Module 05 Leadership Exploration Project - Sources of Power and Influence

Running head: NECESSITY FOR CHANGE

The Necessity for Change and the Impact on Individuals

Name: Rodney Wheeler

Institution: Rasmussen College

Course: B492/MAN4143 Section 03 Contemporary Leadership Challenges

Date: 01/29/17

Necessity for Change

Change is referred to as the ability to do something different from the expected norm. It, therefore, is a common phenomenon in leadership. Change occurs when maybe there are things within the organization that needs to be different or eliminated. For, instance, technology is a necessity in every society and it, therefore, has to implemented regardless, this means that group that used to operate manually have to transit to electronic systems. As such, it implies that training has to be done and also some people have to be laid off. Competition in business can result in particular organizations changing their strategies so as to keep up with the ever-growing competition. Changing strategies include advertising more to grow the clientele base or improving the brand of the product. With these changes taking place employees also are expected make necessary improvements with regard to skills and attitude so that the organization can increase its productivity.

The government also can impose change through the regulations such as safety procedures or creating a maximum amount of product to be produced or choosing what products should be in the market. Organizations will have to transform their production systems so that they can meet the government requirements. Other bodies may be ambitious and want to increase their clientele which eventually enhances growth. They can do that through changing their methods of operations merging with other organizations to improve their customer base. Nonetheless, employees may not embrace change as different people regard the change in the structure differently. Some employees may view such changes as a way of firing them others may be responsive to the modification others may just flow with the change.

Such differences occur due to how the employees perceive change. Some employees regard change as a vice, something that will deter them from increasing their productivity. They also view change as a mechanism that will prevent them from the norms that they are used to over the years. Sometimes these employees may fear change based on their experiences which might have resulted in their retrenchment. Some employees may embrace the change positively; this is because it might help them in increasing their efficiency. Training or increasing their education levels may be some of the factors that may enhance their effectiveness and they may, therefore, view change as a blessing in disguise. More so, some employees may not react to change because they are just ignorant or they do not feel the impact of the change just yet. These different reactions can act as a hindrance to change because the people may be so adamant that they demand strikes or refuse to implement the change.

People have different backgrounds and cultures. Diversity is viewed; differently, it may help people adopt the change in the following ways; It helps employees to provide different ideas and also increase the pool of creativity within the workforce. It can also assist in improving productivity because employees within the organization can relate with their ever changing clientele base. It also helps in improving an organization's growth internationally because of the different cultures skills and even languages of the workforce.

Diversity, on the other hand, can result in resistance to change; The policies that might be implemented about diversity may not be friendly all employees. Communication may be a hindrance due to different languages since people cannot communicate effectively they may not embrace the diversity policies. As such, leaders play a pivotal role in the change process. They are the ones who initiates change, and as a result, they are obliged to make employees embrace change positively. Leaders should outline the benefits as well as the privileges associated with the modification. They can help in teaching the employees how to gradually get rid of the old processes and implement the new ones. Once the old processes are eliminated, introduce the new process and train and coach them on how to adopt it.

Leaders should respect diverse opinions by listening and engaging with the subordinates. They should help them understand why it is necessary to implement change. They should also include the representatives to be part of the change so that they do not feel left out. They can also delegate duties and give them authority so creative an inclusive atmosphere in the change process. Involving them as part of the change process helps them feel appreciated and they can easily embrace the change. Leaders should show their conviction about the importance of change and assist them to share the ideas and what that they would want as part of the modification. Leaders and employees are the main ingredients for change to occur. They, therefore, should work tirelessly to ensure that they are the change they want. Change is good if well implemented it can heighten both success and productivity of an organization.

References

DiPietro, R., Severt, D., Welsh, D., & Raven, P. (2007). Franchisee leadership traits vs. manager leadership traits an exploratory study comparing hope, leadership, commitment and service quality delivery. International Entrepreneurship And Management Journal, 4(1), 63-78. http://dx.doi.org/10.1007/s11365-007-0042-3

Greener, T. & Hughes, M. (2006). Managing change before change management. Strategic Change, 15(4), 205-212. http://dx.doi.org/10.1002/jsc.762

Poti, S., Bhattacharyya, S., & Kamalanabhan, T. (2010). Change processes and its impact on individuals: perception of ERP users in India. International Journal Of Information Systems And Change Management, 4(4), 275. http://dx.doi.org/10.1504/ijiscm.2010.036913