that the organization seeks to achieve (its terminal values) and the modes of behavior the organization encourages (its instrumental values). Organizational culture is based on the values embodied in organizational norms, rules, SOPs and goals. People in the organization draw on these cultural values in their actions
Leaders help companies for culture by being goal oriented, having a specific purpose, and are created because one or more individuals perceive that the concerted and coordinated action of a number of people can accomplish something that individual action cannot. Because of the importance of the power variable of leadership and cultural development, this sheet will see how leaders use or abuse power and the impact this use of power has on the culture of an
Modern organizational studies attempt to understand and model these factors. Organizational studies seek to control, predict, and explain. Organizational behavior can play a major role in organizational development, enhancing overall organizational performance, as well as also enhancing individual and group performance, satisfaction, and commitment. Organizational behavior is particularly relevant in the field of management due to the fact that it encompasses many of the issues managers face on a daily basis. Concepts such as leadership, decision making, team building, motivation, and job satisfaction are all facets of organizational behavior and responsibilities of management.
This acquisition was a part of DB 's strategy to become a global player. The case talks about pre and post acquisition period and the structural and cultural reforms that were imperative for a smooth transition and for the motivating the employees about the viability of
However, it is vital to identify the forces that control organizational change. According to Mullins (2010), there are various factors that trigger change in an organization including unpredictable economics, legislation changes, political interests, levels of government involvement, and resource scarcity. All this factors affect the operations at HKBA. Research has positioned organizational leadership at the centre of change management. According to Armstrong (2009), through effective leadership, members of an organization can be inspired to achieve the desired results.
Lastly, it will summarise the main statements and conclude with supporting facts. This essay argues that leadership plays a predominant role in organisational and employee performance. The concept of leadership is defined, according to Hersey and Blanchard (1979) as “the process of influencing the activities of an individual or a group in efforts toward goal accomplishment”. Stimulants and incentives when combined with leadership, promotes the motivation of people towards achieving the organisational goals as well as individual goals, having an important role in the processes of forming and changing organizational culture (Senge, 1990). Effective leadership requires inspiration, motivation, remuneration