After Completing The Reading This Week, Please Review 021064

After Completing The Reading This Week Please Review Table 12 In The

After completing the reading this week, please review table 1.2 in the text and review the distinction between leadership and management. Then think about this in regard to how senior leaders versus senior managers lead change in an organization (especially when it comes to technical change in an organization). This week please reflect on these concepts and answer the following questions: When implementing change in an organization, there are always culture issues that are faced, such as not accepting change, determine how differently this would be handled thinking about the management versus leadership constructs? When dealing with performing work, how is this implemented differently within the management versus leadership constructs? Please be sure to answer all of the questions above in the initial post. Please ensure the initial post and two response posts are substantive. Substantive posts will do at least TWO of the following: Ask an interesting, thoughtful question pertaining to the topic Expand on the topic, by adding additional thoughtful information Answer a question posted by another student in detail Share an applicable personal experience Provide an outside source Make an argument At least one scholarly (peer-reviewed) resource should be used in the initial discussion thread. Please ensure to use information from your readings and other sources from the UC Library. Use APA references and in-text citations.

Paper For Above instruction

The distinction between leadership and management is fundamental in understanding how change is driven and implemented within an organization, particularly when addressing technical change. According to Northouse (2018), leadership involves influencing others toward a shared vision and inspiring motivation, whereas management is more about organizing, coordinating, and ensuring the efficient execution of tasks. Recognizing this distinction provides insight into how senior leaders and managers approach change differently, especially when confronting organizational culture issues such as resistance to change.

When organizations undergo technical change, senior leaders are typically visionaries who advocate for innovation and long-term transformation. They tend to focus on the overarching strategic goals and foster a culture receptive to change by encouraging buy-in at all levels. Conversely, senior managers are primarily concerned with the operational aspects of implementing change, ensuring that processes are adjusted effectively, and that teams adhere to new protocols. The handling of cultural issues like resistance to change varies significantly: leaders may seek to motivate and inspire through storytelling and emphasizing shared values, whereas managers might implement training programs, monitor compliance, and troubleshoot logistical challenges (Kotter, 1997).

Furthermore, the approach to performing work reflects the fundamental difference in the roles of leadership and management. Managers emphasize stability, adherence to procedures, and short-term efficiency, often employing a directive style to maintain order (Anthony & Govindarajan, 2007). Leaders, on the other hand, aim to catalyze innovation, foster commitment, and develop teams through empowering followers, often encouraging autonomy in problem-solving and decision-making. Therefore, while management focuses on ensuring that work gets done within existing systems, leadership is concerned with inspiring and guiding individuals toward organizational change and growth, especially in the context of technological advancements.

Understanding these distinctions is vital for effectively managing change initiatives. Leaders must create a compelling vision that overcomes resistance and aligns with organizational values, while managers must establish structures, processes, and metrics that facilitate the practical execution of change. Both roles are essential; however, their differing approaches can either complement or conflict depending on the situation. Integrating leadership and management principles can enhance the success of change initiatives, particularly when navigating culture issues and ensuring that organizational members are guided effectively through transition periods.

References

• Anthony, R. N., & Govindarajan, V. (2007). Management Control Systems (12th ed.). McGraw-Hill Education.
• Kotter, J. P. (1997). Leading Change. Harvard Business Review Press.
• Northouse, P. G. (2018). Leadership: Theory and Practice (8th ed.). Sage Publications.