Organizational Change and Leadership
Organizational Change and Leadership
Emil F. Schellack
MidAmerica Nazarene University
Graduate Studies in Management
Buddy Liston
December 15, 2012
Abstract Leadership and organizational culture are widely believed to be linked in the process of change. Leadership to effect such change is required if success is to be achieved. The discussion in this mid-term paper will first focus on why an organization changes, resistance to change, and diagnosis for change. Next, the paper will examine various aspects of leadership that will drive organizational change. The discussion for leading change will include vigilant leadership, influencing change, changing culture, and ethical leadership. Change within an organization is difficult at any level, and it requires innovative leaders to guide an organization through the entire change process.
Organizational Change and Leadership Organizations need to be flexible, adaptive, and innovative in meeting the changing and challenging demands of today’s global environment. “Changing organizations is as messy as it is exhilarating, as frustrating as it satisfying, as muddling through and creative process as it is a rational one.” (Palmer, Dunford, Akin, 2009, p.1) Organizations experiences changes for various reasons. These could be the result of financial changes, external forces, innovation, and culture. Organizational pressures for change include growth, integration, identity, power, and political pressures. Regardless of the change needed, it is a leader’s job to guide their organization through this change. In today’s world, leadership is playing an increasingly important role in our society and organizations. Leadership is an interpersonal influence that is directed towards the achievement of facilitating change and achieving goals. To be an effective leader, leaders must be vigilant, understand resistance to change, and how culture affects change. Just because an individual has authority or is a
Emil F. Schellack
MidAmerica Nazarene University
Graduate Studies in Management
Buddy Liston
December 15, 2012
Abstract Leadership and organizational culture are widely believed to be linked in the process of change. Leadership to effect such change is required if success is to be achieved. The discussion in this mid-term paper will first focus on why an organization changes, resistance to change, and diagnosis for change. Next, the paper will examine various aspects of leadership that will drive organizational change. The discussion for leading change will include vigilant leadership, influencing change, changing culture, and ethical leadership. Change within an organization is difficult at any level, and it requires innovative leaders to guide an organization through the entire change process.
Organizational Change and Leadership Organizations need to be flexible, adaptive, and innovative in meeting the changing and challenging demands of today’s global environment. “Changing organizations is as messy as it is exhilarating, as frustrating as it satisfying, as muddling through and creative process as it is a rational one.” (Palmer, Dunford, Akin, 2009, p.1) Organizations experiences changes for various reasons. These could be the result of financial changes, external forces, innovation, and culture. Organizational pressures for change include growth, integration, identity, power, and political pressures. Regardless of the change needed, it is a leader’s job to guide their organization through this change. In today’s world, leadership is playing an increasingly important role in our society and organizations. Leadership is an interpersonal influence that is directed towards the achievement of facilitating change and achieving goals. To be an effective leader, leaders must be vigilant, understand resistance to change, and how culture affects change. Just because an individual has authority or is a