Participative Management and Change-Oriented Leadership
Participative Management And Change-Oriented Leadership Leadership & Ethic for Managers Unit 4 Group Project July 04, 2010 Broadaway, Antwan; Figueroa, Ricardo; Gatlin, Kenyatta; Imbo, Samuel & Zevallos, Edmundo
Participative Management And Change-Oriented LeadershipPresentation Overview The purpose of this presentation is toanalyze and discuss the change process. This researchalso talks about some elements necessary tosuccessfully plan and implement change within anorganization, and also talks about the way followersview it.
Participative Management And Change-Oriented Leadership Participative schemes and Leadership Employee participation benefits When to use Participation When not to use participation
Participative Management And Change-Oriented LeadershipParticipative Management The role of culture The leaders role Self management teams
Participative Management And Change-Oriented Leadership Advantages and Disadvantages of Change-Oriented Leadership Change-oriented Leadership ADVANTAGES DISADVANTAGES Maintain good human relations with the It has too many responsibilities.group. Remove a lot of personal time. Is being updated on the topics of interest. Be responsible when a member makes a He is the head and accountable to other mistake.guidelines It is not easy; you have to maintain a Human meaning is given to the continuous and rapid learning.administration. Group confidence is lost when the leader hasYou gain appreciation, gratitude and a failure in a project.respect of people. It is the anxiety of the external environment,The lead person builds a person. creating stress and worries.
Participative Management And Change-Oriented Leadership Expected Behaviors during the Change- Oriented Leadership Transition (1) Magnitude of Change Propensity to Change Number of stakeholders. •Understanding the need for change.Time to implement change. •Degree of consensus management.Number of people hit. •Support from stakeholders.Degree of cross-functional collaboration •Past history of changes.required. •Need for cultural change.Impact on core competencies. •Resources devoted to change.Issues requiring simultaneous changes •Number of simultaneous change(technology, culture, organization, etc.)... initiatives.
Participative Management And Change-Oriented Leadership Expected Behaviors during the Change- Oriented Leadership Transition (2) Individual Limitation Perceptions Organizational Design Personality Culture Habits Limitation of resources Threat to the power and Inversions fixedinfluence International Fear of the unknown organizations agreements Financial reasons
Participative Management And Change-Oriented Leadership HTI Achieving ChangeVisionary Leadership Why Visionary Leadership and why this type? This type of leadership will increase efficiency which will move the decision making responsibility to our frontlines. The only way to achieve efficiency is to limit supervision: Leaders must give workers the opportunity to develop quality decision making skills. Leaders must learn to trust their followers
Participative Management And Change-Oriented Leadership Exemplary LeadershipThere are five practices that are used for exemplary leadership: Challenging the process Inspiring a shared vision Enabling others to act Modeling the way Encouraging the heart
Participative Management And Change-Oriented Leadership Implementing ChangeNecessary steps for implementing changes: Recognition of need for change Development of ideas for change Adoption of one or more ideas Implementing change Allocation of resources Evaluation of the change process
Participative Management And Change-Oriented Leadership Activities leading to successful Change Approach your followers with the idea of change in the organization Discuss ideas with followers and urge their participation Brainstorm on selected ideas Gradually put the new plan in place (in action) Assign tasks to followers, follow up the execution Use polls and meetings to evaluate the change process N.B: Each phase corresponds to one week of labor
Participative Management And Change-Oriented Leadership ConclusionIn this presentation we discussed the change process and its impact within the organization.We also discussed the advantages and disadvantages of change-oriented leadership, and proposed an implementation schedule for a successful organizational change which requires the leader to educate, and share the vision for change in order to empower followers.Better planning of change can decrease the stress level and ease the transition.
Participative Management And Change-Oriented Leadership ReferencesBarsh, J., Capozzi, M. M., Davidoson, J. (2010). Leadership and Innovation. Retrieved June 30, 2010, fromhttp://www.bnet.com/2403-13501_23-243570.htmlKahan, Seth. (2010). Visionary Leadership. Retrieved June 30, 2010, fromhttp://www.visionaryleadership.com/Articles_and_Resources/visionary_leadership.aspxThompson, R. (2010) The Five Practices of Exemplary Leadership , Retrieved June 30, 2010, fromhttp://www.leaderinsideout.com/the-five-practices.htmlLeadership (n.d.), Retrieved on July 02, 2010 from: http://www.monografias.com/trabajos15/liderazgo/liderazgo.shtmlStyles of Leadership (n.d.), Retrieve on July 02, 2010 from: http://www.gestiopolis.com/canales5/ger/elliderazg.htmOrganizational Behavior (n.d.), Retrieve on July 02, 2010 from:http://www.monografias.com/trabajos30/comportamiento-organizacional/comportamiento-organizacional.shtmlNahavandi Afsaneh. 2009 The Art and Science of Leadership (5th edition) Upper Saddle River, NJ: Pearson Prentice Hall