Leading and Managing Change

TABLE OF CONTENTS

(1) Introduction………………………………………………………..2

(2) Leadership Vs. Management……………………………………..2

2.1 Leading the Organisation………………………………………………………....2

2.2 Managing the Organisation……………………………………………………….3

(3) Organisation Dynamics and Change……………………………..4

(4) Culture and Change………………………………………………..5

4.1 Assess the Company Culture……………………………………………………...6

4.2 Determine the Desired Company Culture………………………………………..6

4.3 Align the Company Culture………………………………………………………...6

(5) Approaches to Change……………………………………………...7

5.1 Directive strategies. …………………………………………………………………7

5.2 Expert strategies:……………………………………………………………………. 7

5.3 Negotiating strategies. ………………………………………………………………7

5.4 Educative Strategies  …………………………………………………………………7

5.5 Participative strategies. ……………………………………………………………...8

(6) Critical perspectives to Change…………………………………….8

(7) Management and Leadership development change and Sustainability……………………………………………………………9

(8) Conclusion…..……………………………………………………...10

(9) Bibliography………………………………………………………..11

(10) Web References…………………………………………………...12

(1) Introduction

Change management can be defined as a systematic approach to shifting/directing employees, teams and companies from an existing state to a desired future state. In the increasingly competitive business environment, it is essential and crucial to embrace change in the tactics as well as the operations in order to gain edge over your competitors.

According to Cummings, T. G. and Worley, C. G., Organization Development and Change, 1992, Organisational Change Management should assess the current situation in the organisation and need to identify what needs to be done in terms of operational capabilities to increase the efficiency of the employees and thereby achieve better productivity. In order to implement change and manage it successfully, it is important that the...