How can a leader use the Cummings and Worleys five dimensions of l.pdf
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How can a leader use the Cummings and Worley\'s five dimensions of leading and managing change in guiding an organizational change? Solution Leader use the Cummings and Worley\'s five dimensions of leading and managing change in guiding an organizational change in the following manner: STEP 1: MOTIVATING CHANGE Organizational change involves moving from the known to the unknown. Because the future is uncertain and may adversely affect people\'s competencies, worth, and coping abilities, organization members generally do not support change unless compelling reasons convince them to do so. This requires attention to two related tasks: creating readiness for change and overcoming resistance to change. STEP 2: CREATING A VISION The second activity in leading and managing change involves creating a vision of what members want the organization to look like or become. Generally, a vision describes the core values and purpose that guide the organization as well as an envisioned future toward which change is directed. It provides a valued direction for designing, implementing, and assessing organizational changes. The vision also can energize commitment to change by providing members with a common goal and a compelling rationale for why change is necessary and worth the effort. STEP 3: DEVELOPING POLITICAL SUPPORT Managing the political dynamics of change includes the following activities: - Assessing Change Agent Power - Identifying Key Stakeholders - Influencing Stakeholders STEP 4 : MANAGING THE TRANSITION Implementing organizational change involves moving from the existing organiza.
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CHAPTER 11Strategic Leadership Creating a Learning Organizati
CHAPTER 11
Strategic Leadership: Creating a Learning Organization and an Ethical Organization
Copyright Anatoli Styf/Shutterstock
1
Learning Objectives
After reading this chapter, you should have a good understanding of:
11-1 The three key interdependent activities in which all successful leaders must be continually engaged.
11-2 Two elements of effective leadership: overcoming barriers to change and using power effectively.
11-3 The crucial role of emotional intelligence (EI) in successful leadership, as well as its potential drawbacks.
11-4 The importance of creating a learning organization.
11-5 The leader’s role in establishing an ethical organization.
11-6 The difference between integrity-based and compliance-based approaches to organizational ethics.
11-7 Several key elements that organizations must have to become ethical organizations.
©McGraw-Hill Education.
2
Strategic Leadership
Consider . . .
To both create and implement proper strategies, firms must have strong and effective leadership.
What are the activities that leaders engage in, and what practices and capabilities enable leaders to be effective at sustaining a competitive advantage for their firms?
To what degree does ethical leadership matter?
©McGraw-Hill Education.
To both create and implement proper strategies, firms must have strong and effective leadership, and this leadership must be strategic in managing, adapting, and coping in the face of increased environmental complexity and uncertainty. In order to be successful at creating and sustaining a competitive advantage, leaders must engage in several activities, utilizing key capabilities, one of which is emotional intelligence, and the other of which is an awareness of how to create and maintain an ethical organization. Effective leaders play an important and often pivotal role in creating an organizational culture that pursues excellence while adhering to high standards of ethical behavior.
3
Strategic Leadership Definition
Leadership is the process of transforming organizations from what they are to what the leader would have them become.
Successful leaders are:
Proactive – dissatisfied with the status quo
Goal oriented – visualizing successful futures
Focused on the creation & implementation of a creative vision – understanding the process
©McGraw-Hill Education.
Leadership is proactive, goal oriented, and focused on the creation and implementation of a creative vision. Leadership = the process of transforming organizations from what they are to what the leader would have them become. This definition implies dissatisfaction with the status quo, a vision of what should be, and a process for bringing about change. Leaders are change agents whose success is measured by how effectively they formulate and implement a strategic vision and mission.
4
Strategic Leadership Model
Exhibit 11.1 Three Interdependent Leadership Activities
©McGraw-Hill Education.
Successful leaders recognize three int ...
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After reading this chapter, you should have a good understanding of:
11-1 The three key interdependent activities in which all successful leaders must be continually engaged.
11-2 Two elements of effective leadership: overcoming barriers to change and using power effectively.
11-3 The crucial role of emotional intelligence (EI) in successful leadership, as well as its potential drawbacks.
11-4 The importance of creating a learning organization.
11-5 The leader’s role in establishing an ethical organization.
11-6 The difference between integrity-based and compliance-based approaches to organizational ethics.
11-7 Several key elements that organizations must have to become ethical organizations.
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2
Strategic Leadership
Consider . . .
To both create and implement proper strategies, firms must have strong and effective leadership.
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To both create and implement proper strategies, firms must have strong and effective leadership, and this leadership must be strategic in managing, adapting, and coping in the face of increased environmental complexity and uncertainty. In order to be successful at creating and sustaining a competitive advantage, leaders must engage in several activities, utilizing key capabilities, one of which is emotional intelligence, and the other of which is an awareness of how to create and maintain an ethical organization. Effective leaders play an important and often pivotal role in creating an organizational culture that pursues excellence while adhering to high standards of ethical behavior.
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Strategic Leadership Definition
Leadership is the process of transforming organizations from what they are to what the leader would have them become.
Successful leaders are:
Proactive – dissatisfied with the status quo
Goal oriented – visualizing successful futures
Focused on the creation & implementation of a creative vision – understanding the process
©McGraw-Hill Education.
Leadership is proactive, goal oriented, and focused on the creation and implementation of a creative vision. Leadership = the process of transforming organizations from what they are to what the leader would have them become. This definition implies dissatisfaction with the status quo, a vision of what should be, and a process for bringing about change. Leaders are change agents whose success is measured by how effectively they formulate and implement a strategic vision and mission.
4
Strategic Leadership Model
Exhibit 11.1 Three Interdependent Leadership Activities
©McGraw-Hill Education.
Successful leaders recognize three int ...
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2Change ImplementationDeyanira DiazSouthern New Ha.docx
2
Change Implementation
Deyanira Diaz
Southern New Hampshire University
MBA 687
Dr. Rivero
October 2, 2022
Change Implementation
Organizational change is a complex process that requires detailed planning to succeed. A change management plan is, therefore, needed to ensure successful implementation. The plan helps manage the change process and controls schedule, scope, budget, resources, and communication. A change management plan also helps manage employee responses to organizational change. Employees respond differently to change. Some will be eager to use new processes and procedures, while others will resist. Bad communication, fear of the unknown, lack of support from the management, lack of understanding of the reason for the change, and fear of failure are some of the reasons why employees resist organizational change. No matter the reaction, a change management plan should provide a complete roadmap, as well as, tools to successfully implement change and support employees as they transition through change. In this report, I will analyze the pre-implementation and implementation stages of the change management plan in the U.S. branch.
Key Stakeholders and their Significance
Key stakeholders are individuals or groups with an interest in a change initiative and can either affect or be affected by the change. The president, the vice president, and business unit leaders are the key stakeholders in the change process. These individuals want to see successful change implementation to ensure company goals are met. Their main roles include creating a change vision and communicating change throughout the organization.
Each stakeholder’s role plays a significant part in gaining acceptance, buy-in, as well as, support for change across the organization and departments. As indicated above, one major role of the key stakeholders is to create a change vision. A change vision gives employees a picture of what the company will look like in the future after change implementation (Tanner, 2021). Also, a change vision tells employees why they should let go of the past and embrace the future. In other words, having a vision of change helps employees understand the reason for the change and the benefits it can bring. This, in turn, will create buy-in, support, and acceptance for the proposed change. Besides that, key stakeholders communicate the proposed change across departments and throughout the organization. Effective communication can encourage employees to embrace change and make them aware of the objectives and vision for change (Hasanaj, 2022). Additionally, effective communication can help the organization to convince employees that the existing state of affairs is no longer suitable. It can also encourage employees to support and accept the new state. It is necessary to be honest and clear when communicating change to create buy-in. It is also important to communicate how the change will affect employees to keep them engaged.
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The invention in the business world has led to rapid transformation in many Organizations. In order to remain in production, business organizations are faced with an inevitable need for change. Transformations determine which companies thrive, and that fades. To effect the move, the company faces resistance since you don't know how to go about it, who to involve, and what is in it for employees (Burnes, B., & Randall, J. 2015). There exist many theories that try to explain management change, but the outstanding one is Kotter's 8-step change model. According to Kotter, successful change in an organization such as Walmart retail cooperation involves systematic steps these steps are Establishing a sense of urgency, create a coalition, Develop vision and strategy, communicate the vision, empower broad-based action, Generating short-term wins, consolidating gains and producing more change and anchoring new approaches into the society. These steps and their application are discussed below.
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Intelligence urgency refers to communicating with employees on the importance of acting promptly and without delay. It describes a positive state of mind that managers should evoke to those they lead. It is not a tool of pointing how competitors are better off or showing people poor sales statistics, but, opens a convincing honest dialogue about the internal affairs of the business (Centrella, S. 2019). As a leader of a company such as Walmart retail store, one can do the following to create a sense of urgency: see probable uncertainties and extend proposal of what can take place in future, and also requests outside help from customer and business people to reinforce his case.
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The strategic change issues that an organization may experience
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ANOVA in SPSS • Choose Analyze General Linear Model Univariate. • Move the DV to the
Dependent Variable box. • Move the IV to the Fixed Factor(s) box. • Click the OK button. The
output from this analysis will contain the following sections. • Between-Subjects Factors. Lists
how many subjects are in each level of your factor. • Tests of Between-Subjects Effects. The row
next to the name of your factor reports a test of whether there is a significant relationship
between your IV and the DV. A significant F statistic means that at least two group means are
different from each other, indicating the presence of a relationship. You can ask SPSS to provide
you with the means within each level of your between-subjects factor by clicking the Options
button in the variable selection window and moving your withinsubjects variable to the Display
Means For box. This will add a section to your output titled Estimated Marginal Means
containing a table with a row for each level of your factor. The values within each row provide
the mean, standard error of the mean, and the boundaries for a 95% confidence interval around
the mean for observations within that cell. Post-hoc analyses for one-way between-subjects
ANOVA. A significant F statistic tells you that at least two of your means are different from
each other, but does not tell you where the differences may lie. Researchers commonly perform
post-hoc analyses following a significant ANOVA to help them understand the nature of the
relationship between the IV and the DV. The most commonly reported post-hoc tests are (in
order from most to least liberal): LSD (Least Significant Difference test), SNK (Student-
Newman-Keuls), Tukey, and Bonferroni. The more liberal a test is, the more likely it will find a
significant difference between your means, but the more likely it is that this difference is actually
just due to chance. 14 Although it is the most liberal, simulations ha.
How could someone show me how to get the first and 2nd moment. Pleas.pdf
How could someone show me how to get the first and 2nd moment. Please and thank you.
Solution
differentiate with respect to t to get first moment and differentiate first moment with
respect to t to get the second moment my(t)= [pe^t +(1-p)]^n my\'(t)=n [pe^t +(1-p)]^(n-1) *
pe^t my\"(t)=npe^t[pe^t +(1-p)]^n-1 + npe^t * (n-1) * [pe^t +(1-p)]^(n-2) * pe^t.
How do I determine Knee voltage and knee current from a Id vs Vd plo.pdf
How do I determine Knee voltage and knee current from a Id vs Vd plot of a zener diode?
Solution
The voltage at which the current through the diode increases rapidly is known as the Knee
Voltage.
The reverse current at which the zener diode enters breakdown region, is called as Knee current..
How do I determine if this equation is a linear function or a nonlin.pdf
How do I determine if this equation is a linear function or a nonlinear function?
Solution
The easiest way I have for knowing the difference between linear and nonlinear is the exponent
value on the variable x.
It is important to understand the root word in linear. It is LINE. A straight line, no curves.
For example:
y = 2x - 3 This is linear because the exponent on x is one. Thus your slope is standard rise over
run, like a stair step and simply goes up or down.
Y = x^2 + x + 4 is nonlinear. When graphed it becomes a parabola, which looks like a hill on
your graph. This is because the exponent on the variable of x is more than one.
This pattern continues on for all equations. Hope this helps to put it into easy to understand
terms. :).
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How do i Construct an interval around the population mean that is two standard deviations above
and two standard deviations below?
Solution
If you know the mean and standard deviation, then you can just subtract 2 standard deviations
from the mean and add 2 standard deviations to the mean:
± 2 or ( - (2*) , + (2*) )
^is your interval^.
How do I answer the questions I just want to answer math questions..pdf
How do I answer the questions? I just want to answer math questions.
Solution
How to Answer Questions--go to the questions and answers section using the tabs at the top.
Select \"unanswered\" from the pull down menus above the questions. select Math from the types
of questions. Next hit \"GO\" to enter your choices. this will refresh the questions only showing
the ones you selected (unanswered / math)..
How do I add fractions with uncommon denominatorsSolutionFirs.pdf
How do I add fractions with uncommon denominators?
Solution
First, I have to apologize for the fact that the formatting here will be hard to follow. It is not
possible to set it up properly in here. I have had to show the fractions like this 1/2. I hope that
isn\'t too confusing.
The first step in adding fractions with different denominators is to convert them to fractions with
the same denominator.
Sometimes this is really easy, because one of the denominators is a multiple of the other. So, for
example,.
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How do charismatic and transformational leadership relate to the four followership types
described in the \"Focus on Followers\" section of the text?
Solution
Robert Kelley has identified five major followership types which are stated as follows:
1. Alienated Follower: This category consists of passive, yet independent thinkers. These
followers will not contribute to the problem solving of the situation. They would have also
experienced set backs or furstration. These followers are capable but still they focus on
shortcomings of the organization.
2. Conformist: The typical characteristics of conformists are that they are active but dependant
but uncritical thinkers. They instantly carry out orders. They are concerned in avoiding conflict
further they go along to get along. They are never hesitant in participation. They participate
willingly.
3. Passive Followers: These followers are usually uncritical thinkers and they lack initiative and
sense of responsibility. They always leave the leader to think and need much supervision. They
are more passive in nature.
4. Effective Followers: They are the most active and critical thinkers. They have the courage to
initiate change and serve the best interest of the organization. Further, they are committed to
something larger than themselves and are always committed to positive impact. They are always
open to risk.
5. Pragmatic Survivor: These followers have the qualities of all four types of followers. They
intentionally change style depending on the situation. They usually avoid risk and maintain status
quo. The style that benefits their position is usually adopted by them.
Charismatic leadership: Charisma is certain quality of an individual personality, by virtue of
which they are set apart from ordinary people and are considered as supernatural and
superhuman people with exemplary powers. They have the ability to influence people and
uncritical thinkers tend to follow them blindly if they get attracted by them.
Charismatic leaders can directly influence Alienated, conformist, Passive and Pragmatic
followers since all these followers have the tendency to follow instructions and obey their orders.
Transformational Leadership: It is defined as a process where leaders and followers tend to raise
one another to higher levels of morality and motivation. The leaders usually stirs the emotions of
others and encourage others. They have high expectations and get people to look beyond their
self-interest. They set set clear goals and are a model of Integrity and fairness.
Transformational leader create a big impact on the Effective followers. Effective follower think
and act, and transformational leaders tend to create a impact on the followers. This will work
vice-versa. A few pragmatic followers will also fall in this category, as pragmatic leaders always
fall in any of the four types of followership styles..
how do furnaces workSolutionFurnaces work by burning fuel (li.pdf
how do furnaces work?
Solution
Furnaces work by burning fuel (like oil or natural gas). When these things burn, they form hot
gases that are sent through curving metal tubes called \'heat exchangers.\' The heat exchangers
are inside of the air ducts in your house, so the air in the ducts gets warmed up by the hot metal
pipes. Then they use fans to move the warm air out of the ducts and new air in. Since the
potentially toxic gases from burning the fuel stay inside the heat exchanger tubes and the air in
your house stays outside of the tubes, the air in your house can\'t become poisoned..
How do an ordinary annuity, an annuity due, and a perpetuity differ.pdf
How do an ordinary annuity, an annuity due, and a perpetuity differ? Explain.
Solution
Annuity refers to series of periodic cash flow made or received at equal intervals. Cash flows can
be either inflows or outlfows happening after a periodic time intervals like weekly, monthly,
quarterly or annually.
Ordinary Annuity - When payment or receipt happens at the end of a time period.
Annuity Due - When payment or receipt happens at the beginning of a time period.
Perpetuity - An Annuity in which there is no end date i.e. an annuity which is everlasting..
How do differing perspectives affect our views of compensation Be s.pdf
How do differing perspectives affect our views of compensation? Be specific
Solution
1. Compensation is viewed by society as a measure of justice as well as a cause of increased
taxes and price increases.
2. Stockholders are concerned with executive pay relative ti company performance.
3. Managers view compensation as a major expense and a means to influence employee
behaviour.
4. Employees view compensation as return in an exchange with their employer an entitlement or
a reward in other countries Ex ( china,japan)
5. In other countries compensation is related to being taken care of.( some places in china they
still give rice allowances or transportation allowances)
6. So looking at all these perspectives of compensation you now need to look at the pros and
cons of compensation with your own perspective..
How do argumentativeness and verbal aggressiveness differ What are .pdf
How do argumentativeness and verbal aggressiveness differ? What are the implications of each
for organizational communication?
Solution
Argumentativeness:-
It is used to define the operation of justifying an opinion or theory through reasoning or
argument.
Also aimed to change the views of other persons or merely communicating our own ideas. It may
be a debate, forum to press ideas or a simple conversation with persuasion of one.
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