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Organizational Change and Transformational Leadership - Literature Review

Introduction

According to Schruijer and Vansina (1999), organizational change has been identified as significant strategy for the organizations to develop and survive and nowadays, organizations have adjusted themselves in the environmental changes through incorporating revolutionary ideas (Hacker& Roberts, 2003). Organizations are more likely to take initiatives through radical changes and for such radical changes; organizations need to adopt transformational changes with transformational qualities while transformational leadership has been identified, as key to organizational change. Students get  help with essay from online writing company like MHR Writer. However, transformational leadership is regarded as important quality for the successful and effective organizational change, considering the significance of the organizational change in the organization and need for transformational leadership for such change within organization; this literature view is intended to find the literature related to organizational change and organizational development. It is followed up by identifying the eight errors that an organizations must avoid to implement successful changes and eight steps that organizations need to take in order to manage the change successfully.

The chapter is divided into five major sections covering the concept of organizational changes and role of transformational leadership within organization. Other section reveals and discusses the eight errors that organization must avoid to implement successful changes and eight steps that organizations need to take in order to manage the change successfully. Onlline  dissertation writing service available with the assurance of original content. Third section of chapter identifies and evaluates the planned and emergent changes in the context of organizational changes and role of transformational leadership while organizational development has been discussed in the scenario of leadership in the organization.

Transformational Leadership and Qualities of Leader

According to Givens (2008), the theory of transformational leadership has been capturing the interest of many investigators researching on organizational leadership over past years. The leaders following the transformational leadership theory encourages their followers to accomplish the organizations’ objectives through focusing the values of these followers (Krishnan, 2002). MHR Writer is offering  custom coursework writing help. According to Weinstein, Williams,& Wagner (2004), there is a clear association between the style of leadership and the organizational performance, the more better and competent the leaders are, the more better would be the organization (Weinstein, Williams& Wagner 2004).  

In a research by Daft& Marcic (2010), it was revealed that leadership is mainly concerned with the exercising of power to influence others. A leader could adopt position-based and person-based sources to exercise their powers. Hire  thesis writer online with quality content assurance. He further illustrated that the qualities of a leader are of great significance to the overall working of an organization as the transformational leadership extends the appealing qualities for fostering a dramatic change within an organization (Daft& Marcic 2010).

In an another study by Hacker& Roberts (2003), transformational leadership was defined as a broad perspective concentrated over the internal focus, external focus, standardization focus and change focus strategies by the leaders of the organization (Hacker& Roberts 2003). Pay to someone for online  assignment help.  Likewise, Clark& Panther (2009) identifies transformational leadership as to change the people through the charismatic qualities of leaders. The leaders adopting transformational approaches could easily make influence through the process of motivation that in turn results in the positive impact within an organization (Clark& Panther 2009).

Eight Errors an Organization need to Avoid to Implement a Successful Change

According to Kotter (1996), when an organization is striving towards the implementation of a change within an organization is simply on the other hand forcing the company towards an adjustment in given conditions. In the process of such transformation Kotter (1996), identified eight errors that are faced by the organization that are required to be considered for the successful implementation of such change.

Allowing too much complacency

The most important obstruction in the implementation of the change within an organization is the high level of complacency. Get online  case study writing help by expert team of writers. Researchers have revealed that most of the leaders do not create a sense of urgency among their employees and management that results in the failure to achieve the desired goal set by these leaders during the transformational phase (Kotter 1996).  

Failing to Create a Sufficiently Powerful Guiding Coalition

Numerous studies have shown that a change within an organization could not be implemented until and unless the leader is an active participant and guide. The lack in efficient and sufficient guiding by the leader is a error. It is further observed that despite of capable and competent staff, guiding coalitions without effective leadership could not result in the desired result (Kotter 1996). 

Underestimating the power of vision

Likewise, the third error identified in the course of vision of the company, as vision plays an important role in the setting up the direction, alignment and inspiration of the actions of eth management and the leaders. With an appropriate and suitable vision, a change effort could be easily dissolved (Kotter 1996).

Under communicating the vision by a factor of 10x-100x,

Forth error identified is the ineffective communication strategies adopted to communicate the long-term change. Order  term paper writing help online. Researchers have revealed that most of the leaders overlook these aspects (Kotter 1996). 

Permitting obstacles to block the new vision

According to Kotter (1996), organizational culture and performance appraisal system could become obstacles in the transformation process of an organization and these are not considered by many leaders. Ask MHR Writer to  write my research paper

Failing to create short-term wins

It has been observed that presence of short term goals are of great significance to the success and overall progress of the organization (Kotter 1996).

Declaring victory too soon

In addition, the leaders who declare their victory too soon mainly face the problem of failure to implement and effectively absorb the change in the organization culture (Williams 2008).

Neglecting to anchor changes firmly in the corporate culture. 

Another error identified is that the leaders do not anchor new techniques and approaches in the culture of an organization (Smit 2007).